Generalized Concatenated Codes over Gaussian and Eisenstein Integers for Code-Based Cryptography

The code-based McEliece and Niederreiter cryptosystems are promising candidates for post-quantum public-key encryption. Recently, q-ary concatenated codes over Gaussian integers were proposed for the McEliece cryptosystem, together with the one-Mannheim error channel, where the error values are limited to the Mannheim weight one. Due to the limited error values, the codes over Gaussian integers achieve a higher error correction capability than maximum distance separable (MDS) codes with bounded minimum distance decoding. This higher error correction capability improves the work factor regarding decoding attacks based on information-set decoding. The codes also enable a low complexity decoding algorithm for decoding beyond the guaranteed error correction capability. In this work, we extend this coding scheme to codes over Eisenstein integers. These codes have advantages for the Niederreiter system. Additionally, we propose an improved code construction based on generalized concatenated codes. These codes extend to the rate region, where the work factor is beneficial compared to MDS codes. Moreover, generalized concatenated codes are more robust against structural attacks than ordinary concatenated codes.

On Choosing the Optimal Impeller Exit Velocity Triangles in Preliminary Design

Impeller discharge flow plays an important role in centrifugal compressor performance and operability for two reasons. First, it determines the work factor and relative diffusion for the impeller. Second, it sets the flow into the downstream stationary diffusion system. The choice made in the preliminary design phase for the impeller exit velocity triangle is crucial for a successful design. The state-of-the-art design approach for determining the impeller exit velocity triangle in the preliminary design phase relies on several empirical guidelines, i.e. maximum work factor and diffusion ratio for an impeller, the optimal range of absolute flow angle, etc. However, as modern compressors continue pushing toward higher efficiency and higher work factor, this design approach falls short in providing exact guidance for choosing an optimal impeller exit velocity triangles due to its empirical nature as well as the competing mechanism of the two trends. In light of this challenge, this paper introduces a reduced-dimension, deterministic approach for the design of the impeller exit velocity triangle. The method gauges the design of the impeller exit velocity triangle from a different design philosophy using a relative diffusion effectiveness parameter and is validated using 6 impeller designs, representative of applications in both turbochargers and aero engines. Furthermore, with the deterministic method in place, optimal impeller exit velocity triangles are explored over a broad design space, and a one-to-one mapping from a selection of impeller total-to-total pressure ratios and backsweep angles to a unique optimal impeller exit velocity triangle is provided. This new approach is demonstrated, and discussions regarding the influences of impeller total-to-total pressure ratio, isentropic efficiency, and backsweep angle on the optimal impeller exit velocity triangle are presented.

Factors of Work Motivation and Coexistence of Generations at the Workplace

This paper focuses on the characteristics of the main challenges posed by the changes in demographic composition of labour market and requisite to adjust motivational programs to expectations of employees in industrial enterprises in Slovakia, but also to develop strategies to manage the cooperation between different generations. The paper describes the situation in Slovakia based on the analysis of data from quantitative research collected in 2018 on a sample of 534 employees in industrial enterprises. The empirical findings presented, which describe the differences between generations, focus mainly on the importance of work motivation factors and the level of achievement of these factors in correlation with the stated intention to change employment. Analysed data confirmed that relationships with colleagues are generally the most important work factor for all generations, but we found some significant differences between generations in work motivation items such as career advancement, personal growth, achievement, advantageous working hours and benefit to society.

HUMAN FACTOR AND ITS EFFICIENCY EVALUATION IN REVENUE CENTERS

Human factor is one of more important resources of the organization, reflecting status quo of its intangible assets. Skilful managing these components increases entity’s potential in the long run. So-called key performance factors (KPIs) can be regarded as a starting point for its measurement. Reviewing “work factor” in an enterprise helps “capturing” areas of low productivity, improving tasks implementation, appropriate employees motivating, making efforts for continuous development. KPIs are grouped within the framework of four perspectives referring: internal processes, client, learning and owner. This study sets out to assess achievements of individual divisions of a service company in each of these areas, by using properly designed indicators. The main thesis of the publication maintains that the statistic range based on arithmetic means of branch performance ratios allows to determine the size of the competence gap of a given revenue center.

Pengaruh Budaya Organisasi Terhadap Prestasi Kerja Karyawan Bagian Corporate Administrasion pada PT. NITTOH Presisi Indonesia

The evaluation of performance is one of the important tasks done by a manager or a leader. In evaluating employees’ performance like and dislike is one factor that should be avoided by an evaluator to maintain the objectivity of the evaluation. The evaluation is necessary because it can be used to improve decision concerning personnel or to give feedback regarding the employees’ performance. There are two variables that can influence performance the first one is individual variable including attitude, characteristics, interests and motivation, experience, age, sex, education and other factors. The second one is situational variable that consists of physical and work factor, types of training and evaluation, wage system and social environment. Thus, it can be concluded that organization culture and employee’s performance are interdependent factors. The importance of organization culture in the organization life will increase employees’ performance. The organization culture that is employed at PT. Nittoh Presisi Indonesia are: Seiri (orderly), Seiton (neatness), Seiso (cleanliness), Seiketsu (eternal) and Sitshuke (discipline). The criteria in evaluating employee’s performance at PT Nittoh Presisi Indonesia among other things are: attendance sheet, obeying company’s rules, understanding of order, work diligence, partnership among colleagues, the quantity of target goal, the quality of the target work and capability and potential development. From ANOVA results on experiment variables it was found that F counted was 62.966 while the value of F table with degree of freedom (df = 2 and 56) on the α = 0.005 was 2.80. Therefore, since the value of F counted is bigger than F table (62.966 > 2.80), it can be concluded that the organization culture influences the employee’s performance at PT Nittoh Presisi Indonesia.

Effect of psychosocial work factors on the risk of certified absences from work for a diagnosed mental health problem: a protocol of a systematic review and meta-analysis of prospective studies

IntroductionMental health problems (MHPs) are frequent and disabling and are the first or second leading cause of certified sickness absences from work in industrialised countries. They are generally long lasting and generate a considerable human and socioeconomic burden. The deleterious effect of adverse psychosocial work factors on MHP has been documented. However, the evidence regarding the effect of these factors on absences from work for an MHP has not been synthesised since 2007. The proposed systematic review aims to synthesise the effect of adverse psychosocial work factors from three validated theoretical models (the demand–control–support, effort–reward–imbalance and organisational justice models) on the risk of certified absences from work for diagnosed MHP among workers.Method and analysisA systematic search strategy will be conducted in seven databases: Medline, Embase, CINAHL, Web of Science, PsycInfo, Sociological abstracts and IBSS. Following Preferred Reporting Items for Systematic Reviews and Meta-Analyses recommendations, a multistep screening process by independent reviewers will lead to study selection. The search strategy was first run in 16 January 2017 and will be updated in October 2018. Only quantitative, prospective studies evaluating the effect of at least one psychosocial work factor from the validated theoretical models on certified absence from work for a diagnosed MHP will be considered for inclusion. Extracted data will be used for quantitative and qualitative evidence synthesis as well as to assess risk of bias and methodological quality. Meta-estimates will be provided for high-quality studies and by each psychosocial work factor, after considering homogeneity and number of studies.Ethics and disseminationAs this study will be based only on published studies, ethics approval is not required. Given that psychosocial works factors are frequent and modifiable, the results of this systematic review may provide evidence to support prevention strategies that can help to reduce the human social and economic burden associated with medically certified absences from work for an MHP.PROSPERO registration numberCRD42018091632.

ANALISIS POSTUR KERJA PEKERJA PROSES PENGEASAHAN BATU AKIK DENGAN MENGGUNAKAN METODE REBA

Work Station, human Work Factor contains a high hazard potential so we need a preventive effort to prevent accidents and illness due to improper working posture. The purpose of this study was to determine the relationship postures with complaints system muscoloskletal workers agate grinding process so that the system can meminimalisirkan complaint musculoskletal workers agate grinding. To determine the posture disorders occurring in workers then used method of REBA (Rapid EntireBody Asssessment). That is the method used to analyze the workers based on the position of the body. This method is designed to evaluate the work or activities, where such work has a tendency to cause discomfort such as fatigue in the neck, spine, arm. From the observations that have been made are not ergonomic working position. It is necessary for improvement of working methods by the company.Kata Kunci: Work Posture, Work Station, Musculoskeletal, REBA, Gems Stone.

As tecnologias da informação e comunicação como fator de produção na economia do conhecimento.

This article aims to assess the ICT as a production factor in the Knowledge Economy. Therefore, the modified production function of Robert Solow was, which adds to the neoclassical version the technological developments, was used. Was considered with factor A the percentage of internet use in households. In Brazil, whose percentage of Internet use is 54.2%, the multiplier effect of labor was 38.4%. Compared to countries where the percentage exceeds 90%, the multiplier effect exceeds 60%. Thus, we emphasize the importance of digital inclusion measures adopted by governments, companies and NGOs, so that the work factor is greater in the production function of Brazil.