1,722,283 research outputs found
Using ISOS consensus test protocols for development of quantitative life test models in ageing of organic solar cells
No full textAs Organic Photovoltaic (OPV) development matures, the demand grows for rapid characterisation of degradation and application of Quantitative Accelerated Life Tests (QALT) models to predict and improve reliability. To date, most accelerated testing on OPVs has been conducted using ISOS consensus standards. This paper identifies some of the problems in using and interpreting the results for predicting ageing based upon ISOS consensus standard test data. Design of Experiments (DOE) in conjunction with data from ISOS consensus standards are used as the basis for developing life test models for OPV modules. This is used to study their temperature-humidity and light-induced degradation, which enables failure rates during accelerated testing to be assessed against the typical outdoor operational conditions. The life test models are used to assess the relative severity of the ISOS standards and the impact of geographic and seasonal climatic changes on OPV degradation
CARACTERIZACIÓN EN DC Y AC DE MÓDULOS FOTOVOLTAICOS DE PEROVSKITA. ESTUDIO DE LA DEGRADACIÓN BAJO PROTOCOLOS ISOS-D, ISOS-L E ISOS-LC.
No full textTrabajo Fin de Grado leído en la Universidad Rey Juan Carlos en el curso académico 2022/2023. Directores/as: Beatriz Romero Herrero, José Carlos Pérez MartínezEstudio de la degradación de un módulo solar fotovoltaico compuesto por siete células en serie de perovskita bajo protocolos ISOS-D-1, ISOS-LC-1 e ISOS-L-
ISOS: Sistema de valoración de puestos de trabajo para llevar a la práctica el principio de igualdad retributiva
No full textA fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.Una estructura salarial justa debe ser un elemento esencial de la política de personal de cualquier empresa. Cuando ésta es percibida como arbitraria, se convierte entonces en una causa de disturbio de las relaciones laborales. En particular, una estructura salarial es injusta si es discriminatoria en relación con el género. La valoración de puestos de trabajo (VPT) es una herramienta tradicional utilizada en el proceso de diseño de las estructuras salariales. Pero estas herramientas pueden ser utilizadas también para detectar y combatir la discriminación salarial, ya que permiten determinar si dos trabajos tienen o no un valor equivalente. Aunque existen muchos tipos de sistemas, existe un amplio consenso al definir los procedimientos de asignación de puntos por factor como lo más adecuados y justos. Sin embargo, aún estando bien definidos desde un punto de vista técnico, la mayoría de los sistemas existentes proporcionan resultados que son discriminatorios en relación con el género. ISOS es un nuevo sistema de VPT que ha sido diseñado con el objetivo de definir un sistema neutro con respecto al género. El sistema se basa en las características de los puestos de trabajo actuales (se han incluido aspectos relacionados con la polivalencia o la distribución flexible del tiempo de trabajo, entre otros), en sistemas de valoración y cuestionarios para la descripción de puestos, en el conocimiento de expertos internacionales y en la amplia literatura existente sobre discriminación de género y su relación con la VPT. ISOS, que incluye todos los aspectos del trabajo sin omitir ninguna característica relevante, puede ser implementado en cualquier tipo de empresa y para valorar cualquier tipo de trabajo, y ofrece flexibilidad para ser adaptado a las características específicas de cada organización. Utilizar ISOS puede contribuir a detectar, combatir y eliminar parte de la discriminación salarial existente (general y de la mujer)
ISOS: Sistema de valoración de puestos de trabajo para llevar a la práctica el principio de igualdad retributiva
No full textA fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.Una estructura salarial justa debe ser un elemento esencial de la política de personal de cualquier empresa. Cuando ésta es percibida como arbitraria, se convierte entonces en una causa de disturbio de las relaciones laborales. En particular, una estructura salarial es injusta si es discriminatoria en relación con el género. La valoración de puestos de trabajo (VPT) es una herramienta tradicional utilizada en el proceso de diseño de las estructuras salariales. Pero estas herramientas pueden ser utilizadas también para detectar y combatir la discriminación salarial, ya que permiten determinar si dos trabajos tienen o no un valor equivalente. Aunque existen muchos tipos de sistemas, existe un amplio consenso al definir los procedimientos de asignación de puntos por factor como lo más adecuados y justos. Sin embargo, aún estando bien definidos desde un punto de vista técnico, la mayoría de los sistemas existentes proporcionan resultados que son discriminatorios en relación con el género. ISOS es un nuevo sistema de VPT que ha sido diseñado con el objetivo de definir un sistema neutro con respecto al género. El sistema se basa en las características de los puestos de trabajo actuales (se han incluido aspectos relacionados con la polivalencia o la distribución flexible del tiempo de trabajo, entre otros), en sistemas de valoración y cuestionarios para la descripción de puestos, en el conocimiento de expertos internacionales y en la amplia literatura existente sobre discriminación de género y su relación con la VPT. ISOS, que incluye todos los aspectos del trabajo sin omitir ninguna característica relevante, puede ser implementado en cualquier tipo de empresa y para valorar cualquier tipo de trabajo, y ofrece flexibilidad para ser adaptado a las características específicas de cada organización. Utilizar ISOS puede contribuir a detectar, combatir y eliminar parte de la discriminación salarial existente (general y de la mujer)
Building bridges in Marine Science Education
No full textThe brochure “Building Bridges in Marine Science Education” introduces the stunning spectrum of doctoral research in marine sciences in Kiel and highlights the outstanding features of the ISOS doctoral programme.
A central element of the brochure are 10 doctoral candidate profiles that show the “face of the science” by giving doctoral researchers from a broad spectrum of disciplines the opportunity to introduce their work in their own words
Munida isos Ahyong & Poore 2004
No full textMunida isos Ahyong & Poore, 2004 Munida microps. — Haig, 1973: 273 [part, smaller specimen only] [not M. microps Alcock, 1894]. Munida isos Ahyong & Poore, 2004: 34 –38, fig. 6 [type locality: off St Patricks Head, Tasmania, 41 ° 35 ’S, 148 ° 14 ’E]. Munida gordoni Vereshchaka, 2005: 139, fig. 2, tab. 1–2 [type locality: off Wairarapa coast, New Zealand, 41 ° 35.45 – 34.88 ’S, 175 ° 46.39–47.23 ’E, 1000–1400 m] [new synonymy]. Material examined. NIWA 4065, H- 880, ovigerous female (15.0 mm), off Wairarapa coast, New Zealand, 41 ° 35.45 – 34.88 ’S, 175 ° 46.39–47.23 ’E, 1000–1400 m, mud, TAN0107/326, 24 May 2001 (holotype of Munida gordoni Vereshchaka, 2005). Remarks. Munida gordoni Vereshchaka, 2005, recently described from off the Wairarapa coast is indistinguishable from M. isos Ahyong & Poore, 2004, described from southeastern Australia; the two species are herein synonymised. Two of three species described by Vereshchaka (2005) are represented in the NORFANZ collection: Agononida nielbrucei and Munida grieveae (synonymised above with M. endeavourae Ahyong & Poore, 2004). Although M. isos was not represented in the NORFANZ collection, it is reported here to clarify the status of M. gordoni, the third species described from New Zealand by Vereshchaka (2005). Distribution. Southeastern Australia, from Broken Bay to Tasmania, and now from New Zealand; 640– 1700 m (Ahyong & Poore 2004).Published as part of Ahyong, Shane T., 2007, Decapod Crustacea collected by the NORFANZ Expedition: Galatheidae and Polychelidae, pp. 1-54 in Zootaxa 1593 on page 31, DOI: 10.5281/zenodo.17862
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Lessons from the History of Independent System Operators in the Energy Sector, with applications to the Water Sector
No full textThis paper examines the lessons from independent transmission system operators in energy in the context of the potential introduction of an independent system operator in the water sector. A key lesson from the energy sector is that there is a basic choice between having an independent system operator (ISO) and an independent transmission system operator (ITSO) covering two or more existing company areas. ISOs do not own any wires or pipes, ITSOs do own wires or pipes. We begin by examining the nature of system operation arrangements in different countries, focussing on different ways that non-discriminatory access to monopoly transmission assets can be facilitated. We go on to discuss the particular functions of the ISO, focussing on the US, with regard to controlling the system and operating the power markets. We also detail the costs of system operation. Next, we focus on incentive issues and the governance of ISOs around the world. We outline an ideal model for an electricity system operator and examine the extent to which systems in the US and UK conform to the ideal. We also explore the issue of pricing access to the system and how system operation costs are paid for. Then, we look at the evolving role of system operators and how they might be evaluated. Finally we apply the learning from system operation in energy across to the UK water sector and offer some interim conclusions
The Spanish adaptation of the Interpersonal Sexual Objectification Scale (ISOS)
No full textBackground: Sexual objectification of women is a subtle manifestation of gender violence. The aim of this study was to adapt the 15-item Interpersonal Sexual Objectification Scale (ISOS) to Spanish to obtain a valid instrument to evaluate this construct. Method: After its adaptation, the questionnaire was administered to 771 women from the general population. Subsequently, the psychometric properties of the questionnaire were evaluated from both the classical perspective and item response theory. Results: The data obtained were very similar to those of the original version. The ISOS showed good internal consistency and a two-factor structure: body evaluation and unwanted explicit sexual advances. In addition, the ISOS showed correlations with benevolent sexism, state-anxiety and self-esteem. Conclusions: The Spanish version of the ISOS is a reliable and valid measure of sexual objectification of women in the interpersonal context.Adaptación española de la Escala de Cosificación Sexual Interpersonal (ISOS). Antecedentes: la cosificación sexual de la mujer es una manifestación sutil de violencia de género. El objetivo de este estudio fue realizar la adaptación al español de la escala Interpersonal Sexual Objectification (ISOS) de 15 ítems para contar con un instrumento adecuado a la hora de evaluar dicho constructo. Método: tras adaptar el cuestionario se aplicó a 771 mujeres de población general. Posteriormente se evaluó las propiedades psicométricas del cuestionario desde la perspectiva clásica y de Teoría de la Respuesta a los Ítems. Resultados: los datos obtenidos fueron muy similares a los de la versión original. La ISOS mostró muy buena consistencia interna y una estructura bifactorial: evaluación corporal y aproximaciones explícitas no deseadas. Además, la ISOS mostró correlaciones con sexismo benévolo, ansiedad-estado y autoestima. Conclusiones: la versión española de la ISOS se muestra como una medida fiable y válida de cosificación sexual de la mujer en el contexto interpersonal
The Spanish Adaptation of the Interpersonal Sexual Objectification Scale (ISOS)
No full textBackground: Sexual objectification of women is a subtle manifestation of gender violence. The aim of this study was to adapt the 15-item Interpersonal Sexual Objectification Scale (ISOS) to Spanish to obtain a valid instrument to evaluate this construct. Method: After its adaptation, the questionnaire was administered to 771 women from the general population. Subsequently, the psychometric properties of the questionnaire were evaluated from both the classical perspective and item response theory. Results: The data obtained were very similar to those of the original version. The ISOS showed good internal consistency and a two-factor structure: body evaluation and unwanted explicit sexual advances. In addition, the ISOS showed correlations with benevolent sexism, state-anxiety and self-esteem. Conclusions: The Spanish version of the ISOS is a reliable and valid measure of sexual objectification of women in the interpersonal context
Comparing the degradation of organic photovoltaic devices under ISOS testing protocols
No full textIn order for OPV devices to transition from the laboratory to the industrial scale, accurate measurements of device operating stability and lifetime are crucial. This paper compares the degradation of ITO/PEDOT: PSS/P3HT:ICBA/Ca/Al and ITO/MoO3/P3HT:ICBA/Ca/Al devices using the three main ISOS standard testing protocols: (a) ISOS-D-1, (b) ISOS-O-1 and (c) ISOS-L-1. We show that: (1) ITO/MoO3/P3HT:ICBA/Ca/Al devices are more stable than their PEDOT counterparts under the ISOS-D-1 protocol, as has been reported previously. (2) Under the ISOS-O-1 protocol, unencapsulated MoO3 based devices are more stable than the equivalent PEDOT device but, when encapsulated, the degradation rates of the MoO3 and PEDOT devices are the same. (3) By contrast, when measured under the ISOS-L protocol, the MoO3 based devices are either equivalent to (unencapsulated devices) or, indeed, actually degrade faster (encapsulated devices) that their PEDOT counterparts. We demonstrate that these differences arise from the dominant degradation mode changing under the different protocols. As such, this paper highlights that the choice of testing protocol significantly influences the reported stability of OPV devices. In particular, the ISOS-D and ISOS-L protocols do not necessary reflect OPV device performance under actual operating conditions and thus stability measurements using these protocols should be treated with caution
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