Work is reported on thermal-induced redshifts of quantum particle plasmon. The redshifts are predicted to be caused indirectly by the quantum size effects. The particles are enlarged when temperature increases, and consequently, quantum size effects modify the plasmon but not the band structure. It has been modeled for metallic quantum particles. The results are also instructive to other quantum systems, such as complex molecules. Every electron inside the quantum particle is taken into account. Tiny quantum size effects are harvested, and the redshift becomes significant. Experimental evidence is also given for the spectral redshift. Faujasite zeolites were synthesized. Optical spectroscopy has been carried out, and the resulting spectra showed a significant redshift with the increase in temperature.

Biomass energy is abundant, clean, and carbon dioxide neutral, making it a viable alternative to fossil fuels in the near future. The release of syngas from biomass thermochemical treatments is particularly appealing since it may be used in a variety of heat and power generation systems. When a syngas with low tar and contaminants is required, downdraft gasifiers are usually one of the first gasification devices deployed. It is time-consuming and impractical to evaluate a gasification system's performance under multiple parameters, using every type of biomass currently available, which makes rapid simulation techniques with well-developed mathematical models necessary for the efficient and economical use of energy resources. This work attempts to examine, through model and experimentation, how well a throated downdraft gasification system performs when using pretreatment biomass feedstock that has been characterized. For the analyses, peanut shell (PS), a biomass waste easily obtained locally, was used. The producer gas generated with 9 mm PS pellets had a composition of 17.93% H2, 24.43 % CO, 12.47 % CO2, and 1.22% CH4 on a wet basis at the value of 0.3 equivalency ratio and 800 °C gasification temperature. The calorific value was found to be 4.96 MJ/Nm3. The biomass feedstock PS is found to be suitable for biomass gasification in order to produce syngas.

Fog computing (FC) has been presented as a modern distributed technology that will overcome the different issues that Cloud computing faces and provide many services. It brings computation and data storage closer to data resources such as sensors, cameras, and mobile devices. The fog computing paradigm is instrumental in scenarios where low latency, real-time processing, and high bandwidth are critical, such as in smart cities, industrial IoT, and autonomous vehicles. However, the distributed nature of fog computing introduces complexities in managing and predicting the execution time of tasks across heterogeneous devices with varying computational capabilities. Neural network models have demonstrated exceptional capability in prediction tasks because of their capacity to extract insightful patterns from data. Neural networks can capture non-linear interactions and provide precise predictions in various fields by using numerous layers of linked nodes. In addition, choosing the right inputs is essential to forecasting the correct value since neural network models rely on the data fed into the network to make predictions. The scheduler may choose the appropriate resource and schedule for practical resource usage and decreased make-span based on the expected value. In this paper, we suggest a model Neural Network model for fog computing task time execution prediction and an input assessment of the Interpretive Structural Modeling (ISM) technique. The proposed model showed a 23.9% reduction in MRE compared to other methods in the state-of-arts.

This study aims to explore the mediating role of perceived organizational support(POS) in the relationship between university teachers' competence and job performance. Through a questionnaire survey of 968 undergraduate university teachers in China, 879 valid questionnaires were collected. The study employed quantitative methods, constructing a university teacher competence scale comprising foundational competence, teaching competence, research competence, and innovation competence, as well as a job performance scale encompassing task performance, relationship performance, and adaptive performance. Structural equation modeling and SOBEL tests were used for data analysis. The results showed that POS exhibited different mediating effect patterns between various competence dimensions and job performance dimensions: no significant mediating effect was found in task performance; partial mediating effects were observed in relational performance and adaptive performance; and a complete mediating effect was identified between foundational competence and adaptive performance. The study provides theoretical support and practical guidance for university teachers management, emphasizing the importance of establishing a competence-based human resources management system, strengthening teachers perceptions of organizational support, and establishing diverse evaluation standards. Future research could further explore the impact of different cultural backgrounds and organizational types on mediating effects.

The need for strategic alignment within HR management increased managers' concern about individual behavior and how this behavior was related to the achievement of goals. In public management, effectively managing employees' performance has been necessary since Weber's bureaucratic administration. The individual performance appraisal is the right tool to assess employees' competencies. Thus, we proposed the following research question: Which factors, as pointed out by theory, have the most significant influence on the individual performance appraisal process? The quantitative method was applied to answer this question, developing and testing a scale via EFA and a hypothetical model via SEM-CB. The results indicated a scale with 25 items able to access the main points of the IPA process and a hypothetical model with 7 constructs that indicate the influence on employee engagement. The main finding is the significant influence of feedback on the whole process. The main theoretical contribution was the construction of the MIPAS scale, and the practical contribution was to identify the points where managers should focus on improving the IPA process with their subordinates.