Considering the application of the polymer electrolyte membrane fuel cell (PEMFC), the separator thickness plays a significant role in determining the weight, volume, and costs of the PEMFC. In addition, thermal management, i.e., temperature distribution is also important for the PEMFC system to obtain higher performance. However, there were few reports investigating the relation between the temperature profile and the power generation characteristics e.g., the current density distribution of PEMFC operated at higher temperatures (HT-PEMFC). This paper aims to study the impact of separator thickness on the temperature profile and the current density profile of HT-PEMFC. The impact of separator thickness on the gases i.e., H₂, O₂ profile of HT-PEMFC numerically was also studied using CFD software COMSOL Multiphysics in the paper. In the study, the operating temperature and the relative humidity (RH) of the supply gas were varied with the separator thickness of 2.0 mm, 1.5 mm, and 1.0 mm, respectively. The study revealed that the optimum thickness was 2.0 mm to realize higher power generation of HT-PEMFC. The heat capacity of the separator thickness of 2.0 mm was the biggest among the separators investigated in this study, resulting in the dry-up of PEM and catalyst layer was lower compared to the thinner separator thickness. It also clarified the effects of separator thickness of profile gases, e.g., O₂, H₂O, and current density profile became larger under the higher temperature and the lower RH conditions.

The goal of this study is to examine how external prestige (PEP) affects workplace deviations, which are mediated by job satisfaction. The study’s sample consisted of 310 respondents who work in the hospitality industry in Nigeria, and data was collected using the purposive sampling method. Structural Equation Model (SEM) tests were performed. According to the study’s findings, job satisfaction is positively influenced by PEP, but it has a negative impact on deviant conduct in the workplace. It is clear that job satisfaction plays a detrimental role in mediating the harmful impacts of perceived external status on deviant behavior at work.