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RISS 인기검색어
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- 저자 : Khelil, Brahim (검색결과 6 건)
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Stability in nonlinear neutral Levin-Nohel integro-differential equations
Kamel Ali Khelil,Abdelouaheb Ardjouni,Ahcene Djoudi 강원경기수학회 2017 한국수학논문집 Vol.25 No.3
In this paper we use the Krasnoselskii-Burton's fixed point theorem to obtain asymptotic stability and stability results about the zero solution for the following nonlinear neutral Levin-Nohel integro-differential equation $$ x^{\prime }(t)+\int_{t-\tau (t)}^{t}a(t,s)g\left( x(s)\right) ds+c(t)x^{\prime }(t-\tau (t))=0. $$ The results obtained here extend the work of Mesmouli, Ardjouni and Djoudi [20].
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Organizational Ostracism: A Potential Framework in Order to Deal with It
Mlika, Mona,Khelil, Mehdi Ben,Salem, Nidhal Haj Occupational Safety and Health Research Institute 2017 Safety and health at work Vol.8 No.4
Background: Organizational ostracism is defined as a violation of norms that we are suggested to acknowledge at the workplace. It results in the exclusion of one person or multiple persons, and causes damage to our innate need to belong. This kind of behaviorism can be engaged through a hierarchical or nonhierarchical relationship. Three elements interact in the framework of organizational ostracism: the actor, the target, and the institution. Our aim was to describe the different factors interacting with every element in order to produce recommendations targeting to prevent the occurrence of such behaviorism in an institution and to help targets of such a violence in order to handle this situation and go forward. As psychological impact of ostracism has frequently been studied in the literature, we focused on its impact on professional tasks. Methods: We performed a questionnaire-based study about organizational ostracism. This questionnaire was established through an online platform (https://www.sondageonline.com) and made available through the following link: https://goo.gl/forms/KrkVXe3bMEc79cau2. A keyword was sent to all participants. We created a 23-interrogation questionnaire with open and short questions. Nonwritten consent was obtained from all participants. Results: The actor of ostracism engaged in ostracism, in most of the cases, with other persons without a real purpose. The actor of ostracism had an antecedent of problematic relationship at work in 82.9% of the cases. Of the participants, 58.5% were of the view that ostracism aimed to cause hurt and isolate them. Professional isolation was observed in 58.5% of the cases; 51.2% of the participants tried to improve their work potential and explained their reaction by an intrinsic motivation. The organization atmosphere was judged to be bad in most of the cases. Conclusion: Our study showed that ostracism was mainly observed in public practice.
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Organizational Ostracism: A Potential Framework in Order to Deal with It
Mona Mlika,Mehdi Ben Khelil,Nidhal Haj Salem 한국산업안전보건공단 산업안전보건연구원 2017 Safety and health at work Vol.8 No.4
Organizational ostracism is defined as a violation of norms that we are suggested to acknowledge at the workplace. It results in the exclusion of one person or multiple persons, and causes damage to our innate need to belong. This kind of behaviorism can be engaged through a hierarchical or nonhierarchical relationship. Three elements interact in the framework of organizational ostracism: the actor, the target, and the institution. Our aim was to describe the different factors interacting with every element in order to produce recommendations targeting to prevent the occurrence of such behaviorism in an institution and to help targets of such a violence in order to handle this situation and go forward. As psychological impact of ostracism has frequently been studied in the literature, we focused on its impact on professional tasks. We performed a questionnaire-based study about organizational ostracism. This questionnaire was established through an online platform (https://www.sondageonline.com) and made available through the following link: https://goo.gl/forms/KrkVXe3bMEc79cau2. A keyword was sent to all participants. We created a 23-interrogation questionnaire with open and short questions. Nonwritten consent was obtained from all participants. The actor of ostracism engaged in ostracism, in most of the cases, with other persons without a real purpose. The actor of ostracism had an antecedent of problematic relationship at work in 82.9% of the cases. Of the participants, 58.5% were of the view that ostracism aimed to cause hurt and isolate them. Professional isolation was observed in 58.5% of the cases; 51.2% of the participants tried to improve their work potential and explained their reaction by an intrinsic motivation. The organization atmosphere was judged to be bad in most of the cases. Our study showed that ostracism was mainly observed in public practice.
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Investigation on the flexural behavior of an innovative U-shaped steel-concrete composite beam
Maxime Turetta,Christoph Odenbreit,Abdelouahab Khelil,Pierre-Olivier Martin 국제구조공학회 2020 Steel and Composite Structures, An International J Vol.34 No.3
Within the French CIFRE research project COMINO, an innovative type of composite beam was developed for buildings that need fire resistance with no additional supports in construction stage. The developed solution is composed of a steel U-shaped beam acting as a formwork in construction stage for a reinforced concrete part that provides the fire resistance. In the exploitation stage, the steel and the reinforced concrete are acting together as a composite beam. This paper presents the investigation made on the load bearing capacity of this new developed steel-concrete composite section. A full-scale test has been carried out at the Laboratory of Structural Engineering of the University of Luxembourg. The paper presents the configuration of the specimen, the fabrication process and the obtained test results. The beam behaved compositely and exhibited high ductility and bending resistance. The shear connection in the tension zone was effective. The beam failed by a separation between the slab and the beam at high deformations, excessive shear forces conducted to a failure of the stirrups in this zone. The test results are then compared with good agreement to analytical methods of design based on EN 1994 and design guidelines are given.
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