Recently, power awareness in high performance computing (HPC) community has increased significantly. While CPU power reduction of HPC applications using Dynamic Voltage Frequency Scaling (DVFS) has been explored thoroughly, CPU power management for large scale parallel systems at system level has left unexplored. In this paper we propose a power-aware parallel job scheduler assuming DVFS enable...

In most parallel supercomputers, submitting a job for execution involves specifying how many processors are to be allocated to the job. When the job is moldable (i.e. there is a choice on how many processors the job uses), an application scheduler called SA can significantly improve job performance by automatically selecting how many processors to use [7]. Since most jobs are moldable, this res...

The Demand Resources and Individual Effects Model (DRIVE Model) is a transactional model that integrates DemandsControl-Support and Effort-Reward Imbalance models emphasising the role of individual (Coping Strategies; Overcommitment) and job characteristics (Job Demands, Social Support, Decision Latitude, Skill Discretion, Effort, Rewards) in the work-related stress process. The present study a...

We study a generalized job-shop problem called the body shop scheduling problem (BSSP). This problem arises from the industrial application of welding in a car body production line, where possible collisions between industrial robots have to be taken into account. BSSP corresponds to a job-shop problem where the operations of a job have to follow alternating routes on the machines, certain oper...

ORGANIZATIONAL CULTURE, MACRO AND MICRO EMPOWERMENT DIMENSIONS, AND JOB SATISFACTION: AN APPLICATION OF CONCURRENT MIXED AND MULTI-LEVEL METHODS IN THE FEDERAL SECTOR Timothy L. Bailey, Ph.D. Touro University International 2009 This dissertation examined the interrelationship of organizational culture; macro (structural) and micro (psychological) empowerment; and job satisfaction. Specifically,...

This paper examines differences in the jobs that men and women apply to, in order to better understand gender segregation in managerial jobs. We develop and test an integrative theory of why women might apply to different jobs than men. We note that constraints based on gender role socialization may affect three determinants of job applications: how individuals evaluate the rewards provided by ...

The study, evaluation of the approaches used by graduates in job search in Ghana, employed an exploratory design approach by surveying both employed and unemployed graduates using a questionnaire. A total of 132 employed graduates and 128 unemployed graduates were reached for the study.The findings of the study revealed that both the employed and unemployed graduates consider use of application...