Polarization switching current of vertical cavity surface-emitting Lasers in an applied electric field

The polarization of vertical-cavity surface-emitting laser (VCSEL) can be controlled by electro-optic birefringence. We calculated the birefringence resulted from external electric field which was imposed on the top DBR of VCSEL by assuming that the two polarization modes were in the same place of the gain spectra in the absence of electric field beginning. By modifying SFM, the affection of the electric field strength on the polarization switching currents between the two polarization modes had been shown.

Analysis for the angle dependence of GaAs based RCE photodetectors

The theoretical analysis and experimental measurement on the angle dependence of quantum efficiency of GaAs based resonant cavity enhanced (RCE) photodetector is presented. By changing the angle of incoming light, about 40mn wavelength variation of peak quantum efficiency has been experimentally obtained. The peak quantum efficiency and optical bandwidth at different mode corresponding to different angle incidence have been characterized with different absorption dependence on wavelength. The convenient angle tuning of resonant mode will be helpful to relax the strict constraint of RCE photodetector to light source with narrow emission spectrum while especially applied in space optical detections and communications.

人－组织匹配等因素对员工的满意度、组织承诺的影响

P-J Fit and P-O Fit are focus problems in the investigation field of industry and organization psychology. They have distinct influences on staff job performance and job attitude. In a certain extend,these influences are moderated by some variables. LMX(Leader-member Exchange) and TMX(Team-member exchange) are two most important personal relationship types in job scene. Post investigations indicated that they are equal to forecasting variables and moderating variables of staff job performance and job attitude. From actualities, although there are many investigations about the relationships between P-J Fit, P-O Fit, LMX, TMX and job attitude, these investigations only focused on some aspects, and they discussed little about four aspects at one time and mutual influences. Using hierarchical regression analysis to analyze the survey data collected from 592 employees in a big governmental telecom company, we got some results as follows: (1)After controlling demography variables, standardized regression coefficients on P-J Fit, P-O Fit, LMX, TMX and job satisfaction, organization commitment are all positive, and reach distinct levels. (2) LMX could distinctly moderate the influences of P-J Fit, P-O Fit on job satisfaction, but couldn’t distinctly moderate the influences of the two on organization commitment. Specifically, as LMX increased,the effect of P-J on job satisfaction decreased gradually,while the effect of P-O increased. (3) TMX could not distinctly moderate the relationships between P-J Fit, P-O Fit, job satisfaction and organization commitment. The theoretical implication of this investigation lies in enriching and developing investigations in these fields in a certain extend, through conforming the influences of P-J Fit, P-O Fit, LMX, and TMX on job satisfaction and organization commitment. The practical implication lies in revealing these aspects for corporation governors: When selecting applications for a job, they should try their best to realize the best fit of personal ability and the job requirements, personal value and organization culture. They should enhance staff job satisfaction and organization commitment through furthering the relationship between the leader and members, team members each other. They should cushion disadvantage influences of non-P-J Fit on staff job satisfaction and enhance positive influences of P-O Fit. 【Key words】 person-job fit; person-organization fit; leader-member exchange; team member exchange; job attitude