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Supervisory mentoring represents a type of social dilemma called a delayed social fence. This study adopts a social dilemma perspective to examine how the three types of psychological contracts (balanced, relational, and transactional) perceived by supervisors differently influence their mentoring. Drawn on social dilemma perspective, we proposed that supervisory mentoring would be more likely to occur when supervisors perceived benefit return from their mentoring provision in a timely manner. The results obtained from a sample of 596 supervisor–subordinate matched data from the self-reported questionnaires completed by 225 sales agent teams in the insurance industry in Taiwan support our predictions. Consistent with the social dilemma perspective, supervisory mentoring is more likely among subordinates whose supervisors perceived balanced psychological contract, while supervisory mentoring is less likely among subordinates whose supervisors perceived transactional psychological contract. Furthermore, we found that supervisory mentoring is positively related to subordinate performance. Our mentor-centric multilevel framework helps identify the social dilemma nature underlying mentoring provision, and verify the positive influence of mentoring on protégé performance.

Hereditary transthyretin (ATTRv) amyloidosis is a systemic disease with amyloid deposition in the peripheral and autonomic nervous systems caused by mutation of transthyretin (TTR) gene. The mutant TTR S77Y is the second prevalent mutation in many countries. In Taiwan, A97S mutant accounts for more than 90% of cases. Although distinct clinical manifestations such as dysphagia, carpal tunnel syndrome, and sudden cardiac death occur, the underlying pathology has not been elucidated. Here, we report the first autopsy cases of ATTRv S77Y and A97S and comprehensively compare the pathology underlying the unique clinical manifestations. This study demonstrated the following: (1) distinct spatial patterns of amyloid deposits in peripheral nerves, with a tendency toward more amyloid deposition in the large peripheral nerves, particularly the median nerves, and scarcely in the sural nerves, and different amyloid distribution in different genotypes; (2) amyloid deposits in the conduction system of the heart in addition to surrounding cardiomyocytes; (3) extensive amyloid deposits in the larynx and gastrointestinal tract, contributing to the unique clinical symptom of dysphagia; and (4) characteristic TTR intracytoplasmic inclusions in the hepatocytes of A97S. The pathology of the first autopsied cases of ATTRv S77Y and A97S provides pathology and mechanisms underlying unique clinical manifestations.

This study conceptualizes team–member exchange as a mediator and transformational leadership as a moderator to understand the role of proactive personality in two types of proactive behaviors (affiliative and challenging). Considering the issue of common method variance, data were collected following a multitemporal and multisource research design, and the hypotheses were tested on a sample of 210 participants. The results showed that after controlling leader–member exchange, team–member exchange mediated the relationship between proactive personality and employees’ proactive behaviors. In addition, transformational leadership strengthened the positive relationship between the team–member exchange and challenging proactive behavior. Moreover, transformational leadership had a stronger moderating effect on challenging proactive behavior than affiliative proactive behavior. Strengths, limitations, practical implications, and directions for future research are discussed.

PurposeBased on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which results in psychological withdrawal behavior. In addition, job crafting can be viewed as a means to acquire job resources, and it buffers the influence of abusive supervision on employees' emotional exhaustion. Moreover, the present study also proposes the moderating effect of job crafting on abusive supervision and psychological withdrawal behavior will be mediated by emotional exhaustion.Design/methodology/approachConsidering the issue of common method variance, data were not only collected in a multi-temporal research design but also tested by Harman's one-factor test. In addition, a series of confirmatory factor analyses was conducted to ensure the discriminant validity of measures. The moderated mediation hypotheses were tested on a sample of 267 participants.FindingsThe process model analysis showed that emotional exhaustion partially mediates the relationship between abusive supervision and psychological withdrawal behavior. Moreover, job crafting buffers the detrimental effect of abusive supervision on emotional exhaustion, and the less exhausted employees exhibit less psychological withdrawal behavior than those exhausted.Originality/valueThis study proposed a moderated mediation model to examine how and when abusive supervision leads to more employees' psychological withdrawal behaviors, and found that emotional exhaustion is one potential mechanism and job crafting is one potential moderator. Specifically, it was revealed that employees view abusive supervision as a kind of social and organizational aspect of job demands which will exacerbate emotional exhaustion, and, in turn, lead to more psychological withdrawal behavior. However, when employees view themselves as job crafter, they can adopt various job crafting behaviors to decrease the emotional exhaustion, and thus less psychological withdrawal behavior.

Purpose The vast majority of research on traditional leadership focuses on effective and positive leadership behavior. However, scholars have begun to pay attention to the impact of negative leadership behavior on employees and the organization. Hence, the main purpose is to examine the effects of abusive supervision. While the literature does not examine the time future orientation of the effects of abusive supervision, the purpose of this paper is to fill up this gap and examine the moderating role of future orientation. Design/methodology/approach A total of 584 valid questionnaires were collected from respondents aged between 21 and 30 years old and analyzed using the hierarchical regression and structural equation modeling method. Findings The main results show that abusive supervision positively affects counterproductive work behavior and future orientation positively moderates both the relationship between abusive supervision and originality behavior and the relationship between abusive supervision and organizational citizenship behavior (OCB). Originality/value This study demonstrates the moderating roles of future orientation in the effects of abusive supervision, and thus deepens the understanding of the moderating effect. It departs from the prior works and presents a more detailed examination examines the distinct dimensions of personality traits. It makes three main theoretical contributions. First, it introduces uncertainty management theory as a means to interpret the effects of abusive supervision. Second, it contributes to the literature on abusive supervision. Third, it does not lead to discovery as an OCB and originality, conclusions which differ from the results suggested in past literature.

Purpose The purpose of this paper is to attempt to unlock how and why abusive supervision influences employees’ day-to-day behaviors. Thus, the present study proposes that employees who are continuously faced with a supervisor’s hostile verbal and nonverbal behavior might obstruct their willingness to exhibit two different kinds of extra-role behaviors [i.e. organizational citizenship behavior (OCB) and voice] because sustained abusive behavior might hinder employees from their tasks and result in disengagement. Abused employees are more likely to disengage from their current tasks, and this is likely to in turn result in lower OCB and voice. Design/methodology/approach The data were collected from a Taiwan mid-sized high-tech manufacturing company. The present study adopted a within-person approach (a daily-basis research design) and collected data from 60 front-line employees over 10 working days. Although all variables were self-rated, common method variance is minor. Confirmatory factor analysis (CFA) was conducted to ensure discriminant and convergent validity, and hierarchical linear modeling (HLM) was used to test the hypotheses. Findings The results of CFA ensure the measures have discriminant and convergent validity, while the results of HLM analysis showed that work engagement fully mediates the negative relationship between abusive supervision and the two kinds of extra-role behaviors. The bootstrapping results also support the full mediation effect of work engagement. Originality/value The present study used the job demands-resources model to examine how abusive supervision influences employees’ OCB and voice and found that work engagement is one possible mechanism between these two types of extra-role behavior. Specifically, a daily research design discovered that in a given working day, once a leader exhibits abusive supervision behavior, compared with any given day without abusive behaviors, employees will find it difficult to focus on their current tasks (i.e. through exhibiting decreased work engagement), which will in turn influence their willingness to exhibit OCB and voice on that particular day. Thus, both researchers and managers should focus on the daily interactions between leaders and employees because it is impossible to achieve organization success in one day, but rather such success is the aggregate result of both leaders’ and employees’ daily efforts.

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

This study addresses the causal linkage between customer incivility and service quality through the lens of self-determination theory, according to which need satisfaction as a potential mechanism mediates this relationship. Additionally, it examines the moderating role of surface acting in the relationship between customer incivility and need satisfaction. Dyadic questionnaires were collected from restaurant employees and their customers in Taiwan. A total of 190 employees and 645 customers participated in this study. Results found that need satisfaction mediates the negative relationship between customer incivility and service quality. Surface acting moderates the relationship between customer incivility and need satisfaction as well as the mediation effect of customer incivility on service quality through need satisfaction. Specifically, the indirect effect of need satisfaction on the relation between customer incivility and service quality creativity was more significantly negative at a high level of surface acting than the effect at a low level.

This study proposed that transformational leaders use various behaviors to provoke followers’ organizationally beneficial behaviors (e.g., better task performance and helping behaviors) through ignition of followers’ work engagement. That is, employees who inspired by transformational leadership are more likely to immerse themselves in the work, and, in turn, this is likely to result in better task performance and helping behaviors. In this study, we adopted a multitemporal and multisource research design to reduce the consideration of common method variance. Hypotheses were tested on a sample of 507 nurses working in 44 teams. The hierarchical linear regression analysis showed that, after controlling for several relevant variables (e.g., leader–member exchange [LMX], role-based self-efficacy, and transactional leadership) and several participants’ demographic variables (e.g., gender, age, and education), work engagement still mediates the positive relationship among transformational leadership, job performance, and helping behavior. Strengths, limitations, practical implications, and directions for future research are discussed.

This study aims to investigate employee reactions toward customer mistreatment. Mainly based on the self-concept perspective, we propose that when an employee's organization-based self-esteem is th...

We reviewed team coordination and implicit coordination theories and developed an explicit and implicit team coordination scale. After item revision of a preliminary scale had been performed by 5 experts, there were 30 items in 6 dimensions classified as explicit accountability, explicit predictability, explicit common understanding, implicit accountability, implicit predictability, and implicit common understanding. The reliability and validity of these items were determined with 323 participants, after which exploratory factor analysis resulted in 5 valid dimensions: explicit accountability, implicit accountability, explicit predictability, implicit predictability, and common understanding, comprising 26 items in the multidimensional scale. Future researchers can further explore the applicability of the scale for measuring team coordination in team management practices.

In practical orthogonal frequency division multi-plexing systems and standards, preamble waveforms are adopted to facilitate initial timing and frequency synchronization. These preamble waveforms are constructed from properly designed preamble sequences which possess exact or near zero periodic autocorrelation (ZAC) property to achieve robust synchronization and consist of exact or near constant amplitude (CA) symbols to achieve low waveform peak-to-average power ratio (PAPR). Unfortunately, preamble waveforms carrying conventional CAZAC sequences (which have ZAC property and consist of CA symbols) or near-CAZAC sequences result in large power spectral sidelobes and thus are not spectrally compact. In this paper, new near-CAZAC sequences are designed to construct spectrally compact OFDM preamble waveforms with robust timing and frequency synchronization and very low waveform PAPR comparable to those constructed from the conventional CAZAC sequences.

The purpose of this study was to develop and test a broaden-and-build model relating LMX to employees’ change-oriented behaviors (creative performance and taking charge) through the mediators of positive affect and psychological capital. Time-lagged, two-source data were collected from 248 participants and 40 direct leaders, which composed a heterogeneous sample of professional jobs from a three-wave data collection strategy. Mplus was employed to test the proposed hypotheses. We found that LMX predicts employees’ change-oriented behaviors through two sequential paths: (a) the positive affect mediates the relationship between LMX and employee psychological capital, and (b) psychological capital mediates the relationship between positive affect and employees’ creative performance and taking charge. Our results provide a logical explanation of the ‘broadening’ and ‘building’ mechanisms through which LMX enhances employees’ change-oriented behaviors. This study specifically suggests affective and psychological mechanisms by promoting the broadening and building phases that facilitate the transformation of individual perceptions of LMX, positive affect, and psychological capital in explaining employees’ creative performance and taking charge. This study develops a broaden-and-build model of change-oriented behaviors and contributes to research on proactive behaviors in the context of leader-member relationships.

A hardwired design of embedded compression engine targeting the reduction of full high-definition (HD) video transmission bandwidth over the wireless network is developed. It adopts an intra-coding framework and supports both lossless and rate-controlled near lossless compression options. The lossless compression algorithm is based on a simplified Context-Based, Adaptive, Lossless Image Coding (CALIC) scheme featuring pixelwise gradient-adjusted prediction and error-feedback mechanism. To reduce the implementation complexity, an adaptive Golomb-Rice coding scheme in conjunction with a context modeling technique is used in lieu of an adaptive arithmetic coder. With the measures of prediction adjustment, the near lossless compression option can be implemented on top of the lossless compression engine with minimized overhead. An efficient bit-rate control scheme is also developed and can support rate or distortion-constrained controls. For full HD (previously encoded) and nonfull HD test sequences, the lossless compression ratio of the proposed scheme, on average, is 21% and 46%, respectively, better than the Joint Photographic Experts Group-Lossless Standard and the Fast, Efficient Lossless Image Compression System (FELICS) schemes. The near lossless compression option can offer additional 6%–20% bit-rate reduction while keeping the Peak Signal-to-Noise Ratio value 50 dB or higher. The codec is further optimized complexity-wise to facilitate a high-throughput chip implementation. It features a five-stage pipelined architecture and two parallel computing kernels to enhance the throughput. Fabricated using the Taiwan semiconductor manufacturing company 90-nm complementary metal-oxide–semiconductor technology, the design can operate at 200 MHz and supports a 64 frames/s processing rate for full HD videos.

Applying Higgins' regulatory focus, which assumes that people pursue goals using means that match their self-regulatory motivation, the authors examined whether individual's promotion- or prevention-focused motivations in work would decrease participation in physical activity. Participants were 197 employees (163 men, 34 women, M age = 39 yr.) in five different Taiwanese manufacturing firms. They responded to Copenhagen Burnout Inventory, the Regulatory Focus Questionnaire, and Exercise Behavior at two different times, 8–10 weeks apart. Promotion-oriented regulatory focus significantly moderated the relationship between burnout and exercise, but prevention-oriented focus did not. BMI, blood pressure, cholesterol, and work hours contributed small but significant amounts of variance. A prevention focus was associated with more time for physical activity, even when participants were tired, supporting regulatory focus theory.

The purpose of this study was to examine the role of psychological contract on the linkage between developmental human resource (HR) configurations and role behavior relationships. Multilevel analysis of dyad data revealed that developmental HR configurations could strengthen employees' organizational behaviors that benefit the organization (OCBO) in general by simultaneously shaping their relational and balanced psychological contracts. Further, developmental HR configurations would also improve employees' organizational behaviors that benefit specific individuals (OCBI) and indirectly contribute to the organization by fostering their relational psychological contracts. These findings have implications for research on HR management and psychological contracts as well as for managers seeking to enhance or maintain a firm's competitive advantages.

Fabricating flip-chip light emitting diodes (FCLEDs) with two good thermal conductivity materials of silicon and aluminum nitride (AlN) as submount are investigated on its output power and heat sink capacity. It is known that many advantages exist in FCLED structures. In addition to the upward emitting light, the downward propagating light is reflected up by a high reflectance contact, increasing the light extraction. The heat generated in the LED flows directly through the interconnect metal of the submount, improving thermal conduction. Except blue shift at the low current injection region (0–0.3 A), the heat induced bang gap narrowing (red shift) at high current injection region (0.3–0.7 A) is observed with a red shift of 8.92 nm for conventional LED, 4.62 nm for silicon submount FCLED, and only 2.87 nm for AlN submount FCLED. The light intensity of FCLEDs with silicon and AlN submounts exhibits 1.6 and 7 times at an injection current of 0.35 and 0.7 A, respectively, larger than that of conventional LED.

The design and implementation of a lossless compression system for hyperspectral images on a processor-plus-field-programmable gate array (FPGA)-based embedded platform. Software execution time of compression algorithm was profiled first to conclude the decision of accelerating the most time consuming interband prediction module by hardware realization. Efficient algorithm to hardware mapping led to a high throughput accelerator design in FPGA capable of processing 16.5 M pixels/s. A set of optimization techniques were applied systematically to enhance the overall system performance. These include a hierarchical memory access scheme to resolve the bus bandwidth limitation, DMA assisted data transfers to shorten the hardware/software (HW/SW) communication, and various coding style and compiler options to optimize the software execution. The final result shows a 21 speed-up compared to a purely software implementation and the performance was actually bounded by the software section in realizing an entropy coder. A 27 speed-up can be achieved if a simplified coder is used.

In this letter, an efficient lossless compression scheme for hyperspectral images is presented. The proposed scheme uses a two-stage predictor. The stage-1 predictor takes advantage of spatial data correlation and formulates the derivation of a spectral domain predictor as a process of Wiener filtering. The stage-2 predictor takes the prediction from the stage-1 predictor as an initial value and conducts a backward pixel search (BPS) scheme on the current band for the final prediction value. Experimental results show that the BPS scheme, aimed at exploiting calibration-induced data correlation, is effective on Airborne Visible/Infrared Imaging Spectrometer (AVIRIS) 1997 images where such artifacts are significant. The proposed work outperforms all other schemes under comparison in this category. For the newer Consultative Committee for Space Data Systems images where calibration-induced artifacts are minimized, the BPS scheme does not help, and the stage-1 predictor alone achieves better compression performance.

The thermal performance of flip-chip (FC) light-emitting diodes (LEDs) with different numbers of Au stub bumps has been investigated by using thermosonic bonder. The LEDs were mounted on the aluminium nitride (AlN) sub-mounts which have superior thermal conductivity (230 W/mK), and the high power Chip-on-Plate (COP) package was proposed to be used for our measurement. In order to understand the thermal performance of the high power FC-LEDs, the experimental measurement and finiteelement model (FRM) numerical simulation have been used. It is found that the thermal performance of our 1 1m m 2 FC-LEDs can only be improved when using at least 6 Au stub bumps as interconnected metals. Moreover, the surface temperature of FC-LEDs is significantly reduced while using 20 Au stub bumps.

The electrostatic reliability characteristics of gallium nitride flip-chip (FC) power light-emitting diodes (PLEDs) with metal-oxide-silicon (MOS) submount are investigated for the first time. The electrostatic damage reliability of the reported diode submount and that of our proposed simple structure MOS submount are fabricated and compared. Their corresponding electrostatic protection capabilities are increased from 200 V (conventional PLED) to 500 V (FC-PLED on diode submount), to 500 V (FC-PLED on MOS submount with a SiO2 thickness of 297 A?), and even to a value as high as 1000 V (FC-PLED at a SiO2 thickness of 167 A?), which are much higher than the PLED industrial test value of 150 V at -5 V/-10 ? A criterion and are also much more robust than the previous academic reports.

In this study we investigated whether the two motivational forces – social exchange and impression management – behind Organizational Citizenship Behavior (OCB) proposed by Bolino (1999) would be associated differently with an individual's OCB toward a coworker, supervisor, and organization. Organizational justice and ingratiation represented the social exchange and impression management motives, respectively. Based on the data collected from managers, colleagues, and employees, the results of a total sample size of 529 questionnaires showed that both ingratiation and perception of organizational justice were positively associated with individuals' OCB toward their supervisors. However, for individuals performing OCB toward their jobs, only the perception of distributive justice showed a positive correlation, and neither motive was positively associated with individuals' OCB toward their coworkers.

This paper examines cultural and leadership variables associated with corporate social responsibility values that managers apply to their decision-making. In this longitudinal study, we analyze data from 561 firms located in 15 countries on five continents to illustrate how the cultural dimensions of institutional collectivism and power distance predict social responsibility values on the part of top management team members. CEO visionary leadership and integrity were also uniquely predictive of such values. Journal of International Business Studies (2006) 37, 823–837. doi:10.1057/palgrave.jibs.8400230

Informal mentorship presents supervisors with a social dilemma involving both a social conflict (individual vs. collective interests) and a temporal conflict (short-term vs. long-term interests) as costs to producing the collectively beneficial goods resulting from mentorship. This study adopted a psychological contract theory to examine the relationships among three types of psychological contract fulfillment, informal mentoring, and subordinate job performance. We propose that three types of psychological contract–balanced, relational, and transactional–determine the extent to which supervisors perceive social dilemmas, which then impacts those supervisors’ willingness to devote themselves to informal mentorship. Using a sample of 225 sale managers and 596 sale representatives insurance industry across Taiwan, our findings, as we predicted, showed that fulfillment of three types of psychological contract affected the degree of mentoring provided. Balanced psychological contract across the three types ha...

Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee–supervisor dyads from Taiwan, we found that the relationship between prosocial values motives and OCBs directed at individuals was strengthened by organizational concern motives; likewise, the relationship between organizational concern and OCBs directed at the organization was strengthened by prosocial values motives. However, in contrast to prior research (Grant & Mayer, 2009), the relationship between prosocial values motives and OCBs directed at individuals was weakened by impression management motives. A 3-way interaction between all 3 motives further suggests that, in Asian cultures, impression management motives may undermine the positive effects of prosocial values and organizational concern motives on OCBs directed at individuals but not OCBs directed at the organization

Electron-delocalized quinoid-like complexes — [RuII(bipy)2(N-ph-bqdi)]2+, cw-[CoIII(N-ph-s-bqdi)2(py)]+ and trans-[NiII(N-ph-s-bqdi)2] (N-ph-bqdi = N-phenyl-o-benzoquinonediimine, N-ph-s-bqdi = N-phenyl-o-semi-benzoquinonediimine) were synthesized that display reversible multi-electron redox couples. The respective cis- and trans- conformation of the Co and Ni complexes are controlled by the steric effect of the substituent phenyl group. The Ni complex forms one-dimensional stacks in crystals. The crystal and molecular structures of three compounds are reported. [Ru(bipy)2(N-ph-bqdi)](PF6)2: space group P2l/c, a = 13.292(2), b = 18.785(4), c = 13.959(2) A; β = 97.42(1)°, V = 3456(1) A3, Z = 4, Rf = 0.047, Rw = 0.044; cis-[Co(N-ph-s-bqdi)2(py)](OAc)(H2O): space group P21/n, a = 12.752(4), b = 13.303(2), c = 16.683(3) A; β = 102.27(2)°, V = 2765(1)A3 Z = 4, Rf = 0.035, Rw = 0.035; and trans-[Ni(N-ph-s-bqdi)2]: space group P-1, a = 9.771(2), b = 10.417(1), c = 11.541(2) A; α = 92.24(1), β = 104.04(1), γ = 117.94(1)°, V = 990.6(3) A3, Z = 2, Rf = 0.030, Rw = 0.031. Infrared, 1H NMR, 15N NMR and electronic absorption spectra, elemental analyses, magnetic and cyclic voltammetric data are presented.

In this paper, a multiband loss less compression system exploiting inter-band data correlation is presented. We develop an adaptive prediction scheme that can dynamically switch among smooth, intra and intra-band prediction modes subject to the data correlation. Specifically, we use context information to determine the inter-band correlation between neighboring bands, and then borrow the wisdom of optimal prediction formula from the previous band if its context matches the current one. Prediction error from the previous band is feedback for bias cancellation. Experimental results show that the proposed system delivers the best coding performance among various multi-band image formats. The bit-rate saving over other state-of-the-art techniques can be up to 16%.

Flip chip technology is one of the advanced chip packaging techniques in IC packaging industry. This technology may provide a solution to enhancing heat-dissipation and optical performance of the LED when applying to the LED packaging. The goal of this study is to experimentally and numerically study the thermal performance of flip-chip (FC) LED (with the size of 1 × 1 mm) with and without underfills, by comparing with wire bond LED package. In test specimen fabrication, the LED was mounted on an aluminum nitride sub-mount with Au bumps (with 100μm in diameter and 80 μm high), and such device was housed in the chip-on-plate (COP) package. Three types of the LEDs packages (including conventional wire bond LED, FCLED with and without underfills) were evaluated in term of junction temperature (T j ) and thermal resistance (R th ) experimentally by junction temperature tester and Infrared thermal imager and numerically by ANSYS simulation. After the simulation model validation, the effect of bump number and underfills thermal conductivity on T j and R th was further investigated. The results show that the T j and R th for these three packages from experimental measurements are reasonably consistent with those from ANSYS simulation. It is also shown that the T j and R th of FCLED with four Au bumps without underfills are higher than those of the wire bond LED. And a large thermal gradient was found on the surface of this FCLED and can be alleviated by increasing the number of Au bumps or applying underfills between the chip and sub-mount. Moreover, for improving the thermal performance of this FCLED package, the number of Au bumps and the underfills with different thermal conductivity were studied by the validated ANSYS model. The results indicated that the R j-a of this FCLED can be lowered by 11% relative to wire bond LED by using either up to 20 Au bumps or a underfills with thermal conductivity of 3.8°C/W.

In this paper, we propose a lossless video coding system with temporal scalability support for preview purpose. The backbone of the compression consists of an adaptive MCTF scheme and a spatial lossless predictive coding scheme. The former aims at both inter-frame coding and temporal scalability while the latter focuses on lossless coding of temporal prediction residuals in the spatial domain. Unlike the conventional MCTF scheme, the proposed one can dynamically select either inter-frame or intra-frame predictions subject to the property of the frame image. The inter-prediction is further divided into three modes, i.e. forward, backward and bidirectional to reduce side information of motion vectors. The prediction mode is determined on a block basis and can thus effectively explore data redundancy temporally or spatially subject to the variations in blocks. The adopted lossless spatial prediction scheme is basically based on JPEG-LS followed by arithmetic coding. Experimental results indicate that our system can outperform rival systems based on JPEG-2000, JPEG-LS and H.264.

In this paper, a novel shape-adaptive zero tree coding scheme and its hardware realization are presented for the discrete wavelet transform based image compression. The proposed scheme employs a new scanning order and a new symbol set. It features shape adaptive processing, lower coding and memory complexities when compared with the well recognized SPIHT algorithm. The proposed coding scheme is also extended to the 3-D case to handle volumetric data including video sequence. Simulation results indicate that a 4 dB PSNR improvement can be obtained by shape adaptive processing. Its hardwired codec design consumes only 6 K logic gates and an FPGA realization can support a processing rate of 20 1024times1024 sized frames/sec

The synthesis and X-ray crystal structures of the linear trinuclear metal complexes, [MII3(dpa)4Cl2](M = Ru or Rh), with a syn–syn bis(2-pyridyl)amido (dpa) ligand, possessing a short M–M–M three-centred multiple bond [Ru–Ru 2.2537(5)A; Rh–Rh 2.3920(5)A] are described.