Search

In fusion plasma physics, the large-scale trajectories of energetic particles in magnetic confinement devices are known as orbits. To effectively and efficiently be able to work with orbits, the Orbit Weight Computational Framework (OWCF) was developed. The OWCF constitutes a set of scripts, functions and applications capable of computing, visualizing and working with quantities related to fast-ion (FI) orbits in toroidally symmetric fusion devices. The current version is highly integrated with the DRESS code, which enables the OWCF to compute and analyze the orbit sensitivity for arbitrary neutron- and gammadiagnostics. However, the framework is modular in the sense that any future codes (e.g. FIDASIM) can be easily integrated. The OWCF can also compute projected velocity spectra for FI orbits, which play a key role in many FI diagnostics. Via interactive applications, the OWCF can function both as a tool for investigative research but also for teaching. The OWCF will be used to analyze and simulate the diagnostic results of current and future fusion experiments such as ITER. The orbit weight functions computed with the OWCF can be used to reconstruct the FI distribution in terms of FI orbits from experimental measurements using tomographic inversion.

The Joint European Torus (JET) has recently conducted its second deuterium-tritium (DT) experimental campaign DTE2, providing unique opportunity for studying both physics and engineering aspects of nuclear fusion plasmas. This also allowed the exploitation of new diagnostics and technologies that were not available during the first JET DT campaign held in 1997. Among these new instruments, the enhancement projects of the JET nuclear diagnostics lead to the development and installation of synthetic single crystal diamond detectors along different collimated line of sights. This paper describes the single crystal diamond-based diagnostic suite of the JET tokamak and the enhanced 14 MeV neutron diagnostic capabilities in terms of neutron yield and high resolution neutron spectroscopy. The diamond characterization measurements and the calibration procedure at JET are shown, together with performance of the diamond based neutron spectrometer as 14 MeV neutron yield monitor which allows the separation of 2.5 MeV and 14 MeV neutrons in trace tritium plasmas. The first high-resolution 14 MeV neutron spectroscopy measurements in neutral beam injection-heated DT plasmas are presented, allowing thermal and non-thermal neutron component separation. Prospects for the diagnose of DT burning plasmas such as ITER and SPARC will be presented.

The fast-ion phase-space distribution function in axisymmetric tokamak plasmas is completely described by the three constants of motion: energy, magnetic moment and toroidal canonical angular momentum. In this work, the observable regions of constants-of-motion phase-space, given a diagnostic setup, are identified and explained using projected velocities of the fast ions along the diagnostic lines-of-sight as a proxy for several fast-ion diagnostics, such as fast-ion D alpha spectroscopy, collective Thomson scattering, neutron emission spectroscopy and gamma-ray spectroscopy. The observable region in constants-of-motion space is given by a position condition and a velocity condition, and the diagnostic sensitivity is given by a gyro-orbit and a drift-orbit weighting. As a practical example, 3D orbit weight functions quantifying the diagnostic sensitivity to each point in phase-space are computed and investigated for the future COMPASS-Upgrade and MAST-Upgrade tokamaks.

In the JET DTE2 deuterium-tritium campaign, neutron diagnostics were employed to measure 14 MeV neutrons originating from D(T,n)4He reactions. In discharge 99965, a diamond matrix detector (KM14) and a magnetic proton recoil (MPRu) detector with a vertical and an oblique line-of-sight were used, respectively. At the timepoints of interest, a significant decrease in the expected diagnostic signals can be observed as electromagnetic wave heating in the ion cyclotron range of frequencies (ICRF) is switched off. Utilizing only TRANSP simulation data, the fast-ion distribution is found to have been likely composed mostly of trapped orbits. In contrast, analysis performed using orbit weight functions revealed that the majority of neutrons in the KM14 MeV and MPRu

Sjukvården har utvecklats till att bli en arbetsplats som upplevs alltmer stressig för de anställda. Vården har sedan 80-talet utformats utifrån New Public Management och trots regeringens budgettillskott på sex miljarder kronor förväntas många behövas sägas upp. Dessutom upplevs en högre arbetsbelastning, vilket har bidragit till ökad stress och lägre motivationsgrad inom sjuksköterskeyrket. Tidigare forskning har visat att det finns en korrelation mellan belöningssystem och motivation. Belöningssystem är problematiskt inom den offentliga sektorn då den inte kan tillämpa monetära belöningssystem likt den privata sektorn för att styra och motivera de anställda. Syftet med denna studie är därför att förklara och förstå hur icke-monetära belöningar kan påverka arbetsmotivationen bland sjuksköterskor inom offentlig sjukvård. Detta genom att utgå från tidigare forskning om Self-Determination Theory och förväntansteorin. För att besvara syftet med studien genomfördes en kvalitativ studie som tillämpade semistrukturerade intervjuer som datainsamlingsmetod. Urvalet bestod av tio respondenter med en yrkestitel som sjuksköterska och yrkeserfarenhet om minst ett år. Respondenterna har kunnat bidra med kunskap och erfarenheter som givit information för att kunna koppla redan erkända teorier med verksamheten inom sjukvården. I resultatet kunde därefter olika teman kodas fram i intervjuerna vilket har varit påverkan av stress, typ av belöning, belöningarnas påverkan på arbetsmotivationen, förväntan och ansträngning samt relation till chef. Slutligen har resultatet analyserats mot det teoretiska ramverket och med detta besvarat studiens syfte och frågeställningar. Kunskap om arbetsmotivation och belöningssystem har därpå varit en central del i att sammanväva utvalda teman med respektive belöning som påverkar arbetsmotivationen. Resultatet indikerade att sjuksköterskors arbetsplatser inte har tillräckliga belöningssystem för att minska stress och öka arbetsmotivationen. Det framg, Healthcare has evolved into an increasingly stressful workplace for employees. Since the 1980s, healthcare has been shaped by New Public Management, and despite the government's budget increase of six billion SEK, many are expected to be laid off. Furthermore, there is a perceived higher workload, contributing to increased stress and lower motivation among nurses. Previous research has shown a correlation between reward systems and motivation. Reward systems are problematic in the public sector as it cannot apply monetary reward systems like the private sector to manage and motivate employees. Therefore, the purpose of this study is to explain and understand how non-monetary rewards can affect work motivation among nurses in public healthcare, based on previous research on Self-Determination Theory and expectancy theory. To address the study's purpose, a qualitative study was conducted using semi-structured interviews as the data collection method. The sample consisted of ten respondents with a nursing background at least one year of professional experience. The respondents have been able to contribute knowledge and experiences that provided information to link recognized theories with healthcare operations. The results of the interviews yielded several themes, encompassing the effects of stress, reward types, the correlation between rewards and work motivation, expectations, effort, and the supervisor-employee relationship. Finally, the results were analyzed against the theoretical framework, thereby addressing the study's purpose and research questions. Knowledge of work motivation and reward systems has been a central part of integrating selected themes with respective rewards that influence work motivation. The results indicated that nurses' workplaces do not have sufficient reward systems to reduce stress and increase work motivation. Positive feedback, development opportunities, and responsibility were the types of rewards with the highest preferences, but oth