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Vision transformers (ViT) detectors excel in processing natural images. However, when processing remote sensing images (RSIs), ViT methods generally exhibit inferior accuracy compared to approaches based on convolutional neural networks (CNNs). Recently, researchers have proposed various structural optimization strategies to enhance the performance of ViT detectors, but the progress has been insignificant. We contend that the frequent scarcity of RSI samples is the primary cause of this problem, and model modifications alone cannot solve it.

To address this, we introduce a faster RCNN-based approach, termed QAGA-Net, which significantly enhances the performance of ViT detectors in RSI recognition. Initially, we propose a novel quantitative augmentation learning (QAL) strategy to address the sparse data distribution in RSIs. This strategy is integrated as the QAL module, a plug-and-play component active exclusively during the model’s training phase. Subsequently, we enhanced the feature pyramid network (FPN) by introducing two efficient modules: a global attention (GA) module to model long-range feature dependencies and enhance multi-scale information fusion, and an efficient pooling (EP) module to optimize the model’s capability to understand both high and low frequency information. Importantly, QAGA-Net has a compact model size and achieves a balance between computational efficiency and accuracy.

We verified the performance of QAGA-Net by using two different efficient ViT models as the detector’s backbone. Extensive experiments on the NWPU-10 and DIOR20 datasets demonstrate that QAGA-Net achieves superior accuracy compared to 23 other ViT or CNN methods in the literature. Specifically, QAGA-Net shows an increase in mAP by 2.1% or 2.6% on the challenging DIOR20 dataset when compared to the top-ranked CNN or ViT detectors, respectively.

This paper highlights the impact of sparse data distribution on ViT detection performance. To address this, we introduce a fundamentally data-driven approach: the QAL module. Additionally, we introduced two efficient modules to enhance the performance of FPN. More importantly, our strategy has the potential to collaborate with other ViT detectors, as the proposed method does not require any structural modifications to the ViT backbone.

For the purpose of saving nickel, this study aims to develop new duplex stainless steel cored wires suitable for wire arc additive manufacturing (WAAM) with the addition of nitrogen.

The effect of nitrogen content on the microstructure and mechanical properties of the thin-walled deposits is investigated in detail.

The microstructure of thin-walled deposits mainly consists of austenite, ferrite and secondary austenite. With increasing nitrogen content, the austenite in the deposited metals increases. The austenite proportion in the bottom region is more than that in the top region of the deposited metals. The χ phase is randomly distributed at the grain boundaries and within ferrite. The σ phase is mainly precipitated at ferrite and austenite grain boundaries. With increasing nitrogen content, the tensile strength of the deposited metals increases, but the impact toughness of the deposited metals deteriorates.

This study proposes new duplex stainless steel cored wires for WAAM, which realizes the objective of saving nickel.

The purpose of this paper is to study the aerodynamic characteristics and uplift force tendencies of pantographs within the operational height span of 1,600–2,980 mm, aiming to offer valuable insights for research concerning the adaptability of pantograph-catenary systems on double-stack high container transportation lines.

Eight pantograph models were formulated based on lines with the contact wire of 6,680 mm in height. The aerodynamic calculations were carried out using the SST k-ω separated vortex model. A more improved aerodynamic uplift force method was also presented. The change rule of the aerodynamic uplift force under different working heights of the pantograph was analyzed according to the transfer coefficients of the aerodynamic forces and moments.

The results show that the absolute values of the aerodynamic forces and moments of the upper and lower frame increase with the working height, whereas those of the collector head do not change. The absolute values of the transfer coefficients of the lower frame and link arm were significantly larger than those of the upper frame. Therefore, the absolute value of the aerodynamic uplift force increased and then decreased with the working height. The maximum value occurred at a working height of 2,400 mm.

A new method for calculating the aerodynamic uplift force of pantographs is proposed. The specifical change rule of the aerodynamic uplift force of the pantograph on double-stack high container transportation lines was determined from the perspective of the transfer coefficients of the aerodynamic forces and moments.

Due to the abundant use of granular materials in chemical industries, it is inevitable to store raw materials and products in bulk in silos. For this reason, much research has been carried out in the field of construction, operation and maintenance of silos. One of the important issues that must be investigated in silos is the behavior of their structure when the materials inside them are unloaded. Structural vibrations and the creation of normal noise usually discharge the granular of material from the silo. Both of phenomena are undesirable due to the problems they can cause to the structure and its surroundings. According to the said issues, this paper aims to investigate the vibration problem of the sulfur storage silo of the first refinery during discharge with the help of measuring experimental vibration data and simulating the silo model.

In the experimental investigation, the main cause of the vibration of the 400-ton silo in the refinery is used. The mass asymmetry phenomenon when the silo is filled is also considered. The experimental results are authenticated by software analysis too.

The results showed that the natural frequency of the ninth mode is almost equal to the natural frequency of sulfur discharge from the silos and has the largest shape change in the structure and vibration range. It is also concluded that the larger sulfur silo (400 tons) should be prioritized over the smaller sulfur silo (200 tons) in the emptying program, and the 400 tons silo should never be emptied even through the 200 tons silo is empty.

An attempt is made to investigate the issue of vibration in sulfur storage silos in the first refinery of South Pars in the form of experimental investigation and modal analysis.

Although the development of public organisations and the continual enhancement of public services depend on the creative behaviour of public employees, it is uncertain from earlier studies how and when inclusive leadership (IL) affects innovative behaviours (IB). This study aims to resolve the inconsistency in the literature by applying social exchange theory to examine the effect of inclusive leadership on employees’ innovative behaviour, while also examining the mediating role of work engagement and the moderating effect of psychological safety within this relationship.

The research model’s analysis draws from a data set of 200 employee–supervisor dyads. Data was collected from employees across diverse public sector organisations in the United Arab Emirates (UAE).

The results demonstrate that IL indirectly (via WE) and directly has a positive influence on employees’ IBs. This influence is enhanced when employees feel safe and do not have to be concerned about negative consequences.

Our study highlights a less-explored sector, unveiling the motivations behind IB among public sector employees. Moreover, this study provides valuable insights within a non-Western context, offering a unique perspective on the intricate relationship between IL, PS, employee engagement and IBs in the UAE public sector.

The traditional Chinese culture has always emphasized the authority of leaders and their “top-down” influence over subordinates tangled with “bottom-up” management. Paternalistic leadership can both nurture and restrict growth in mega-construction projects, due to the unique consequences (i.e. positive vs negative implications) for project teams. Hence, the present study aimed to explore the impact of paternalistic leadership (PL), team members’ voice (TMV) and team resilience (TR) on the mega-construction project success (MPS) in China's Belt and Road Initiative (BRI).

A surveyed-based sample of project professionals (N = 563) directly linked with the BRI was employed for statistical estimations with partial least squares (PLS) structural equation modeling (SEM).

Paternalistic leadership styles, including authoritarian leadership (AL), moral leadership (ML) and benevolent leadership (BL), significantly influence the mega-construction project success in BRI. The findings empirically validated that both BL and ML increase the likelihood of mega-construction project success. However, AL could impose a threat through its underlying negative influence. In addition, leaders with benevolence and morality have a positive influence on TMV and TR, while leaders with authoritarianism signal a negative impact. Furthermore, both TMV and TR significantly and positively mediate the relationships between AL-MPS (Model-1), BL-MPS (Model-2) and ML-MPS (Model-3), respectively.

The present study is a groundbreaking endeavor that fills a crucial research gap by investigating mega-construction project success in the BRI through paternalistic leadership, project team members' voice and team resilience in a multi-mediation model. These novel findings offer valuable strategic insights for managing mega-construction projects in countries with paternalistic solid cultural foundations, enabling project managers to navigate cultural nuances and optimize megaproject outcomes.

This research aims to explore the psychological constructs of hope and collective efficacy as fundamental mechanisms through which authentic leadership affects follower outcomes.

The investigation employs a two-study approach, with two samples of 481 employees from various teams in the United States and South Korea. In two studies, we examine the proposed hypotheses, focusing on the mediation of follower hope and the moderation by collective efficacy in the relationship between authentic leadership and OCB, which is bifurcated into altruism (OCBI) and compliance (OCBO).

The findings reveal that follower hope mediates the relationship between perceived authentic leadership and OCB. This mediation confirms the integral role of hope in translating authentic leadership into positive follower behaviors. Additionally, the study shows a significant moderating effect of collective efficacy on the relationship between authentic leadership and follower hope. This moderation underscores the importance of collective beliefs in the capabilities of a group in enhancing the impact of authentic leadership.

This research highlights the understudied roles of hope and collective efficacy in the context of authentic leadership. It offers a novel perspective on how hope and collective efficacy influence followers’ OCB. The study proposes a necessity for further exploration of these constructs, emphasizing leadership dynamics and employee behavior.

Nurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention.

The authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis.

Structural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention.

The authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test.

This study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture.

護士有離職意向，在擁有高權力距離文化的發展中國家，已成為一個重大的問題。因此，我們擬探討如何可以透過採用家長式領導、把護士離職的意欲減低，繼而研究工作滿足感，在離職意向與家長式領導中仁慈、道德和獨裁這三個層面的關係中所起的中介作用。最後，我們就組織支持感，作為是工作滿足感與離職意向之間的一個條件變數，進行了研究。

本研究透過採用在便利的基礎上進行的問卷調查，從374名在高權力距離文化的公營和私營醫院內工作的護士取得數據，進行分析。

結構方程模型證實了家長式領導中的仁慈和道德這兩個層面，會對可減低護士離職意欲的工作滿足感，產生積極的影響。家長式領導中的獨裁層面、則會對護士的工作滿足程度產生負面的影響，繼而增強其離職意欲。而且，我們確認了組織支持感是一個會增強工作滿足感與離職意向之間負相聯的條件變數。

我們以橫斷面的設計法來收集回應，並透過採用哈曼 (Harman) 的單因素檢定法，來確保共同方法變異不會存在。

本研究確定了一個 (工作滿足感與組織支持感) 機制，透過這機制，家長式領導中的仁慈、道德和獨裁這三個層面可預測於高權力距離文化工作的護士的離職意向。

Public sector employees’ contributions play a crucial role in improving public service quality and promoting the image of public organizations. The aim of this research is to unravel how and when human resource (HR) flexibility activates citizen-oriented boundary-spanning behaviors among public sector employees.

The data were collected from 427 public sector employees and 102 supervisors working for governmental agencies from the districts of a major city in Vietnam. Multilevel structural equation modeling (MSEM) was employed to analyze the data.

The positive associations between HR flexibility and the three dimensions of citizen-oriented boundary-spanning behaviors were supported. Harmonious passion demonstrated a mediating path for such linkages. Employee perceptions of normative public values were found to exert a positive moderating effect on the positive link between HR flexibility and harmonious passion, as well as their indirect link via harmonious passion.

This study advances the literature by identifying how and when HR flexibility shapes citizen-oriented boundary-spanning behaviors among public sector employees.

The authors examined how employee led exchange benefits the organizations. Specifically, the authors aim at investigating the mediating role of family supportive supervision between employee performance and taking charge behavior. The authors further examined leader-member exchange (LMX) as a boundary condition between employee performance and family supportive supervision.

The authors collected data from 295 employees and their supervisors working in various public sector organizations of Pakistan on a convenience basis. Specifically, data on family supportive supervision and LMX was collected from employees; whereas, data on employee performance and taking charge was collected from their supervisors between June–September 2021.

The statistical analysis reveals that high-performing employees are reciprocated by the high family-supportive supervision which increases their work-life balance and they further reciprocate by showing a propensity to take charge. In addition, LMX is noted to strengthen the association between employees' performance and family supportive supervision.

This study explains how managers can extend the stream of employees' performance by highlighting the role of family-supportive supervision and LMX. The managers through high LMX and provision of family-supportive supervision can boost the employees' outcomes from job performance to extra-role performance (i.e. taking charge).

This study adds value to the existing body of knowledge by considering performance as a predictor of various organizational-level consequences. Recent studies have considered the negative consequences of employees' performance, while the positive aspect has been called for an investigation.