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This study aims to investigate the acoustic roughness of rails on China’s high-speed railways, with a focus on short-wavelength irregularities (less than 80 cm), which are known to significantly contribute to noise. The goal is to develop a specific acoustic roughness spectrum tailored for China’s high-speed railway system, as no such spectrum currently exists.

A long-term tracking study was conducted on major railway lines in China, monitoring rail roughness throughout the initial operational period and the rails’ service life. Data preprocessing techniques such as peak removal and curvature correction were applied for acoustic adjustments. A spatial-wavelength domain transformation was performed, providing the distribution patterns and statistical characteristics of acoustic roughness on China’s high-speed rails. Based on these analyses, a model for constructing the acoustic roughness spectrum was developed.

The study found that the acoustic roughness of China’s high-speed railway rails follows a χ² distribution with six degrees of freedom. For wavelengths greater than 8 cm, the acoustic roughness spectrum remains below the ISO specified limits. In the wavelength range of 3.2 cm to 6.3 cm, the roughness is comparable to or within the limits specified by ISO 3095:2005 and ISO 3095:2013. However, for wavelengths shorter than 2.5 cm, the roughness exceeds ISO limits.

This research fills the gap in the lack of a specific acoustic roughness spectrum for China’s high-speed railways. By establishing a tailored spectrum based on long-term data analysis, the findings provide valuable insights for noise control and rail maintenance in the context of China’s high-speed rail system.

This paper aims to investigate how digital orientation affects digital process innovation from the dual perspectives of knowledge and capability. It also stresses the mediating effects of digital knowledge creation and strategic flexibility on this relationship, as well as the moderating effect of strategic flexibility on the relationship between digital knowledge creation and digital process innovation.

This paper adopted knowledge- and capability-based views to develop the theoretical model. A total of 193 samples from China were collected to test the model and hypotheses by the partial least squares structural equation modeling method.

The results indicate that digital orientation promotes knowledge creation and strategic flexibility respectively, which in turn facilitates digital process innovation. Also, the effect of digital knowledge creation on digital process innovation is moderated by strategic flexibility.

This study adopts the dual perspectives of knowledge and capability to deepen the relationship between digital orientation and digital process innovation by introducing digital knowledge creation and strategic flexibility as the crucial links, which responds to the call for attaching importance to digital process innovation.

The purpose of this study is to optimize and improve conventional welding using EMF assisted technology. Current industrial production has put forward higher requirements for welding technology, so the optimization and improvement of traditional welding methods become urgent needs.

External magnetic field assisted welding is an emerging technology in recent years, acting in a non-contact manner on the welding. The action of electromagnetic forces on the arc plasma leads to significant changes in the arc behavior, which affects the droplet transfer and molten pool formation and ultimately improve the weld seam formation and joint quality.

In this paper, different types of external magnetic fields are analyzed and summarized, which mainly include external transverse magnetic field, external longitudinal magnetic field and external cusp magnetic field. The research progress of welding behavior under the effect of external magnetic field is described, including the effect of external magnetic field on arc morphology, droplet transfer and weld seam formation law.

However, due to the extremely complex physical processes under the action of the external magnetic field, the mechanism of physical fields such as heat, force and electromagnetism in the welding has not been thoroughly analyzed, in-depth theoretical and numerical studies become urgent.

Purpose: The primary purpose is to discuss the productivity and digitalisation interaction at the theoretical level, analyse the productivity and digitalisation differences between the European Union (EU)-14 and EU-13 countries, and evaluate the digitalisation impact on the manufacturing sector labour productivity of the EU countries.

Need for study: The average added value created per capita in new EU countries (EU-13) is one-third lower than in old EU countries (EU-14). To increase productivity, manufacturing companies must adapt to modern trends and take advantage of industrial digitisation opportunities. Digitisation can improve production efficiency, reduce costs, and improve product quality, allowing continuous monitoring and analysis of production data, enabling informed decisions and faster problem-solving.

Methodology: Analysis of scientific literature, comparing viewpoints, insights, and conclusions. The empirical study includes calculating rates of change of indicators, differences between EU-14 and EU-13, and structural analysis. The impact of digitisation on the productivity of EU countries is studied by creating a correlation matrix and using regression analysis: ordinary least square models.

Findings: EU-13 countries are behind EU-14 in labour productivity and manufacturing digitalisation. Digitalisation positively impacts productivity per employee. A faster increase in digitisation, industrial robot use, and e-commerce sales could significantly increase productivity in EU-13, reducing productivity differences between countries.

Practical implications: This study highlights the need for policy promoting digitisation innovation, particularly in EU-13 countries, to be implemented by both national and EU-based economic development and regional and cohesion institutions.

The purpose of this study is to investigate the effectiveness of a composite lubrication system combining polytetrafluoroethylene (PTFE) film and oil lubrication in steel–steel friction pairs.

A PTFE layer was sintered on the surface of a steel disk, and a lubricant with additives was applied to the surface of the steel disk. A friction and wear tester was used to evaluate the tribological properties and insulation capacity. Fourier transform infrared spectrometer was used to analyze the changes in the composition of the lubricant, and X-ray photoelectron spectroscopy was used to analyze the chemical composition of the worn surface.

It was found that incorporating the PTFE film with PSAIL 2280 significantly enhanced both the friction reduction and insulation capabilities at the electrical contact interface during sliding. The system consistently achieved ultra-low friction coefficients (COF < 0.01) under loads of 2–4 N and elucidated the underlying lubrication mechanisms.

This work not only confirm the potential of PTFE films in insulating electrical contact lubrication but also offer a viable approach for maintaining efficient and stable low-friction wear conditions.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-06-2024-0222/

Megaprojects have large impact on the environment and stakeholders should take collective action to ensure that these projects are developed in a socially responsible manner. Hitherto, it is not known whether group and subjective norms and social identity could compel stakeholders to take socially responsible collective actions in megaprojects. The aim of this study is to design and test a model to boost stakeholders' intention to take socially responsible collective action in the context of mega water transfer projects in China.

A quasi-experimental causal research design was adopted to establish cause–effect relationships among the dependent variable (we-intention) and independent variables (subjective norms, group norms, social identity and desire). This study adopts the belief–desire–intention model and social influence theory to empirically investigate how to boost the stakeholders' intention to participate in socially responsible collective action. An online questionnaire survey was conducted and data was collected from 365 respondents who were involved in mega water transfer projects in China. The partial least squares structural equation modeling technique was employed to analyze the data.

The results from partial least squares analyses indicate that the presence of subjective norms, group norms and social identity (collectively known as social influence process) could increase stakeholders' intention to take socially responsible collective action. In addition, the desire to be socially responsible also boosts stakeholders' intention to take collective action. Desire partially mediates the relationship between social influence process and intention to take socially responsible collective action.

This study adds to existing knowledge by discovering social influence process as an antecedent to taking socially responsible collective action in megaprojects. Strong group norms and subjective norms could propel stakeholders to be more socially responsible. The study also adds to knowledge by discovering that stakeholders' desire to fulfill social responsibility also leads them to take concrete actions. Implications and recommendations are provided on how to manipulate different types of social influence processes to facilitate stakeholders to adopt socially responsible collective action in the process of managing megaprojects.

Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.

Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.

We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.

Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.

Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.

Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.

The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.