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Via dialectical perspective and configurational approach, this paper aims to explore the relationship between female representation and long-term firm performance when combined with environmental conditions.

For necessary condition analysis and time-series qualitative comparative analysis, a sample of 614 listed Chinese manufacturing firms between 2017 and 2020 was obtained.

The inclusion of female executives can aid firms in their long-term performance and resilience. Seven configurations, categorized as chimpanzee type, African elephant type and queen bee type, can prompt long-term firm performance. Chimpanzee-type configuration is the most prevalent path for firms to achieve long-term performance.

Firms could reconsider the role of female executives in achieving long-term success, assist in breaking the invisible “glass ceiling” and “glass cliff,” and refrain from viewing them as mere “tokens.” Policymakers can improve female representation by institutionally guaranteeing women’s opportunities for empowerment, education and promotion.

This study presents evidence for the legitimacy of female representation by demonstrating the intricate causality between female representation and firm performance beyond the controversy between business ethics and coercive policy. This paper also builds upon and extends the literature on female representation and provides alternative ways to improve female representation by combining female executives’ percentages, professionalism and positions.

Although prior research has documented substantive knowledge of the benefits of high-performance work systems (HPWS), results regarding both sides of HPWS are inconsistent. To reconcile these inconsistencies, the authors identified two specific HR attributions—employee well-being HR attribution and performance HR attribution, and examined their roles in the relationship between team-level HPWS and employees' thriving at work and emotional exhaustion.

The authors collected multi-source data from 36 team leaders and 181 individuals. Given the nested nature of the data, the authors used Mplus 7.4 to conduct multilevel structural equation modeling for hypothesis testing.

The results showed that team-level HPWS and employee well-being HR attribution interact to affect psychological availability, which subsequently promotes thriving at work. However, team-level HPWS and employee performance HR attribution do not interact to influence role overload/psychological availability; team-level HPWS and employee well-being HR attribution do not interact to affect role overload.

Current literature has overlooked identifying key contingencies for both sides of HPWS effects on employee outcomes. Therefore, this study developed a mediated moderation model and incorporated HR attributions to explore two distinct pathways by which HPWS affects employees' thriving at work and emotional exhaustion. The present study helps to reconcile the inconsistent findings regarding the HPWS double-edged sword nature. In addition, the authors focused on HPWS at the team level, which is also underexplored in the existing HPWS research.

This paper aims to conduct work to obtain high-quality brazed joint of YAG ceramic and kovar alloy.

Wetting and spreading behavior of AgCuTi filler alloy on YAG ceramic and kovar alloy under vacuum (2∼3 × 10–4 Pa) and argon conditions was investigated and compared. Then, YAG ceramic was brazed to kovar alloy under a high vacuum of 2∼3 × 10–4 Pa; the influence of holding time on the interface structure of the joint was investigated.

The wettability of AgCuTi on YAG is poor in the argon atmosphere, the high oxygen content in the reaction layer hinders the formation of the TiY2O5 reaction layer, thereby impeding the wetting of AgCuTi on YAG; in the vacuum, a contact angle (?=16.6°) is obtained by wetting AgCuTi filler alloy on the YAG substrate; the microstructure of the YAG/AgCuTi/kovar brazed joint is characterized to be YAG/Y2O3/(Fe, Ni)Ti/Ag(s, s) + Cu(s, s)/Fe2Ti + Ni3Ti/Fe2Ti/kovar; at 870 °C for the holding time of 10 min, a (Fe, Ni) Ti layer of approximately 1.8 µm is formed on the YAG side.

Wetting and spreading behavior of the brazing filler alloy under different conditions and the influence of the holding time on the interface microstructure of the joint were studied to provide references for obtaining high-quality brazed joints.