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The purpose of this study is therefore to detail an additive manufacturing process for printing TiD parts for implant applications. Titanium–diamond (TiD) is a new composite that provides biocompatible three-dimensional multimaterial structures. Thus, the authors report a powder-deposition and print optimization strategy to overcome the dual-functionality gap by printing bulk TiD parts. However, despite favorable customization outcomes, relatively few additive manufacturing (AM) feedstock powders offer the biocompatibility required for medical implant and device technologies.

AM offers a platform to fabricate customized patient-specific parts. Developing feedstock that can be 3D printed into specific 3D structures while providing a favorable interface with the human tissue remains a challenge. Using laser metal deposition, feedstock powder comprising diamond and titanium was co-printed into TiD parts for mechanical testing to determine optimal manufacturing parameters.

TiD parts were fabricated comprising 30% and 50% diamond. The composite powder had a Hausner ratio of 1.13 and 1.21 for 30% and 50% TiD, respectively. The flow analysis (Carney flow) for TiD 30% and 50% was 7.53 and 5.15 g/s. The authors report that the printing-specific conditions significantly affect the integrity of the printed part and thus provide the optimal manufacturing parameters for structural integrity as determined by micro-computed tomography, nanoindentation and biocompatibility of TiD parts. The hardness, ultimate tensile strength and yield strength for TiD are 4–6 GPa (depending on build position), 426 MPa and 375 MPa, respectively. Furthermore, the authors show that increasing diamond composition to 30% results in higher osteoblast viability and lower bacteria count than titanium.

In this study, the authors provide a clear strategy to manufacture TiD parts with high integrity, performance and biocompatibility, expanding the material feedstock library and paving the way to customized diamond implants. Diamond is showing strong potential as a biomedical material; however, upscale is limited by conventional techniques. By optimizing AM as the avenue to make complex shapes, the authors open up the possibility of patient-specific diamond implant solutions.

Ethnoracial categories and classifications can change over time, sometimes leading to increased social mobility for marginalized groups or nonelites. These ethnoracial changes are often attributed to emulation, where nonelites adopt the elite's social, cultural, and political characteristics and values. In some cases, however, nonelites experience ethnoracial shifts and upward mobility without emulating elites, which events can help explain. I argue that the type of event, whether endogenous or exogenous, affects the ability of elites to enforce their preferred ethnoracial hierarchy because it will determine the strategy – either insulation or absorption – they can pursue to maintain their power. I examine this phenomenon by comparing the cases of Irish social mobility in 17th-century Barbados and Montserrat. Findings suggest that endogenous events allow elites to reinforce their preferred ethnoracial hierarchy through insulation, whereas exogenous events constrain elites to employ absorption, which maintains their power but results in hierarchical shifts. Events are thus critical factors in ethnoracial shifts.

In this chapter, we review the historical development of elite theory, and then we propose a way forward beyond it. Elite theory emerged as a critique of democracy in the late 19th century. Although it used historical materials illustratively, it tended to be ahistorical theoretically because its primary aim was to demonstrate the perdurance of elites even in conditions of mass suffrage. Lachmann was the first scholar to develop elite theory as a truly historical and explanatory framework by combining it with elements of Marxism. Even Lachmann's theory, however, remained inadequate because it did not rest on a fully articulated theory of power. In this introduction, we suggest a “relational power theory” as a remedy to this situation, and we use it to formulate a general heuristic for the study of elites, nonelites, and their interrelationships. To illustrate its utility, we show how it can illuminate the chapters in this volume (though they were not necessarily written for these purposes).

Relying on the affective events theory, this study conceptualizes abusive supervision as a micro-affective event and tests a multilevel moderated mediation arguing that abusive behaviors from the supervisor trigger negative affective reactions that, in turn, will enhance the likelihood of counterproductive work behaviors (interpersonal and organizational). We further propose that mindfulness will shape how employees react to abusive behaviors from supervisors.

A daily diary study conducted for five consecutive days was developed with Portuguese working adults (N = 176*5 = 880).

The multilevel findings showed that abusive behaviors triggered negative affect and this, in turn, promoted both forms of counterproductive work behaviors. The indirect effect regarding interpersonal counterproductive work behavior was moderated by mindfulness in such a way that the indirect effect was stronger for those who scored lower on mindfulness (versus higher levels). The indirect effect on organizational counterproductive work behavior was not significantly moderated by mindfulness.

The examination of mindfulness as a moderating factor contributes significantly to management by delineating practical strategies to assist employees in effectively managing micro-events involving abusive behaviors from supervisors. Consequently, these findings may inform the development of research-backed strategies aimed at mitigating the affective and behavioral repercussions of an abusive supervisor.

The inclusion of mindfulness in the model is an added value.

This study investigates human resource (HR) professionals' experiences during the COVID-19 pandemic.

The study involves in-depth, semi-structured interviews with 37 HR professionals purposefully selected based on their prior involvement in managing pandemic-related challenges.

The findings reveal that HR professionals faced intensified organizational demands, leading to expanded job roles, increased workload, a change in pace and emotional pressures. However, participants exhibited resilience by drawing from and creating various job resources to cope with these demands. Our findings also show that despite HR professionals being central to creating workplace support and wellness initiatives, their well-being needs were often overlooked as they prioritized supporting others.

The study contributes to research on the experiences of HR professionals during the pandemic and to job-demands resources (JD-R) theory by incorporating context-specific demands, resources and coping strategies specific to HR professionals.

Lessons learned for organizations and HR professionals are discussed in relation to creating conditions of organizational support and resource availability for HR professionals.

This study extends research on the mental health and well-being of HR professionals during the pandemic by providing a novel lens on linkages between job demands, job resources and self-regulation strategies.

As an emerging technology marked by rapid advancements, artificial intelligence (AI) has the potential to profoundly transform higher education, particularly after the emergence of ChatGPT at the end of November 2022. Because of its immense power, it poses greater expectations and challenges than any technological advancement in the past. Thus, this paper aims to identify and discuss the need for AI-driven transformation, its challenges as well as policies and expectations of AI's successful integration into teaching and learning. This study examined recent literature and policy documents mostly published after ChatGPT's launch. This study may assist students and instructors in promoting awareness of the importance of ethical, positive and productive AI applications. Besides, the findings of this paper may aid in developing and adopting appropriate educational policies, improving curricula and training pre-service and in-service instructors in adopting knowledge, competencies and strategies for the efficient integration of AI in the teaching process. Thus, the study may help build a strategy for integrating AI systematically into higher education processes and contributing to the transformation of higher education.

The Children's Hearings System is a Scottish welfare-based tribunal-based system in which decisions are made about the care and protection of children in conflict with the law and/or in need of additional care and protection. The Covid-19 pandemic resulted in the rapid implementation of a virtual Children's Hearings System. This system, which operated as the sole mechanism through which decisions were made between March and July 2020, continued to be used alongside in-person and hybrid Hearing formats for the duration of the pandemic. Early research into the use of virtual Hearings identified that their use presented significant barriers to participation, particularly in relation to the impacts of digital literacy and digital poverty. However, much of this research focused upon the experiences of adult participants in Hearings and failed to capture the experiences of children. In this chapter, we present findings from a qualitative study designed to explore the impact of virtual Hearings upon the participation and rights of children. In doing so, we demonstrate that virtual Hearings acted as both a barrier and facilitator of children's participation.

Social media is increasingly vital for educators to extend their professional networks and engage in meaningful conversations. This study aims to explore how Reddit facilitates these interactions as a platform for generative dialogical exchange. For English educators, generative dialogue is paramount for professional development and classroom practice.

To better understand this dynamic, we outline Hermans and Hermans-Konopka’s (2010) framework of generative dialogical exchange, review relevant literature related to the implications of social media use by educators and argue for the importance of Reddit as a site of exploration into dialogical exchange. After describing our artifact selection, we offer relevant data and conclude with understanding and implications.

We argue that although online educator communities, particularly those on Reddit, offer opportunities for broad dialogical exchange for English educators, these can be marked by a push and pull between the expansion of the dialogical space and a tendency to rein it back in through reinforcing traditional power dynamics.

Reddit is an understudied site for extending professional networks and fostering conversations among educators, providing a novel approach to understanding these dynamics through dialogical theory.

This study aims to examine the influence of workplace phubbing on employee deviant behavior and negligence, while also investigating the mediating role of coworker conflict. Additionally, the study explores the moderating effect of workplace mindfulness on the relationship between workplace phubbing, the mediators and employee deviant behavior and negligence.

Data were gathered from employees in the service sector in the UAE using an online survey questionnaire. A total of 374 participants submitted complete responses. The study’s hypotheses were tested through regression-based moderated path analysis, incorporating conditional process modeling and nonlinear bootstrapping.

The study indicates that experiencing “phubbing” at work contributes to feelings of coworker conflict, which subsequently leads to increased interpersonal deviance and employee negligence. Moreover, workplace mindfulness weakens the positive influence of being phubbed on coworker conflict, interpersonal deviance and employee negligence.

To the best of the authors’ knowledge, no previous studies have examined the negative impact of being “phubbed” at the individual employee level within the service industry. This study aims to contribute to both theory and practice by elucidating the mediating mechanism of coworker conflict and exploring the moderating effects of workplace mindfulness.