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Most of the cloth simulation and modelling techniques rely on the energy function of the system. The geometric deformation is related to the energy function by the fabric material characteristics, which are usually difficult to measure directly. This paper discusses how the fabric material properties are related to the measurable mechanical properties of the fabric such as tensile modulus, Poisson's ratio etc. These properties are incorporated into a cloth simulator to produce draping results. The simulated image and real object are then compared to show the realism.

The purpose of this paper is to propose new 3D light emitting diodes (LED) and integrated circuits (IC) integration packages.

These packages consist of the multi‐LEDs and active IC chip such as the application specific IC, LED driver, processor, memory, radio frequency, sensor, or power controller in a 3D manner. The assembly processes of these packages are also presented and discussed.

The advantages of these 3D integration packages are found to be: better performance, lower cost, less footprint, lighter package, and smaller form factor.

A thermal management system for 3D IC and LEDs integration packages is proposed.

The present paper seeks to illuminate the role played by university‐based technology transfer offices (TTOs) in driving the transfer of research‐based knowledge and technology from institutions of higher education to industry in Hong Kong.

Following a literature review, the authors use empirical data on technology transfer and innovation, and case studies of existing TTOs at City University of Hong Kong (City U) and Hong Kong University of Technology and Science (HKUST), to analyze and illustrate the changing nature of the role that TTOs have played in Hong Kong, from the late 1980s to the present.

It is found that, while TTOs originally served primarily to generate additional revenues for their affiliated universities through the creation and commercialization of intellectual property, that role has gradually evolved to support innovative start‐up companies through technology transfer.

This study is limited in having included only two case studies. In the future more cases should be examined, not only of other spin‐offs and start‐ups from City U and HKUST, but also from other Hong Kong universities as well. The study implies that TTOs should continue to learn how to respond to the needs of start‐ups through self‐evaluation. Universities should better manage TTOs, and the government, through better understanding of the capacity of TTOs to create spin‐offs, should develop policy measures that facilitate the process.

This study is among the first to examine the role of TTOs using a case‐study approach, especially in addressing the relationship between university‐industry linkages and the broader innovation system in Hong Kong.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

The aim of this chapter is to provide an overview of the student mental health crisis in Higher Education (HE), and how resilience and grit, two important positive psychological constructs, can be beneficial for university students’ success and wellbeing. As part of a discussion around some of the current approaches to intervening in wellbeing in universities, the chapter provides evidence for the use of PPIs for wellbeing in university students, alongside some of the challenges of implementing these in HE. It also provides an overview of the Thriving Students Framework and presents a case for a multicomponent approach to monitoring and improving educational success. In particular, a wellbeing framework that, alongside resilience, also recognises the importance of strengths, persistence in the face of difficulty, a growth mindset, self-control and mental wellbeing; Academic Tenacity. The implications of utilising this framework for educational attainment in university students are discussed. The Bolton Uni-Stride Scale (BUSS), a single short measure of academic tenacity that combines the attributes enabling measurement and intervention to support university students to thrive, is also presented for educators to use.

Work environments, which are widely acknowledged to exert strong influences on employee attitudes and behavior, have been studied since the initiation of formal work entities. Over this time, scholars have identified myriad impactful internal and external factors. Absent though are investigations examining economic downturns despite their acknowledged pervasiveness and destructive effects on worker performance and well-being. To address this theoretical gap, a multistage model acknowledging the impact of recessions on workplace responses, response effects, and environmental considerations is proposed. Inherent in this discussion is the role of economic decline on reactive change processes, the nature of work, and the structure and design of organizations. These significant changes affect employee attitudes and behaviors in ways that increase the political nature of these work environments. Organizational factors and employee responses to heightened recession-driven politics are discussed. Additionally, theoretically relevant intervening variables capable of influencing work outcomes are described. The chapter is concluded by discussing the implications of this theoretical framework as well as directions for future research.

Inclusion, defined as nondiscriminatory education for all, involves embracing gifted students whose special needs should be considered in curriculum planning and in the teaching methods used. However, inclusion has often been connected with disability and special needs education. It has been claimed that inclusion neglects the needs of the gifted. This chapter identifies ethical challenges in inclusive education, with gifted students as a case example. Several critical misconceptions about gifted students and gifted education are identified as leading to ethical challenges for teachers. These misconceptions are discussed in the ethical framework of distributive justice in teaching, and recommendations are given for ways to support teachers in meeting the needs of gifted students in inclusive educational settings.

Total quality management (TQM) has been a popular managerial topic since the 1980s. However, not too many organizations have successfully implemented it. This paper studies a successful TQM project implemented in a manufacturing company in the People's Republic of China. It reports the TQM implementation process, the benefits generated from the TQM project, the problems that arose from the adoption of TQM for the company, and the main factors for the eventual success of the project. This case study is a reference for managers and researchers who are interested in TQM or interested in the Chinese managerial environment in general.

The purpose of the present paper is to investigate whether the transition from a family business to a non‐family business affects the institutionalisation of management accounting.

This paper is based on an online survey among all large and medium‐sized Austrian firms. Univariate and multivariate statistical analyses were used to test the impact of the level of family influence on aspects of the institutionalisation of management accounting. Firm size is included as the main control variable.

A lower level of influence from the controlling family was found to be correlated with the institutionalisation and intensification of management accounting in medium‐sized firms. For large firms, such a linear relationship could not be drawn. The level of education of management accountants was inversely correlated with the level of family influence in both large and medium‐sized firms.

Further research into the reasons, underlying drivers and inter‐organisational promoters of management accounting change in family businesses is needed. Furthermore, the organisational impacts of the transition from family businesses to non‐family businesses deserve further investigation.

A framework for assessing the organisational effects of the transition from family businesses to non‐family businesses is provided. The empirical results on the impact of the transition on the institutionalisation of management accounting are presented. The level of family influence was found to act as a significant contextual factor for the organisation of management accounting in medium‐sized firms.