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This papers aims to study the influence of water absorption on the mechanical properties of poly lactic acid (PLA) and PLA/Wood composites. Virgin PLA and PLA/Wood double-bone-shaped specimens were prepared by two methods: injection moulding and 3D printing. The results were compared to each other and showed the influence of the production method on the properties of the produced parts.

Morphology studies were done by scanning electron microscopy (SEM) from fracture surfaces of tensile and notched impact specimens of all samples. Tensile properties were analysed by the production and testing of dog-bone-shaped samples. Heat deflection temperature (HDT) was tested, as also was the crystallinity of the tested samples by differential scanning calorimetry.

The values for notched impact strength were higher upon water uptake in the case of injection-moulded specimens, which was not the case with 3D-printed specimens. Tensile properties of the specimens produced by both methods were reduced after water absorption tests. Values of the HDT were also lower after water absorption tests studied for both processing methods.

Morphology studies were done by SEM from fracture surfaces of tensile as well as notched impact specimens of injection-moulded and 3D-printed samples. The effect of water storage on various samples was tested. The two different production technologies were compared to each other owing to their influence of water storage. This study also dealt with NFC compounds and produced NFC composites and the influence of water storage on these samples.

The notion of configuration – that the whole is best understood from a systemic perspective and should be viewed as a constellation of interconnected elements – is arguably one of the central ideas of organization studies. Yet, this idea also remains one of the field’s least understood aspects. In this volume and its introduction, we outline a new perspective for understanding configuration. Our starting point is the emergence of set theoretic configurational methods, and especially Qualitative Comparative Analysis (QCA), which provides novel ways for analyzing configurations. Our volume goes beyond introducing a new method to the fields of management and organization, as these methods furthermore offer an opportunity to rethink our understanding of the field and to develop different ways of theorizing the rich complexity of relationships that characterize organizational life. In this introduction, we introduce some of the key themes that differentiate the approach taken here from previous work on organizational configurations and provide evidence for the emerging renaissance of the configurational approach in organizational theory and research.

Argues that a set of distinctions between methods for information systems development is useful for learning about the methods and their relation to practice. Examines three projects conducted in three similar branches of the same bank. Evolves a set of distinctions: the context, the consequences and the conditions, for application of the models. Suggests areas of further research.

The growing literature on complementarities has drawn attention to how the effects of different organizational structures, practices, and institutions are interdependent. Rather than one best way of organizing, complementarities suggest that the effectiveness of one organizational element may be dependent on the presence or absence of another particular element. Consequently, organizational arrangements often display “multiple equilibria” or what is known as equifinality, whereby multiple pathways may lead to the same or similar outcomes. While being a source of theoretical innovation, the configurational nature of complementarities has posed a number of challenges. This chapter reviews the emerging literature on complementarities to identify a series of conceptual challenges related to understanding complementarities as organizational configurations, and examines the methodological challenges in studying how such elements combine to produce joint effects on performance. The chapter argues that new set-theoretic methods using Qualitative Comparative Analysis (QCA) may present a very useful methodological alternative to studying complementarities. The chapter illustrates this potential by re-analyzing past work by Aoki, Jackson, and Miyajima (2007) on relationships between ownership structure, board structure, and employment practices of listed firms in Japan to show evidence of complementarities associated with hybrid configurations that combine market and relational forms of organization.

This chapter reconstructs the roots of configurational analysis in organization theory and organizational economics, focusing on the elements of configurational thinking that are particularly relevant to organizational design; and outlining some future prospects for a configurational theory of organization design. We detect the presence of configurational ideas in many organization theories and organizational economics approaches. We argue that this, seldom acknowledged, continuity extends and enriches the implications of configurational analysis for organization design. In addition, we define and identify ‘structural heterogeneity’ as an organizational property that can be distinctively studied by configurational analysis, distinguishing between internal heterogeneity – diversity of organizational attributes within one configuration – and external heterogeneity – diversity of organizational configurations under the same environmental conditions. Some of the insights that can be gained through a configurational analysis of structural heterogeneity are illustrated through a fs/QCA study of a multi-industry sample of firms.

Companies under threat can call upon three main types of innovation. First, market innovation – improving the mix of markets served. Second, product innovation – improving the mix of products offered. Third, process innovation – improving the mix and efficiency of internal operations. All types of innovation pose challenges, particularly to companies with little or no experience of managing change. Reports on efforts in five companies which needed to change to stay alive. Describes the types of innovation chosen by their CEOs and the means used to start the innovation process. Marketing considerations were found to be of decisive importance.

This article presents an integrated model of the learning organization. It is based on empirical research of the learning organization literature, as well as on practitioners’ understandings of the concept where learning organizations were often described in terms of four distinct individual aspects – no more and no less. This article argues these aspects cannot be treated as separate, and that the four aspects have to be combined in order to create a true learning organization. The four aspects are: learning at work; organizational learning; developing a learning climate; and creating learning structures. The article suggests that only those organizations that have implemented all of the aspects should be called “learning organizations”, and those organizations that have implemented only one aspect should be called “partial learning organizations”.

The desired retirement age (DRA) becomes more important because some countries adapt their strict retirement regulations to it. A process is tested for how psychological empowerment influences the DRA mediated by psychological and physical strain and how the DRA is connected to the expected retirement age (ERA). The paper aims to discuss these issues.

Structured interviews with 1,485 German employees (55 years and older) were conducted via telephone.

Psychological and physical strain mediated both the relationship between psychological empowerment and the DRA. DRA and ERA were positively associated. The control variables – age, net income, and organizational size – also significantly affected the DRA.

The results are only valid for the German job market. All variables were collected at one measurement point.

The strengthening of psychological empowerment can be one measure to motivate older employees to delay their retirement and finally keep them longer in the labor force.

A large sample was collected and interviewed via telephone, which helps to overcome some limitations of questionnaire research. The process model helps to understand how job characteristics are connected with the DRA and the ERA.