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Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit.

A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses.

The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction.

This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.

The study focuses on intraindividual trajectory of job crafting change over time. Integrating the self-regulation and demands-resources perspectives, this study examines how career support from family and friends interacts with job autonomy to influence the change pattern of job crafting.

Four waves of self-report survey data were collected in a semester from 324 university professors and instructors in China. Latent growth curve modeling was used to examine intraindividual change of job crafting and conducted latent interaction analysis to test the joint effect of autonomy and career support from family and friends on job crafting change.

There was a general declining trend in job crafting over the course of a semester. Career support from family and friends moderated the association between job autonomy and job crafting maintenance. Specifically, when career support was low, job autonomy was negatively associated with job crafting maintenance.

The study showed that job crafting maintenance over time is distinct from the typical between-person conceptualization. Further, job crafting maintenance was predicted from a self-regulatory perspective. However, the unique context of college faculty from China may limit generalization of the findings.

Managers should recognize the challenges in maintaining job crafting over time. In addition to providing autonomy at work, organizations may benefit from establishing channels for employees to receive career support from non-work domains.

The authors adopt a self-regulation perspective to understand intraindividual change in job crafting over time and situate the current investigation in the cyclical nature of university faculty’s job.

Career plateau and employee silence are negative employee management phenomena that should be overcome but are challenging. However, relatively speaking, when employees reach a particular career stage, it is inevitable that the hierarchical plateau in the career plateau will occur, while the phenomena of employee silence have the chance to improve. This paper aims to study the influence mechanism of the career plateau on employee silence in an uncertain environment and then provides theoretical support for enhancing the organizational phenomenon of employee silence.

After considering the effects of career plateau and social desirability of employee silence, this paper obtained 313 samples based on the pilot survey, which were collected anonymously online and offline. Based on passing the data quality test, this experiment uses hierarchical regression, Bootstrap method, interaction graph and slope test to test the mediating variable

The results show a significant positive correlation between career plateau and employees' silent behavior. Affective commitment plays a partial mediating role between career plateau and employees' silent behavior. Organizational justice not only negatively moderated the relationship between career plateau and affective commitment but also negatively moderated the indirect effect of career plateau on silent behavior through affective commitment.

First, based on the theory of uncertainty management and social exchange theory, this paper develops a behavioral response to the organizational environment based on the principle of fair exchange when employees perceive an uncertain environment. This study innovatively applied the two theories together in one study, establishing a link between the two theories. Second, this study explores the influence of career plateau on employee silence and empirically tests the silent behavior based on the previous division of three dimensions of career plateau. The third study explores affective commitment, the black box of the relationship between career plateau and employee silence. This research also enriches the related research on affective commitment.

This paper aim to take the ship shaft stern bearing as the research object, and studies the influence of journal axial vibration on bearing dynamic characteristics under different misaligned angles and rotation speeds.

Computational fluid dynamics (CFD) and harmonic excitation method were used to build bearing unstable lubrication model, and the dynamic mesh technology was used in calculation.

The results indicate that journal axial vibration has a significant effect on bearing dynamic characteristics, like maximum oil film pressure, bearing stiffness and damping coefficients, and the effect is positively correlated with journal misaligned angle. The effect of shaft rotation speed and journal axial vibration on bearing dynamics characteristics are independent; they have no coupling. Bearing axial stiffness is mainly affected by the journal axial displacement, bearing axial damping is mainly affected by journal axial velocity and they are positively correlated with the misaligned angle. The influence of rotational speed on bearing axial stiffness and axial damping is not obvious.

This paper establishes the bearing dynamic model by CFD and harmonic excitation method with consideration of cavitation effect and analyzing the influence of journal axial vibration on the dynamic characteristics. The results are benefit to the design of ship propulsion shaft and the selection of stern bearing. Also, they are of great significance to improve the operation stability of the shaft bearing system and the vitality of the ship.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-11-2022-0337/

Lubricating oil leakage is a common issue in thermal power plant operation sites, requiring prompt equipment maintenance. The real-time detection of leakage occurrences could avoid disruptive consequences caused by the lack of timely maintenance. Currently, inspection operations are mostly carried out manually, resulting in time-consuming processes prone to health and safety hazards. To overcome such issues, this paper proposes a machine vision-based inspection system aimed at automating the oil leakage detection for improving the maintenance procedures.

The approach aims at developing a novel modular-structured automatic inspection system. The image acquisition module collects digital images along a predefined inspection path using a dual-light (i.e. ultraviolet and blue light) illumination system, deploying the fluorescence of the lubricating oil while suppressing unwanted background noise. The image processing module is designed to detect the oil leakage within the digital images minimizing detection errors. A case study is reported to validate the industrial suitability of the proposed inspection system.

On-site experimental results demonstrate the capabilities to complete the automatic inspection procedures of the tested industrial equipment by achieving an oil leakage detection accuracy up to 99.13%.

The proposed inspection system can be adopted in industrial context to detect lubricant leakage ensuring the equipment and the operators safety.

The proposed inspection system adopts a computer vision approach, which deploys the combination of two separate sources of light, to boost the detection capabilities, enabling the application for a variety of particularly hard-to-inspect industrial contexts.

The purpose of this paper is to evaluate the protection against corrosion of carbon steel SAE 1020 promoted by a niobium- and titanium-based coating produced from a resin obtained by the Pechini method.

A resin was prepared with ammonium niobium oxalate as niobium precursor and K₂TiF₆ as titanium precursor. Carbon Steel SAE 1020 plates were dip coated in the resin and calcinated for 1 h at 600 ºC. Scanning electron microscopy, energy dispersive spectroscopy and X-ray diffraction were used to characterize the coating morphologically and structurally. Open circuit potential, electrochemical impedance spectroscopy, anodic potentiodynamic polarization and scanning vibrating electrode technique were used to evaluate the corrosion protection of the coating.

The electrochemical analyses evidence slight protection against corrosion of the coating by itself; however, the needle-like crystal structure obtained may potentially provide a good anchorage site, suggesting the coating could be used as a pretreatment that may present similar application to phosphating processes, generating lower environmental impacts.

Due to increasingly restrictive environmental laws, new environmentally friendlier surface treatments must be researched. This paper approaches this matter using a combination of niobium- and titanium-based coating, produced by a cleaner process, the Pechini method.

By drawing on the perceived organizational support (POS) theory and the extended job demands-resources model (JD-R model), the aim of this study is to investigate the influence of different levels of organizational support during change (i.e. organizational level, supervisory level, coworker level) on firm financial performance and to explore the role of employee work engagement.

Data were collected during the second outbreak of the COVID-19 pandemic in two waves, approximately 2 weeks apart. A total of 291 employees in the Greek telecommunication industry completed questionnaires examining the POS during change and consequently, their supervisors evaluated their work engagement. The research model was tested with the use of structural equation modeling.

The research findings note the importance of different levels of organizational support during change; they describe how each level influences employees' work engagement as well as they confirm that employee work engagement mediates the relationship between POS during change and firm financial performance. Theoretical and practical implications of these findings are discussed.

The results indicate that should firms manage to influence positively employees' work engagement by providing support at all levels during change, they may boost their financial performance.

The research findings provide new insights into how POS and work engagement may influence firm financial performance. The originality of this study lies in the finding that employees' work engagement mediates the relationship between POS during change and firm financial performance. Further, the study was carried out in the Greek telecommunication industry during the second outbreak of the COVID-19 pandemic.