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The purpose of this paper is to present an electro‐thermo‐structural analysis based on the cell method (CM).

CM is useful for solving coupled problems when the same geometrical discretization can be adopted for different phenomena. In this case, the same geometrical structures and operators can be used, leading to a simplification of the numerical model.

In order to asses the performance of the proposed coupling scheme, results have been compared with values measured on a carbon‐fiber specimen heated by an electric current and with an applied the mechanical load.

A new dynamic coupling scheme based on the CM has been proposed and assessed with respect to measurements. A good agreement between model results and measurements has been shown, at least until second order effects appears, like the breaking of some fibers of the specimen or high‐temperature effects on epoxy resin.

The importance and complexity of proposing radically new meanings are well-established in the literature. However, a limited number of contributions have analyzed how they can be developed. The purpose of this paper is to analyze the development of radically new meanings at the basis of the Slow Food movement to contribute to the topic.

In order to better understand how social movements can propose radically new meanings and how companies can take inspiration and build a competitive advantage by leveraging the proposed meanings, the authors deeply analyzed the genealogy of Slow Food, interpreted as an inspiring case study; the authors adopt a narrative approach.

The analysis of how Slow Food emerged and evolved into an international movement reveals an alternative way to develop innovative meanings in collaboration with groups of radicals. The authors identify three main phases in the evolution of innovative meanings: generation, institutionalization and development.

In terms of managerial implications the authors contribute highlighting the importance of a new type of collaborative innovation: the collaboration with radical circles and social movements in their early stage.

From a societal point of view, if the authors acknowledge the importance of social movements in contesting and actively changing institutions, the authors can see the importance for policy makers to create loci and opportunities for the emergence of radical circles and their experimentations.

The authors propose that new meanings are frequently the result of small groups of individuals gathering in radical circles. The core attribute of such circles is group validation. The group supports the Slow Food leader in refining the meaning and confronting the dominant paradigm.

Integrating the pathway model of meaningful work and the intrinsic motivation principle of creativity, the authors investigate why, when and how paternalistic leadership relates to employee creativity in the Chinese organizational context. The authors suggest that the meaning of work (MOW) mediates the relationship between paternalistic leadership and employee creativity. The authors further identify perspective taking as a moderator in the mediated relationship for the path from MOW to creativity.

The authors relied on a sample of 340 employee-supervisor dyads collected from multiple organizations located in Eastern China to test the study hypotheses.

Results indicated that MOW mediated the positive relationships between the benevolence and morality dimensions of paternalistic leadership and employee creativity, and the negative relationship between the authoritarianism dimension of paternalistic leadership and employee creativity. Further, the indirect relationships between the three dimensions of paternalistic leadership (i.e. authoritarianism, benevolence and morality) and employee creativity through MOW were more pronounced when perspective taking was higher rather than lower.

Through a meaning-based perspective, the authors demonstrate that a culture-specific managerial philosophy (i.e. paternalistic leadership) shapes Chinese employees' perceptions of meaningful work and their subsequent creative performance. This paper complements the dominant focus on Western leadership in the creativity literature and denotes that paternalistic leadership matters for employee creativity in Chinese organizations.

Food waste behavior in the workplace or work-related gatherings has been less researched compared to that in household context. This study aims to bridge this gap through unfolding how and when quality of food waste prevention communication mitigates food waste behavior among frontline employees in the hospitality workplace.

Participants in this research comprised employees from four- and five-star hotels operating in Vietnam.

The results lent credence to the dual mediation channels of moral attitudes toward food wasting and meaningfulness of food waste reduction for the impact of quality of food waste prevention communication on employees’ food waste reduction intention and their reduced food waste behavior. The contingency role of employees’ green role identity was marginally confirmed for the nexus between employees’ food waste reduction intention and their food waste behavior.

This inquiry advances the understanding of mechanisms underlying work-related food waste behavior among hospitality employees.

The present study aims to demonstrate the performance assessment of flexible pavement structure in probabilistic framework with due consideration of spatial variability modeling of input parameter.

The analysis incorporates mechanistic–empirical approach in which numerical analysis with spatial variability modeling of input parameters, Monte Carlo simulations (MCS) and First Order Reliability Method (FORM) are combined together for the reliability analysis of the flexible pavement. Random field concept along with Cholesky decomposition technique is used for the spatial variability modeling of the input parameter and implemented in commercially available finite difference code FLAC for the numerical analysis of pavement structure.

Results of the reliability analysis, with spatial variability modeling of input parameter, are compared with the corresponding results obtained without considering spatial variability of parameters. Analyzing a particular three-layered flexible pavement structure, it is demonstrated that spatial variability modeling of input parameter provides more realistic treatment to property variations in space and influences the response of the pavement structure, as well as its performance assessment.

Research is based on reliability analysis approach, which can also be used in decision-making for quality control and flexible pavement design in a given environment of uncertainty and extent of spatially varying input parameters in a space.

The construct of meaningful work is a relevant topic for the managerial literature interested in job design, employees’ motivation, and job performance. The current research seeks to improve our knowledge on meaningful work by exploring the processes by which a workday is experienced as meaningful.

Adopting the lens of the Job Demands-Resources model and Self-Determination theory, we argue that work conditions and psychological conditions are associated with the experience of meaningful work on a daily basis. Moreover, we propose that the experience of meaningful work on a long-term basis (i.e. the evaluation of one’s own work as holding significance per se) intensifies the associations between daily conditions and the experience of meaningful work. We collected data via an event-based longitudinal diary study for a total sample of N = 114 employees from six organizations and N = 545 observations.

Results of the multilevel analysis showed that competence and task significance led to the experience of meaningful work during working days. Moreover, cross-level analyses revealed that these associations are stronger for employees who experience their work to be meaningful in the long-term.

The novelty of the present study lies in highlighting the role of specific factors contributing to the experience of meaningful work during a workday. These findings help specify targets and organizational and individual dimensions to be addressed by managerial interventions to ensure employees' meaningful work experience.

Since the seminal works by Granger and Joyeux (1980) and Hosking (1981), estimations of long-memory time series models have been receiving considerable attention and a number of parameter estimation procedures have been proposed. This paper gives an overview of this plethora of methodologies with special focus on likelihood-based techniques. Broadly speaking, likelihood-based techniques can be classified into the following categories: the exact maximum likelihood (ML) estimation (Sowell, 1992; Dahlhaus, 1989), ML estimates based on autoregressive approximations (Granger & Joyeux, 1980; Li & McLeod, 1986), Whittle estimates (Fox & Taqqu, 1986; Giraitis & Surgailis, 1990), Whittle estimates with autoregressive truncation (Beran, 1994a), approximate estimates based on the Durbin–Levinson algorithm (Haslett & Raftery, 1989), state-space-based maximum likelihood estimates for ARFIMA models (Chan & Palma, 1998), and estimation of stochastic volatility models (Ghysels, Harvey, & Renault, 1996; Breidt, Crato, & de Lima, 1998; Chan & Petris, 2000) among others. Given the diversified applications of these techniques in different areas, this review aims at providing a succinct survey of these methodologies as well as an overview of important related problems such as the ML estimation with missing data (Palma & Chan, 1997), influence of subsets of observations on estimates and the estimation of seasonal long-memory models (Palma & Chan, 2005). Performances and asymptotic properties of these techniques are compared and examined. Inter-connections and finite sample performances among these procedures are studied. Finally, applications to financial time series of these methodologies are discussed.

Limited empirical research has been conducted on the mediational influence of employees' intent to quit (IQ) and strategic human resource management (SHRM) to examine meaningfulness in work (MW) and job satisfaction (JS). Applying the psychological contract theory (PCT), this paper aims to explore the relationships among SHRM, IQ, MW, and JS; and the mediational influence of IQ on the relationship between SHRM and MW.

This paper examines a proposed hypothesised model with a two-stage technique of structural equation modelling, including four propositions. A web-based survey including a pilot test was directed to collect data targeting a sample of 200 full time Bangladeshi employees.

The results indicate that SHRM has significant effects on employees' IQ and MW, and IQ has a partial mediational impact on the direct relationship between SHRM and MW. Moreover, employees' IQ on MW was negative, and MW on JS was significantly positive among Bangladeshi employees.

This paper suggests that organisations aiming higher MW and JS should encourage SHRM and align their HRM functions accordingly. Furthermore, the implications of the study results can help organisations and HR managers to recognise the adverse effects of IQ on MW and the effective implementation of SHRM for higher MW and JS.

Despite the significant relationship between HRM and employee motivation, limited empirical research has been conducted on the mediational influence of IQ from PCT. Therefore, this paper examines the unique mediational role of IQ on the relationship between SHRM and MW, which has not been utterly observed from a developing nation's employee perspective.

The purpose of the current study is to examine decent work (DW) as a critical antecedent of work–family enrichment (WFE). Further, it also focuses on understanding the underlying mechanisms that facilitate the linkage of employees' perceptions of DW and WFE by investigating about the mediating role of knowledge workers' experience of meaning at work and their work engagement levels.

This study adopts a quantitative cross-sectional research design using survey administration among faculty members employed in public and private universities of North India.

Results depicted that in addition to direct relationship between DW and WFE, both meaning at work and work engagement partially mediate the relationship between access to DW and WFE indirectly. These findings showed that the provision of access to DW by organizations will help facilitate WFE via employees' experience of meaning at work and their levels of engagement with their work.

The study findings would be useful for organizational practitioners and policymakers to design sustainable human resource development (HRD) policies and practices for enriching the WFE of employees as well as in driving talent retention and engagement.

It is one of the few studies that captures perceptions of employees about access to DW policies and practices and its role in enhancing WFE in the South Asian context. Further, it also advances our knowledge on antecedents and consequences of WFE.

Given the limited understanding of the process of transgenerational entrepreneurship and that knowledge is a fundamental antecedent of entrepreneurial endeavors, this study aims to shed light on how entrepreneurial families (EFs) nurture entrepreneurship across generations, which knowledge is required within the EF to spur new entrepreneurial activities, and how is this knowledge acquired.

Considering the paucity of empirical evidence on the topic under investigation and the related exploratory nature of this study, the authors adopted a qualitative approach by conducting a case study on an Italian wine-making family business.

The case analysis reveals that EF members are required to acquire different types of knowledge at different generational stages to spur new entrepreneurial activities, specifically technical knowledge in the second generation and business knowledge in the third generation. Moreover, the data analysis shows two mechanisms, namely, trust among generations and role separation, that, during both generational transitions, enabled and empowered the younger generations to exploit their knowledge to explore entrepreneurial opportunities and engage in new entrepreneurial activities.

This study provides novel insights into the role of knowledge in transgenerational entrepreneurship, particularly looking at knowledge acquired by EF members across generations. Accordingly, this research contributes to the literature streams of transgenerational entrepreneurship, knowledge management in family businesses and broader knowledge management research.