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Every student knows Newton’s iteration method from a textbook, which is widely used in numerical simulation, what few may know is that its ancient Chinese partner, Ying Buzu Shu, in about second century BC has much advantages over Newton’s method. The purpose of this paper is to introduce the ancient Chinese algorithm and its modifications for numerical simulation.

An example is given to show that the ancient Chinese algorithm is insensitive to initial guess, while a fast convergence rate is predicted.

Two new algorithms, which are suitable for numerical simulation, are introduced by absorbing the advantages of the Newton iteration method and the ancient Chinese algorithm.

This paper focuses on a single algebraic equation; however, it is easy to extend the theory to algebraic systems.

The Newton iteration method can be updated in numerical simulation.

The ancient Chinese algorithm is elucidated to have modern applications in various numerical methods.

This study investigates how two situational elements influence people's propensity to lie about their own performance. We hypothesized that (a) people are more likely to lie when rewarded for doing so, (b) performance pressures at work lead people to lie about their performance, and c) the joint effect of the two elements led to the highest level of lying. Reward and pressure were manipulated in an experiment with 140 participants. The findings support both hypotheses. The results have implications for the manner in which corporations pressure and reward their employees, suggesting that unsavory behavior such as lying is a natural outgrowth of high pressure, high reward work situations.

This study aims to understand how information-sharing in live-streaming is formed through a motivational perspective. The authors provide a framework to explain how live-streaming services and attachment affect viewers' information-sharing decision.

This study uses a survey-based method to collect data and partial least squares to analyze them.

The proposed hypotheses are largely supported. The results show that information-sharing intention is influenced by both attachment to a creator and attachment to a group. These attachments are positively affected by live-streaming services. The findings contribute to live-streaming literature by conceptualizing motivation and motivational feedback as service and attachment respectively.

The findings suggest that live-streaming managers emphasize social-technical features and relationship development with others (creators, group members) to motivate viewers' participation in live-streaming.

This study addresses the gap of lacking a systematic consideration of motivation in the live-streaming context. As such, the authors conducted empirical research that describes the information-sharing through the motivation from service and feedback from attachment.

Analytical methods are widely used in heat and fluid flow; the purpose of this paper is to couple Taylor series method and Bubbfil algorithm to solve nonlinear differential equations.

A series solution is obtained with some unknown constants, which can be determined by incorporating boundary conditions, and the constants are calculated by the Bubbfil algorithm.

This paper gives an analytical approach to a nonlinear equation arising in porous catalyst using Taylor series and Bubbfil algorithm, and a high accuracy can be achieved.

The coupled method of Taylor series and Bubbfil algorithm is a powerful method for nonlinear differential equations.

The proposed technology can be used in various numerical methods.

A new analytical method is proposed based on Taylor series and Bubbfil algorithm, which is a development of Newton’s iteration method and an ancient Chinese algorithm. The solution process is simple and easy to follow.

Population aging was a global trend, and the most obvious thing after aging was the change in skin appearance. Therefore, the active ingredients that delay skin aging were particularly noticed. Past studies had pointed out that Chinese herbal extracts can improve skin elasticity, reduce wrinkles and melanin precipitation. The purpose of this paper is to explore whether combining hydrolyzed collagen with Chinese herbal extracts can improve skin conditions and achieve anti-inflammatory effects.

Fifty subjects were randomly divided into collagen or placebo groups, and one bottle of collagen or placebo drink was used every day for four weeks, after which skin and inflammatory factors were tested.

In comparison with the baseline results, the skin parameters were improving after four-week intervention. In addition, the IL-6, IL-8, TNF-a were significantly decreased and tissue inhibitor matrix metalloproteinase 1 (TIMP-1) was increased after four-week hydrolyzed collagen intervention.

This study showed that hydrolyzed collagen combined with Chinese herbal extracts can improve the condition of the skin, and can also reduce inflammatory associated factors, thereby achieving anti-aging effects.

This paper aims to show how to establish a variational formulation directly from the governing equations. A modified Burger equation arising in dusty plasma is used as an example to show the derivation process.

Ji-Huan He’s semi-inverse method is adopted in the derivation process. To effectively use the semi-inverse method, a potential function is introduced, and the trial functional is constructed with some nonzero parameters, which are such identified that the stationary conditions satisfy the governing equations.

The derivation is simple, and the obtained variational principle is conciser than that obtained by Kalaawy, who introduced two special functions.

This paper suggests an effective approach to the inverse problem of the calculus of variations.

The variational principle views a complex problem in an energy way, it gives good physical understanding of an iteration method, and the variational-based numerical methods always have a conservation scheme with a fast convergent rate. The purpose of this paper is to establish a variational principle for a fractal nano/microelectromechanical (N/MEMS) system.

This paper begins with an approximate variational principle in literature for the studied problem, and a genuine variational principle is obtained by the semi-inverse method.

The semi-inverse method is a good mathematical tool to the search for a genuine fractal variational formulation for the N/MEMS system.

The established variational principle can be used for both analytical and numerical analyses of the N/MEMS systems, and it can be extended to some more complex cases.

The variational principle can be used for variational-based finite element methods and energy-based analytical methods.

The new and genuine variational principle is obtained. This paper discovers the missing piece of the puzzle for the establishment of a variational principle from governing equations for a complex problem by the semi-inverse method. The new variational theory opens a new direction in fractal MEMS systems.

The purpose of this paper is to attempt to unlock how and why abusive supervision influences employees’ day-to-day behaviors. Thus, the present study proposes that employees who are continuously faced with a supervisor’s hostile verbal and nonverbal behavior might obstruct their willingness to exhibit two different kinds of extra-role behaviors [i.e. organizational citizenship behavior (OCB) and voice] because sustained abusive behavior might hinder employees from their tasks and result in disengagement. Abused employees are more likely to disengage from their current tasks, and this is likely to in turn result in lower OCB and voice.

The data were collected from a Taiwan mid-sized high-tech manufacturing company. The present study adopted a within-person approach (a daily-basis research design) and collected data from 60 front-line employees over 10 working days. Although all variables were self-rated, common method variance is minor. Confirmatory factor analysis (CFA) was conducted to ensure discriminant and convergent validity, and hierarchical linear modeling (HLM) was used to test the hypotheses.

The results of CFA ensure the measures have discriminant and convergent validity, while the results of HLM analysis showed that work engagement fully mediates the negative relationship between abusive supervision and the two kinds of extra-role behaviors. The bootstrapping results also support the full mediation effect of work engagement.

The present study used the job demands-resources model to examine how abusive supervision influences employees’ OCB and voice and found that work engagement is one possible mechanism between these two types of extra-role behavior. Specifically, a daily research design discovered that in a given working day, once a leader exhibits abusive supervision behavior, compared with any given day without abusive behaviors, employees will find it difficult to focus on their current tasks (i.e. through exhibiting decreased work engagement), which will in turn influence their willingness to exhibit OCB and voice on that particular day. Thus, both researchers and managers should focus on the daily interactions between leaders and employees because it is impossible to achieve organization success in one day, but rather such success is the aggregate result of both leaders’ and employees’ daily efforts.

The purpose of this study was to take a fresh look at how well instruments commonly used to calibrate teamwork skills reflect the reality of today’s workplace. Given the number of teamwork skills instruments that have been available for many decades, the question was, why still are so many workplace teams not successful?

This practitioner exploration identified insights from a small group of experienced Indian managers on what makes a successful team. It compares these insights to the dimensions identified in one readily available practitioner-developed teamwork skills instrument and to those characteristics identified in the literature.

The match was less than perfect between the criteria these experienced managers used to predict team success and the combination of the dimensions in the literature and what the tool measured. Analysis indicated these managers felt that successful teams indeed required good communication among members (as identified in the literature), but they added the specificity that the element of communication characterized as effective listening was a key contributor to team success. Additionally, they did not just exhibit effective conflict resolution techniques (as identified in the literature), but also relied upon debate, discussion, flexibility, trust and cohesiveness. The findings also suggested the importance of understanding each other’s strengths and weaknesses and of giving credit, which were not included on the instrument used.

Given the growing importance of diverse international teams and the continued high failure rate of many teams, there is a need to take a fresh look at evaluating insights of successful team members using the additional lenses of culture, technology-enhanced communications and distributed work approaches. These insights should be compared to those skills that have been historically measured by instruments commonly used to calibrate teamwork skills and described in the literature. If the measuring tools are accurate, why do so many teams fail? If instruments are to be useful in guiding improvement of teamwork skills, they need to calibrate the specific skills that differentiate success from failure in today’s real world.

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.