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This paper aims to present an experimental investigation of an active flow control solution mounted at rear of a sport utility vehicle (SUV) with the objective of drag reduction, thanks to a selection of flow control parameters leading to a pressure increase on the tailgate.

A flow control design of experiments was conducted with a pulsed jet system mounted on the top and sides of the rear window of the vehicle. The wall pressure, instantaneous velocity and drag were measured with this prototype in a wind tunnel. A dynamic modal decomposition (DMD) analysis of the pressure enables to describe the pressure fluctuations. Fluid dynamic computations show relation between pressure and velocity fields.

Measurements with this prototype in the wind tunnel revealed small improvements in drag for the best flow control configurations. This small benefit is because of the core of the upper span wise vortex further away from the rear window than the lower span wise vortex. These small improvements in drag were confirmed with pressure measurements on the rear window and tailgate. The DMD analysis of the surface pressure showed a low frequency pendulum oscillation on the lower area of the tailgate, linked with low velocity frequencies in the shear layers near the tailgate.

Experimental and numerical results show interest to increase pressure at bottom of the rear end of this SUV prototype. The dynamic description of the wall pressure shows importance of flow control solutions reducing pressure fluctuations at low frequencies in the lower area of the tailgate.

Leadership education is a prominent component of youth programming. In their efforts to promote leadership development, most youth programs promote character development and teach interpersonal skills but fall short in teaching leadership because they fail to encourage the use of authority. In this paper, we present the stories of five late adolescent exemplars as a case study of youth leadership emergence through volunteerism. These youth demonstrated leadership by transitioning from participating in community service activities to becoming organizers of their own beneficent efforts. Through a qualitative analysis of interviews with these adolescent leaders, we present themes that were important to their emergence as leaders. We then discuss how these findings should be used to inform youth development programs that are designed to encourage youth leadership through volunteerism.

Shared space is a design and engineering concept that gains attention in the context of both regeneration of, for example, former production sites and in the context of designing new building complex(es) with a multifunction strategy. But the practicalities of realising shared space are generally overlooked, despite its importance for the user experience and the degree of success with shared space initiatives. The purpose of this study is to increase the knowledge of shared space and the complex processes involved in realising multiple use of space.

To achieve the purpose stated, the paper presents a study of current literature and four cases of shared space, including a commercial building, a public sport facility, a public health centre and an educational building. The study draws on theory from the fields of property management, space management, urban design and architecture, as well as from the social sciences and geography, to provide an as complete picture as possible of the challenges related to shared spaces in practice.

The result of the study presented is increased knowledge of the processes involved in sharing space in a facilities management context, supported by specific recommendations regarding attention to issues of territoriality, involvement and practicalities.

Not much scientific work has been conducted on the topic of shared space in a facilities management context, and this study adds to the so far limited knowledge within the area.

The purpose of this paper is to contribute to the advancement of research methods in management spirituality by proposing a novel and innovative approach for generating empirical material on issues relevant for practitioners.

The approach introduced is designed as a one-year group process based on Schein’s concept of clinical inquiry, primarily aimed at helping the participating managers to address challenging issues that they face in real life. When this helping process is successful, empirical material on these issues is revealed, as the participants share information to receive help themselves.

Findings illustrate how the approach generates extensive, rich and broad data, guided by what becomes important for the participating managers as the process unfolds. A strong holding environment allows for urgent matters to be shared straight from the heart.

As this activity is based on the belief that the managers know best the issues relevant to them, a deviation from the assumed research direction should be seen as help to focus on relevant issues, rather than an obstacle of following an original plan.

The proposed approach may be of particular interest to researchers who not only want to contribute to academic knowledge but also wish to work with people and facilitate transformation.

This paper advances understandings of generating empirical material in the field of management spirituality through an innovative, client-centered research approach, rooted in well-established theories.

The purpose of this paper is to explore the role of qualitative research in causality, with particular emphasis on process causality. In one paper, it is not possible to discuss all the issues of causality, but the aim is to provide useful ways of thinking about causality and qualitative research. Specifically, a brief overview of the regularity theory of causation is provided, qualitative research characteristics and ontological and epistemological views that serve as a potential conceptual frame to resolve some tensions between quantitative and qualitative work are discussed and causal processes are explored. This paper offers a definition and a model of process causality and then presents findings from an exploratory study that advanced the discussion beyond the conceptual frame.

This paper first conceptually frames process causality within qualitative research and then discusses results from an exploratory study that involved reviewing literature and interviewing expert researchers. The exploratory study conducted involved analyzing multiple years of literature in two top human resource development (HRD) journals and also exploratory expert interviews. The study was guided by the research question: How might qualitative research inform causal inferences in HRD? This study used a basic qualitative approach that sought insight through inductive analysis within the focus of this study.

The exploratory study found that triangulation, context, thick description and process research questions are important elements of qualitative studies that can improve research that involves causal relationships. Specifically, qualitative studies provide both depth of data collection and descriptive write-up that provide clues to cause-and-effect relationships that support or refute theory.

A major conclusion of this study is that qualitative research plays a critical role in causal inference, albeit an understated one, when one takes an enlarged philosophical view of causality. Equating causality solely with variance theory associated with quantitative research leaves causal processes locked in a metaphoric black box between cause and effect, whereas qualitative research opens up the processes and mechanisms contained within the box.

This paper reframed the discussion about causality to include both the logic of quantitative studies and qualitative studies to demonstrate a more holistic view of causality and to demonstrate the value of qualitative research for causal inference. Process causality in qualitative research is added to the mix of techniques and theories found in the larger discussion of causality in HRD.

Turnover of presidents in colleges and universities occurs frequently and new presidents are rarely trained to handle communication with the range of stakeholders involved in a campus community, which is one of the most complex tasks their job requires. New presidents need guidance and insight to prepare them for this vital aspect of campus leadership. The paper aims to discuss this issue.

This paper analyzes interviews with sitting presidents and vice presidents of communication at flagship universities in the USA to identify themes and best practices for presidential communication.

Analysis of interviews resulted in five consistent recommended practices: be informed about your issue and audience; utilize multiple communication channels; know when to speak; identify and use a communication team; and when you speak, use your own authentic voice.

Limited research exists on the communication process and skills needed to effectively lead colleges and universities. While incoming presidents often lack backgrounds and training in communication strategies, such strategies are required to effectively engage both internal and external audiences. The study provides new leaders with tips from seasoned leaders to enhance their communication strategies.

Chief executive officers (CEOs) are increasingly seen as change agents for gender equality, which means that CEOs have to lead others to achieve gender equality. Much of this leadership is going to happen through talk, which raises the question as to how CEOs talk about gender equality to act as change agents. The purpose of this paper is to understand the arguments of CEOs deploy.

Drawing on interviews with global CEOs, who have publicly supported gender equality work, the article draws on discourse analysis to understand the arguments of CEOs deploy.

The analysis shows that CEOs deploy three arguments. First, CEOs argue that women bring special skills to the workplace, which contributes to a female advantage. Second, CEOs argue that the best person for the job is hired. Third, CEOs talk about how biases and privilege permeate the workplace. The analysis shows that CEOs are often invested in essentialised views of gender while holding onto ideals of meritocracy.

The article suggests that how leaders talk about gender equality leads to continuity, rather than change in regard to gender equality.

What is the nature of reference work in the digital library? What is the role of the reference librarian where many users serve themselves by means of BIDS and other free‐at‐point‐of‐use services which emulate the Bath original (e.g. MIDAS in Manchester and EDINA in Edinburgh)? How is the concept of the ‘reference desk’ to be defined where points of presence for both users and librarians are distributed? Can assumptions based on specialist roles and fixed locations migrate to the world of virtual reference work? An Edinburgh‐based research project is exploring these issues in the context of the enhanced regional communications now available through EaStMAN (Edinburgh and Stirling Metropolitan Area Network). A major goal is for local HE institutions to explore the possibilities afforded for collaborative reference work. The project team have completed preliminary work with the BIOSIS Abstracts service hosted by the EDINA consortium. In this paper, we present the results of an investigation of the experiences of users and the work patterns of librarians and relate these to the design rationale of a prototype Web‐based network reference consultation support system. Our focus here is on typologies of user problems and expert response across various media and genres of interaction. A pilot service is scheduled to start in the autumn of 1997 and we plan to report on its use at a later date.