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The presence of excess quantities of phosphoric acid in a process stream led to severe corrosion in a Type 316L stainless steel (T316L S.S.) reactor and in associated piping. The pipes were steam‐jacketed and the reactor was heated with Dowtherm. Laboratory tests, which were carried out using 75% phosphoric acid at temperatures of 200° and 250°C, confirmed the high corrosion rates on T316L S.S. and determined the rates for thirty‐nine other metals and alloys. Copper alloys (particularly cupro‐nickels) and high nickel alloys (particularly Ni‐28Mo) demonstrated much better resistance than T316L S.S, as did the following pure metals: platinum, tantalum, molybdenum and silver. Ferrous alloys, zirconium, lead, titanium and aluminium were found to have extremely high corrosion rates.

The purpose of this paper is to study the corrosion of carbon steel without coating and when protected using three different hybrid coatings, i.e. a bi‐component polyurethane with nano‐particles of SiO₂ with and without sacrificial anode particles, and a mono‐component polyurethane with SiO₂ particles.

In this investigation three different nano‐structured coatings are developed and applied to steel substrates and then tested for their corrosion resistance (defined as “R_n”), under a very aggressive medium (pH=1.5) in a dynamic system (loop reactor). Their performance is evaluated using an electrochemical noise (EN) resistance technique. The electrodes are connected to a potentiostat and measurements are recorded as per the EN technique over a 2,048 s duration at 0, 24, and 48 h intervals. Scanning electron microscopy (SEM) are obtained before and after the corrosion trials to characterize the control and the different coating systems.

The results show that a bicomponent coating, made up of alkyd resin and silica nanoparticles demonstrated the best performance, whereas the coating formed by SiO₂ nanoparticles and polyurethane resin showed relatively low corrosion resistance. The inclusion of zinc nanoparticles in a third coating as sacrificial nano‐anodes led to segregation and resulted in moderate corrosion resistance. These results are confirmed by SEM observations.

The results obtained in this paper provide an insight to the understanding of the anticorrosion properties of three different hybrid coatings in a dynamic system (loop reactor).

This research evaluates (1) work situations prompting participants to recall memories of a wilderness-based leadership training program, (2) the content of such memories, and (3) the leadership attitudes and behaviors inspired by those memories.

A qualitative content analysis of semi-structured interviews was performed with 36 leaders who had participated in a wilderness leadership transformation program in the past (on average six years before).

The findings suggest that, at moments with emotional pressure and psychological stress, episodic memories of wilderness experiences have a positive influence on actual leadership style. Memories involved moments of solitude, a deep connection with nature, and peer-to-peer counseling. The interviewees regularly relived their emotion-laden wilderness experiences, acquiring direction and guidance. Simultaneously, episodic memories of nature immersion promoted an enduring transformation of their leadership styles.

The findings cannot be blindly generalized as referring to all leaders. The leaders in this study are a subset of leaders who are inclined towards personal growth and leadership development. It is challenging to motivate leaders unkeen on changing to achieve better leadership.

This study indicates that the inclusion of emotional concepts to address the root causes of learning among leaders might be the most promising way to innovate leadership development.

The present study makes a novel contribution to relevant literature by examining leadership transformation through episodic remembrance of leaders' experiences in nature.

This chapter offers a comprehensive review the literature on authentic leadership (AL). The authors employ a bibliometric approach to identify, classify, visualise and synthesise relevant scholarly publications and the work of a core group of interdisciplinary scholars who are key contributors to the research on AL. They review 264 journal articles, adopting a clustering technique to assess the central themes of AL scholarship. They identify five distinct thematic clusters: authenticity in the context of leadership; structure of AL; social perspectives on AL; dynamism of AL; and value perceptions of AL. Velt and Sinkovics assert that these clusters will help scholars of AL to understand the dominant streams in the literature and provide a foundation for future research.

The purpose of this paper is to investigate the impact of leaders’ wilderness experiences on intentions to transform leadership behaviors toward authentic leadership.

Content analysis was used on trail reports made by participants of a wilderness-based leadership program. Participants (n=97) were leaders working in business and institutional settings, both males and females. Participants were asked to write personal reports within two weeks after the training program about their wilderness experiences, and related behavioral intentions.

The analyses revealed four categories of leaders’ peak experiences: heightened sense of self, awareness of one’s core values, deep connected attention, and being in full presence. These peak experiences triggered intentions to change future leadership behaviors: to be more aware of self, to live by the inner compass, to improve careful listening, and to become more transparent. These intentions closely resonate with the core components of authentic leadership.

The authors’ sample is characterized by developmental readiness: people who are already willing to change. However, developmental ready leaders are the subset of leaders that is particularly relevant studying change toward authentic leadership. Another limitation is intentions are assessed, and hence knowledge about actual changes in leadership style requires additional research.

The attributes of the transformation program that foster change as revealed here – being in another world, facing unfamiliar challenges, peer-to-peer learning – can be flexibly adopted and implemented in a wide range of leadership transformation programs.

By demonstrating that being immersed in nature can act as a significant life event that has the potential to foster authentic leadership, this study provides an original contribution to the literature on strategies for intra-personal leadership development.

Nursing comprises interactions with patients which may require emotional labor. This study clarifies the relation of emotional labor with the three burnout dimensions within the context of the Demand Control Support model in nurses. We used the Dutch Questionnaire on Emotional Labor (D-QEL) to measure surface acting, deep acting, suppression, and emotional consonance. In line with other studies, job characteristics were significantly related to emotional exhaustion and surface acting was significantly related to emotional exhaustion and depersonalization. Emotional consonance, the situation where somebody effortlessly feels the emotion that is required, is related to personal accomplishment.

Authentic leadership is a popular leadership construct that stimulates considerable scholarly interest and has received substantial attention from practitioners. Among different individual difference variables, there has been a growing interest in studying the connection between emotional intelligence (EI) and authentic leadership; nevertheless, most of the existing literature on this relation was atheoretical and the results for this relation were mixed. Thus, the purpose of this paper is to clarify the relation between EI and authentic leadership.

A meta-analysis was conducted to examine the relation between EI and authentic leadership and the moderators that affect this relation.

The results of the present study indicated that: EI is significantly and positively related to authentic leadership (overall EI: ρ ¯ ˆ = 0.49; ability EI: ρ ¯ ˆ = 0.08; self-report EI: ρ ¯ ˆ = 0.52; mixed EI: ρ ¯ ˆ = 0.49); self-report EI and mixed EI have larger associations with authentic leadership than ability EI has; and the relation between EI and authentic leadership does not differ between male-dominated and female-dominated studies.

The present study couches the relation between EI and authentic leadership in theories and identifies important moderators for this relation which explain the heterogeneity in effect sizes for this relation across studies.

In this chapter, we reanalyze the conceptual map of emotional labor in order to provide a more nuanced understanding of the construct. Our starting point is Ashkanasy's (2003) five-level model of emotions in organizations, which places emotional labor at the midpoint (Level 3): the interpersonal level. We argue here that emotional labor is a complex construct that can be viewed from different levels of organizational analysis. For example, it can also be considered as an organizational level variable (Level 5) and from the within person perspective (Level 1). More particularly, we posit that recent fragmentation of the construct of emotional labor in the literature has tended to divert the focus from its primary purpose: a value adding activity for the organization. In this chapter, therefore, we describe and discuss horizontal and vertical relationships between the key elements of the conceptual map of emotional labor and suggest directions for future research.

This research study uses authentic leadership (AL) model for leadership development. The purpose of this paper is to focus on the developmental perspective where the attention is on the processes. As the authenticity involves both owing one’s personal experiences and acting in accordance with one’s true self, the emphasis is on self-awareness and self-regulation. The influence of the person’s personal history and trigger events are considered as significant antecedents for generating AL. As the research was facilitated by the participation and collaboration of the number of individuals with the researcher for common purpose, i.e. developing AL, action research methodology is adopted.

The methodology used was based on the self-assessment exercises in the controlled environment. The programme used intensive counselling sessions, Neuro Linguistics programming (NLP), career autobiographies, mind maps, workshops and storytelling sessions as tools. Certified counsellors and trainers were out-sourced for conducting such sessions. With the information generated through various sources, detailed career autobiographies of students’ self-image were generated. These reports were then critically analysed on “Nvivo”, a software that supports qualitative and mixed research methods. Comprehensive data analysis was done to pull the information together and make sense of it. The development process model of AL began with how individuals interpret their accumulated life experiences with the “Who I am?” approach. NLP was used as a research instrument which involved question-based discussions, value elicitation exercise and “Anchoring and Mentor table”. The results that came after the exercises were reported by the students in a one-page autobiography.

The students learnt to live by their inner compass. They were finally able to relate themselves and their identity with their beliefs, thereby, understanding the term, “Who Am I”; the intentions closely related with the components of AL. Students realized that each one of them was unique. What lied beneath were exposed and the students were more at ease once they realized that they were able to balance these emotions and use them towards behaving congruently. The research concluded that doing such kind of exercises along with the main stream subjects is definitely going to help students emerge as a better person, employee and an authentic leader in the future.

The approach helped students become self-aware and self-confident and therefore enhanced their capacity to adapt positively to social set ups personally and professionally. The results suggest that such leadership development programmes along with the main stream subjects can foster AL giving students new abilities and embodied skills to deal with the practical challenges of life in a more effective manner.

This research study supports new emerging strategy of educating managers to become effective leaders and demonstrate that the development of AL can be fostered by such interventions during their journey of becoming leaders. Further, researches on whether AL can be developed through planned interventions can be certified through longitudinal studies in this area.