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The purpose of this paper is to show how to design effective and practical controllers that satisfy multiple simultaneous specifications (MSS) criteria concurrently.

In automatic flight control system or autopilots, MSS such as good holding (small static altitude holding error), fast response, smooth transition (less oscillation, overshoot) are needed to be satisfied concurrently. So how to design the MSS controller effectively and practically is a very significant and challenging job. An MSS controller design method is proposed. The paper further applies the method together with the fine‐tuning technique to the 6 DoF non‐linear F‐16 fighter longitudinal control channel. Simulation results show its applicability to non‐linear flight control system.

It was found that the simulation results demonstrate that the MSS design method with controller fine‐tuning can be applied to the nonlinear F‐16 fighter longitudinal control system.

The practical implementation of this research work needs further investigation.

The simplicity of the design algorithm facilitates the application of the design to other aircrafts by use of Matlab.

The simulation results presented demonstrate that the proposed MSS apply well to non‐linear F‐16 fighters.

Examines the tenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

Escalating uncertainty surrounding brand communications has intensified consumer demands for transparency. Many definitions link transparency to the quantity of shared information, yet more information might not alleviate consumer uncertainty. The purpose of this paper is to develop a consumer-based conceptualisation of brand transparency that recognises the subjectivity in how transparency manifests for consumers.

This research adopts a qualitative approach, leveraging 10 exploratory interviews with experts and 20 in-depth interviews with consumers.

Confronted with information asymmetry, consumers rely on cues (openness, clarity, timeliness, evidence-based, explanatory) to evaluate a brand’s intentions to provide accurate information about focal domains in a way that establishes brand transparency. Focal domains of brand transparency (pro-social values, processes and product and service offerings) evolve in line with changing consumer expectations. Both consumer relationships and brand experiences influence brand transparency perceptions.

This study challenges an inherent assumption that access to more information informs brand transparency perceptions; instead, consumers require transparency about salient and focal topics. By delineating the observable signals consumers use to infer transparency and highlighting how consumers’ biases towards certain brands and product categories influence their perceptions of brand transparency, this study contributes to customer–brand relationship literature.

The authors identify challenges for evoking brand transparency perceptions when information is salient. The authors stress the importance of open dialogue across all touchpoints to address consumer queries.

By challenging some assumptions of brand transparency literature, which have evolved from accounting and governance disciplines, this research introduces a distinctive perspective on consumer-based brand transparency.

This register of current research in social economics has been compiled by the International Institute of Social Economics. The register does not claim to be comprehensive but is merely an aid for research workers and institutions interested in social economics. The register will be updated and made more comprehensive in the future but this is largely dependent on the inflow of information from researchers in social economics. In order to facilitate this process a standardised form is to be found on the last page of this register. Completed forms, with attached sheets as necessary, should be returned to the compiler: Dr Barrie O. Pettman, Director, International Institute of Social Economics, Enholmes Hall, Patrington, Hull, N. Humberside, England, HU12 OPR. Any other comments on the register will also be welcome.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The highly unpredictable, complex, and dynamic business environment forces companies to innovate constantly. One organizational response to coping with environmental pressures is organizational ambidexterity, that is, the ability to pursue simultaneously the exploitation of existing capabilities and the exploration of new opportunities. It has an impact on the way of working, and consequently, organizations need to reevaluate their talent strategies. With this conceptual contribution, we first provide a fresh view on talent and talent management (TM) by suggesting an ambidextrous TM approach, including novel TM practices that have been rather neglected in the so far dominant traditional TM approach. It centers on the system-controlling element of an ambidextrous mindset. Second, in a theory-based framework, we explain how dynamic TM capabilities (hybrid, dual, and ambidextrous TM), which represent processes for deploying, developing, and shaping talent, can contribute to gaining competitive advantages in various ambidextrous structures reflecting the complexity and dynamism of and within human resource (HR) ecosystems. The authors advance the under-researched process perspective on TM by using the lenses of the HR ecosystems discussion, insights from a dynamic view on the person–environment fit, and dynamic capabilities. The authors conclude with a broad agenda for future research in TM in dynamic environments.

In this chapter, the authors consider the progress and present state of star scholarship, while planting seeds for future inquiry where we believe fruitful opportunities await – both in furthering our understanding of stars and in more effectively situating this understanding in the talent management literature. Following a reflection on the multiple conceptualizations of stars that have been proposed and employed in star research in recent years, we suggest that the most useful conceptualization of stars is one that focuses simply on stars’ exceptional contributions to value creation – allowing the specific mechanisms of value creation to vary, as they do, across contexts. Next, the authors review recent progress in star scholarship – highlighting advances in scholarship on both the favorable and unfavorable influences of stars in organizations, as well as recent research shedding light on the professional experiences of stars as employees. The authors then turn their attention to future scholarship, specifically noting opportunities for research in two veins: how stars’ motivations, contributions, and experiences may evolve over the course of their careers and how stars and their broader work environments are best managed. Finally, we share thoughts on ways in which scholars can think about increasing the practical value of research on stars, primarily by integrating insights from research on stars with ideas rooted more squarely in the talent management literature which focuses on the deliberate identification, support, and management of individuals deemed to be equipped to create exceptional value in organizations.

The paper aims to explore the role of union strategic influence on the adoption of High Performance Work Systems (HPWS) in organisations and examines how the effects of job security and then in turn the industrial relations climate, mediate this relationship in a serial manner.

The research analyses an original quantitative survey of union negotiators and representatives in 382 workplaces in England. The analysis employs structural equation modelling techniques to examine the relationships between union influence, job security, industrial relations climate and HPWS.

Union strategic influence has a positive effect on the take up of HPWS in unionised workplaces. Job security and the industrial relations climate demonstrate a serial mediation effect between union strategic influence and the take up of HPWS: union strategic influence has a positive effect on job security, which in turn positively impacts the industrial relations climate, thereby increasing the likelihood of the adoption of HPWS. The findings for the industrial relations climate are particularly strong.

Findings suggest that organisations will benefit from focussing on the development of positive industrial relations, where unions have genuine strategic influence, because this maximises the likelihood that HPWS can be adopted and sustained.

The paper provides a novel focus on the take up of HPWS within unionised workplaces. It focusses on the role of union strategic influence and the mediating effects of job security and the industrial relations climate, which are contextual factors that have been underexplored in the HPWS literature to date.