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CFCs and HCFCs have been used extensively in bulk cleaning of computer boards and are included in well established branch of chemistry. Due to the removal of one such CFC (CFC‐113) and the recent discontinuation of HCFC‐141b by the year 1996, there has been a push for the generation of new replacement solvents for these products. One of the new additions includes one product with an isomeric blend of two ingredients in the base formula. This isomeric mixture consists of 1,3‐dichloro‐1,1,2,2,3‐pentafluoropropane and 3,3‐dichloro‐1,1,1,2,2‐pentafluoropropane. Both isomers are under the trade name AK‐225. Recently, Tech Spray, Inc., were chosen as an authorised distributor for AK‐225. Current research has proven that AK‐225 can be used as an adequate replacement for the above solvents. Originally designed as a drop‐in replacement for CFC‐113, AK‐225 has also been proven effective as a replacement for HCFC‐141b in many tests performed. Alcohol blends with these solvents have been previously proven to have the ability to increase cleaning efficiency of the base solvent. One disadvantage of this is that, when large amounts of alcohols are added, the product becomes flammable. Tech Spray, Inc., have been able to prove that a wide range of azeotropes can be formed with even larger amounts of alcohols than were used previously in current CFC and HCFC blends and still remain non‐flammable. With existing properties, the AK‐225 azeotropes demonstrate broad defluxing abilities, and are also able to replace a wide range of solvents. AK‐225 can be used as a drop‐in replacement in current systems practising vapour degreasing, bulk in‐line use, and ultrasonic cleaning. As can be concluded from the test data, where used as a replacement for such solvents as mentioned above, AK‐225 and its blends can prove effective for drop‐in replacement. A major concern in the electronics industry today, due to the phase‐out of chlorofluorocarbon (CFC)‐113, and the recent discussion of the phase‐out of 1,1‐dichloro‐1‐fluoroethane (HCFC‐141b), is to find a new replacement exhibiting similar properties. The product must not only match but should also excel in solvent properties to reach the demands placed upon it by the electronics cleaning and manufacturing industry.

Proposes that customer service training processes should be studied as a multidimensional issue, recognizing an analytical dimension of tasks, technique, procedure, and system; a behavioral dimension concerned with attitudes, perceptions, and motivation; and an organizational learning dimension concerned with management styles, corporate culture, structure, and information flows. Explores in addition three elements necessary for effective customer service training implementation.

Although training is essential to continuous improvement, scant literature examines post-training facilitators for continuous improvement. The study aims to explore the relationship between training and continuous improvement, the mediating role of self-efficacy and the moderate role of training transfer climate.

This study utilizes the questionnaire survey of 455 Vietnamese employees to test the link between continuous improvement training and continuous improvement, the moderate role of the training transfer climate and the mediating role of self–efficacy.

Research results reveal that training positively influences continuous improvement. Furthermore, self-efficacy fully intervenes in the link between training and continuous improvement. Finally, the training transfer climate positively moderates this link.

Although the link between training and continuous improvement is suspicious, there is scant research on post-training facilitators of continuous improvement applications. To the best of the author's knowledge, this study is one of the first to explore the moderation role of transfer climate and the mediation role of self-efficacy in the relationship between training and continuous improvement.

The purpose of this paper is to contribute to the limited body of empirical knowledge on the impact of Lean Six Sigma (LSS) program implementations on organizational performance in financial services by investigating how antecedents of Lean Six Sigma program success (motivations, selected LSS methods and challenges) affect organizational performance enhancement via LSS program performance.

A sample of 198 LSS professionals from 7 countries are surveyed. Structural equation modeling (SEM) is performed to test the questioned relations.

This study’s findings comprise: (1) LSS program performance partially mediates the relationship between motivations for LSS implementation and organizational performance, (2) selected LSS method applications has a fully (mediated) indirect impact on organizational performance, (3) LSS implementation challenges also have an indirect (mediated) impact on organizational performance and (4) LSS program performance has a positive impact on organizational performance.

The findings of this research predominantly provide nuances and details about LSS implementation antecedents and effects, useful for managers in advising their business leaders about the prerequisites and potential operational and financial benefits of LSS implementation. Furthermore, the paper provides evidence and details about the relationship between important antecedents for LSS implementation identified in existing literature and their impact on organizational performance in services. Thereby, this research is the first in providing empirical, cross-sectional, evidence for the antecedents and effects of LSS program implementations in financial services.

The purpose of this paper is to identify key dimensions of employer brand (EB) and empirically examine the impact of different dimensions of EB upon job satisfaction. A six-factor EB model has been tested for reliability and validity through confirmatory factor analysis. The study also addresses the moderating role of gender in the relationship between EB dimensions and job satisfaction.

Structural equation modelling has been adopted to determine the contribution of EB dimensions towards job satisfaction of employees. Key dimensions of EB are identified through literature review. Item generation has been done through literature review and exploratory structured interviews with employees.

The results demonstrate that EB acts as a critical predictor of job satisfaction. All the six dimensions of EB (training and development, reputation, organisation culture and ethics and corporate social responsibility, work-life balance and diversity) were found to be critical predictors of job satisfaction. Also, gender is found to have moderating effect on the relationship between EB dimensions and job satisfaction.

This study avers that EB can prove to be an important antecedent of job satisfaction. The construct EB in this study reflects an understanding of EB from a newer lens from the perspective of existing employees of a developing country and also demonstrates the moderating role of gender.