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Torque is one of the main loads acting on the aircraft wing, the horizontal tail and the vertical tail. In flight load measurement, due to the significant influence of the bending moment and the shear force on the strain gauge, the accuracy of torque measurement is usually low. Therefore, aircraft torque measurement is difficult. Based on the characteristics of a certain type of horizontal tail, a measurement method for the torque with high accuracy was proposed in this paper.

A new simplified torque measurement method for the all-moving horizontal tail was proposed based on the spiral driver. The feasibility of the method and key points of the tests were analyzed and studied through a virtual load calibration test.

Based on the results of the real load calibration test, the torque load equation with high accuracy was established, and the torque measurement was achieved in load flight tests.

However, the proposed method is based on the structure of the spiral driver. If there is generally no spiral driver at the aircraft wings and vertical tails, then the appropriate torque measurement method needs to be derived according to the specific object.

The research in this paper provides a new idea for the torque measurement of aircraft structures, which can be used for the torque measurement of subsequent aircraft types.

The purpose of this paper is to examine the identity work undertaken by female next generation to navigate (in)visibility in family businesses with male successors. To enhance understanding of gendered identity work in family businesses, the authors offer important insights into how female next generation use (in)visibility to establish legitimacy and exercise power and humility in partnership with male next generation in their family business.

This empirical qualitative paper draws upon in-depth interviews with 14 next generation female leaders.

This study offers a model to show how female next generation establish their legitimacy amongst male next generation in power via a careful balancing act between vying for visibility (trouble) and forgoing visibility (exclusion). These female next generation gained acceptance by endorsing their own leadership identity and exercising humility in partnership or by endorsing their brother's leadership identity and exercising power in partnership.

This study highlights the need for the incumbent generation to prepare successors, regardless of gender, via equal opportunities for business exposure and leadership preparation. This study also shows that vocalizing female-centric issues and highlighting hidden power imbalances should be led by the entire management team and not simply delegated to a “family woman” in the management team to spearhead.

This study advances understanding of gender dynamics and identity in the family business literature by identifying specific strategies utilized by female next generation to navigate (in)visibility in family businesses with male successors.

This paper aims to explore the succession intentions of daughters in family businesses in Sri Lanka by shedding light on the motives behind their willingness to succeed in the family business.

A qualitative approach using semi-structured interviews was used to explore the factors that may influence succession intentions among a group of seven prospective successor-daughters.

Findings showed that while a majority of the daughters sampled have positive succession intentions, there were a few who were either undecided or unwilling. Interestingly, what motivated some daughters to be willing successors was also considered demotivating for others. Daughters perceived succession in family businesses to be impacted by both personal and family background, traditional gender-role expectations and other socio-cultural factors.

Findings from this study provide key insights into gender-related issues with regard to succession in family businesses.

The aim of this paper is to present a review of the tin whisker growth phenomena. The study focuses mainly on whisker growth in a corrosive climate when the main inducing factor of the whisker growth is oxidation. The tin whisker phenomenon is still a big challenge in lead-free reflow soldering technology. Modern lead-free alloys and surface finishes with high tin content are considered to be possible sources of whisker development, also the evolution of electronic devices towards further complexity and miniaturization points to an escalation of the reliability risks.

The present work was based on a worldwide literature review of the substantial previous works in the past decade, as well as on the results and experience of the authors in this field.

The effect of corrosion on tin whisker growth has been under-represented in reports of mainstream research; however, in the past five years, significant results were obtained in the field which raised the corrosion phenomena from being a side effect category into one of the main inducing factors. This paper summarizes the most important findings of this field.

This literature review provides engineers and researchers with a better understanding of the role of corrosion in tin whisker growth and the current challenges in tin whisker mitigation.

The unique challenges and future research directions about the tin whisker phenomenon were shown to highlight rarely discussed risks and problems in lead-free soldering reliability.

This study aims to discern and examine the primary themes associated with gender and succession within family business by using bibliometric methodologies, including coauthorship analysis and co-word analysis. These techniques are used to pinpoint the predominant subject matters within this domain.

A data set of 74 articles published between 2000 and 2021 was gathered from the Web of Science database. These articles were selected based on bibliographical records following the Preferred Reporting Items for Systematic Review and Meta-analysis guidelines. Subsequently, VOSviewer was employed to conduct a landscape analysis of the research pertaining to gender and succession in family businesses.

The analysis unveiled several noteworthy findings. Campopiano and McAdam emerged as notable contributors in this field, while Bertoni and Cavicchioli received the highest number of citations. The USA and Italy were identified as primary hubs of research activity, with significant contributions also stemming from other European nations. However, research originating from the Asian region appeared relatively sparse. Co-citation analysis underscored the influential works of Bennedsen et al. (2007) and Vera and Dean (2005) within this domain. In addition, the Family Business Review emerged as the most cited journal source for gender and succession research within family businesses.

The data used in this study were only obtained from the Web of Science database collection, which may not include all of the available literature on this research topic. Future research should consider augmenting this data set with additional credible international databases to gain a more comprehensive understanding of gender and succession discourses in family businesses and their dynamics.

The outcomes of this research provide actionable insights for practitioners and leaders in family businesses. Recognizing the nuances of gender dynamics in succession is essential for making informed decisions about successor selection and developing effective strategies. The insights derived from this study can assist managers and founders in addressing succession challenges more effectively and optimizing succession processes within their family enterprises. Understanding these dynamics can contribute to more inclusive and successful succession outcomes.

From a societal perspective, this research contributes to broader dialogues concerning gender equality and the dynamics of family businesses. By illuminating gender-related issues within succession processes, this study underscores the critical need to address gender biases and promote inclusivity within family enterprises. These efforts are pivotal in fostering more equitable and sustainable business practices.

These insights provide valuable perspectives on the contemporary research landscape concerning gender and succession within family enterprises, highlighting influential scholars and regional patterns. This study offers guidance for future research endeavors, particularly in addressing gaps in underrepresented regions and advancing the comprehension of gender dynamics in family business succession. The practical significance of this research extends to managers and founders of family businesses, aiding in the selection of future successors. Furthermore, it contributes to scholars by enhancing the understanding of succession strategies, processes and dynamics, especially those pertaining to gender considerations.

This scoping review investigates the factors influencing succession planning in Sub-Saharan African family-owned businesses.

Employing the Arksey and O’Malley (2005) framework, a systematic approach was followed. Major databases (JSTOR, Sage Journals, Scopus and Web of Science) were searched and supplemented by reference list reviews. Inclusivity was ensured through collaboration with an academic librarian. Inclusion criteria covered literature from 2010 to 2023, focussing on Sub-Saharan African studies related to family-owned business succession planning.

The study emphasises the need for gender inclusiveness, resource management and family dynamics in family-owned business succession planning in Sub-Saharan Africa. The study also aligns with the sustainable development goals (SDGs), emphasiing gender inclusivity and environmental responsibility. However, the unique context of Sub-Saharan Africa introduces additional complexities, necessitating tailored strategies for business sustainability.

The study emphasises the importance of skill development, leadership development, open governance and open family relationships in succession planning in Sub-Saharan African family-owned firms. It suggests policies supporting education, mentorship, knowledge-sharing networks, strategic resource management, financial management, human capital development and sustainable business practices to address succession concerns and contribute to societal advancement.

The distinct socio-economic, cultural and political backdrop of Sub-Saharan Africa is highlighted in this study, with a focus on the necessity of customised succession planning frameworks because of post-colonial governance systems, tribal affiliations and colonial legacies.

This study aims to analyze how the presence of women is seen in family small and medium-sized enterprises’ (SMEs) succession process from the successors' perspective.

To do so, the multiple case study method (qualitative approach) was used: five Brazilian SMEs and three Portuguese SMEs, and the data-collecting techniques were the online interview and documentary analysis. Data analysis was through content analysis using NVivo software.

The empirical evidence obtained led to the conclusion that the natural succession process is predominant in the family SMEs studied here. Although succession planning is present in some firms, these plans are informal and not rigid as regards deadlines. Nor do they present stages and tasks that could be considered as a planned succession.

The study shows that successors do not see gender as a relevant criterion for the choice of successor. It is concluded that women's participation in family SME succession, even to a lesser extent, is still marked by gender inequality. So, this study provides directions to policymakers and researchers to focus on developmental programmes for the presence of women in family SMEs' succession process.

Although some successors consider that these firms' performance may be different due to gender characteristics, others emphasize that management is the same. Therefore, this study provides the futuristic direction to policymakers, researchers and educators for focusing on the enhancement of women entrepreneurs which plays a crucial role in the family SMEs' succession process. Therefore, a conceptual framework is proposed that explains the articulation of different categories to understand the gender perspective in family firms' succession.