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Binder jetting of 17-4PH martensitic stainless steel is of great interest to several industries that could exploit the higher degree of geometrical complexity granted by 3D printing, thus this paper aims at providing a comprehensive description of the material development throughout the multiple manufacturing stages and treatments.

In this work, insight into the as-sintered 17-4PH microstructure and the manufacturing process effects on the copper precipitation is provided. Furthermore, conventional ageing treatments were applied to the specimens starting from either the as-sintered or the solution-annealed state and studied with particular attention to the microstructure and the resulting mechanical properties.

The analysis of the as-sintered microstructure revealed a continuous δ ferrite network along martensitic grains, with Cu-rich phases within the ferritic phase. Solution annealing was able to redistribute the alloying elements within the matrix and limit the continuity of the ferritic network leading to an enhancement in ductility. On the contrary, the direct ageing treatments performed on the as-sintered microstructure lead to overageing of the Cu-precipitates and impairing of the tensile properties compared to those starting from solution annealed condition. Nonetheless, hardness remains comparable independently from the ageing temperature and the ferritic network retains its morphology and distribution.

A stepwise description of the microstructural development throughout thermal treatments is provided granting the chance to design the most convenient post-processing route to achieve the required mechanical properties with a minimisation of energy and cost consumption.

Binder jetting is a promising route to produce complex copper components for electronic/thermal applications. This paper aims to lay a framework for determining the effects of sintering parameters on the final microstructure of copper parts fabricated through binder jetting.

The knowledge gained from well-established powder metallurgy processes was leveraged to study the densification behaviour of a fine high-purity copper powder (D₅₀ of 3.4 µm) processed via binder jetting, by performing dilatometry and microstructural characterization. The effects of sintering parameters on densification of samples obtained with a commercial water-based binder were also explored.

Sintering started at lower temperature in cold-pressed (∼680 °C) than in binder jetted parts (∼900 °C), because the strain energy introduced by powder compression reduces the sintering activation energy. Vacuum sintering promoted pore closure, resulting in greater and more uniform densification than sintering in argon, as argon pressure stabilizes the residual porosity. About 6.9% residual porosity was obtained with air sintering in the presence of graphite, promoting solid-state diffusion by copper oxide reduction.

This paper reports the first systematic characterization of the thermal events occurring during solid-state sintering of high-purity copper under different atmospheres. The results can be used to optimize the sintering parameters for the manufacturing of complex copper components through binder jetting.

This study aims to understand how employability capitals’ dynamics foster self-perceived employability (SPE) among students and graduates, which is still being empirically explored. Building upon the Employability Capital Growth Model and the Social Cognitive Career Theory’s career self-management model, we aimed to understand how different capitals associate by testing a serial mediation model connecting career identity (reflecting career identity capital) and SPE through the serial mediation of cultural capital and job interview self-efficacy (ISE) (an element of psychological capital).

We adopted a two-wave design involving 227 Italian University students and graduates. We recruited participants through multi-channel communication. The hypothesised relationships were analysed employing the structural equation modelling approach with the SPSS AMOS statistical package.

The results indicated that career identity, cultural capital, ISE and SPE are meaningfully related. In particular, in line with our expectations, we observed that career identity predicts cultural capital, which is positively associated with ISE which, ultimately, impacts SPE.

Our work adds to existing research by advancing the understanding of employability capitals, explaining how they interact and influence SPE, which is crucial for a sustainable transition into the workforce. At a practical level, our findings call upon, and guide, efforts from various stakeholders in the graduate career ecosystem (i.e. universities and their partners) to offer students and graduates meaningful experiences to form and use their employability capitals.

The purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new entrants in the labour market. It is hypothesised that JSSE acts as a mediator between GSE and job search success. Evaluation of the hireability – made by expert interviewers – of new entrants involved in a job interview simulation is proposed as a job search success criterion. Moreover, the moderating role of extraversion on the relationship between JSSE and job search success is explored.

Data were collected on 177 graduates from an Italian university. Participants were involved in a simulation of an interview conducted by experts of the personnel selection process, who gave an evaluation. Macro PROCESS for SPSS was used to test the hypotheses.

GSE has an indirect effect on job search success via JSSE. Moreover, extraversion has a moderating effect on the JSSE–job search success relationship for more extraverted job seekers.

Job search and counselling practitioners should consider extraversion and personal differences to improve the effectiveness of interventions aimed at fostering new entrants' self-regulatory resources and behaviours during the job search.

This study contributes to the existing research about the job search process by testing a new and important job search success criterion, showing that GSE could help new graduates in establishing a specific self-efficacy, such as JSSE, and demonstrating that extraversion interacts with JSSE.

This study aims to investigate the factors that can influence the transfer process of training in open skills, i.e. non-technical skills (NTS). Specifically, according to the model of the transfer process, the aim of this paper is to analyse the effects of both personal (e.g. self-efficacy) and work environment (e.g. safety leadership styles) antecedents of intention to transfer.

A total of 88 workers belonging to two different plants of the same chemical company filled in a questionnaire at the beginning (T1) and at the end (T2) of the training intervention. The majority of the sample was composed of men (95.5 per cent), with the mean age being 45.19 years old, and they had worked in the same company for an average of 17.2 years. Personal (self-efficacy) and organizational (transformational and passive leadership) factors were measured at T1, while intention to transfer was measured at T2. To investigate the combined effect of both personal and environmental characteristics on the transfer process, a moderation analysis was conducted following the Preacher and Hayes approach.

Results showed that all the antecedents investigated (except for passive leadership) impacted on the intention to transfer. Furthermore, high levels of self-efficacy combined with higher levels of transformational leadership resulted in higher levels of intention to transfer.

The sample size is quite small, and effective transfer of NTS has not been measured.

Results suggest that organizations should focus on fostering self-efficacy of the trainees and transformational leadership of the supervisors so as to facilitate the transfer process of NTS.

To the best of the authors’ knowledge, this is the first study which has considered both individual and contextual characteristics to analyse the transfer process of NTS.

The purpose of this paper is to explore the positive association between job resources, i.e. autonomy and co-workers support, and psychological capital (PsyCap). In addition, it is aimed to assess the mediational role of PsyCap in the relationship between job resources, on the one hand, and work engagement and psychological distress on the other hand.

A sample of 235 employees working in a large-scale retail company completed a structured questionnaire. To test the hypotheses, the collected data were analyzed with structural equation modeling.

The results fully supported the hypotheses and showed that autonomy and co-workers’ support were positively associated with PsyCap. In addition, PsyCap fully mediated the effect of job resources on work engagement and psychological distress.

The results indicate that a greater degree of autonomy allowed to employees in performing their work, and social support from co-workers may significantly contribute to building employees’ personal resources such as PsyCap. This positive association between job resources and PsyCap, in turn, leads employees to feel more engaged in their work and prevents them from harmful outcomes such as symptoms of psychological distress.

This study extends prior research on the motivational process of the job demands-resources model. Furthermore, it develops the notion of resources caravans postulated by the conservation of resources theory in its attempt to examine PsyCap as a mediator in the association between job resources and different individual outcomes.

The purpose of this research is to study the role of the opportunity to receive job training in enhancing people's willingness to accept information technologies (IT) and in achieving employee satisfaction. The study aims to consider training opportunities as a predictor of IT self-competence, TAM model constructs and job satisfaction.

Structural equation models are used with a sample of 497 Italian workers who filled in a questionnaire.

The results show a good fit between hypothesis and empirical data. Moderator roles of individual and contextual variables on training opportunities effects were studied.

The practical implications of this study relate to the role played by training opportunities in the IT acceptance process and in creating job satisfaction.

The most innovative finding pertains to moderator roles of individual and contextual variables on training opportunities effects.

Despite the literature highlighting the relevance of mergers and acquisitions (M&As) as strategic options for organizations’ evolution, such events maintain a high failure rate. All stages of M&As generate considerable stress on management accounting systems (MASs) and related actors. This study aims to investigate management accounting change (MAC) throughout M&As to expand knowledge on the technical side of these changes. A deeper understanding of these changes and their relationship to the implementing agents could illuminate the causes of M&A success and failure.

The study uses an in-depth, qualitative case study analysis of two companies that completed an M&A. The MAC process was investigated based on Sulaiman and Mitchell’s (2005) typology. The authors collected information from internal documents, interviews, external reports and public information.

The findings indicate that MAC in M&As represents a comprehensive change that goes beyond the modifications outlined in Sulaiman and Mitchell’s (2005) original framework; the post-deal integration period can be broken down into early and full sub-phases; and the success of the MAC process rests on the different roles played by various change agents.

To the best of the authors’ knowledge, this study is among the first to apply and deepen a MAC framework focused on technical changes to MASs in the context of M&As. To date, the literature on M&A has mainly focused on behavioral or organizational changes while neglecting the technical dimension. In addition, by considering all the stakeholders of MASs, this study’s analyses expose the role of change agents who are not generally considered in the accounting literature.

It is important to have a literature review to open any special issue as a way of introducing the state-of-the-art topics and link past research with the papers appearing in this special issue on IC in education. The paper aims to discuss this issue.

This research uses the structured literature to investigate the state-of-the-art and future directions of IC literature in education. In total, 47 articles are explored including nine from this special issue.

IC in education research is concentrated in Europe and mainly addresses IC in universities. Additionally, current IC research is progressing by examining IC practices inside universities using a third-stage IC approach, with new research also concentrating on third-mission outcomes, thus there is scope to continue IC and education research beyond universities. IC in education can also expand into fifth stage IC research, which abandons the boundaries of the educational institution and concentrate on the impact of IC and education on multiple stakeholders.

Current IC in education research is too narrow and mainly investigates IC in European contexts using case study methodology. However, there is ample scope to widen research that develops new frameworks in different educational and country contexts using a wider range of research methodologies. IC in education needs to expand its boundaries so it does not lose its relevance, and thus be able to contribute to wider policy debates.

This paper presents the current state-of-the-art structured literature review of the articles investigating IC in education.