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This paper aims to develop high-pass (HP) negative group delay (NGD) investigation based on three-port lumped circuit. The main particularity of the proposed three-port passive topology is the consideration of only a single circuit element represented by a capacitor.

The methodology of the paper is to consider the S-matrix equivalent model derived from admittance matrix approach. So, an S-matrix equivalent model of a three-port circuit topology is established from admittance matrix approach. The frequency-dependent basic expressions are explored to perform the HP-NGD analysis. Then, the existence condition of HP-NGD function type is analytically demonstrated. The specific characteristics and synthesis equations of HP-NGD circuit with respect to the desired optimal NGD value are established.

After computing the frequency expressions to perform the HP-NGD analysis, this study demonstrated the existence condition of HP-NGD function type analytically. The validity of the HP-NGD theory is verified by a prototype of three-port circuit. The proof-of-concept (POC) single capacitor three-port circuit presents an NGD response and characteristics from analytical calculation and simulation is in very good correlation.

An innovative theory of HP-NGD three-port circuit is studied. The proposed HP-NGD topology is constituted by only a single capacitor. After the topological description, the S-matrix model is established from the Y-matrix by means of Kirchhoff voltage law and Kirchhoff current law equations. A POC of single capacitor three-port circuit was designed and simulated with a commercial tool. Then, a prototype with a surface-mounted device component was fabricated and tested. As expected, simulation and measurement results in very good agreement with the calculated model show the feasibility of the HP-NGD behavior. This work is compared to other NGD-type function with diverse number of ports and components.

The purpose of this paper is to provide the high-pass (HP) negative group delay (NGD) circuit based (RL) network. Synthesis and experimental investigation of HP-NGD circuit are developed.

The research work methodology is organized in three phases. The definition of the HP-NGD ideal specifications is introduced. The synthesis method allowing to determine the RL elements is developed. The validation results are discussed with comparison between the calculated model, simulation and measurement.

This paper shows a validation of the HP-NGD theory with responses confirming NGD optimal frequency, value and attenuation of about (9 kHz, −1.12 µs, −1.64 dB) and (21 kHz, −0.92 µs, −4.81 dB) are measured. The tested circuits have experimented NGD cut-off frequencies around 5 and 11.7 kHz.

The validity of the HP-NGD topology depends on the coil self-inductance resonance. The HP-NGD effect is susceptible to be penalized by the parasitic elements of the self.

The NGD circuit is usefully exploited in the electronic and communication system to reduce the undesired delay effect context. The NGD can be used to compensate the delay in any electronic devices and system.

Applications based on the NGD technology will be helpful in the communication, transportation and security research fields by reducing the delay inherent to any electronic circuit.

The originality of the paper concerns the synthesis formulations of the RL elements in function of the expected HP-NGD optimal frequency, value and attenuation. In addition, an original measurement technique of HP-NGD is also introduced.

Laboratories or “labs” outside science and technology have become increasingly popular in recent years. Their proliferation raises questions about what they have in common and the extent to which “lab” as a metaphor is still pertinent. We develop six criteria to assess these types of labs: (1) theoretical foundations; (2) experimentation; (3) collaboration; (4) boundaries; (5) governance; and (6) temporality. We identify a number of paradoxes in the operation of labs and explore their implications for research and practice.

Employees today face a number of threats to their work and financial well-being (i.e., economic stress). In an aim to provide an agenda and theoretical framework for research on multilevel outcomes of economic stress, the current chapter considers how employees’ economic stress gives rise to emergent outcomes and how these emergent outcomes feed back to influence well-being. Specifically, we draw from Conservation of Resources theory to integrate competing theoretical perspectives with regard to employees’ behavioral responses to economic stress. As employees’ behaviors influence those with whom they interact, we propose that behavioral responses to economic stress have implications for group-level well-being (e.g., interpersonal climate, cohesion) and group-level economic stress. In turn, group-level and individual-level behavioral outcomes influence well-being and economic stress in a multilevel resource loss cycle. We discuss potential opportunities and challenges associated with testing this model as well as how it could be used to examine higher-level emergent effects (e.g., at the organizational level).

AT the very outset of this paper it is necessary to make clear that it is not an attempt to compile an exhaustive bibliography of literature relating to special librarianship. Neither space nor time permit this. In fact, the references given can only claim to be a sample of the wealth of material on the subject and this paper is submitted in the hope that it will stimulate others to more scholarly efforts. Reference numbers throughout this paper refer to items in the ‘Select list of references to the literature of special librarianship’, section 2 onwards.

While many studies have investigated the impact of institutional factors (i.e. financial risk factors) in the host country on inward foreign direct investment (FDI), fewer studies have researched on the locational aspects of FDI in relation to the political economy. This paper aims to fill this gap by examining the effects of the political economy on inward FDI in Poland’s regions and in other CEE (Central and Eastern Europe) countries.

The paper develops a theoretical argument postulating that political economy affects locational determinants of FDI inflow. To test this hypothesis empirically, several analyses were performed at the national level (Poland, Bulgaria, Romania, Slovakia and the Czech Republic) and at the subnational level (Poland’s provinces). First, the “footloose” nature of FDI inflows using the time series analysis was examined. Then a fixed-effect panel data regression model and a dynamic adjustment model to quantify the impact of political ideology and agglomeration effects were performed.

After controlling for economic and institutional determinants of FDI, the findings indicate that, in transitional economies, ideology affects the locational choice of multinational corporations (MNCs). At the national level, the results show that political risk, liberalization and economic reforms are important drivers of FDI inflows. At the subnational level, the vote for a liberal party positively affects the distribution of FDI in the provinces. Another finding is that electoral cycles also affect FDI inflows at regional levels in Poland. Finally, this study provides some supporting evidence for the “footloose” nature of FDI in case of external shocks.

This study contributes to the literature on the locational determinants of FDI by showing that ideology constitutes an important factor for locational choices by MNCs. The findings have important implications for public policy decision-makers who are seeking to improve the attractiveness of their country or region as an FDI destination.

This study aims to propose a model of entrepreneurial microcredit support that could address the problem of entrepreneurial support provided by microfinance institutions. This objective is justified by the need to produce scientific knowledge that could be of use to practitioners and political decision-makers who formulate and implement strategies of social inclusion and poverty reduction.

The study adopts a socio-constructivist research perspective. Social constructivism is a theoretical approach that posits that all social reality is constructed. In other words, individuals construct their knowledge of reality relative to their social setting. This justifies the use of the focus group to supplement and validate the data gathered in an individual interview. The socio-constructivist perspective allows us to better understand and develop knowledge based on the meaning that interviewees attribute to their experience. This perspective also justifies the choice of qualitative data collection method. The data were collected during semi-structured interviews.

Entrepreneurial microcredit support is distinguished from classic entrepreneurial support because it places the individual at the center of the process by emphasizing soft skills in the development of the entrepreneurial spirit. This approach engenders an efficient support process that comprises three main steps: determination of entrepreneurial potential, empowerment and reinforcement of autonomy and acquisition of managerial skills. The efficiency stems from the fact that the time factor is not a constraint in the entrepreneurial microcredit support process and from the relationship of proximity and trust between the credit agent and the micro-entrepreneur.

To the best of authors’ knowledge, this is the first paper to deal with the entrepreneurial microcredit support, which is completely different from the classical entrepreneurial support because of the uniqueness of microfinance and micro-entrepreneurs. The model clearly reveals that the support for the development of the skills required to successfully run a microenterprise is provided based on a socio-constructivist approach in which the micro-entrepreneur is the main actor in the construction of “mobilized knowledge” required to nurture promoters’ entrepreneurial spirit. Consideration of soft skills in a socio-constructivist perspective is, therefore, indispensable for entrepreneurial development.

This paper aims to analyze social sex relations by hypothesizing a reconfiguration, in a future time, of the “material and ideal foundations” of gendered entrepreneurship.

The approach consisted in adopting the gender approach in order to identify, on the one hand, the material and ideal elements that underlie the dominant entrepreneurial ethos; on the other hand, to question, starting from a “heuristic hypothesis”, the emergence, in a future time, of representations, behaviors and practices opposable to the dominant entrepreneurial ethos.

The research outcomes reveal that by investing in traditionally male bastions, women develop entrepreneurial dynamics detached from any gendered approach. This approach suggests how the representations, behaviors and practices related to the dominant entrepreneurial ethos can be modified.

At a great distance from some “naturalization of competences”, this paper deals with the modalities that contribute to overcoming the principles of gender differentiation. It proposes a theoretical framework to understand how the mobilization of the gender approach, characterized by the lack of differentiation of skills, invites, from a “heuristic hypothesis”, a questioning of the dominant entrepreneurial ethos.

This paper presents a longitudinal experimental study on teams with the purpose of investigating the impact of communication media on decision‐making teams. The authors aims to achieve that by comparing face‐to‐face (FTF) and computer‐supported (CS) teams over a series of three sessions on three response variables: performance, cohesiveness, and synergy.

A total of 24 teams, each of five students, participated in three separate decision‐making sessions in which they solved a survival simulation scenario. Each team was randomly assigned to either face‐to‐face (FTF) or computer‐supported (CS) communication condition. The analysis compared overall means and mean patterns over time on the three response variables across the two communication media.

Results suggest that there were no differences in overall performance between CS and FTF teams and no differences in performance changes over time between the two media; there were no overall differences in overall synergy or synergy changes over time; and FTF teams reported higher average cohesiveness than CS teams, but cohesiveness improved at a faster rate in CS teams than in FTF teams. Overall these results suggest that the CS communication did not reduce the group's ability to work together. Moreover, the higher increase in cohesiveness reported by CS teams suggests that the ability to build relationships can increase over time.

Given the prominence of information technologies as a communication mechanism, the question of how team members in remote locations perform over time is of great theoretical and practical importance.

This study provides some preliminary evidence that computer communication does not significantly reduce the group's ability to perform over time for decision‐making tasks. CS teams report lower overall levels of cohesiveness which could indicate that some communication barriers might still limit the group's ability to build relationships.

Team autonomy involves empowering employees to achieve greater control over organizational dynamics. Such empowerment may augment the employees’ vigor, dedication and absorption at work. However, there is limited evidence on the contents of the relationship between team autonomy and work engagement. This paper aims to fill in this gap, shedding light into the manifold implications of team autonomy on employees’ work engagement.

A serial mediation analysis was designed to collect evidence of the effects of team autonomy on work engagement. Drawing on self-determination theory, social comparison theory and social facilitation theory, team member-supervisor exchanges and organizational climate were contemplated in the analysis as mediating variables. An ordinary least square regression-based model relying on 5,000 bootstrap samples was implemented. The study focused on a large sample of Europeans employed in the manufacturing sector (n = 4,588).

Team autonomy had tiny, but statistically significant effects on work engagement. Good relationships between team members and supervisors positively mediated the effects of team autonomy on work engagement. Conversely, the organizational climate did not have a significant mediating role. A statistically significant serial mediation effect linked team autonomy and work engagement via team member-supervisor exchanges and organizational climate.

Team autonomy contributes to increasing the employees’ vigor, dedication and absorption at work. The enhancement of team member-supervisor relationships fosters the engagement of team members who experience a greater autonomy at work. The effects of team autonomy on organizational climate are ambiguous and mediated by an improvement of the relationships between team members and supervisors.

The paper originally investigates the implications of team autonomy on work engagement, emphasizing the importance of social exchanges at work to realize the full potential of team autonomy.