Search results

The area behind the engine/wing junction of conventional civil aircraft configurations with underwing-mounted turbofans is susceptible to local flow separation at high angles of attack, which potentially impacts maximum lift performance of the aircraft. This paper aims to present the design, testing and optimization of two distinct systems of fluidic actuation dedicated to reduce separation at the engine/wing junction.

Active flow control applied at the unprotected leading edge inboard of the engine pylon has shown considerable potential to alleviate or even eliminate local flow separation, and consequently regain maximum lift performance. Two actuator systems, pulsed jet actuators with and without net mass flux, are tested and optimized with respect to an upcoming large-scale wind tunnel test to assess the effect of active flow control on the flow behavior. The requirements and parameters of the flow control hardware are set by numerical simulations of project partners.

The results of ground test show that full modulation of the jets of the non-zero mass flux actuator is achieved. In addition, it could be shown that the required parameters can be satisfied at design mass flow, and that pressure levels are within bounds. Furthermore, a new generation of zero-net mass flux actuators with improved performance is presented and described. This flow control system includes the actuator devices, their integration, as well as the drive and control electronics system that is used to drive groups of actuators.

The originality is given by the application of the two flow control systems in a scheduled large-scale wind tunnel test.

The purpose of this brief paper is to introduce the papers in this special issue of Journal of Managerial Psychology, focused on “Complexities and challenges in the work‐family interface”.

The paper first introduces the theme of the special issue, and a brief outline of each paper contained in it is given.

There is concern that progress in the work‐family research area has been somewhat restricted and may have failed to take sufficient account of the complexity of work‐family issues.

The literature on the work‐family interface is complex, and theory in the field is uncertain and under‐developed. The papers in this special issue should further understanding of the challenges and complexities underscoring the work‐family interface.

New forms of organising and new forms of individuals private and professional life concepts have affected organisations as well as careers. The resulting new forms of careers are characterised by two major elements: organisations are no longer the primary arena for professional careers and the diversity of careers and career paths is sharply increasing. At the level of global careers similar developments can be observed. In addition, two specifics can be mentioned: a number of additional forms of working internationally supplement expatriation in its classic sense and there seems to be an increasing pressure on the speed and diversity of international assignments. There is comparatively little theoretical insight into these developments. Departing from a sociological perspective and using the theoretical framework of late French Sociologist Pierre Bourdieu, this paper takes a career field and habitus perspective of careers. Based on that, it tries to identify areas of contribution for the global career discussion that can emerge from such an approach.

The paper seeks to analyze empirically the consequences of family responsibilities for career success and the influence of career context variables and gender on this relationship.

The sample consists of 305 business school graduates (52 percent male) from a major Central European university who finished their studies around 2000 and who were in their early career stages (i.e. third and fourth career years).

The paper reports a negative relationship between family responsibilities and objective and subjective career success via work centrality. There is also substantive support for the effect of contextual factors on the relationship between family situations and career success, emphasizing the importance of a multi‐level perspective. Finally, evidence of gender effects exists.

The empirical generalizability of the results is limited by the structure of the sample. Qualitative in‐depth studies are needed to further understand the relationships found.

The results underscore the importance of the work‐family‐interface for employee retention measures. Tailored HR policies are crucial.

Theoretically, the paper develops a multi‐level causal model of specific aspects of work‐family relations including variables ranging from meso (career context) to more micro (family, individual). Empirically, the study focuses on young business professionals prior to having a family or in the early stages of their family life.

We examine the relationship between the business cycle and poverty for the period from 1960 to 2008 using income data from the Current Population Survey and consumption data from the Consumer Expenditure Survey. This new evidence on the relationship between macroeconomic conditions and poverty is of particular interest, given recent changes in antipoverty policies that have placed greater emphasis on participation in the labor market and in-kind transfers. We look beyond official poverty, examining alternative income poverty and consumption poverty, which have conceptual and empirical advantages as measures of the well-being of the poor. We find that both income and consumption poverty are sensitive to macroeconomic conditions. A 1 percentage point increase in unemployment is associated with an increase in the after-tax income poverty rate of 0.9–1.1 percentage points in the long run, and an increase in the consumption poverty rate of 0.3–1.2 percentage points in the long run. The evidence on whether income is more responsive to the business cycle than consumption is mixed. Income poverty does appear to be more responsive using national level variation, but consumption poverty is often more responsive to unemployment when using regional variation. Low percentiles of both income and consumption are sensitive to macroeconomic conditions, and in most cases, low percentiles of income appear to be more responsive than low percentiles of consumption.

The purpose of this paper is to explore the contribution of the public component of Klockars’ and Kutnjak‐Ivkovic's organizational theory of police integrity to the understanding of police integrity.

The study employs a modified survey derived from “The Measurement of Police Integrity,” instrument developed by Klockars et al. Participants are constituted by a convenience sample of first‐year social studies students at the University of KwaZulu‐Natal (n=186) and 160 South African Police Service (SAPS) non‐commissioned officers throughout Gauteng Province, Republic of South Africa.

Overall, the data present a mixed picture of integrity in the SAPS. The current study is certainly suggestive that the SAPS faces serious challenges to establishing and sustaining integrity and that based on either absolutist or normative criteria, the organization falls below desired levels of professional integrity. However, there are also indications that a significant proportion of officers will support efforts of the organization to establish and maintain professional standards of integrity.

The findings, focused on non‐commissioned officers, contribute to a growing body of research across all levels of the SAPS. In addition, the research compares results from a non‐police sample, helping to contextualize the concept of integrity as it exists within the SAPS. More immediate implications relate to the potential for the development of a broad‐based integrity plan for the SAPS as a whole.

Previous research employing police only samples has concluded that the SAPS is an integrity‐challenged organization. While the present study agrees that the SAPS faces significant integrity challenges, the use of a comparative non‐policing sample also suggests that the Service is having some success in establishing integrity standards, at least in regard to lower level violations of organizational ethical standards.

Most managers are heavily affected by the relationship between their professional and their private life. Work‐life‐balance is discussed rarely without discomfort, which suggests a massive tension and conflict caused by the contradiction of private and professional requirements. Managers use a range of individual strategies to deal with this conflict situation. An explorative empirical study on these strategies is presented.

The sample is drawn largely according to the principles of theoretical sampling, different family‐work constellations provide the basis of selection. Our sample includes people from the upper and highest levels of organizational hierarchies. Most of them have children and working partners, hence they find themselves in specific phases of the family cycle. Thirty problem‐focussed interviews are content analyzed. In order to reveal pattern of dealing with work‐life‐conflict cluster and pronominal analyses are applied.

Results show three distinct prototypes of dealing with the work‐family‐tension: career as subject of social fascination, family as a factual task, the tradition of two worlds, double burden and the pressure of tasks. One outstanding result in advance: if both partners are professionally active (Double Career Couples), the family will increasingly be dominated by merely functional requirements.

Explorative analyses and results are presented. The applied combination of content analysis and detailed linguistic procedures allows a new, more differentiated view on how managers perceive work‐life‐balance. Real types of handling work‐life‐conflicts are revealed. Based on these findings, more quantitative and structured analyses of managers' work‐life‐behavior can be conducted, especially on these types' overall prevalence, on changes in the course of managers' life cycle, on causal factors, and on implications for human resource management.

Insurance and asset holdings are modeled as the jointly determined outcomes of a constrained optimization problem. Consequently, (1) full coverage may be optimal despite limited premium loading, (2) insurance is normal if insurable assets are normal, (3) insurance cannot be a Giffen good, and (4) insurance is a complement to price‐elastic assets.

Cultural portraits usually begin with a description of the context, but as this material is covered elsewhere in this volume, this introduction will be mercifully brief. At any time during the last four decades, there have been dozens, perhaps even hundreds, of Stanford University faculty and doctoral students interested in studying organizations. They have been scattered across the campus, often in small groups within larger schools and departments. They have been based in the Sociology Department and the Organizational Behavior and Strategy areas at the Graduate School of Business. There were always a handful at the Education and Engineering schools, as well as a scattering of individuals doing related work in Psychology, Political Science, and Anthropology. In spite of their numbers, before the Stanford Center for Organizational Research (SCOR) was founded in 1972, many of these faculty, postdoctoral fellows, and doctoral students felt rather isolated. They had little contact with colleagues across campus who shared their interest in organizations and little collective clout when resources were being distributed.

Civil society organisations (CSOs) contribute essentially to welfare states and society. In Europe they play a key role in the provision of social services, but also fulfil a large variety of other functions, such as giving voice to unaddressed issues, offering alternative ways of occupational socialisation or facilitating social inclusion (cf. Kramer, 1981; Rose-Ackerman & James, 1986; Kendall, 2003). Current research suggests that the third sectors’ societal roles considerably vary between countries, depending on the welfare state they are embedded in: Starting with a revision of Esping-Andersen's welfare regime typology (1990) and also based on the earlier work of Moore (1966), Salamon and his colleagues developed a typology of four different ‘non-profit regimes’ (Salamon & Anheier, 1998; Salamon, Hems, & Chinnock, 2000a). As key dimensions for this classification, they applied the extent of governmental welfare spending and the size of the third sector (cf. Johnson, 1999). According to this typology of nonprofit regimes, in countries with a large third-sector CSOs mainly fulfil the service function. Countries with a relatively small third sector, so the implicit conclusion, would tend to engage in ‘the expression of political, social, or even recreational interests’ (Salamon & Anheier, 1998, p. 229).