Describes the modern linear variable differential transformer (LVDT) as supplied to the European space programme by UK‐based company Penny & Giles.
Abstract
Describes the modern linear variable differential transformer (LVDT) as supplied to the European space programme by UK‐based company Penny & Giles.
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Abstract
Mike Adebamowo and Adetokunbo O. Ilesanmi
Buildings have a considerable impact on the environment being responsible for a substantial proportion of global energy consumption, thus contributing significantly to the…
Abstract
Buildings have a considerable impact on the environment being responsible for a substantial proportion of global energy consumption, thus contributing significantly to the anthropogenic CO2 emissions, which evidence suggests is the main cause of climate change. Mitigation and adaptation measures are required to tackle the challenges of climate change. Adaptive measures – structural and behavioural strategies – are the focus of this paper. Structural strategies include flexible and adaptive structural systems; while behavioural strategies cover the spatial, personal, and psychological control measures which may influence the design and operations of buildings. The study explores the adaptive thermal comfort of occupants and examines the design strategies for adapting buildings to climate change in the tropical context, with a view to determine the effectiveness of these strategies as observed in the case study. The study was conducted during the rainy and dry seasons in Abeokuta, Ogun State, Nigeria, located in a warm humid climate zone.
The Institute of Venture Design student hostel was used as case-study to conduct the survey on a sample of 40 respondents by means of structured questionnaire. The respondents' thermal sensation and access to thermal controls were determined, and their thermal sensation and thermal adaptability in both seasons comparatively analyzed. Indoor environmental parameters including air temperature, mean radiant temperature, relative humidity and air velocity were also measured. The data were analyzed using relevant descriptive and inferential statistics. The study discussed the effectiveness of design strategies available for building adaptation in an era of climate change within the warm humid environment, concluding on the need for greater synergy between the techno-structural and socio-behavioural dimensions of building adaptation.
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Xin Chuai, David Preece and Paul Iles
The purpose of this paper is to explore whether talent management (TM) practices are fundamentally different from traditional approaches to human resource management (HRM) and…
Abstract
Purpose
The purpose of this paper is to explore whether talent management (TM) practices are fundamentally different from traditional approaches to human resource management (HRM) and whether TM in China is an element of the struggle by those in the human resource (HR) profession to improve its credibility and status.
Design/methodology/approach
Case studies are the main method of collecting data. These are supplemented by documentary analysis. Four in‐depth case studies were undertaken in Beijing. The target organizations were chosen from the information technology, health care and education sectors. The interviews were semi‐structured and were conducted with a range of stakeholders in each organization, including at least one HR specialist (normally, the senior HR professional, senior and functional managers as well as non‐managerial staff. In addition, interviews were also conducted in three management consulting firms regarded as being at the cutting edge in order to explore the orientation of such firms to the TM phenomenon.
Findings
TM emerges as being different from traditional HRM, incorporating new knowledge rather than being a simple repackaging of old techniques and ideas with new labels. Therefore, TM should not be seen simply as “old wine in new bottles” with respect to the case of China. In addition, this study challenges the idea that TM is yet another struggle by HR professionals to enhance their legitimacy, status and credibility within their organizations.
Research limitations/implications
This study concerns itself with only well‐established and recognized multinational corporations in Beijing. There might be different conclusions for the other types of enterprises.
Originality/value
This paper offers new research on TM in China.
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Jie Xia, Mingqiong Mike Zhang, Jiuhua Cherrie Zhu, Di Fan and Ramanie Samaratunge
The purpose of this paper is to examine the influence of human resource management (HRM) reforms on job-related well-being of academics in Chinese universities. It also tests the…
Abstract
Purpose
The purpose of this paper is to examine the influence of human resource management (HRM) reforms on job-related well-being of academics in Chinese universities. It also tests the mediating effect of work intensification (WI) and affective commitment (AC), and the moderating effect of perceived organizational justice (OJ) on the HRM‒well-being relationship to understand the influence mechanisms and boundary conditions.
Design/methodology/approach
A questionnaire survey was conducted in 25 Chinese universities, obtaining 638 usable questionnaires. Structural equation modeling (SEM) was used as the analytical technique to examine the model fit and test hypotheses.
Findings
The findings reveal that the relationship of HRM and well-being is neither direct nor unconditional, and a win‒win scenario for both management and employee well-being is possible when organizations pursue HRM innovations.
Research limitations/implications
The limitations of this study are that data were collected at once and at a defined time, with no time lag being involved. In addition, all variables were self-reported.
Practical implications
Commitment-oriented HRM practices can create a win‒win scenario; when control-oriented HRM practices are necessary, managers should ensure OJ to offset their negative influence on employees.
Originality/value
This study is among the first to examine the impact of HRM on employee well-being in the context of Chinese higher education, contributing to the limited studies on HRM in Chinese public sector and the on-going debate on the nature of HRM in China.
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B. Charles Tatum and Richard J. Eberlin
Managers and leaders are faced with organizational decisions that impact policies and procedures every day. Managers and leaders in this post‐Enron era are required to make…
Abstract
Purpose
Managers and leaders are faced with organizational decisions that impact policies and procedures every day. Managers and leaders in this post‐Enron era are required to make decisions that support the fair and ethical treatment of employees, and act in ways that are perceived as ethical and responsible. There is a pressing need to develop strategies for increasing organizational justice and promoting responsible decision‐making.
Design/methodology/approach
We begin with a discussion of leadership, emphasizing the difference between transactional and transformational leadership. We then go on to describe different decision‐making styles that have been validated by research and put into practice in many organizations. Next we examine the nature of organizational justice and how attention to justice issues has both theoretical and practical significance. Following these discussions, we present an integrative model of leadership, decision‐making, and justice.
Findings
We demonstrate, with real‐world examples and practical scenarios, how this model can be used to create a “great” company or “best” organization.
Research limitations/implications
Although many of the suggestions and recommendations are based on the best evidence to date, future studies should focus on the connections between traditional measures of effectiveness (e.g. profit, productivity, competitiveness) and the qualities of leadership, decision processes, and justice addressed in this paper.
Practical implications
This article describes strategies for improving morale, exercising strong leadership, making critical decisions, increasing performance, and promoting a positive corporate image.
Originality/value
The paper presents a new look at the relationships among leadership, decision‐making and justice. The article has value to business, corporate, and agency leaders who desire improvements to their organizations using a strategy that focuses on sound judgment and a just and responsible outcome.
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Jane Seale, Mike Wald and E Draffan
There is a need for more in‐depth exploration of the e‐learning experiences of disabled learners in higher education, taking into account the complex relationship between learners…
Abstract
There is a need for more in‐depth exploration of the e‐learning experiences of disabled learners in higher education, taking into account the complex relationship between learners (skills, knowledge and beliefs), their assistive technologies and the e‐learning contexts in which learners are required to operate. Participatory methods appear to have great potential in enabling the voice of disabled learners to be a more central focus of e‐learning studies. This paper will describe and evaluate a two‐year research project called LExDis, which aims to use participatory methods to explore the e‐learning experiences of disabled learners in one higher education institution. The experience of conducting phase one of the LExDis project will be discussed with regards to three main challenges to using participatory methods: informed participation; valued participation; and empowered participation.