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This paper aims to research the lubrication performance of large-size rectangular oil pad in hydrostatic thrust bearing for heavy computer numerical control (CNC) vertical lathe.

The research establishes the mathematical models of velocity, flux and pressure fields, etc., for lubrication performance distribution, and analyzes its load-bearing behavior.

When hydrostatic thrust bearing’s rotating speed is within ω₁-ω₂, the oil flow generated by plate’s relative motion is greater than that generated by pressure difference and centrifugal force, and in the opposite direction, making it not easy to emit friction heat, so the rotating speed range ω₁-ω₂ should be avoided for bearing.

The research provides powerful theoretical basis for the structure design, operating reliability and practical application of large size rectangular oil pad hydrostatic thrust bearing, and realizing the prediction of its lubrication performance.

The purpose of this study with the rapid development of the heavy/large mechanical equipment, the heavy computer numerical control (CNC) vertical lathe has become the ideal processing equipment for the parts of those mechanical equipments. The main factor which affects the machining quality and efficiency of heavy CNC vertical lathe is the mechanical properties of the hydrostatic thrust bearing.

This paper did the research based on the large size sector oil pad’s lubrication performance of the hydrostatic thrust bearing in the heavy/large equipments, establishing the lubrication performance distribution mathematical model of the velocity field, flow field, pressure field and so on, analyzing the bearing behavior of the large size sector oil pad.

The results show that the oil flow generated by the plate relative motion will be greater than that generated by the pressure difference in area B, with the rotational speed’s increasing of the hydrostatic thrust bearing, and the direction is opposite. The oil flow generated by the centrifugal force will be greater than that generated by the pressure difference in area C, with the rotational speed’s increasing of the hydrostatic thrust bearing, and the direction is opposite. When the rotational speed of the hydrostatic thrust bearing is too high, the friction heat will be not easy to be sent out. The bearing rotating speed should be lower than the comparatively smaller one of ω1 and ω2, which can help avoid the rise of too high temperature.

The research provides powerful theoretical foundation for practical application of the large size sector oil pad hydrostatic thrust bearing, its structure design and operating reliability, realizing the lubrication performance prediction of the large size hydrostatic thrust bearing.

Examines the seventeenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

Examines the sixteenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

Drawing on social exchange theory, this study aims to investigate the relation of customer sexual harassment (CSH) and customer-oriented organizational citizenship behaviors (customer-oriented OCB), as well as the mediation of customer–employee exchange (CEX) and the moderation of hostile attribution bias.

The hypotheses were examined through a field study performed in six hotels in three Chinese cities and an experimental study.

The results revealed that CSH undermined the quality of CEX, leading employees to withdraw from customer-oriented OCB. Additionally, the hostile attribution bias of service employees reinforced the direct relationship between CSH and CEX and its indirect relationship with customer-oriented OCB via CEX.

The findings suggest that hospitality organizations should endeavor to reduce the occurrence of CSH, and that by valuing and encouraging the development of high-quality CEX, they can mitigate its detrimental effects. Special attention should also be paid to hospitality employees holding strong hostile attribution bias.

First, to the best of the authors’ knowledge, this is one of the first studies to explore the influence of CSH on customer-oriented OCB among hotel employees. In addition, examining the effect of CSH from the social exchange perspective represents a new theoretical approach. The finding also contributes to the literature on CEX by identifying an important antecedent. Finally, by investigating hostile attribution bias as a moderator, this research provides insights into how individual differences moderate the destructive influence of CSH.

This study aims to evaluate the protection performance of zinc as sacrificial anode for ABS A steel in the presence of H₂S under different temperatures, pH and salinities.

In this paper, weight loss measurements and electrochemical measurements are used to evaluate the corrosion degree of zinc and ABS A steel.

Under the conditions involved in this work, it is shown that zinc is a nice sacrificial anode with the reason of its stable potential and excellent anode current efficiency according to the relevant standard. And it is also found that the hydrogen evolution does not occur on ABS A steel specimens. The potential difference between cathode and anode is suitable; thus, it can be concluded that each steel is well protected.

To the best of the authors’ knowledge, no other study has analyzed the protection mechanism and effect of zinc as sacrificial anode in H₂S-containing environments under high temperature at present.

This paper aims to explore the mechanism underlying the relationship between abusive supervision differentiation (ASD) and team performance. The moderating roles of inter-team and intra-team competitive climate are also examined.

This research collects data from 419 employees and 71 supervisors from hospitals and financial companies in China. Techniques include descriptive statistics and hierarchical multiple regression are applied to analyze the data.

This research finds that (1) team relationship conflict mediated the relationship between ASD and team performance and (2) intra-team competitive climate strengthened the indirect relationship between ASD and team performance through team relationship conflict.

The results indicate that organizations should take measures to minimize the occurrence of abusive supervision. Team leaders should increase self-control and avoid abusing employees. Furthermore, organizations should establish an open and fair reward and punishment system to avoid cutthroat competition.

This study advances our knowledge of how ASD results in poor team effectiveness. This contributes to the literature by identifying team relationship conflict as a mediating mechanism linking the negative association of ASD with team performance. Additionally, competitive climate enriches the individual-focused team-level model of abusive supervision.

Drawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the mechanism of family-to-work enrichment (FWE), taking perceived organizational politics (POP) as a moderator.

Survey data were collected from 252 full-time employees working in public institutions and government departments in China, a collectivist cultural context. Hierarchical regression and path analysis were conducted to test the hypotheses.

FWE significantly mediated the positive relationships between the three subtypes of family social capital and career advancement. The effects of structural and cognitive family social capital, but not relational family social capital (RFSC), on FWE were stronger when POP was low (vs high).

FWE is arguably a promising mechanism for explaining the links between family social capital and career outcomes. However, due to the cross-sectional nature of the data, conclusions regarding causality remain limited.

Family social capital may enrich the careers of employees in collectivist cultures. Managers should mitigate their organization's political climate to promote employees' career advancement.

This study contributes to career research by linking family social capital to career outcomes through the lens of FWE for the first time and by identifying organizational politics as an important moderator that can influence the dynamics of resource enrichment in a collectivist culture.

The purpose of this paper is to discuss the influence of different aspects of top management team (TMT) functional background on short-term performance, long-term performance, innovation performance and oversea performance separately. This research aims to verify whether the social categorization theory and information and decision-making theory are applicable in listed companies of China’s information technology (IT) industry so as to provide key theoretical references for TMT enhancement ad corporate performance improvement.

This paper takes A-share listed companies in Shanghai Stock Exchange and Shenzhen Stock Exchange as its study subjects, and it chooses the data from 2004 to 2010 in all of the 105 companies in IT industry in terms of the classification of Wind Database. The stepwise multiple regressions were run utilizing the regression program in Statistical Product and Service Solutions (SPSS).

The research results show that the social categorization theory can better explain TMT’s influence on corporate performance. TMT functional heterogeneity does not contribute to improving corporate performance and shows significant negative influence on short-term performance and innovation performance in particular. Among the three basic functional backgrounds, TMTs dominated by “throughput” backgrounds show significant positive influence on short-term performance, long-term performance, innovation performance and overseas performance, and the influence turns out to be the largest among these three backgrounds. In terms of the three special professional experiences, top executives with overseas backgrounds have significant positive influence on all of short-term, long-term, innovation and overseas performances. Externally hired executives, however, would impede corporate innovation development, while those with government background would increase corporate overseas performance.

This paper analyzes the relationship between TMT functional background and corporate performance in a comprehensive way for the first time and then takes the lead in considering the dynamics and complexity of corporate performance as well as discussing the influence of TMT functional background on four corporate performances. This study not only supports the effect that the social categorization theory has on TMTs but also offers some inspirations on the development of China’s IT companies.

Authority leadership (AL) is one of the most distinctive dimensions of paternalistic leadership (PL), and it is recognized that PL is the most common leader behavior in the Chinese organizational context. Although considerable state‐of‐the‐art research work regarding the concept and dimensions of AL has been done, extensive empirical studies based on using the data from both individual and team levels to examine the effectiveness from the values viewpoint, e.g. Collectivism, attract little attention. The purpose of this paper is to investigate the relationship between AL and organizational citizenship behavior (OCB). To address this issue, the role of collectivism to analyze the relationship between AL and OCB, at both individual and team levels in the Chinese organizational context, is explored.

This paper focuses on analyzing the role of collectivism in the relationship between AL and OCB. To this end, the authors draw on a sample set of 320 supervisor‐subordinate dyads from 32 branches of a beauty chain shop in the cities of Shenzhen and Zhuhai, China. After sending out questionnaires to 32 supervisors and 320 beauticians, 31 supervisors and 245 beauticians provided effective feedback. With the help of SPSS 17.0 statistical software, the data from the sample set are analyzed rather than self‐reported. Furthermore, the authors study the relationship between AL and OCB, the mediating effect, and the moderating role of collectivism, respectively.

The findings of this paper can be described from two levels. At the individual level, AL positively influences employee's OCB through the mediating effect of collectivism; and collectivism is capable of moderating the main effect. At the team level: AL positively influences Team OCB (TOCB) through the mediating effect of Team Collectivism (TC); and TC also moderates the main effect.

Due to space limitations, the authors only consider the effect of collectivism; other dimensions of values which may have similar effect to the mechanism of the relationship between AL and OCB are not taken into account.

The paper shows that both AL and collectivism enhance OCB, and collectivism is the moderator of the relationship between AL and OCB. Since the moderating effect mechanism is different between individual and team levels, there should be more focus on AL and values. It is expected that the obtained results are significant in both theory and practice for the Chinese leadership research and application. Moreover, the paper presents some comments on the implication of this work and future research issues.