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In the measurement of liquid density and viscosity, the change of resonance parameters due to the parasitic parallel capacitance of resonator affects the measurement accuracy. To improve the accuracy, a method was proposed to compensate the parasitic parallel capacitance of resonator by adding an electrode.

The new electrode (compensation electrode) was added into resonant sensor to make compensation capacitance. The closer the compensation capacitance was to the parasitic parallel capacitance, the better compensation was. The structural parameters of resonant sensor with the compensation electrode were determined by the simulation and experiment.

The effect of this method was examined by the experiment. The relative errors of density and viscosity were less than 0.15, 0.5 % and standard deviations were less than 0.0004 g/cm³ and 0.005 mPas, respectively.

The experimental results show that this method is valuable for the parasitic parallel capacitance compensation of immersed resonant sensor.

This paper has not been published in other journals.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

The study examined gender differences in careerist attitudes toward work of Nigerian managers. Participants were 150 first‐line managers (75 males and 75 females) of four large industrial organisations in Lagos, Nigeria. Results revealed that male managers were significantly higher on careerist attitudes toward work compared to female managers. Independent t‐test analysis showed that marital status significantly in fluenced careerist attitudes toward work among women but did not play a significant role in the career istattitudes to ward work of men. The study concludes that gender enhances the use of careerist strategies in men but inhibits it in women. The implication of this finding for policy formulation and future studies were discussed.

We conducted a pilot study to compare the emotions experienced by Dutch and Chinese students during a face‐to‐face negotiation role play. Emotions play an important role in negotiations because they influence the behaviour and judgments of negotiators. The Data Printer case developed by Greenhalgh was used to examine the patterns of feelings that emerge during negotiations. One hundred and four participants (62 Chinese and 42 Dutch post graduate students) role‐played two different characters who were confronted with a payment dispute regarding the servicing of a defective printer. The results of the MANOVA and of the Factorial Analysis demonstrates that culture as a carrier of social values and norms did influence the emotional reactions of the people socialised in different cultural contexts. The paper concludes that in order to facilitate conflict resolution and interpersonal communication amongst protagonists in mono as well as in inter‐cultural negotiation context individuals should learn to manage their emotions constructively.

Compares the values underlying the behaviour of a sample of 87 US, 56 Jamaican, 42 Bahamian, 106 Colombian, and 12 Israeli managers and professional staff. Refers to literature defining individualism and collectivism, uncertainty avoidance, power distance, and masculinity/femininity; as well as literature establishing these values as instrumental or terminal. Hypothesizes that each country‘s respondents will record different instrumental values, with the US respondents being ambitious, independent, intellectual and logical (vertically individualist); the Colombian, Jamaican and Bahamians being ambitious, cheerful, forgiving, helpful, loving, obedient and polite; and the Israelis also valuing the latter six qualities. Describes the methodology used and data analysis. Indicates expected results from the findings, other than the Jamaicans and Bahamians were found to value ambition and independence more highly than hypothesized, and the Israelis valued love and obedience but not cheerfulness and forgiveness. Discusses the implications of the findings in the light of the high failure rate of expatriate assignments.

Conceptually examines the effect of individualism/collectivism on the tenets of equity theory. It is the view of the authors that the equality principle of reward allocation in collectivistic cultures is not a separate method of distribution, but a subset of the theoretically grounded equity principle appropriately integrating the cross‐cultural individualism/collectivism value. To support this position, the authors reduce equity theory to its fundamental elements and illustrate how in dividualism/collectivism separately affects each component. The derived model and subsequent discussion should provide researchers with a theoretical frame work for future empirical studies.

Although organizational socialization is a powerful phenomenon with numerous long lasting effects on employees, many organizations and employees weather the experience unconsciously, going through the process blindly and unaware of its powerful influences. Though studies have analyzed organizational socialization and the role of newcomers in the process, none have looked at the role of specific socialization tactics and their influence on women’s careers in organization. In this paper we consider the relationship between organizational socialization methods and the advancement of women’s careers in organizations. We develop and discuss a theoretical integrative framework and propositions, and conclude with implications and suggestions for future research to better explain the linkages between organizational socialization tactics and women’s career advancement strategies.

One reason for the severe short age of nurses is the un will ing ness of males to pursue the profession in great numbers. This article explores people’s negative stereotypic beliefs about males in the nursing profession. Participants were asked to provide evaluations and trait descriptions of both male and female nurses. The results revealed that both male and female participants harbored favorable impressions of female nurses but unfavorable impressions of male nurses. Male participants were especially likely to form negative evaluations of men who pursue the nursing profession. Exploratory multivariate analyses of trait descriptions revealed that male nurses are viewed as feminine, non traditional, intelligent, and caring. Additional results suggest that unfavorable stereo types of male nurses can be moderated by highlighting the masculine qualities of nurses’ job duties. Implications for the recruitment of males into nursing are discussed.

Sexual harassment law addresses hostile environments by evaluating whether the workplace environment would be considered hostile by a “reasonable woman”. But who is a reasonable woman? Defendant‐employers may present one group of women employees as representative “reasonable” women and assert that any of these women’s co‐workers who have had different experiences with regard to sexual harassment are not “reasonable”. However, when male employees categorize various groups of female coworkers differently and, subsequently, treat them differently, the experiences of women from one of these groups would not be indicative of the experiences of women from an other group. This “selective sexual harassment” was present in the workplace I studied: while both groups of women were “reasonable”, they had very different experiences, only one of which might be confirmed by a court as the perspective of “reasonable” women. This article advocates for a version of the “reason ble victim” standard to facilitate a closer analysis of hostile environment sexual harassment suits.

Women are, in increasing numbers, participating in the labour market and are an important part of an organisation’s human resource pool. Nevertheless, women still face inappropriate treatment at work. One cause of this is family‐related issues. In particular, pregnancy and child birth present special challenges for working women. Discrimination towards pregnant women is commonplace in work settings. Problems are often related to individual work relationships, for example, the one between the pregnant follower and her manager. It is important to understand problems that impact on women in working life that can disturb their job satisfaction, their performance and willingness to give their best for the organisation. Therefore, for the benefit of both employer and employee, existing practices in leader follower relationships during pregnancy are worth studying in more depth. In leadership studies, the Leader‐Member Exchange (LMX) theory is focused on dyadic leader‐follower relationships and is thus used here to understand this phenomenon. In the present article, the literature on pregnancy and work as well as on LMX is re viewed. On the basis of these reviews, a future research agenda is offered.