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Acute and chronic pain affects more Americans than heart disease, diabetes, and cancer combined. Conservative estimates suggest the total economic cost of pain in the United States is $600 billion, and more than half of this cost is due to lost productivity, such as absenteeism, presenteeism, and turnover. In addition, an escalating opioid epidemic in the United States and abroad spurred by a lack of safe and effective pain management has magnified challenges to address pain in the workforce, particularly the military. Thus, it is imperative to investigate the organizational antecedents and consequences of pain and prescription opioid misuse (POM). This chapter provides a brief introduction to pain processing and the biopsychosocial model of pain, emphasizing the relationship between stress, emotional well-being, and pain in the military workforce. We review personal and organizational risk and protective factors for pain, such as post-traumatic stress disorder, optimism, perceived organizational support, and job strain. Further, we discuss the potential adverse impact of pain on organizational outcomes, the rise of POM in military personnel, and risk factors for POM in civilian and military populations. Lastly, we propose potential organizational interventions to mitigate pain and provide the future directions for work, stress, and pain research.

This paper aims to numerically study the compositional flow of two- and three-phase fluids in one-dimensional porous media and to make a comparison between several upwind and central numerical schemes.

Implicit pressure explicit composition (IMPEC) procedure is used for discretization of governing equations. The pressure equation is solved implicitly, whereas the mass conservation equations are solved explicitly using different upwind (UPW) and central (CEN) numerical schemes. These include classical upwind (UPW-CLS), flux-based decomposition upwind (UPW-FLX), variable-based decomposition upwind (UPW-VAR), Roe’s upwind (UPW-ROE), local Lax–Friedrichs (CEN-LLF), dominant wave (CEN-DW), Harten–Lax–van Leer (HLL) and newly proposed modified dominant wave (CEN-MDW) schemes. To achieve higher resolution, high-order data generated by either monotone upstream-centered schemes for conservation laws (MUSCL) or weighted essentially non-oscillatory (WENO) reconstructions are used.

It was found that the new CEN-MDW scheme can accurately solve multiphase compositional flow equations. This scheme uses most of the information in flux function while it has a moderate computational cost as a consequence of using simple algebraic formula for the wave speed approximation. Moreover, numerically calculated wave structure is shown to be used as a tool for a priori estimation of problematic regions, i.e. degenerate, umbilic and elliptic points, which require applying correction procedures to produce physically acceptable (entropy) solutions.

This paper is concerned with one-dimensional study of compositional two- and three-phase flows in porous media. Temperature is assumed constant and the physical model accounts for miscibility and compressibility of fluids, whereas gravity and capillary effects are neglected.

The proposed numerical scheme can be efficiently used for solving two- and three-phase compositional flows in porous media with a low computational cost which is especially useful when the number of chemical species increases.

A new central scheme is proposed that leads to improved accuracy and computational efficiency. Moreover, to the best of authors knowledge, this is the first time that the wave structure of compositional model is investigated numerically to determine the problematic situations during numerical solution and adopt appropriate correction techniques.

This chapter presents a review of the state-of-the-art in the employee perspective on mergers and acquisitions (M&As). The authors’ aim is to enhance the understanding of the role of employees in M&As. This chapter contributes by presenting a synthesis of how the employee perspective has been studied by describing the methods, the context (industry and geographic location), and publication outlets. Furthermore, this chapter contributes by synthesizing the employee perspective literature into five distinct research streams: (1) employee reactions; (2) culture; (3) communication; (4) knowledge; and (5) speed. The authors reflect on the main findings of each stream and conclude by proposing future directions for research on the role of employees in M&As to (re)generate interest in the topic.

In this chapter, we examine the role of M&A (mergers and acquisitions) leadership by conducting a review of recent empirical studies on M&A leadership. Our aim is to provide an overview of the current state of knowledge concerning M&A leadership. More specifically, we examine how M&A leadership has been studied (i.e., study methods, data sources), where M&A leadership has been studied (i.e., geographic distribution, industries, level of analysis), which leadership M&A outcomes and M&A leadership perspectives have been examined, and finally, how M&A leadership influences post-M&A outcomes. This allows us to identify main areas of interest and provide suggestions for further research.

In recent years a considerable amount of work has been done in Britain and America utilising dual labour market theory. In America, the ideas of Doeringer and Piore have been taken up by radical economists such as Edwards and Bluestone, while in Britain a group of Cambridge economists have also been seeking to develop the theory. These studies have all retained the basic duality incorporated in the theory by Doeringer and Piore. Moreover, the work of Barron and Norris, Bosanquet and Doeringer and Blackburn and Mann has provided some qualified empirical support to the notion of two separate labour markets.

Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships offer a unique perspective by which to understand the work/family interface; however, relatively little research has explored the implications of working with family for employee stress and well-being. In this chapter, we review the existing research concerning stress associated with working with family. We integrate this research into broader demand/resource perspectives on employee stress and well-being, highlighting the manner in which working with family provides unique demands and resources through differences in work–family linking mechanisms. We conclude with suggestions for future research that might enhance our understanding of the work/family interface by considering the dynamics of working with family.

On a global scale, leadership takes place within a complex environment that is molded both by national culture and organizational culture influences. This chapter explores leader-culture (L-C) fit in this global context. Drawing together distinct perspectives on national culture and organizational culture, we identify potential contingencies of L-C fit across these levels. In addition to identifying key gaps and areas for future exploration, we also discuss the practical uses of fit when selecting and developing leaders. Overall, we argue that researchers and practitioners could benefit from an expanded perspective on cultural fit to simultaneously address aspects of national and organizational culture.