After considering the most important variables on which various forms of colloidal instability can depend, some important principal aspects of this phenomenon should be discussed.
“Flocculation” is a generally unloved characteristic of pigmented systems. The question in the title, however, presumes that one knows what flocculation is. But if one asks…
Abstract
“Flocculation” is a generally unloved characteristic of pigmented systems. The question in the title, however, presumes that one knows what flocculation is. But if one asks various competent people: “What is flocculation?”, then one receives not only similar replies, but frequently also different descriptions and definitions with which the persons asked generally characterise their specific problem‐areas. This situation shows that flocculation is an expression with various meanings describing both causes and effects in differing forms. This fact, however, involves various risks and indeed difficulties in communication.
3. On what are the various forms of pigment flocculation dependent?
3.2.5 Proportion of functional groups in the binder From fig. 14 we can see how the proportion of carboxyl groups in an acrylate resin at otherwise constant conditions can…
Abstract
3.2.5 Proportion of functional groups in the binder From fig. 14 we can see how the proportion of carboxyl groups in an acrylate resin at otherwise constant conditions can influence the rub‐out effect in two different polar coloured pigments.
Mehmet Ozdemir, Serap Mert and Ayse Aytac
This study aims to perform the surface treatment of synthetic α-Fe2O3 red iron oxide pigment with hydrolysate 3-aminopropyl silane (A) and colloidal silica (CS) and investigate…
Abstract
Purpose
This study aims to perform the surface treatment of synthetic α-Fe2O3 red iron oxide pigment with hydrolysate 3-aminopropyl silane (A) and colloidal silica (CS) and investigate the effects of surface-treated pigment on the styrene acrylic (SA) emulsion and polyurethane (PU) dispersion.
Design/methodology/approach
For this purpose, firstly red iron oxide particles were modified with A and CS separately in an aqueous medium. After isolation of the modified iron oxide were characterized by Fourier transform infrared spectroscopy (FTIR), X-ray photoelectron spectroscopy (XPS) and scanning electron microscopy with energy dispersive spectroscopy (SEM-EDS). Moreover, the degree of the dispersion stability of the modified pigment in coatings with SA emulsion and PU dispersion was investigated by using an oscillation rheometer. Loss (G''), storage (G') modulus, loss factor [tan(δ)] and yield stress (τ0) values were determined by performing amplitude and frequency sweep tests.
Findings
The τ0 in SA coatings decreases with the amount of used A and increases with the amount of used CS. The τ0 decreases as the amount of used A and CS in PU coatings increases. The use of CS on red iron oxide pigments causes storage modulus to increase in SA coatings at low angular frequencies, while it causes a decrease in PU coatings.
Originality/value
To the best of the authors’ knowledge, for the first time, the suspended state of the iron oxide hybrid pigment formed with CS in the coating was investigated rheologically in this study.
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Antonia J. Kaluza and Nina M. Junker
Health-oriented leadership is an emerging concept that is promising for better understanding how leaders can support employee well-being. However, there is uncertainty about the…
Abstract
Purpose
Health-oriented leadership is an emerging concept that is promising for better understanding how leaders can support employee well-being. However, there is uncertainty about the process through which health-oriented leadership relates to employee well-being. Advancing health-oriented leadership research, this study aims to examine employee self-care and the perceived team health climate as mediating mechanisms.
Design/methodology/approach
The authors conducted a time-lagged study with three measurement points (NT1 = 335, NT2 = 134, NT2 = 113) to test these mechanisms.
Findings
The results show that health-oriented leadership at Time 1 positively relates to employee self-care and perceived team health climate at Time 2, which, in turn, are negatively associated with employee exhaustion at Time 3.
Originality/value
The indirect associations suggest that health-oriented leadership relates to employee well-being via the perceived team health climate and the individuals' self-care. By revealing an important mediating mechanism, this study contributes to the health-oriented leadership literature and can help organizations and leaders improve health promotion in organizations.
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A plethora of research has been carried out both in terms of addressing different conceptualizations of destructive leadership and its relationship with various outcomes. In this…
Abstract
A plethora of research has been carried out both in terms of addressing different conceptualizations of destructive leadership and its relationship with various outcomes. In this vein, this chapter focuses on the relationship between destructive leadership and followers' well-being. In particular, it addresses the current state of inquiry about the plausible effects of destructive leadership on the followers' mental and physical health, including experiences of stress, emotional exhaustion, and negative affectivity. Furthermore, it presents empirical research exploring the underlying mechanisms of this relationship. Finally, it proposes the implementation of occupational interventions to prevent and/or reduce destructive leadership behaviors and later provides recommendations for prospective research. Thus, the current chapter contributes to the extant literature by providing a comprehensive view regarding the detrimental effects of destructive leadership on the followers' well-being as well as offering insight into how to deal with its negative effects.
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Successful teams tend to be highly cohesive and team cohesion to be particularly helpful in allowing teams and their members to sustain their success even in the most challenging…
Abstract
Successful teams tend to be highly cohesive and team cohesion to be particularly helpful in allowing teams and their members to sustain their success even in the most challenging times. One disillusioning consequence of this reciprocity between cohesion and performance would suggest that failures made by teams and/or their members likely jeopardize their success by preventing them from capitalizing on such virtuous circles associated with team cohesion. Yet, many teams uphold their performance despite the failures they have to cope with, suggesting that the potential vicious circles can be overcome. This chapter aims at illuminating the vicious and virtuous circles associated with team cohesion that are induced by either collective failures of teams or individual failures of their members. It therefore offers a multilevel perspective not only on the emergence and diffusion of failures at the individual and team levels, but also on the critical role that team cohesion plays for a team’s (dys)functional coping across these levels. It is theorized that collective failures triggered exogenously can help build team cohesion, and that whether endogenously-triggered collective failures bring about the vicious or the virtuous circles of team cohesion depends on whether the individual failures developing into collective failures are triggered endogenously or exogenously. The implications of this conceptual work are discussed in light of the literatures on error/failure management and group cohesiveness.
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Ricardo Belinski, Adriana M.M. Peixe, Guilherme F. Frederico and Jose Arturo Garza-Reyes
Industry 4.0 has been one of the most topics of interest by researches and practitioners in recent years. Then, researches which bring new insights related to the subjects linked…
Abstract
Purpose
Industry 4.0 has been one of the most topics of interest by researches and practitioners in recent years. Then, researches which bring new insights related to the subjects linked to the Industry 4.0 become relevant to support Industry 4.0's initiatives as well as for the deployment of new research works. Considering “organizational learning” as one of the most crucial subjects in this new context, this article aims to identify dimensions present in the literature regarding the relation between organizational learning and Industry 4.0 seeking to clarify how learning can be understood into the context of the fourth industrial revolution. In addition, future research directions are presented as well.
Design/methodology/approach
This study is based on a systematic literature review that covers Industry 4.0 and organizational learning based on publications made from 2012, when the topic of Industry 4.0 was coined in Germany, using data basis Web of Science and Google Scholar. Also, NVivo software was used in order to identify keywords and the respective dimensions and constructs found out on this research.
Findings
Nine dimensions were identified between organizational learning and Industry 4.0. These include management, Industry 4.0, general industry, technology, sustainability, application, interaction between industry and the academia, education and training and competency and skills. These dimensions may be viewed in three main constructs which are essentially in order to understand and manage learning in Industry 4.0's programs. They are: learning development, Industry 4.0 structure and technology Adoption.
Research limitations/implications
Even though there are relatively few publications that have studied the relationship between organizational learning and Industry 4.0, this article makes a material contribution to both the theory in relation to Industry 4.0 and the theory of learning - for its unprecedented nature, introducing the dimensions comprising this relation as well as possible future research directions encouraging empirical researches.
Practical implications
This article identifies the thematic dimensions relative to Industry 4.0 and organizational learning. The understanding of this relation has a relevant contribution to professionals acting in the field of organizational learning and Industry 4.0 in the sense of affording an adequate deployment of these elements by organizations.
Originality/value
This article is unique for filling a gap in the academic literature in terms of understanding the relation between organizational learning and Industry 4.0. The article also provides future research directions on learning within the context of Industry 4.0.
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Xenia Bolschakow, Thomas Rigotti and Kathleen Otto
The benefits of authentic leadership for followers have been thoroughly researched, but the effects on leaders’ well-being remain unclear. To address this research gap, the…
Abstract
Purpose
The benefits of authentic leadership for followers have been thoroughly researched, but the effects on leaders’ well-being remain unclear. To address this research gap, the authors hypothesized reciprocal relationships between authentic leadership and work engagement as well as emotional exhaustion.
Design/methodology/approach
The hypotheses were tested in a German sample with leaders from different work sectors using a cross-lagged panel design with a time lag of 14 months (N = 137 at T1; N = 217 at T2).
Findings
Well-being significantly predicted leaders’ engagement in authentic leadership at the second measurement point, whereas the reciprocal relationships were not significant.
Research limitations/implications
Drawing on the Conservation of Resources Theory, possible processes underlying the observed impact of leaders’ well-being on their leadership behavior are discussed. The present research provides evidence that well-being constitutes a crucial basic resource for leaders to engage in constructive leadership behaviors such as authentic leadership.
Originality/value
This study contributes to the literature by uncovering the causal order linking authentic leadership and leaders’ health.