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Flexible tooling for adjusting the posture of large components of aircraft (LCA) is composed of several numerical control locators (NCLs). Because of the manufacture and installation errors of NCL, the traditional control method of NCL may cause great interaction force between NCLs and form the internal force of LCA during the process of posture adjustment. Aiming at this problem, the purpose of this paper is to propose a control method for posture adjustment system based on hybrid force-position control (HFPC) to reduce the internal force of posture adjustment.

First of all, the causes of internal force of posture adjustment were analyzed by using homogeneous transformation matrix and inverse kinematics. Then, axles of NCLs were divided into position control axle and force control axle based on the screw theory, and the dynamic characteristics of each axle were simulated by MATLAB. Finally, a simulated posture adjustment system was built in the laboratory to carry out HFPC experiment and was compared with the other two traditional control methods for posture adjustment.

The experiment results show that HFPC method for redundant actuated parallel mechanism (RAPM) can significantly reduce the interaction force between NCLs.

In this paper, HFPC is applied to the control of the posture adjustment system, which reduces the internal force of LCA and improves the assembly quality of aircraft parts.

International assignments are becoming more and more typical parts of a managerial career. As an outcome, cross‐cultural leadership competencies are required within international companies. Still, real cross‐cultural leadership interaction between expatriate managers and their local subordinates has not been much studied. In the light of this, the goals of the present study were to analyse whether and how expatriate managers adjust their leadership style due to cross‐cultural differences, and whether and how local subordinates perceive the styles of expatriate managers to differ from the styles of local managers after possible adjustments. The data were collected by interviewing Finnish expatriate managers and their Indonesian subordinates in real cross‐cultural business settings with a bicultural interview team.

We review 25 years of research on expatriate experiences concentrating on expatriate adjustment as a central construct, and relying on a general stressor-stress-strain framework. First, we consider who expatriates are, why their experiences differ from domestic employees, and what adjustment is. Conceptualizing (mal)adjustment in terms of stress, we next review the stressors and strains associated with it. Consolidating the wide range of antecedents (anticipatory and in-country) that have been studied to date, we note major patterns of effects and their implications for how HR managers can facilitate adjustment. Although relatively less research has focused on the consequences of adjustment, enough evidence exists to establish a bottom-line impact of poor adjustment on performance. To stimulate future efforts to understand the experiences of expatriates, we discuss the challenges and opportunities of continuing down this road of research.

The purpose of this paper is to address the following questions: what factors affect work role transition outcomes of Filipino employees in Singapore? What is the influence of type of expatriation on work role transition outcomes? Two outcomes of interest are work adjustment and job satisfaction.

An e-mail containing the link to a web-based structured questionnaire was sent to Filipinos working in local and multinational organizations in Singapore, who were also encouraged to forward the link to other Filipinos working in Singapore. The number of respondents totals 106. We used regression analysis to address the research question.

Work adjustment and job satisfaction do not share common factors, indicating differences in their dynamics. Work adjustment is singly explained by the individual factor: the self-efficacy beliefs of the global employees. It is not influenced by the content and context of work but by the disposition of the individual alone. On the other hand, job satisfaction is explained by job factors (role discretion and role conflict) and organizational or job context factors (supervisory support and perceived organizational support). It is not explained by self-efficacy belief. Both work role adjustment and job satisfaction are not influenced by whether or not the global employee is company assigned or self-initiated.

Given the nonprobabilistic sampling employed, results of the study, in a strict sense, apply only to the individuals who participated in the survey. In addition, cross-sectional nature of the study also limits inference on causality.

The null results of gender, marital status, and age imply that these are not good indicators of success and are not a good basis for selection. However, one important dimension to consider in recruitment is self-efficacy belief. Managers also need to nurture self-efficacy of existing employees by enabling them to experience success and for the managers to consciously develop and maintain high self-efficacy belief themselves to serve as role model of employees. Moreover, organizations can enhance and manage job satisfaction by providing support from both the supervisor and the organization, and designing jobs that provide role discretion and less role conflict. In addition, the null result of type of expatriation suggests that pre-departure support erodes through time such that companies that send employees to foreign subsidiaries must continue to provide support beyond the pre-departure phase and highlight the role of host country operations in providing job content and context conducive to job satisfaction.

This study furthers the understanding of work role transition outcomes of people from Asia and the developing world who work in countries other than their own. It also broadens our perspective of work role transition by looking at two outcomes: work adjustment and job satisfaction. Moreover, this study provides an important contribution to the literature by examining the differences in outcomes of company assigned and self-initiated global employees.

The purpose of this paper is to understand the similarities and differences in the internationalization of SMEs and MNEs and the specific factors affecting them.

The relevant literature was reviewed particularly in the context of the major theories of internationalization.

The positive and negative aspects of each theoretical approach to internationalization are present to form the basis of a new model of international entrepreneurship.

The newly developed conceptual model has not been empirically tested.

A redeveloped theoretical integrative conceptual model of international entrepreneurship is proposed based on four internationalization properties (mode, market, product, and time), internationalization performance, and key antecedents and consequences of the internationalization process.

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.

Three adjustment modes are alternatives for mixed-model assembly lines (MMALs) to improve their production plans according to constantly changing customer requirements. The purpose of this paper is to deal with the decision-making problem between these modes by proposing a novel multi-classification method. This method recommends appropriate adjustment modes for the assembly lines faced with different customer orders through machine learning from historical data.

The decision-making method uses the classification model composed of an input layer, two intermediate layers and an output layer. The input layer describes the assembly line in a knowledge-intensive manner by presenting the impact degrees of production parameters on line performances. The first intermediate layer provides the support vector data description (SVDD) of each adjustment mode through historical data training. The second intermediate layer employs the Dempster–Shafer (D–S) theory to combine the posterior classification possibilities generated from different SVDDs. The output layer gives the adjustment mode with the maximum posterior possibility as the classification result according to Bayesian decision theory.

The proposed method achieves higher classification accuracies than the support vector machine methods and the traditional SVDD method in the numerical test consisting of data sets from the machine-learning repository and the case study of a diesel engine assembly line.

This research recommends appropriate adjustment modes for MMALs in response to customer demand changes. According to the suggested adjustment mode, the managers can improve the line performance more effectively by using the well-designed optimization methods for a specific scope.

The adjustment mode decision belongs to the multi-classification problem featured with limited historical data. Although traditional SVDD methods can solve these problems by providing the posterior possibility of each classification result, they might have poor classification accuracies owing to the conflicts and uncertainties of these possibilities. This paper develops a novel classification model that integrates the SVDD method with the D–S theory. By handling the conflicts and uncertainties appropriately, this model achieves higher classification accuracies than traditional methods.

The literature on expatriation rarely considers environmental stressors beyond cultural differences or interaction adjustment from the standpoint of host country nationals (HCNs). The authors develop a typology of expatriate–HCN interaction adjustment in response to a call to investigate the conditions under which pandemic stress facilitates cohesion or division among culturally diverse colleagues.

The typology is based on Berry’s acculturation model, developed with conservation of resources theory and extended with the dual-concerns problem-solving framework from the conflict management literature.

The authors propose that expatriate and HCN perceptions of resource adequacy to cope with pandemic stress shape their choice of adjustment mode, and that contextual resources, including those provided by the organization, are critical. An Integration adjustment mode characterized by perceptions of adequate contextual resources and collaborative problem-solving is proposed to be most beneficial in the context of a pandemic to foster cohesion among culturally diverse colleagues, while a Separation mode characterized by perceptions of inadequate contextual resources and competitive problem-solving is proposed to foster division. Theoretical and practical contributions are provided.

The study takes a novel interdisciplinary approach to develop a contextualized typology of interaction adjustment between expatriates and HCNs. It contributes to the literature on managing multinational enterprise stakeholders in high-risk environments and offers insights into the formulation of international HRM policies and practices during a pandemic that are applicable to other high-risk contexts.

An investigation into the factors affecting the adaptation of spouses of Taiwan expatriates allowed for their modes of adaptation to be classified into ‘adjustment’, ‘reaction’ and ‘withdrawal’. Albeit a sample of 15 spouses were interviewed using a semi‐structured questionnaire, the research findings indicate that if an expatriate’s spouse is characterized as having high cultural flexibility, high social orientation, a high degree of willingness to communicate, a high conflict resolution orientation, low ethnocentricity and a high orientation towards knowledge, the overseas adaptation tends to be of the ‘adjustment’ mode. Research propositions based on case findings and relevant literature are derived here for future more in‐depth study.