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There is recent emphasis on designing new materials and alloys specifically for metal additive manufacturing (AM) processes, in contrast to AM of existing alloys that were developed for other traditional manufacturing methods involving considerably different physics. Process optimization to determine processing recipes for newly developed materials is expensive and time-consuming. The purpose of the current work is to use a systematic printability assessment framework developed by the co-authors to determine windows of processing parameters to print defect-free parts from a binary nickel-niobium alloy (NiNb5) using laser powder bed fusion (LPBF) metal AM.

The printability assessment framework integrates analytical thermal modeling, uncertainty quantification and experimental characterization to determine processing windows for NiNb5 in an accelerated fashion. Test coupons and mechanical test samples were fabricated on a ProX 200 commercial LPBF system. A series of density, microstructure and mechanical property characterization was conducted to validate the proposed framework.

Near fully-dense parts with more than 99% density were successfully printed using the proposed framework. Furthermore, the mechanical properties of as-printed parts showed low variability, good tensile strength of up to 662 MPa and tensile ductility 51% higher than what has been reported in the literature.

Although many literature studies investigate process optimization for metal AM, there is a lack of a systematic printability assessment framework to determine manufacturing process parameters for newly designed AM materials in an accelerated fashion. Moreover, the majority of existing process optimization approaches involve either time- and cost-intensive experimental campaigns or require the use of proprietary computational materials codes. Through the use of a readily accessible analytical thermal model coupled with statistical calibration and uncertainty quantification techniques, the proposed framework achieves both efficiency and accessibility to the user. Furthermore, this study demonstrates that following this framework results in printed parts with low degrees of variability in their mechanical properties.

This paper presents exploratory, empirical data from a three-year study of organizational culture in for-profit, employee-owned businesses within the UK, comparing ownership types (direct, trust, and cooperative). It outlines the study and then focuses on worker cooperatives. Culture is illuminated through the lens of performance and reward management.

Qualitative data was gathered from three worker cooperatives based in the North of England, using semi-structured interviews, participant observation, and document review and was compared to qualitative data collected from other types of employee-owned businesses.

The findings suggest a distinct culture within worker cooperatives encompassing five key values: a whole life perspective, consistently shared values, self-ownership, self-control, and secure employment.

Additional time with each cooperative and a greater spread of cooperatives would be beneficial. The research was carried out during a period of organizational growth for the case organizations, which may influence attitudes to reward and retention management.

The results inform recruitment and retention policy and practice within worker cooperatives and highlight concerns regarding the stresses of being a self-owner. These are important considerations for potential worker co-operatives alongside policy recommendations to advance employee ownership.

A comparative analysis of culture, performance, and rewards across different employee ownership types has not been undertaken before. This addresses an under-researched area of employee ownership regarding HR practices. Within the UK, recent research on the culture(s) of worker cooperatives is limited.

This paper describes the development, implementation, and preliminary outcomes of Enhancing Departments and Graduate Education (EDGE) in Geography, a multiyear project begun in 2005 to study the process of professional development in graduate geography in the U.S and sponsored by the National Science Foundation. As a research and action project responding to the needs of graduate geography programs, EDGE seeks to provide academic geographers with an empirical perspective of disciplinary as well as interdisciplinary and generic skills that M.A./M.S. and Ph.D. students develop as a result of graduate education. Related objectives are to understand how disciplinary skills are applied by geography graduates once they enter the professional workforce in both academic and nonacademic professional settings, and to gauge the extent graduate programs are sufficiently preparing geography graduates for those careers. We begin by summarizing the research goals and design of EDGE, highlighting the roles and contributions of geographers and educational researchers, and noting the interplay and synergy between disciplinary and interdisciplinary methodologies and practices. To date, research has focused on: (1) assessing contemporary workforce competencies in professional geography and (2) examining the role of department climate and culture on student experience and faculty development within masters and doctoral programs. Although the EDGE research efforts are still underway, we present some preliminary research findings and discuss the implications of those outcomes for professional development in geography and related social and environmental sciences. Also discussed is the complementary nature of disciplinebased and interdisciplinary professional development efforts.

Labor market studies which focus on dichotomous categories such as employed and unemployed miss a variety of marginal employment situations. This article addre‐sses the recent proliferation of jobs created by democratically controlled alternative organizations. We argue, from a population ecology perspective, that the economic potential of small alternative organizations is limited. Although current environmental con‐ditions favor small specialist organizations, the salience of non‐material incentives prevents alternative organizations from fully exploiting emerging opportunities. Alternative employment is best considered an instance of underemployment with strong tendencies toward impoverishment and self‐exploitation.

The purpose of this study is to understand how superintendents leading large, high-profile and politically complex urban districts make sense of their district–community context and advocate for issues of equity.

This qualitative multi-case study took place over the 2017–18 school year and involved superintendents leading large urban districts in the United States, with data derived from semi-structured interviews, observations of school board and other public meetings and document collection.

This article describes how superintendents' sensemaking around equity was situated within the context of interactions with district board members and other stakeholder groups within their communities and influenced by their sense of professional vulnerability of public advocacy. Leaders often felt the need to attenuate their personal sense of equity and act strategically when framing related policies or practices. This study highlights examples by which superintendents were forced to confront instances when community support and prioritization of equity issues did not match their own and subsequently struggled to make sense of how to frame issues that were not in alignment.

Despite their positional authority, relatively little attention has been paid to the experience of school district superintendents in fostering equity. This study provides practical examples of superintendents making sense of complex leadership scenarios and taking strategic action to promote equity in authentic circumstances and has important implications for research and practice.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

Marginalization exists in many organizations, despite a zero-tolerance stance on discrimination, abuse and harassment. Human resource development (HRD) professionals are increasingly asked to respond to the calls for crucial conversations on race and diversity. However, traditional HRD methods and tools may not be sufficient to address and eradicate racism in the workplace. The usage of testimonio could enable oppressed groups to communicate their narratives to counter stereotypes. This paper aims to describe testimonio and the various ways it can be used as a research methodology and to perturb the dominant practices in the workplace.

This conceptual paper uses testimonio, a narrative methodology with Latin American roots in indigenous oral storytelling, to expand beyond Eurocentric qualitative approaches to capture the voices of marginalized groups. This study gives examples and theorizes how leaders, including human resource professionals, may use this approach to give voice to underrepresented stakeholders in the margins of organizations. Testimonio serves as a non-Eurocentric framework and venue to legitimize their stories. Their voices are assets, enriching while transforming and perturbing and so are needed for communities and organizations to foster a just and sustainable culture and climate.

The use of testimonio as an HRD approach to amplify unrepresented voices in the workplace may be an asset to HRD professionals. However, to realize the full potential of this research tradition in HRD, researchers and practitioners must create more space where trust is present for these groups to tell stories that matter most to them.

This study on the testimonio approach provides a view into organizational power dynamics and voices from the margins. It serves as a means to acknowledge the voices of underrepresented stakeholders in the workplace. HRD scholars should contribute to organizational effectiveness and inclusive workplace climate by using scholarship to highlight the harm of marginalizing policies and behaviors.

Testimonio implies that HRD practitioners in positions of privilege should use their authority to foreground the voices of marginalized individuals who are typically silenced. This can be accomplished by prioritizing unheard voices in the work of HRD professionals. Testimonio as a methodological approach and workplace tool highlights the personal experiences of oppressed groups who experience social injustice, particularly racism. This method encourages organizations that do not operate in a culturally sensitive and inclusive environment to reconsider the discourse that influences their social position.

While there is a clear need to address inequities, few practical inquiry tools are presented. Moreover, through their epistemologies and research procedures, scholars and practitioners may unintentionally maintain and reinforce existing inequitable structures and processes. This paper presents testimonio as a non-Western alternative to Eurocentric qualitative research methodologies to perturb dominant practices in HRD.

Neoliberal urban regimes focus on redeveloping downtowns to compete for economic development. Chattanooga has been lauded by urban development organizations such as Brookings and the Urban Institute for its public-private partnership model dubbed the Chattanooga Way. The paper aims to discuss these issues.

In this paper, the authors use social network analysis to analyze elites highly involved in local economic development, education policy and social entrepreneurship in Chattanooga, TN.

The results suggest a strong group of nonelected local elites dominate policymaking in policy arenas traditionally reserved for elected elites. The overlap between elites who shape local policy and elites who fiscally benefit from local policies raises troubling questions for local democracy, public accountability and transparency.

This analysis is valuable to public policy scholars who are interested in analyzing neoliberal coalitions and their impact on local development initiatives.

This study investigates the relationship between employment status (full time (FT)/part time (PT)), organizational culture and institutional effectiveness in higher education. The purpose of this paper is to answer the question, “Does the growing population of PT faculty preclude effective cultures from developing and, accordingly, adversely affect institutional effectiveness?”

The study surveyed 159 PT faculty and 65 FT faculty from seven schools of an online, proprietary university. The instrument, consisting of the Organizational Culture Survey Instrument and demographic questions, was distributed and data collected utilizing an online survey application. Statistical analysis methods including descriptive statistics, analysis of variance and correlation analysis were used to analyze the data.

The study found no significant differences between perceptions of organizational culture or institutional effectiveness FT and PT faculty. Inter-school differences in perceptions were identified. Further research in this area is warranted to investigate discipline as a cause for the inter-school differences.

The study included respondents from only one online university. Therefore, additional studies involving traditional, ground based and hybrid institutions are required to establish generalizability. Additionally, self-assessments of institutional effectiveness were used. Future studies should consider quantitative research models for the measurement of institutional effectiveness.

The study indicates that PT faculty are not less committed to the institution than their FT counterparts. This strengthens the case for using PT faculty, particularly in an online environment.

This study investigates the relationship between organizational culture and institutional effectiveness in higher education from the faculty perspective. This has not been done before.

Worker cooperative practitioners and developers often claim that democratic worker ownership advances egalitarianism within and beyond the workplace, but most of the empirical evidence in the USA is based on ethnographic case studies or small-scale surveys. This study aims to leverage the first national survey about individuals' experiences in these unique firms to test for the presence of inequalities by gender, race and immigration status in the broader sector.

The study uses a 2017 survey comprising a sample of 1,147 workers from 82 firms. This study focuses on measures of workplace benefits that capture material and psychological ownership, wealth accumulation, wages, workplace autonomy and participation in governance. This study uses ordinary least squares regression models with fixed effects alongside pooled models to determine the effects of gender, race, immigration status and the intersection of gender and race on these outcomes, both within and between firms.

This study finds no evidence of wage gaps by gender, race or immigration status within worker cooperatives, with job type, tenure and worker ownership status instead explaining within-firm variation in pay. Still, this study documents sector-wide disparities in material and non-material outcomes by gender, race and immigration status, reflecting differences in individual-level human capital and job characteristics as well as widespread occupational segregation and homophily.

The paper offers a novel contribution to the literature on workplace empowerment and inequality in participatory firms by analyzing race, gender and immigration status in the most robust dataset that has been collected on worker cooperatives in the USA.