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The purpose of the proposed research methodology is to control the trajectory tracking of EDRM and also to cancel out the effect of no-smooth nonlinearities, which affect the system performance badly.

Robust adaptive neural network (RANN)-based backstepping control design methodology is presented in this paper. The proposed design methodology improves the trajectory tracking and running mean error.

The running mean error results show that the convergence of the proposed RANN-based backstepping technique is very fast as compare to the conventional PD control and due to this proposed control technique, the EDRM follows its desired trajectory perfectly.

The EDRM trajectory tracking performance increases which leads to a better working position of EDRM.

The originality of this research article is 93 per cent.

This paper proposes a simple technique for assessing the effect of gear transmission errors in a six‐axis industrial serial robot, as these errors can vitally affect the industrial robot's positioning accuracy.

The experimental procedure is developed using a laser interferometer system to measure bidirectional linear position errors for an ABB IRB 1600 industrial robot. A simple technique based on fast Fourier transformation (FFT) analysis is devised and implemented for the characterization, evaluation, and quantification of gear transmission errors. Structural deformation and backlash error are also discussed.

The authors found that the major sources of error affecting the performance of the robot come from joints two and three. They also found that eccentricity errors, structural deformations, and backlash are the most important sources of error affecting the accuracy and the repeatability of the industrial robot studied. Additional tests show that the robot's first joint has relatively poor bidirectional repeatability.

The usefulness of a laser tracker (or any other large range portable 3D measurement system) is questionable for assessing – let alone analyzing in depth – the gear transmission errors of some of today's industrial robots. The authors demonstrate in this paper that a laser interferometer system can successfully measure gear transmission errors very accurately. The proposed methodology is simple, efficient, and easy to use for the characterization and quantification of the errors.

This work is the first to detail the use of the laser interferometer system for the characterization of the gear transmission errors of an industrial robot. A methodology has been developed and implemented for very accurately quantifying the effects of gear transmission errors, structural deformations, and backlash. The proposed methodology greatly simplifies the measurement set‐up and accelerates error quantification.

As the transmission component of a locomotive, the traction gear pair system has a direct effect on the stability and reliability of the whole machine. This paper aims to provide a detailed dynamic analysis for the traction system under internal and external excitations by numerical simulation.

A non-linear dynamic model of locomotive traction gear pair system is proposed, where the comprehensive time-varying meshing stiffness is obtained through the Ishikawa formula method and verified by the energy method, and then the sliding friction excitation is analyzed based on the location of the contact line. Meantime, the adhesion torque is constructed as a function of the adhesion-slip feature between wheelset and rail. Through Runge–Kutta numerical method, the system responses are studied with varying bifurcation parameters consisting of exciting frequency, load fluctuation, gear backlash, error fluctuation and friction coefficient. The dynamic behaviors of the system are analyzed and discussed from bifurcation diagram, time history, spectrum plot, phase portrait, Poincaré map and three-dimensional frequency spectrum.

The analysis results reveal that as control parameters vary the system experiences complex transition among a diverse range of motion states such as one-periodic, multi-periodic and chaotic motions. Specifically, the significant difference in system bifurcation characteristics can be observed under different adhesion conditions. The suitable gear backlash and error fluctuation can avoid the chaotic motion, and thus, reduce the vibration amplitude of the system. Similarly, the increasing friction coefficient can also suppress the unstable state and improve the stability of the system.

The numerical results may provide a systemic understanding of dynamic characteristics and present some available information to design and optimize the transmission performance of the locomotive traction system.

Based on gender role theory, this study aims to test a moderated mediation model in which gender, mediated by shame, affected salary negotiation initiation and writing pay raise justifications before the negotiation moderated gender effects, by boosting women’s negotiation initiation and lowering their shame.

Mixed-methods approach: in a scenario experiment, participants (N = 172; 92 women) imagined initiating salary negotiations with real employers, and shame and the inclination to actually initiate the negotiation were measured. About half the sample wrote pay raise justifications as part of the task. In the qualitative phase of the study, justifications were analyzed.

The model’s predictions were not supported. Women were neither less inclined to negotiate nor reported higher shame than men. Across gender, shame related to lower negotiation initiation and was alleviated by justifications’ preparation. Writing justifications did not affect men’s negotiation initiation, but lowered women’s. The qualitative analysis revealed that while all participants preferred communal themes in their justifications, women used themes of confidence, entitlement and power less than men.

The study provides original evidence in negotiation literature, on the effects of shame, on the practice of preparing pay raise justifications and on specific patterns in justifications’ content.

The current paper seeks to bring the political perspective to gender differences in promotion decisions, a phenomenon with great longevity in research and practice. Specifically, the degree to which gender role‐congruent and counterstereotypical influence behavior is related to liking as moderated by political skill.

Using a sample of n=136, these hypotheses were tested in retail organizations in the Northeast and Southwest.

Political skill significantly moderates the relationship between ingratiation and liking, such that use of ingratiation was positively related to liking when women were high in political skill. However, the relationship between assertiveness and liking was unchanged by political skill level and was unrelated to liking. Liking was consistently found to be positively related to promotability ratings.

Questionnaire data collection is used exclusively; however, the subordinate and supervisor data were collected at two different times.

The results are relevant for employees in that they imply a need for them to be cognizant of their behavior as it relates to social role expectations and for supervisors to understand the factors that could contribute to lower ratings.

The current results suggest that gender role‐congruent influence behavior is positively related to socially relevant evaluations (i.e. liking); thus, women whose behavior is consistent with social expectations may be more positively evaluated.

This study provides a political explanation for differences in women's promotability and also investigates mechanisms that may be related to reducing promotability disparity.

This study aims to explore the experience of performing androgynous leadership approaches by New Zealand women leaders within the context of everyday conflict situations.

The research question “How do women leaders experience gender in conflict situations?” was explored through the facilitation of 4 focus groups with 19 senior female leaders in New Zealand. Poststructural discourse analysis was used to explore how participants negotiated positions of power within their environments and in accordance with competing gendered discourses.

Participants described taking a flexible, balanced, androgynous leadership approach to managing conflict situations. While the expectations to be “empathetic”, “sympathetic”, “gentle”, “nurturing” and “caring” resonated with the participants preferred approach, they remained firm that if conflict persisted, they would “cross the line” and adopt stereotypically masculine behaviours to resolve the situation. However, participants describe that when perceived to be crossing the line from feminine to masculine approaches, they experienced significant backlash. This demonstrates the tensions between the approaches women leaders would like to take in managing conflict and the experiences of doing so within a prescriptively gendered organisational context.

This research contributes to a gap which exists in understanding how gender is experienced from the viewpoint of the woman leader. This research presents a nuanced view of gendered leadership as a contested ground, rather than a series of strategic choices. Despite an increase in the acceptance of women into leadership positions, the authors seemingly remain bound by what is considered a “feminine” leader.

Although cultural beliefs about gender differences in emotional experience and expression are pervasive, empirical evidence does not always bear out those beliefs. This disjuncture has led scholars to argue for the examination of specific emotions in specific contexts in order to understand more clearly the conditions under which gender differences emerge. Heeding this call, we focus on the justice context, reviewing and investigating men's and women's feelings about and emotional displays regarding distributive justice. Using a vignette study, we specifically examine how gender and the contextual factors of procedural justice, legitimacy of the decision-maker, and gender of the decision-maker affect emotional responses of injustice victims. We argue that a focus on the gender combination of actors in a situation moves the study of gender and emotions beyond the assumption that gender-specific cultural beliefs dictate individual's feelings across situations. Our findings show few gender differences in the experience and expression of anger, resentment, and satisfaction. Rather, contextual factors, including the gender of the decision-maker, had stronger effects on emotional responses than gender of the victim. In our justice situation, then, context matters more than gender in understanding emotional responses.

We analyze reactions to the U.S. government-led repression of WikiLeaks in late 2010 by actors such as Anonymous and the Pirate Parties to argue that the potential for backlash, which has been so prominent offline, is also a potential repercussion of repression online. In doing so, we use existing research to identify different ways in which bystanders might be pulled into conflicts, and examine our case for evidence of any of these forms of backlash. We also hypothesize that the net observed effect of repression is really the result of competing and/or amplifying backlash and deterrence effects; when this net effect is in favor of backlash, we call it a “net backlash effect” to indicate that there was more backlash than deterrence. We argue that net backlash occurs when repression recruits more bystanders into a conflict than it is able to deter in terms of already active participants. We also argue that backlash is a very likely outcome when Internet activism is repressed.

This study used a scenario design to examine whether there are different reactions among whites based on how a diversity program is justified by an organization. A reactive justification (affirmative action) was proposed to result in greater backlash than a competitive advantage justification (diversity management). In addition, this study examined the effects of personal and group outcomes on backlash and explored two individual difference variables, gender and orientation toward other ethnic groups, as potential moderators of the proposed relationships. Backlash was operationalized in four ways: an affect‐based measure (negative emotions), two cognitive‐based measures (attitude toward the diversity program, perceptions of unfairness of promotion procedures), and a behavioral‐intentions‐based measure (organizational commitment). Results indicated that the diversity management justification was associated with more favorable support of the diversity initiative, and that unfavorable personal and group outcomes adversely affected backlash reactions. There was no empirical support for the influence of the moderator variables on the proposed relationships, however, a main effect for gender was found. Implications of the study's findings and future research directions are discussed.

Introducing the concept of intra-social movement backlash this chapter explores the “legacy phase” of legal action focusing on conflicts and debates within a social movement that has mobilized. Using a legal mobilization framework attuned to the recursive relationship between rights, rights-claiming activities, and collective identity, the chapter analyzes the mixed legacies of movement strategic litigation. Empirically, the chapter offers two illustrative case studies of intra-movement backlash in the women's and the disability rights movements in Canada. The findings suggest that while this form of backlash can have negative, disempowering effects, it also offers opportunities to challenge hegemonic structures within a social movement and re-imagine collective identities.