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The purpose of this paper is the derivation and efficient implementation of surface impedance boundary conditions (SIBCs) for nonlinear magnetic conductors.

An approach based on perturbation theory is proposed, which expands to nonlinear problems the methods already developed by the authors for linear problems. Differently from the linear case, for which the analytical solution of the diffusion equation in the semi-infinite space for the magnetic field is available, in the nonlinear case the corresponding nonlinear diffusion equation must be solved numerically. To this aim, a suitable smooth map is defined to reduce the semi-infinite computational domain to a finite one; then the diffusion equation is solved by a Galerkin method relying on basis functions constructed via the push-forward of a Lagrangian polynomial basis whose degrees of freedom are collocated at Gauss–Lobatto nodes. The use of such basis in connection with a suitable under-integration naturally leads to mass-lumping without impacting the order of the method. The solution of the diffusion equation is coupled with a boundary element method formulation for the case of parallel magnetic conductors in terms of E and B fields.

The results are validated by comparison with full nonlinear finite element method simulations showing very good accordance at a much lower computational cost.

Limitations of the method are those arising from perturbation theory: the introduced small parameter must be much less than one. This implies that the penetration depth of the magnetic field into the magnetic and conductive media must be much smaller than the characteristic size of the conductor.

The efficient implementation of a nonlinear SIBC based on a perturbation approach is proposed for an electric and magnetic field formulation of the two-dimensional problem of current driven parallel solid conductors.

The purpose of this paper is to develop a computational model for the simulation of heterojunction organic photovoltaic devices with a specific application to a light harvesting capacitor (LHC) consisting of a double layer of organic materials connected in series with two insulating layers and an external resistive load.

The model is based on a coupled system of nonlinear partial and ordinary differential equations describing current flow throughout the external resistive load as the result of exciton generation in the bulk, exciton dissociation into bonded pairs at the acceptor-donor material interface, and electron/hole charge generation and drift-diffusion transport in the two device materials.

Numerical simulation results are shown to be in good agreement with measured on-off transient currents and allow for novel insight on the microscopical phenomena which affect the external LHC performance, in particular, the widely different time scales at which such phenomena occur and their relation to the overall device dynamics.

The LHC demonstrates the viability of a novel approach for converting light energy into an electric current without a steady state flow of free charge carriers through the semiconducting layers. The new insight about the microscopic working principles that determine the macroscopically observed behavior of the LHC obtained via the model proposed in this paper are expected to serve as a basis for studying techniques for exploiting the full potential of the LHC.

Earlier authors suggested that a combination of different factors leads to the development of work addiction, hereby indicating that no single perspective is enough to fully understand this phenomenon. Hence, the aim of this study was to examine the moderating role of perceived work addiction of managers in the relationship between employees' perfectionism and work addiction.

The present cross-sectional study was conducted on a convenience sample of 964 workers from different organizations in Lithuania. Data were collected by means of online self-administered questionnaires. To test the moderating effect, a covariance-based structural equation modeling (CB-SEM) path analysis was performed.

At the level of bivariate correlations, both self-oriented and socially prescribed perfectionism showed positive links with employees' work addiction. However, in structural equation models only self-oriented perfectionism was related to higher levels of work addiction. Further, although the results of the study did not confirm the assumption about the moderating effect of perceived work addiction of managers on the relationship between employees' self-oriented perfectionism and work addiction, the results showed that a positive relationship between employees' socially prescribed perfectionism and work addiction was strongest when a manager was perceived to be highly addicted to work.

The study enriched understanding of the roots of work addiction by employing trait activation theory (Tett and Burnett, 2003) and explaining how both dispositional and contextual factors interacted in predicting this phenomenon.

The article presents the phenomenon of hazards related to severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) in the food supply chain (FSC) by identifying possible stakeholders of a seafood company who might be influenced by the hazards.

A case study analysis was conducted with a review of the organization's documentation alongside a semi-structured interview and an impact effort matrix.

Seven out of 18 stakeholders had to strongly engage in minimizing the effects of hazards related to SARS-CoV-2. The most important areas of cooperation regarded safety were identified. Both external and internal documents and reports regarding the minimizing of negative effects of hazards related to SARS-CoV-2 were required by institutional clients, official authorities and the studied organization itself. The proper identification of stakeholders and up-to-date knowledge about them allowed the organization to react faster and protect the FSC.

The authors’ research was based on qualitative methods, so it lacked a diagnostic survey, along with similar studies for comparison of results and approaches.

The surveyed company may be a good benchmark for others to follow when choosing the appropriate approach in the field of stakeholder analysis for addressing new emerging risks.

The findings are important, timely and original, and they focus on a subject rarely studied in the literature. The information from the paper applies to numerous groups of food companies.

Building on the conservation of resources theory, this research explored the processes underlying the association between perceived workplace incivility and deviant behaviors. Specifically, we tested a mediating mechanism, an interpersonal conflict that has received less consideration in the workplace incivility literature. The authors also tested the organizational climate (i.e. a resource) as a moderator in the perceived workplace incivility–employees’ deviant work behavior relationship.

Time-lagged research design was followed to explain the relationship of variables. Survey data were collected at time 1 and time 2 from 220 service sector working professionals to test the proposed model.

The findings suggest that intrapersonal conflict partially mediates the workplace incivility–deviant work behavior relationship. Further, the authors found that the harmful effects of workplace incivility on employees’ deviant work behavior attenuate in the presence of organizational climate as a resource. The results shed light on the beneficial consequences of organizational climate on employees’ work behavior by attenuating workplace incivility and mitigating their deviant work behaviors.

Overall, the study contributed to understanding the mediating role of interpersonal conflict and the moderating role of organizational climate in explaining the workplace incivility–deviant work behavior relationship.

By integrating the conservation of resources and the emotion-as-social-information theories, this study aims to question whether the leader’s effort to calm down when team members perceive intra-team conflict (ITC) may have a counterproductive effect on their interpersonal functioning. Specifically, the authors investigated whether team members with higher individual perceptions of ITC would be more likely to experience interpersonal strain (ISW) when their team leaders downregulate or suppress their emotional responses (i.e. high interpersonal modulation of emotional responses [MER]). A further objective of the study was to examine whether this exacerbating effect would be conditional on the leader’s sex.

Data were collected from 236 white collars nested in 48 teams (Msize = 6.23; SDsize = 2.69) and their respective team leaders (56.7% men) of a large organization providing financial services.

Multilevel model results showed that team members confronted with higher ITC experienced higher ISW levels, especially when the leader’s interpersonal modulation of team members’ emotional responses was high (vs low). This effect was stronger when the interpersonal modulation was enacted by women (vs men) team leaders.

This study moves an important step forward in the conflict and ISW literature, as it is the first to identify a leader’s MER and sex as key boundary conditions under which ITC is related to team members’ ISW. The implications of these findings for theory and practice are discussed.

This study aims to understand how and when employees' pandemic fears influence their lateness attitude, with a particular focus on how this influence is mediated by emotional exhaustion and moderated by a perceived safety climate.

Survey data were collected among employees in the retail sector.

A core mechanism that explains the escalation of pandemic fears into beliefs that tardiness is acceptable is employees' sense that employees are emotionally overextended by work. The extent to which employees perceive that their organization prioritizes safety issues subdues this detrimental process though.

For human resource management (HRM) practice, the findings point to the notable danger that employees who cannot stop ruminating about an external crisis, and feel emotionally overburdened as a result, might compromise their own organizational standing by devoting less effort to punctuality. To disrupt this dynamic, HR managers can create organizational climates that emphasize safety practices.

This study adds to HRM research by revealing a pertinent source of personal adversity, pandemic fears, and how the fears affects tendencies to embrace tardiness at work. The study explicates how emotional exhaustion functions as a core conduit that connects this resource-draining condition with propensities to show up late, as well as how safety climate perceptions can buffer this translation.

As ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this manuscript we conceptualize and test a model based on a Relational Systems approach to ethical leadership and its relationship with conflict and turnover intentions.

Two studies were conducted to test our hypothesized first- and second-stage moderated mediation model. In Study 1, online surveys were completed by 168 working adults across two different time points. Study 2 extended Study 1 by surveying 115 working adults across three time points using the Mechanical Turk platform.

The indirect relationship between ethical leadership and turnover intentions via relationship conflict was conditional based on follower moral identity. The negative influence of ethical leadership on relationship conflict and, in turn, turnover intentions was stronger for followers who had higher moral identities. In addition, our findings suggest that leader holding behaviors strengthen the negative indirect effects of ethical leadership on turnover intentions.

This paper demonstrates the usefulness of a Relational Systems theoretical approach to understanding ethical leadership. Specifically, ethical leaders, through their desire and ability to help employees feel known and not alone at work, are better able to reduce relationship conflict and, in turn, reduce employees' desire to leave the organization.

Why do some employees choose to prolong their working hours excessively? The current study tested how core self-evaluations (CSEs) might lead to workaholism and how perceived job demands might mediate this relationship.

Insights from the extant literature underpin the hypotheses on how CSEs would affect the development of workaholism through perceived job demands. A sample of 421 working people in China completed the online surveys, and the mediation model was tested using Mplus 7.0 (Muthén and Muthén, 1998–2012).

This study found that different components of CSEs influence workaholism in different ways. Specifically, generalized self-efficacy positively predicts workaholism, whereas emotional stability negatively predicts workaholism. Moreover, most aspects of CSEs (generalized self-efficacy, emotional stability and locus of control) influence workaholism via perceived job demands, specifically via perceived workload but not via perceived job insecurity.

The current study is the first to explore how individuals' fundamental evaluations of themselves (i.e. CSEs) relate to workaholism. The results are helpful for the prevention and intervention of workaholism in organizations.

Principals’ beliefs about their profession are of great interest for schools in terms of organizational development and success. Furthermore, as meaning is a dimension of eudaimonic well-being, studying the principal meaning of work allows us to deepen the knowledge about their professional well-being, too. According to studies on non-educational contexts, the meaning of work is influenced by several organizational variables (such as possibilities for professional development and organizational commitment). Despite this, several school workers still lack to recognize the role played in this regard. Trying to fulfill these gaps partially, the purpose of this study is to verify the incremental effect of organizational dimensions and positive feedback from colleagues above and beyond positive beliefs about work.

An Italian version of the COPSOQ II adapted to school principals was administered to 1,616 school principals. Hierarchical multiple regression was conducted, considering three blocks of variables, namely, positive personal beliefs about work (job satisfaction and self-efficacy); organizational dimensions (role clarity, possibilities for development and sense of belonging to the workplace); positive feedback from colleagues.

Overall, the variables explained 45% of the variance of the meaning of work. While organizational variables accounted for an incremental 24% of the variance, above and beyond the personal experience of work (F (5, 1,610) = 267.378, p = 0.000), positive feedback from colleagues did not show a significant effect originality. To the best of the authors’ knowledge, this is the first study regarding the meaning of work at school with specific reference to school principals.

To the best of the authors’ knowledge, this is the first study regarding the meaning of work at school and with specific reference to school principals.