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The purpose of this paper is to investigate the effect of Mg²⁺substitution on the magnetic and electrical properties of Li_0.35−x Mg_2x Zn_0.3 Fe_2.35−xO₄ thick films synthesized with polyvinyl alcohol (PVA) matrix.

The nanoferrites Li_0.35−x Mg_2x Zn_0.3 Fe_2.35−xO₄ (x=0, 0.07, 0.14, 0.21, 0.28 and 0.35) were synthesized by chemical technique using aqueous solution of PVA (the matrix) and thick films were fabricated by screen printing technique. The DC magnetic hysteresis measurements, AC magnetic susceptibility and DC electrical resistivity were measured as a function of temperature.

The lattice parameter of thick film Li_0.35−x Mg_2x Zn_0.3 Fe_2.35−xO₄ (x=0, 0.07, 0.14, 0.21, 0.28 and 0.35) increases with the substitution of Mg²⁺ions for Li¹⁺and Fe³⁺. The surface morphology of the thick films showed the grain size increasing with Mg²⁺substitution till x=0.21 and then decreasing for the higher concentrations of magnesium. The magnetic moment n_B (μ_B) computed from the M_s obtained by extrapolation of the magnetization curve showed a gradual decrease with the composition till x=0.21, beyond which a sudden decrease was observed. The resistivity of the films at room temperature had variation with composition x, similar to that of magnetic moment. The activation energies ΔE_F and ΔE_P were found to vary with composition x of the ferrite system.

The paper reports, for the first time, the magnetic and electrical properties of fritless Li_0.35−xMg_2xZn_0.3Fe_2.35−xO₄ thick films using PVA polymer matrix. Up to x=0.21 (Mg²⁺), grain size increases and Curie temperature decreases beyond which reverse effect takes place.

There is dearth of research pertaining to how persons with disability (PWDs) view their career and the issues they face in career development; past studies highlight either the organizational initiatives or individual factors in this regard. The present study bridges this gap by studying the PWDs' experiences and perceptions on challenges in their career development.

An exploratory study through interview of professionally qualified PWDs in India, who have a permanent employment.

PWDs experience that affirmative action has a negative fallout as it leads to positive discrimination and hence, adversely affects their confidence and development.

The present study throws up new themes in the organizational climate that the PWDs face in career development, future studies can understand the aspirations of PWDs toward career and focus on the how the PWDs engage in shaping their career. Researchers can explore strategies that PWDs plan/adopt in creating a sustainable career for themselves. Scholars can also map the issues raised by PWDs with the career outcomes.

The Rights of Persons with Disability Act, 2016, of Government of India introduces a social model of disability in India. This paper deploys the social model of disability to enhance our understanding of the disability climate in India from a new lens.

This study introduces new themes that depict the environmental factors and are related to the organizational climate rather than self-focused issues of PWDs. The paper introduces two new subjective criteria, voiced by PWDs, for career development – a well-crafted capability-based career path and role of inspirational platforms. It introduces hitherto undiscovered issues toward career development, faced by PWDs who have a secure employment and a professional career. This is the first exclusive study of PWDs employed in public sector and thus, brings uniqueness in the context.

Understanding disabled people as gray-collar workers who are under-paid, under-valued and under-employed is recognized as in urgent need of attention but remains unaddressed. Based on 30 semi-structured interviews with disabled people, observations and document analysis, the authors argue that the disabled gray-collar workers in the performing arts provide a context and socio-cultural perspective on how gray-collar workers can attain dignity through social inclusion. Building on a novel framework of four dimensions of social inclusion theory – access, participation, representation and empowerment – the authors identify social interactions portrayed in the performing arts in order to deconstruct the processes that normalize and reinforce exclusion and inequality. The authors demonstrate how social inclusion can be “enabled” which has implications for theory, policy and practice.

The purpose of this paper is to study thickness dependent variation in microwave properties of the Mg_xMn_(0.9−x)Al_0.1Zn_0.8Fe_1.2O₄ (x=0.8, 0.9) thick films and enhancement of power efficiency of Ag thick film EMC patch antenna.

X‐band microwave properties of the Mg_xMn_(0.9−x)Al_0.1Zn_0.8Fe_1.2O₄ (x=0.8, 0.9) thick films were measured by superstrate technique using Ag thick film EMC patch antenna as the resonant element. The complex permittivity and permeability of these thick films were also measured by this technique. The microwave response of the EMC patch, complex permeability and permittivity of Mg_0.8Mn_0.1Al_0.1Zn_0.8Fe_1.2O₄ and Mg_0.9Al_0.1Zn_0.8Fe_1.2O₄ thick films and their thickness dependency were investigated.

The XRD patterns reveal the cubic spinel crystal system was obtained for both compositions. The crystallite size obtained was 134.68 nm for Mg_0.8Mn_0.1Al_0.1Zn_0.8Fe_1.2O₄ and 155.99 nm for Mg_0.9Al_0.1Zn_0.8Fe_1.2O₄ The superstrate technique has been used successfully to evaluate the complex permittivity and permeability of the ferrite thick films in the X band. The EMC patch also show thickness and composition dependent frequency agility and enhancement of power efficiency.

The complex permeability of Mg_xMn_(0.9−x)Al_0.1Zn_0.8Fe_1.2O₄ (x=0.8, 0.9) thick films measured by superstrate technique is reported in this paper. The superstrate of Mg_xMn_(0.9−x)Al_0.1Zn_0.8Fe_1.2O₄ (x=0.8, 0.9) thick films makes the Ag thick film EMC patch antenna frequency agile and power amplification is obtained.

Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.

The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).

Entrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.

First, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.

The aim of this paper is to investigate microwave Ku band absorbance, complex permittivity, and permeability of SrFe₁₂O₁₉ thick films by a simple and novel waveguide technique.

The glass frit free or fritless strontium hexaferrite thick films were formulated on alumina by screen printing technique from the powder synthesized by chemical co precipitation method for pH 11 adjusted during the reaction. The 13‐18 GHz frequency band microwave absorbance of the SrFe₁₂O₁₉ thick films by a simple waveguide method. The complex permittivity and permeability of strontium hexaferrite thick films was measured by voltage standing wave ratio technique.

SrFe₁₂O₁₉ thick films show high ∼80 percent absorbance in the whole 13‐18 GHz frequency band. The thickness dependant microwave properties of strontium hexaferrite thick films were observed. The real permittivity ε′ lies in between eight and 35 with the variation in thickness of the thick film SrFe₁₂O₁₉. The real microwave permeability μ′ of strontium hexaferrite thick films lies in the range 1.12‐6.41. The resonance type behavior was observed at frequency 14.3 GHz. The SrFe₁₂O₁₉ thick film of thickness 30 μm could be a wide band (∼5,000 MHz) absorber with absorbance ∼87 percent for the whole 13‐18 GHz frequency band.

The complex permeability of strontium hexaferrite thick films was measured by simple novel waveguide method. The high absorbance (∼87 percent) of thick film SrFe₁₂O₁₉ over a broad band ∼5,000 MHz will be useful in achieving RAM coatings required for 13‐18 GHz frequency band.

The provision of accommodation devices is said to aid organizational inclusion of employees with a disability. However, devices that are meant to enable might only partially facilitate productivity, independence, and social inclusion if these devices are not accepted by the user's workgroup. The authors outline a conceptual model of accommodation device acceptance through a sociomaterial lens to suggest conditions influencing workgroup device acceptance.

To build the model, the authors draw upon the sociomateriality and disability literature to frame accommodation devices as experienced in ongoing interactions, representing the goals, feelings, and interpretations of specific workgroups. The authors also unpack attributes of devices—instrumentality, aesthetics, and symbolism—and propose how each of these can pattern social conduct to influence device acceptance. The authors then draw upon the disability literature to identify attributes of workgroups that can be expected to amplify or diminish the effect of device attributes on device acceptance in that workgroup.

The conceptualization, which the authors illustrate with examples particular to visual impairment, presents implications for who and what serves as a gatekeeper to accommodation device acceptance and thereby workgroup inclusion.

Prior research has focused on conditions under which devices are requested by users or made available by organizations, undergirded by the assumption that devices are well-specified once provided and that they operate relatively predictably when used in various workgroups. The authors focus instead on what happens after the device is provided and highlight the complex and dynamic interaction between an accommodation device and the workgroup, which influences device and user acceptance.

The purpose of this paper is to describe workplace disclosure dilemmas of individuals with hidden mental health conditions who have privately accepted their mental health condition (anxiety and/or depression), but have chosen not to disclose it in their respective workplaces.

Interviews were conducted with 15 individuals who experience anxiety and/or depression. These individuals work across diverse organizations and sectors in India (e.g. architecture and health care). Data were analyzed using qualitative methods.

Interviewees grappled with three dilemmas: professionalism versus authenticity (i.e. bringing only a partial professional self or the whole self to work), withdrawal versus participation (i.e. withdrawal from workplace interactions to conceal their condition or participation such that people could know of it) and personal privacy versus general advocacy (i.e. guarding one's privacy or engaging in advocacy for individuals who experience mental health conditions). Overall, findings suggest that the disclosure dilemma can stem from both one's internalized sense of a devalued self and by perceived contextual cues.

Findings imply that perceived contextual conditions that amplify threat of discovery and its anticipated consequences can lead to and reinforce the disclosure dilemma. As individuals internalize others' constructions of themselves, they self-police and do not interrogate assumed normality within their social contexts.

Employers can create inclusive environments. Present findings suggest some examples of inclusive practices such as the employment of dedicated resident counselors or counselors shared across organizations, training of stakeholders (including human resource personnel), allowing for selective disclosure (e.g. only to medical personnel) and cultivating informal support networks comprising similar others.

Such evidence-based research that can inform practices of inclusion for persons with a disability is especially important, considering that research on mental health conditions is conspicuous by its relative absence in mainstream management journals.

Through addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.

The author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.

The author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).

This paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

The purpose of this paper was to determine the complex permittivity of bismuth strontium manganites (Bi_1−xSr_xMnO₃) in the 8‐12 GHz range by using perturbation of Ag thick film microstrip ring resonator (MSRR) due to superstrate of both bulk and thick film.

The BSM ceramics were synthesized by simple low cost solid state reaction method and their fritless thick films were fabricated by screen printing technique on alumina substrate. A comparison has been made between the X band response of Ag thick film microstrip ring resonator due to perturbation of bulk and thick film Bi_1−xSr_xMnO₃ ceramic.

The bulk and thick film superstrate decreases the resonance frequency of MSRR. In this technique even minor change in the properties of superstrate material changes the MSRR response. Variation of strontium content also influences microwave conductivity and penetration depth of bulk and thick films.

The microwave complex permittivity decreases with increase in Sr content in bismuth manganite and it is higher for bulk as compared to its thick films. The superstrate on Ag thick film microstrip ring resonator is an efficient tool capable of detecting the composition dependent changes in microwave properties of ceramic bulk and thick films.