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The purpose of this paper is to report how the use of a direct and an inverse task gave students an opportunity to discern the structure of a distributive law that they could apply to expand or to factorise algebraic expressions. The paper discusses a teaching sequence (of about 40 minutes) in a Grade 8 (14-15 year-olds) algebra class and it focusses on how the use of inverse tasks opens the dimension of variation. For instance, if the distributive law has always been used as a(b+c), factorising the expressions ab+ac means opening up the dimension of distributive law. The analysis showed that two central processes, transformation and variation, improved communication in the classroom.

The data used come from a longitudinal study conducted in Sweden. The methodology is grounded in educational design research. Two secondary school teachers conducted a lesson with variation theory as a guiding principle, supervised by a researcher. The relationship between teaching and learning was analysed in the enacted object of learning. The critical aspect for students’ learning was identified by asking questions to probe the students’ understanding.

The use of a direct and an inverse task gave the students an understanding of the structure of the distributive law that they could apply to expand or to factorise algebraic expressions. The teacher opened up a dimension of variation by similarity that gave the students the opportunity to discern the commonality in direct and inverse tasks as well as to relate the direct and inverse tasks to each other. Without an identification of similarity that might help students to compare underlying meanings, or to match one representation to another, students may not experience variations because there is not concordance among the relationships between the representations.

Teachers can produce new knowledge as well as communicate successfully in the classroom when creating teaching activities that promote the discernment of similarity and difference that might help students to compare underlying meanings, or to match one representation to another.

The study represents an example of research which has the aim of improving teachers’ practices by using research results from mathematics education whilst keeping in mind that learning must be improved.

The central educational problem is to have students make sense of sophisticated ways of reflecting on the general laws used in mathematics in relation to the algebraic ways of acting and reflecting. Variation theory sees learning as the ability to discern different features or aspects of what is being learned. It postulates that the conception one forms about the object of learning is related to the aspects of the object one notices and focusses upon.

The commutative law for algebraic generalisations is not characterised by the use of notations but, rather, by the way the general is dealt with. Algebraic generalisations entail: the grasping of a commonality related to the discernment of whole-parts relationships, the generalisation of this commonality to two types of transformations: treatments and conversions, and the formation of direct and inverse tasks that allows one to discern the relationship between the whole, the parts, the relations between the parts, the transformation between the parts and the relationship between the parts and the whole.

The optimization of a panweight network is studied. A generalized concept summary of optimality is established, which unifies various related principles. This may be viewed as a sort of complement and extension of Bellman's work. Some of its applications in dynamic programming are discussed. A sufficient condition and three necessary conditions are given under which Bellman's principle holds.

The purpose of this paper is to introduce an interval finite element method (IFEM) to simulate the temperature field of mass concrete under multiple influence uncertainties e.g. environmental temperature, material properties, pouring construction and pipe cooling.

Uncertainties of the significant factors such as the ambient temperature, the adiabatic temperature rise, the placing temperature and the pipe cooling are comprehensively studied and represented as the interval numbers. Then, an IFEM equation is derived and a method for obtaining interval results based on monotonicity is also presented. To verify the proposed method, a non-adiabatic temperature rise test was carried out and subsequently simulated with the method. An excellent agreement is achieved between the simulation results and the monitoring data.

An IFEM method is proposed and a non-adiabatic temperature rise test is simulated to verify the method. The interval results are discussed and compared with monitoring data. The proposed method is found to be feasible and effective.

Compared with the traditional finite element methods, the proposed method taking the uncertainty of various factors into account and it will be helpful for engineers to gain a better understanding of the real condition.

We examine the evolution of labor arbitration decisions between 1988 and 2018 in which a union-represented employee was alleged to have committed sexual harassment. We find that management punished sexual harassment more stringently over time and that arbitrators became more sensitive to whether or not good procedure was followed by management over time. Distributive justice was also a major concern for arbitrators. The results suggest that it is essential for management to exercise procedural justice in disciplining employees, but that it is just as important for management to consider distributive justice when it comes to imposing discipline for inappropriate behavior.

Recent developments in US rhetoric and policy advocating the militarisation and marketisation of outer space challenge the global commons values and regimes that developed partly in response to decolonisation. These regimes embodied aspirations to post-colonial distributive justice, as well as to international management for peaceful purposes. The purpose of this paper is to argue that global commons values should be defended against these challenges in order to avoid the risk of exporting colonial legacies of injustice into outer space.

This paper is an exercise in normative International Political Theory and so develops normative arguments by drawing on approaches in political theory and international law.

This paper demonstrates that the commons values endorsed in the aftermath of colonialism retain their relevance in a global politics that remains structured by post-colonial power relations. This paper also demonstrates that these commons values have evolved and found expression in central elements of international law, persisting as resources to be drawn on in normative argument.

This study places recent moves to assert US hegemony in space in the context of persistent post-colonial power relations and develops novel arguments in renewed support of commons values.

Despite the importance of employees’ perception of organizational justice and its impact on intention to stay, various loopholes have been identified that do not justify this relationship. The purpose of this paper is to posit a model, which postulates the effect of procedural and interactional justice on distributive justice, which further impact employees’ intention to stay. Subsequently, it also investigates the mediating role of employees’ affective commitment.

A questionnaire was prepared and a survey was conducted on 500 junior and middle-level software professionals. Structural equation modeling was employed to examine the proposed model.

The study concludes the positive effect of distributive, procedural and interactional justice on employees’ intention to stay. Moreover, the addition of affective commitment as a mediator, displayed an indirect influence of organizational justice on intention to stay.

This study proposes a model to boost organizational justice to encourage employees’ intention to stay in an organization. Furthermore, considering the role of organizational commitment in enhancing intention to stay would be fruitful to the stakeholders in the IT industry.

No study has been reported in the context of the role of organizational justice on intention to stay while testing the contribution of affective commitment as a mediator, within a single framework. This study elucidates the influence of distributive, procedural and interactional justice on employees’ intention to stay in IT organizations.

A pesar de la importancia de la percepción de los empleados sobre la justicia organizacional y su impacto en la intención de quedarse, se han identificado varias lagunas que no justifican esta relación. El estudio postula un modelo que postula el efecto de la justicia procesal e interactiva en la justicia distributiva, que impacta aún más la intención de los empleados de permanecer. Posteriormente, también investiga el papel mediador del compromiso afectivo de los empleados.

Se preparó un cuestionario y se llevó a cabo una encuesta a 500 profesionales de software de mediano y menor nivel. el modelado de ecuaciones estructurales se usó para examinar el modelo propuesto.

El estudio concluye el efecto positivo de la justicia distributiva, procesal e interaccional sobre la intención de los empleados de permanecer. Además, la adición del compromiso afectivo como mediador, mostró una influencia indirecta de la justicia organizacional sobre la intención de permanecer.

este estudio propone un modelo para impulsar la justicia organizacional para alentar la intención de los empleados de permanecer en una organización. Además, considerar el papel del compromiso de la organización para mejorar la intención de permanecer sería fructífero para las partes interesadas en la industria de TI.

no se informó ningún estudio en el contexto del papel de la justicia organizacional en la intención de permanecer mientras se prueba la contribución del compromiso afectivo como mediador, dentro de un marco único. Este estudio dilucida la influencia de la justicia distributiva, procesal e interactiva en la intención de los empleados de permanecer en las organizaciones de TI.

Halal frozen meat product returns are major challenges in the halal frozen meat supply chain because of the sheer volume and processing costs of returns. The purpose of this paper is to investigate the effect of integrated halal supply chain (IHSC) strategies on effective product returns with halal logistics (HL) as an interceding variable.

This paper used the cross-sectional technique to select samples from a population that revolved around the halal food industry in Malaysia. Data collected from halal service providers who handle halal frozen meat product returns provided insightful findings.

The findings of this paper indicate that the IHSC dimensions, such as interactive fairness, procedural fairness and service coverage, are positively associated with effective product returns. It also shows that HL plays a mediating role between the IHSC and effective product returns.

From a practical viewpoint, this paper suggests that an effective return service system can be designed to emphasise the category of interactive and flexible justice services through refunds or product replacement, depending on customer's demand.

The result of this paper provides insights into how logistics service provider managers effectively and efficiently handle the halal supply chain network when involving product returns.

The purpose of this paper is to develop a better understanding of the types of career models that different managerial and union employees view influencing their career development.

In this study, the authors gathered interview data from 74 public sector employees in management and union positions illustrating examples of the career models they experienced.

The study explains how unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The results, based on interviews in a Canadian government organization, suggest that employees perceive that different gate keepers are central in shaping careers of management and union employees in a more traditional career hierarchy, even though other perspectives or orientations of career progression exist in encouraging people to take more responsibility for career development. Management participants were more likely to be guided by upper level managers who acted as gatekeepers within a ‘perception of organizational politics’ model where “the system has a procedural merit rather than real merit….and systemic biases are not even realized by the people doing the hiring.” Key gatekeepers for union employees were those in human resource departments and the union who defined the fairness of the procedures within a human capital model which generally managed career development as a reward for higher levels of experience, education, and training. The findings illustrate unique ways that each set of gatekeepers shape the way that selection and promotion processes are carried out.

The authors are mindful that our results are, at best, exploratory. The qualitative interviews were from a sample of 74 government workers in the Canadian public service and should be verified with further research. Although the authors felt that interviews illustrated saturation and might only be a reliable reflection of a specific sample, other research should examine these findings in other contexts. Further examination of these findings might help us understand the challenges of developing systems and procedures which illustrate a distributive rather than merely a procedural fairness.

The process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The research and practical implications point to: (i) designing supplemental behavioral interview questions and tools in selection and promotion as a way to respond to systemic biases, (ii) building awareness of how to respond to biases of the powerful role of referrals and networks in shaping careers of managerial employees, and (iii) taking steps to develop a climate which might be supportive of merit processes.

The process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.

The study suggests that unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.

This chapter sets out a descriptive account of the various legal claims for reparations, including the theories involved and the history of reparations lawsuits. It describes the major reparations cases, the arguments used in these cases, and the court decisions. It also discusses the evolution of legal theories for reparations as well as other attempts to secure compensation.

I examine the case law and the significant court rulings, as well as the discussion within secondary literature regarding these legal claims. I also examine other reparations advocacy approaches, including H.R. 40 and official apologies.

Reparations lawsuits have been brought against both government and private defendants, employing both tort and unjust enrichment theories. However, these suits have failed due to a variety of legal hurdles, including statutes of limitations, standing, and causation. The failure of reparations lawsuits illustrates the limitations of the legal system in addressing mass harms.

This chapter summarizes in relatively brief and generalist-accessible form the history and current status of legal claims for reparations.