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The purpose of this paper is to examine a solution strategy for coupled nonlinear magnetic-thermal problems and apply it to the heating process of a thin moving steel sheet. Performing efficient numerical simulations of induction heating processes becomes ever more important because of faster production development cycles, where the quasi steady-state solution of the problem plays a pivotal role.

To avoid time-consuming transient simulations, the eddy current problem is transformed into frequency domain and a harmonic balancing scheme is used to take into account the nonlinear BH-curve. The thermal problem is solved in steady-state domain, which is carried out by including a convective term to model the stationary heat transport due to the sheet velocity.

The presented solution strategy is compared to a classical nonlinear transient reference solution of the eddy current problem and shows good convergence, even for a small number of considered harmonics.

Numerical simulations of induction heating processes are necessary to fully understand certain phenomena, e.g. local overheating of areas in thin structures. With the presented approach it is possible to perform large 3D simulations without excessive computational resources by exploiting certain properties of the multiharmonic solution of the eddy current problem. Together with the use of nonconforming interfaces, the overall computational complexity of the problem can be decreased significantly.

Digital trace data provide new opportunities to study how individuals act and interact with others online. One advantage of this type of data is that it measures behavior in a less obtrusive way than surveys, potentially reducing measurement error. However, it is well documented that in observational studies, participants' awareness of being observed can change their behavior, especially when the behavior is considered sensitive. Very little is known regarding this effect in the online realm. Against this background, we studied whether people change their online behavior because digital trace data are being collected.

We analyzed data from a sample of 1,959 members of a German online panel who had consented to the collection of digital trace data about their online browsing and/or mobile app usage. To identify reactivity, we studied change over time in five types of sensitive online behavior.

We found that the frequency and duration with which individuals engage in sensitive behaviors online gradually increases during the first couple of days after the installation of a tracker, mainly individuals who extensively engage in sensitive behavior show this pattern of increase after installation and this change in behavior is limited to certain types of sensitive online behavior.

There is an increased interest in the use of digital trace data in the social sciences and our study is one of the first methodological contributions measuring reactivity in digital trace data measurement.

The purpose of this paper is to provide meaningful information about sponsorship management in state-owned enterprises.

Qualitative and quantitative data from Germany are analyzed in a case study approach using fuzzy-set qualitative comparative analysis (Fs/QCA)—an analytic method relevant for describing configurational patterns of causal factors.

The case study of sponsorships from state-owned enterprises in Germany reveals four alternative configurations of top-management support, sponsee prominence, standardized processes, and sponsorship leverage explaining sponsor satisfaction.

The paper combines two underrepresented but important aspects of sponsorship research, i.e. sponsorship management in state-owned enterprises, in an empirical study. Further, present study adds to sponsorship literature by pointing to fuzzy-set Fs/QCA as a relatively novel method that can capture the phenomenon of complex causality.

We know a great deal today about the impact of transformational leaders, their actions, typical behaviors and their ways of influencing others (Bass, 1985, 1999a, b; Bass & Avolio, 1990). However, we know relatively little about the psychological substructure, the internal world of these leaders, namely who they are and how they developed this way. These aspects were raised earlier in Bass’s early work (Bass, 1985) but have received little attention so far (Bass, 1998; Judge & Bono, 2000). We argue that the internal world of a transformational leader is characterized by a motivation to lead, leadership self-efficacy, motivation and capacity to relate to others in a pro-social way, optimism and openness to new experiences and viewpoints of others. We further argue that the origins of the ability and motivation to be a transformational leader lie in childhood experiences, and that the development of this ability and motivation can be understood and conceptualized by means of major developmental theories such as attachment theory (Bowlby, 1969, 1973, 1977, 1988). On the basis of these theories, we suggest a researchable conceptual framework for characterization of the internal world and the development of transformational leaders.

The purpose of this paper is to investigate self-perceived age among Baby Boomers in the UK, Germany, Japan, and Hungary, and identifies two horizontal segments based on the way consumers view their age.

Questionnaires were used to sample 880 Baby Boomers. Structural equation modeling is used to investigate multinational measurement invariance of the cognitive age scale.

Two distinct segments are identified, providing support for a young-at-heart consumer culture in all nations in the study. Results also find cognitive age to exhibit partial measurement invariance, which is expected given the disparate nations under study.

This research contributes to cross-cultural global age research which is still in an early pioneering stage. The study builds on a small number of previous studies that validate cognitive age, extends current knowledge of the measurement properties of cognitive age, and identifies two distinct international segments of Baby Boomers. Further research needs to delve into the antecedents of self-perceived age, particularly in the ways in which different life experiences and cultures may impact age identities.

The study has implications for marketing managers wishing to target the increasingly important young-at-heart Baby Boomer.

The study uses four non-American countries, uses samples matched for chronological age, and does not use convenience samples, which make it unique in the cognitive age literature. The study has value for marketing managers, global age researchers, and consumer culture researchers.

As opposed to conventional promotional methods, Word-of-Mouth (WOM) communication, especially when negative, significantly shapes customers’ repurchase decisions and preferences. Therefore, this study aims to examine the interplay between negative WOM and bank service failures, with a focus on the mediating role of customer switching intentions and the moderating role of switching costs in this relationship.

Using an online semi-structured questionnaire survey, a dataset comprising 411 responses was gathered from retail bank customers in China. This dataset was subsequently analyzed using SPSS PROCESS.

Consistent with the social exchange theory, our study revealed a significant relationship between service failure and both bank customers’ intention to switch and negative WOM communication. Additionally, we observed that switching intentions significantly influence negative WOM communications, acting as a mediator between service failures and negative WOM. Furthermore, our findings indicated that switching costs moderate the direct effect of service failures on negative WOM and moderate the indirect effect of service failures on negative WOM through switching intentions.

This study provides significant policy implications aimed at minimizing bank service failures and subsequent negative WOM communications among bank customers.

This study empirically investigates the role of service failures in promoting negative WOM communication, demonstrating a partial mediation effect of switching intentions in this relationship. Moreover, the study highlights that switching costs moderate service failures’ impact on customers’ switching intentions.

This study aimed to test how the effects of types of support on employees’ performance and commitment were moderated by structure of pay, namely by the degree to which pay was contingent on level of performance. The constructs of Perceived Organizational Support (POS) and Perceived Supervisor Support (PSS) were decomposed into two types, according to whether the support was directed at doing the task or at the welfare of the person. The study proceeded to examine how each type influenced performance and commitment under different pay structures.

The survey was conducted in Israel. A self‐report questionnaire was administered to a sample of managers and professionals. The questionnaire consisted of new scales for person‐focused and task‐focused support along with measures of performance, commitment and structure of pay. The main interaction predictions were tested with regression analyses.

Pay contingency interacted with task‐focused POS and with person‐focused PSS in affecting performance. The interactions related to commitment were not significant. The results justify the differentiation of support to the two types. They indicate that different kinds of support that are perceived to be provided either by the organization or by the supervisor boost performance under different pay structures. The effect of support on commitment is not affected by the structure of pay.

Similar surveys should be conducted in additional cultural contexts and with samples representing diverse populations, so that the conclusions from this research can be further generalized. In order to establish causality, a longitudinal design should be used in future research. It is also advised that performance should be measured through outside agents, for example through supervisor evaluation.

In contexts where employees’ pay is contingent upon their level of performance, employers should emphasize task‐related organizational support and supervisors should exert person‐related support in order to boost performance. A reverse pattern is effective when pay is relatively invariable, namely when it is not contingent on performance.

The study is a first attempt to differentiate organizational support, which so far has been studied as one global construct. It introduces further differentiation by proposing that features of the pay structure influence which support type is effective in influencing performance at work.