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Increasing digitization has transformed ways of work in modern age. Organizations are increasingly relying on global virtual teams (GVTs) as new forms of working. However, the challenges of configuration of GVTs have been reported to reduce the levels of employee engagement, especially so in multicultural GVTs. Extant research indicates cultural intelligence as one of the drivers of employee engagement in GVTs, though the nature of this relationship has remained unclear. As there is scarce literature on the nature of this relationship, the purpose of this paper is to examine the linkages between cultural intelligence and employee engagement and the authors explain the findings using the identity lens.

This study is an ethnographic inquiry to understand the nature of the relationship between cultural intelligence and employee engagement.

The results of the study indicate that the inclusionary pressures of non-work identities (national culture) are high in context of GVTs owing to their configuration. However, preferences (alignment or misalignment) of team members either initiate gain cycles or loss cycles, thus effecting the levels of employee engagement. Further, it was found that individual preferences may dynamically change from misalignment toward alignment with improved levels of cultural intelligence among team members of GVTs. The relationship between cultural intelligence and employee engagement has been found to be mediated by trust among team members in GVTs.

This is one of the first papers to understand the dynamics of this relationship in an organizational GVT context. The authors also propose a unique framework combining cultural intelligence, trust and employee engagement in the context of GVTs.

The purpose of this paper is to examine the mediating roles of four aspects of work and family interface (WFI: work-to-family conflict, WFC; family-to-work conflict, FWC; work-to-family enrichment, WFE; and family-to-work enrichment, FWE) in a Chinese context in Taiwan. Included in the integral model are demands and resources from the work and family domains as antecedents, and role satisfaction and burnout as consequences.

Structured questionnaires were used to collect data from 499 full-time working Chinese parents in Taiwan.

Structural equation modeling results showed that antecedents had cross-domain and within-domain effects on all aspects of the WFI; and conflict and enrichment also had cross-domain and within-domain effects on job satisfaction and family satisfaction, while influences from the work domain (WFC and WFE) had a significant impact on burnout. Overall, the partial mediation model was supported, showing that antecedent variables having both indirect (through the WFI variables) as well as direct relationships with the outcome variables.

This is the first study testing a comprehensive model of the whole loop of antecedents-WFI-consequences with a non-Western sample. One unique contribution of the study is that the authors extended Western-based resources theories to Chinese employees, confirming that all four aspects of the WFI are important mediators linking up antecedents with consequences from both the work and family domains. Basing upon the findings, the authors suggests that both managers and employees should endeavor to break the destructive flow of conflict→dissatisfaction/burnout and to initiate the constructive flow of enrichment→satisfaction/free of burnout, by considering not only demands but also resources from both the work and family domains.

The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of employee psychological resilience (EPR) for both male and female employees in an environment characterized by discontinuous terrorist incidents.

The study uses data collected from a sample of 432 university employees working in geographic areas impacted by discontinuous terrorist incidents. The study is cross-sectional.

Study findings reveal a significant relationship between employee STT and EPW. EPR mediated the impact of STT on EPW. Multigroup analysis highlighted significant causal order differences in STT between male and female employees. Females scored higher on STT.

Findings highlight important implications for organizational practitioners. Because STT leads to EPW and differs for males and females, practitioners should consider group differences when selecting interventions to enhance psychological resilience. Organizations should use customized training programs and development interventions to enhance psychological well-being.

To the best of the authors’ knowledge, it is one of the few studies to investigate the relationship between STT and EPW and compare male and female employees. The study generates new insights into the experiences of male and female employees working in terrorist-ridden areas.

The purpose of this paper is to test the gain and loss cycle ideas from the Conservation of Resources (COR) theory with regard to perceived employability and psychological functioning among employed workers and unemployed job seekers, respectively.

More specifically, the authors argue that perceived employability may trigger a gain cycle toward well-being among employed workers (H1), while ill-being may trigger a loss cycle toward reduced (perceived) employability among unemployed job seekers (H2). The authors test these ideas with cross-lagged analysis.

Results confirm the hypotheses: perceived employability at Time 1 positively affects well-being at Time 2 among employed workers and ill-being at Time 1 negatively impacts perceived employability at Time 2 among unemployed job seekers.

Future research should study the gain and loss cycles with more than two waves of data as this allows for a more adequate test of these ideas.

As for practitioners, the results suggest that investing in the worker’s perceived employability by offering training, career counseling, and networking opportunities, pays off as it promotes the employee’s psychological functioning. With regard to unemployed job seekers the authors advise investing in psychological counseling: the unemployed job seeker will be more able to invest in a job search, and hence perceive employability if helped in coping with job loss.

This study offers a new perspective on the relationship between perceived employability and psychological functioning by involving the principles of COR theory, in particular the gain and loss cycles.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated.

A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles.

Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age.

This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports.

Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way.

This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.

Molten sulphate-vanadate induced hot corrosion is the main reason of failure of boiler tubes used at high temperatures in thermal power plants. The hot corrosion can be encountered by applying thermal spray coatings on the alloy steels. In this perspective, this paper aims to attempt to investigate the effect of carbon nanotubes reinforcement on Cr₂O₃ composite coatings on hot corrosion behaviour of ASTM-SA213-T22 steel in a corrosive environment of Na₂SO₄ – 60%V₂O₅ at 900^°C for 50 cycles.

The coatings have been deposited with high velocity oxy fuel process. The samples were exposed to hot corrosion in a Silicon tube furnace at 900^°C for 50 cycles. The kinetics of corrosion behaviour were analysed by the weight gain measurements after each cycle. Corrosion products were analysed with X-ray diffraction, scanning electron microscopy, energy dispersive and cross-sectional analysis techniques.

During investigations, the carbon nanotubes (CNT) reinforced Cr₂O₃ composite coatings on T22 steel were found to provide better corrosion resistance in the molten salt environment at 900^°C. The coatings showed lower weight gain along with formation of protective oxide scales during the experiment. Improvement in protection against hot corrosion was observed with increase in CNT content in the coating matrix.

The addition of CNT has resulted in reduction in porosity by filling the voids in chromium oxide coating, with interlocking of particle and has blocked the penetration of corroding species to enhance the corrosion resistance of the composite coatings. The corrosion rate was found to be decreasing with increase in CNT content in coating matrix.

It must be mentioned here that high temperature corrosion behaviour of thermally sprayed CNT-Cr₂O₃ composite coatings has never been studied, and it is not available in the literature. Hence, present investigation can provide valuable information for application of CNT-reinforced coatings in high temperature fuel combustion environments.

This study extends related research on corporate social responsibility (CSR) into the less-researched realm of Southeast Asia setting by investigating the role of life cycle stages on the relationship between CSR and firm value.

This study uses a sample of 1,247 firm-year observations of firms listed in Southeast Asia from 2012 to 2018. Descriptive, multiple regression and sensitivity analyses are presented in the study.

The results provide evidence that although CSR and firm value, in general, have a positive relationship, the relationship is contingent on the stages of firm's life cycle. The effect of each CSR dimension on firm value differs across life cycle stages. The social dimension of CSR predicts higher firm value at the introduction and mature stages. The governance dimension affects firm value at the growth and shake-out/decline stages. Moreover, the environmental dimension affects firm value only at the later stage of the life cycle.

This study is limited to five countries in Southeast Asia, namely Indonesia, Malaysia, Philippines, Singapore and Thailand from 2012 to 2018. Future studies may explore other countries and investigate the impact of country classification on the relationship between CSR and firm value.

Policymakers, managers and other decision-makers may have a better understanding of firm's behavior in different life cycle stages. With such understanding, CSR will be successfully adopted in decision making, formulation and implementation of policies.

CSR-related research in Southeast Asia remains an under-studied domain, and little attention has been dedicated to different dimensions of CSR and life cycle in the area of CSR-related preference for decision making.

The paper introduces a resource-based linear programming model for resource optimization in small innovative enterprises (SIE).

The model is grounded on resource-based view on the firm and dynamic capabilities approach. Linear programming technique is used to provide the actual framework to the resource-based model.

The paper introduces a new resource-based linear programming model for resource optimization in small innovative enterprises. The conceptual model is grounded on resource-based view (RBV) and dynamic capabilities strategy. The RVB of firm and firm strategy is based on the concept of economic rent. Linear programming technique is used to provide the actual framework to the resource-based model. In developing the versatility concept, study suggests a distinct sight regarding resource fungibility. Study classifies resources into multipliable, rentable and expendable resources to increases adequacy of the model. The developed model includes both tangible and intangible assets such as human capital. The survival rate of SIE in the early stages of life cycle is very low due to the competition among SIEs. In this regard, the greatest advancement of the developed resource-based linear programming model is its simplicity and versatility which is much desirable for the SIE especially in their initial stages of the life cycle. Kelliher and Reinl (2009) argued that micro firms have unique advantage over bigger firms in following term: rate of learning or redeployment of strategy in micro firms is faster than the rate of change in their environment. One very significant feature of the developed resource-based linear programming model is that mathematically the proposed model could easily be transformed into mixed integer or stochastic linear programming models to meet the time variant requirement of small firms especially when it expands its operation.

The survival rate of SIE in the early stages of life cycle is very low due to the competition among SIEs. In this regard, the greatest advancement of the developed resource-based linear programming model is its simplicity and versatility which is much desirable for the SIE especially in their initial stages of the life cycle. Kelliher and Reinl (2009) argued that micro firms have unique advantage over bigger firms in following term: rate of learning or redeployment of strategy in micro firms is faster than the rate of change in their environment. One very significant feature of the developed resource-based linear programming model is that mathematically the proposed model could easily be transformed into mixed integer or stochastic linear programming models to meet the time variant requirement of small firms especially when it expands its operation.

One very significant contribution of the present study is that the study develops a new resource-based model for SIE especially for the SIE in the initial stages of the life cycle, to gain competitive advantages. Furthermore, the present study contributes to the existing literature in strategy at least in three senses as mentioned below: 1. further addition of SIE research based on the RBV and dynamic capabilities in the strategy literature 2. in developing the versatility concept, the study suggests a distinct sight regarding resource fungibility and it classifies resources into three categories as follows: multipliable, rentable and expendable resources to increases adequacy of the model. 3. Finally, the study introduces a new resource-based linear programming model for SIE resources allocation. To the best of author’s knowledge, no such similar model is introduced by any previous studies for small firm. The greatest advancement of the developed resource-based linear programming model is its simplicity and versatility.

In Indian thermal power plants, the main cause of boiler tube failure is the presence of molten sulphates and vanadates, which deteriorate the tube material at high temperatures. To combat the hot corrosion failure of metals, thermal spray technology is adopted. This study aims to investigate and study the effect of hot corrosion behaviour of carbon nanotube (CNT)-reinforced ZrO₂-Y₂O₃ composite coatings on T-91 boiler tube steel in a molten salt environment at 900 °C for 50 cycles.

A plasma spray technique was used for development of the coatings. The samples were exposed to hot corrosion in a silicon tube furnace at 900 °C for 50 cycles. After testing, the test coupons were analysed by X-ray diffraction, scanning electron microscopy/energy dispersive spectroscopy and cross-sectional analysis techniques to aid understanding the kinetics of the corrosion reaction.

CNT-based reinforced coatings showed lower weight gain along with the formation of protective oxide scales during the experimentation. Improvement in protection against hot corrosion was observed with increase in CNT content in the coating matrix.

It is pertinent to mention here that the high temperature behaviour of CNT-reinforced ZrO₂-Y₂O₃ composite on T-91 steel at 900°C temperature in molten salt environment has never been studied. Thus, the present research was conducted to provide useful results for the application of CNT-reinforced composite coatings at elevated temperature.