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This paper aims to develop high-pass (HP) negative group delay (NGD) investigation based on three-port lumped circuit. The main particularity of the proposed three-port passive topology is the consideration of only a single circuit element represented by a capacitor.

The methodology of the paper is to consider the S-matrix equivalent model derived from admittance matrix approach. So, an S-matrix equivalent model of a three-port circuit topology is established from admittance matrix approach. The frequency-dependent basic expressions are explored to perform the HP-NGD analysis. Then, the existence condition of HP-NGD function type is analytically demonstrated. The specific characteristics and synthesis equations of HP-NGD circuit with respect to the desired optimal NGD value are established.

After computing the frequency expressions to perform the HP-NGD analysis, this study demonstrated the existence condition of HP-NGD function type analytically. The validity of the HP-NGD theory is verified by a prototype of three-port circuit. The proof-of-concept (POC) single capacitor three-port circuit presents an NGD response and characteristics from analytical calculation and simulation is in very good correlation.

An innovative theory of HP-NGD three-port circuit is studied. The proposed HP-NGD topology is constituted by only a single capacitor. After the topological description, the S-matrix model is established from the Y-matrix by means of Kirchhoff voltage law and Kirchhoff current law equations. A POC of single capacitor three-port circuit was designed and simulated with a commercial tool. Then, a prototype with a surface-mounted device component was fabricated and tested. As expected, simulation and measurement results in very good agreement with the calculated model show the feasibility of the HP-NGD behavior. This work is compared to other NGD-type function with diverse number of ports and components.

The purpose of this paper is to provide the high-pass (HP) negative group delay (NGD) circuit based (RL) network. Synthesis and experimental investigation of HP-NGD circuit are developed.

The research work methodology is organized in three phases. The definition of the HP-NGD ideal specifications is introduced. The synthesis method allowing to determine the RL elements is developed. The validation results are discussed with comparison between the calculated model, simulation and measurement.

This paper shows a validation of the HP-NGD theory with responses confirming NGD optimal frequency, value and attenuation of about (9 kHz, −1.12 µs, −1.64 dB) and (21 kHz, −0.92 µs, −4.81 dB) are measured. The tested circuits have experimented NGD cut-off frequencies around 5 and 11.7 kHz.

The validity of the HP-NGD topology depends on the coil self-inductance resonance. The HP-NGD effect is susceptible to be penalized by the parasitic elements of the self.

The NGD circuit is usefully exploited in the electronic and communication system to reduce the undesired delay effect context. The NGD can be used to compensate the delay in any electronic devices and system.

Applications based on the NGD technology will be helpful in the communication, transportation and security research fields by reducing the delay inherent to any electronic circuit.

The originality of the paper concerns the synthesis formulations of the RL elements in function of the expected HP-NGD optimal frequency, value and attenuation. In addition, an original measurement technique of HP-NGD is also introduced.

The purpose of this paper is to study, a bridged-T topology with inductorless passive network used as a bandpass (BP) negative group delay (NGD) function.

The BP NGD topology under study is composed of an inductorless passive resistive capacitive network. The circuit analysis is elaborated from the equivalent impedance matrix. Then, the analytical model of the C-shunt bridged-T topology voltage transfer function is established. The BP NGD analysis of the considered topology is developed in function of the bridged-T parameters. The NGD properties and characterizations of the proposed topology are analytically expressed. Moreover, the relevance of the BP NGD theory is verified with the design and fabrication of surface mounted device components-based proof-of-concept (PoC).

From measurement results, the BP NGD network with −151 ns at the center frequency of 1 MHz over −6.6 dB attenuation is in very good agreement with the C-shunt bridged-T PoC.

This paper develops a mathematical modeling theory and measurement of a C-shunt bridged-T network circuit.

This article reviews research published in secular management journals that examines what the world’s largest religions (Buddhism, Christianity, Confucianism, Hinduism, and Islam) say about management. In terms of how religion informs management, the literature identifies two basic means: (1) written scriptures (e.g., Analects, Bible, Quran) and (2) experiential spiritual practices (e.g., prayer, mindfulness). In terms of what religion says about management, the emphasis tends to be either on (1) enhancing, or (2) liberating mainstream management. Studies based on scriptures typically either enhance or liberate management, whereas empirical research based on spiritual disciplines consistently point to liberation. Implications are discussed.

Over the past decades, scholars advanced foundational insights about paradox in organization theory. In this double volume, we seek to expand upon these insights through interdisciplinary theorizing. We do so for two reasons. First, we think that now is a moment to build on those foundations toward richer, more complex insights by learning from disciplines outside of organization theory. Second, as our world increasingly faces grand challenges, scholars turn to paradox theory. Yet as the challenges become more complex, authors turn to other disciplines to ensure the requisite complexity of our own theories. To advance these goals, we invited scholars with knowledge in paradox theory to explore how these ideas could be expanded by outside disciplines. This provides a both/and opportunity for paradox theory: both learning from outside disciplines beyond existing boundaries and enriching our insights in organization scholarship. The result is an impressive collection of papers about paradox theory that draws from four outside realms – the realm of belief, the realm of physical systems, the realm of social structures, and the realm of expression. In this introduction, we expand on why paradox theory is ripe for interdisciplinary theorizing, explore the benefits of doing so, and introduce the papers in this double volume.

The early institutional theory literature highlighted religion as a core societal institution that influences the behaviours of individuals and organisations. Yet to date, religion has remained relatively unexplored in the management and organisational theory literature. This chapter draws on the idea of homophily – similarity breeds connection to explore a peculiarly instructive case focussing on how religion might influence employees’ trust in the CEO in the Nigerian context – generally assumed to be a religious society. The qualitative study employed a multiple case study design with 40 interviewees from two private sector organisations. The study found religion to be instrumental in developing trust relationships. However, contrary to the idea of homophily, it is not religious similarities per se that influence employees’ trust in the CEOs. Instead, employees’ trust is predicated upon them attributing inherent to the CEOs. Therefore, the study provides theoretical and practical insights into how institutional logics, specifically religious logic, influence employees’ behaviours.

This chapter engages with both religion and paradox in leadership and organization research by focusing on three sources of paradoxical tensions and how they are shaped by religion: worldly limits, diverse interpretations, and emerging relationships. First, regarding worldly limits, religion is predicated on an additional “very macro” level of reality, transcendence. This belief offers a distinct way of engaging with paradoxes as it extends the worldly realm’s boundaries. Second, contradictory interpretations of religions may rise, even among members of the same faith, leading to new cognitive paradoxes. Dynamizing boundaries between contradictory elements may allow organizations to maintain unity in a diversity of interpretations. Third, concerning emerging relationships, religions are global phenomena that are experienced side by side in multiple societal terrains. They cut across diverse social systems and give rise to novel relationships. This creates new tensions and paradoxical encounters, as religions traverse borders and boundaries and encounter existing social beliefs, structures, and practices. The expansion, dynamization, and shifting of boundaries then shapes persistent contradictions among interdependent elements. Our field should appreciate and embrace conflicting mysteries and paradoxes across boundaries. We may only need some faith.

Teams in extreme and disruptive contexts face unique challenges that can undermine coordination and decision-making. In this study, we evaluated how affective differences between team members and team process norms affected the team's decision-making effectiveness.

Teams were placed in a survival simulation where they evaluated how best to maximize the team's survival prospects given scarce resources. We incorporated multisource and multirater (i.e., team, observer, and archival) data to ascertain the impacts of affect asymmetry and team process norms on decision-making effectiveness.

Results suggest that teams with low positive affect asymmetry and low process norms generate the most effective decisions. The least effective team decision performance occurred in teams characterized by high variance in team positive affectivity (high positive affect asymmetry) and low process norms. We found no similar effect for teams with high process norms and no effect for negative affect asymmetry, however, irrespective of team process norms.

These findings support the affect infusion model and extend cognitive resource theory, by highlighting how affect infusion processes and situational constraints influence team decision-making in extreme and disruptive contexts.

A defining feature of international business is the necessity for people from diverse cultural backgrounds to interact and collaborate but intercultural interaction is difficult and may give rise to disagreement and conflict. I have been working on the dynamics that promote positive intercultural interaction in the international business context, and two streams of my research, one empirical and the other conceptual, are reviewed here. The first stream is concerned with fairness issues surrounding the pay disparity between locals and expatriates in multinational enterprises operating in China, which has implications for MNC operations in other emerging economies. My research has shown that the pay disparity is associated with negative reactions from local employees but some management practices associated with the relationship between locals and expatriates, attributions made by locals, and salient norms about the pay disparity can buffer such negative reactions. In this research program, the focus is not on the actual interaction between locals and expatriates. To address this gap, a conceptual framework is presented, which provides insight about the factors that contribute to positive interaction between locals and expatriates. This paper ends with implications for future research on intercultural interaction in the MNC context.

We explore the effects of three categories of fit on US‐China joint‐venture performance using four performance measures. Many studies prescribe strong fit across multiple categories as necessary for high performance, but little rigorous analysis supports this. Three important threads of existing “fit” research resonate in the literature: strategic, cultural and organizational fit. We analyze an original survey dataset of over 80 US‐China JVs, and test for effects of fit‐categories using two measures for each thread. Additionally, multiple control factors give a compelling look at a complete model of fit’s effects on JV performance. Objective congruence (strategic fit) among JV partner‐firms, impacts two performance‐measures. Efficacy of managerial communications (cultural fit) also matters, as does harmony regarding hiring decisions (organizational fit). Our findings are a step forward empirically, and partly resolve persistent questions about partner‐fit in JVs and performance.