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The purpose of this paper is to investigate that if the lubrication system of a helicopter reducer is compromised, its gears and bearings will be at non-lubricating oil work state, which causes the reducer to be damaged in a very short time.

Various 2 per cent additives were injected and mixed with aeronautical oil to produce 45-min oil/mist lubrication and oil/air lubrication experiments performed upon aeronautical steel tribo-pairs.

The results show that the best anti-wear effect is produced by oil/air lubrication that contains 2 per cent T391. It consumes the least quantity of oil and produces the least wear width, the least rise in temperature and the best surface wear quality.

The technology of oil/air lubrication that contains an extreme-pressure and anti-wear additive is a feasible way to improve the operational ability of a helicopter transmission system that is out of oil.

This paper seeks to discuss the genealogical sources for Chinese immigrants as well as the settlement of Chinese in the USA and the historical evolution of Chinese names, their origins, arrangement and development. It aims to cover the origins of various classes of Chinese surnames, followed by the content description of a traditional genealogical book for jiapu.

The paper researches the various ways that a Chinese person can find out about their ancestry.

The paper reveals the roles of libraries, including serving the needs of patrons interested in genealogical research, preserving and interpreting information through oral and family history projects and collaborating with other libraries through interlibrary loan, document delivery, library consortia, collection management and international resource‐sharing.

The study provides information on where and how to locate the genealogical resources for researching the genealogy of a Chinese family.

The paper analyzes the value of genealogical research as a documentary source for population history, life expectancy in a clan, marriages and family connections, as well as lineage organizations and inter‐lineage relations.

This review aims to give a critical view of the wheel/rail high frequency vibration-induced vibration fatigue in railway bogie.

Vibration fatigue of railway bogie arising from the wheel/rail high frequency vibration has become the main concern of railway operators. Previous reviews usually focused on the formation mechanism of wheel/rail high frequency vibration. This paper thus gives a critical review of the vibration fatigue of railway bogie owing to the short-pitch irregularities-induced high frequency vibration, including a brief introduction of short-pitch irregularities, associated high frequency vibration in railway bogie, typical vibration fatigue failure cases of railway bogie and methodologies used for the assessment of vibration fatigue and research gaps.

The results showed that the resulting excitation frequencies of short-pitch irregularity vary substantially due to different track types and formation mechanisms. The axle box-mounted components are much more vulnerable to vibration fatigue compared with other components. The wheel polygonal wear and rail corrugation-induced high frequency vibration is the main driving force of fatigue failure, and the fatigue crack usually initiates from the defect of the weld seam. Vibration spectrum for attachments of railway bogie defined in the standard underestimates the vibration level arising from the short-pitch irregularities. The current investigations on vibration fatigue mainly focus on the methods to improve the accuracy of fatigue damage assessment, and a systematical design method for vibration fatigue remains a huge gap to improve the survival probability when the rail vehicle is subjected to vibration fatigue.

The research can facilitate the development of a new methodology to improve the fatigue life of railway vehicles when subjected to wheel/rail high frequency vibration.

The purpose of this study is to review the research about organizational career management (OCM) and provide an integrated understanding of OCM research.

In this paper, the authors systematically review 85 OCM-related papers published in highly influential journals over the past four decades (1978–2021). This paper reviews the definitions, measurements, antecedents, outcomes, mediators and moderators of OCM.

Diverse definitions of OCM exist, with three key common factors: what should be included in OCM, who is responsible for OCM and the goal of OCM. Scholars use different OCM measures, which might be due to different nations, industries, groups and scale development methods. More than 20 papers demonstrated the positive influences of OCM, providing convincing evidence of the necessity of OCM. About 90% of the current papers we reviewed (27 out of 30 papers) dominantly examined the influence of OCM on individuals’ attitudes or work behavior. The influence of OCM on organizational outcomes was less addressed.

First, the authors review the existing OCM measurements and distinguish two ways of measuring OCM: OCMP (organizational level, rated by HR managers or HR vice president or CEO, capturing the real practices) and POCM (Perceived OCM, individual level, rated by employees, capturing subjective perception of practices). This distinction reduces the ambiguity in existing measurements. Second, we summarize the empirical findings of OCM, including the antecedents, outcomes, mediators and moderators. These findings uncover the benefits/risks of OCM and the factors that may influence its effectiveness. Third, the review provides several practical implications as the findings can help managers improve their career development programs.

The purpose of this study is to explore how nationalistic appeals may affect consumers’ perception and purchasing of targeted brands. Qualitative historical data from old China (1900–1949) reveal that social movement groups can adopt nationalistic appeals assisted by meaning framing – defined as a creative interpretation of symbols, designs, behaviors, social events and cultural identities to serve social and political goals – to shape consumers’ attitudes toward foreign brands. After examining the mechanisms and processes underlying consumer boycotts from 1900 to 1949, the responsive strategies of affected foreign companies are illustrated.

Critical historical research method is applied to historical data and historical “traces” from China’s corporate documents, memoirs, posters, advertisements, newspapers and secondhand sources documenting Chinese boycotts from 1900 to 1949.

Consumers may pursue interests beyond economic interests. Nationalistic appeals can mobilize consumer boycotts against foreign brands that were perceived to support or relate to targeted countries. Political framing of certain events shapes consumers’ perceptions and concomitant brand choices.

Although differences between historical and current contexts may require tailoring past marketing strategies to current conditions, past strategies can inform current and future strategies.

Strategies adopted by foreign companies in old China (1900–1949) can help contemporary companies design effective marketing strategies for a hostile marketplace infused with nationalistic appeals and competing interests.

Although local companies can adopt economic or political nationalism to realize their economic goals, it represents a double-edged sword that can harm national brands.

A historical analysis of nationalistic business appeals in pre-1949 China can inform the counterstrategies modern companies adopt to overcome consumer boycotts.

The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this paper is to check association between perceived organizational career management practices, trust in management and turnover intentions.

In this study, authors proposed a model based on social exchange theory. Data for this study were collected from 405 IT professionals employed in India. The proposed model was tested using structural equation modelling.

Results showed significant direct and indirect negative effect of perceived informal organizational career management on turnover intention. In case of perceived formal organizational career management only indirect effect was significant. Trust in management mediated relationship between both types of organizational career management and turnover intentions.

First, this study delineated effect of formal and informal perceived organizational career management practices on turnover intentions. Second, this study introduced trust in management as mediator to explain relationship between organizational career management practice and outcome.

Early turnover is a worldwide problem that occurs frequently during the first three years of employment. From a multidisciplinary perspective, this study attempts to find the economic, organizational and psychological factors that account for turnover at the early stage of employment.

The authors used turnover records provided by the human resources division of a US pharmaceutical company operating in China of 222 Medical Representatives (MR). The method of Firth's logistic regression for analyzing was employed.

As an economic factor, the favorable labor conditions (i.e. high ratio of job vacancies) at the time of recruitment were inversely associated with MR subsequent retention. For organizational factors, unsatisfactory supervision and disappointment of intra-organizational career were the major predictors, and job ranks showed a U-shaped relationship to early resignation. Moreover, working pressure was a psychological factor of early exit.

This study provides organizations with empirical implications to devise retention plans for newcomers at risk of attrition, which prevent them from early turnover in the industry facing a talent shortage. Studies based on the company exit records have little been done in turnover literature.

The purpose of this paper is to present a programming by demonstration (PbD) system based on 3D stereoscopic vision and inertial sensing that provides a cost-effective pose tracking system, even during error-prone situations, such as camera occlusions.

The proposed PbD system is based on the 6D Mimic innovative solution, whose six degrees of freedom marker hardware had to be revised and restructured to accommodate an IMU sensor. Additionally, a new software pipeline was designed to include this new sensing device, seeking the improvement of the overall system’s robustness in stereoscopic vision occlusion situations.

The IMU component and the new software pipeline allow the 6D Mimic system to successfully maintain the pose tracking when the main tracking tool, i.e. the stereoscopic vision, fails. Therefore, the system improves in terms of reliability, robustness, and accuracy which were verified by real experiments.

Based on this proposal, the 6D Mimic system reaches a reliable and low-cost PbD methodology. Therefore, the robot can accurately replicate, on an industrial scale, the artisan level performance of highly skilled shop-floor operators.

To the best of the authors’ knowledge, the sensor fusion between stereoscopic images and IMU applied to robot PbD is a novel approach. The system is entirely designed aiming to reduce costs and taking advantage of an offline processing step for data analysis, filtering and fusion, enhancing the reliability of the PbD system.

The purpose of this paper is to explore the influence of perceived external prestige (PEP), perceived organizational support (POS), and organizational inducement (OI) on employee turnover intention (TI) and on the mediation effect of trust in organizations (TOs).

In all, 243 self-administered questionnaires were collected from five service companies in Guangdong, China. The construct validity, the measurement model, and the hypothetical relationship between variables were tested by partial-least-squares structural equation modeling.

The results demonstrate that OI, PEP, and POS tended to increase employees’ trust in their organization and hence to reduce their TI.

The findings of this study have implications for managers’ design and implementation of effective human resource management strategies for adults in China. To deal with the serious problem of high employee turnover in China, organizations should implement not only appropriate human resource policy but also practices to improve corporate reputation.

This paper extends the research on TI by investigating the impacts of PEP and the mediating effect of TOs in a Chinese context.