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Detection of hidden defects of aluminum alloy plate with damping coating is a challenging problem. At present, only a few non-destructive testing methods exist to address this engineering problem. Without the restriction of skin effect, remote field eddy current (RFEC) overcomes the interference caused by the damping coating. The RFEC, which has potential advantages for detecting the hidden defects of aluminum plate with damping coating, can penetrate the metal plate to detect buried depth defects. This study aims to test how thick the RFEC sensor can penetrate the metal plate to detect the buried defects.

The magnetic field distribution characteristics are analyzed, the magnetic field intensity distribution is calculated, and the structure and parameters of the coil, magnetic circuit and shielding damping are determined through the two- and three-dimensional finite element simulation methods. Optimal excitation frequency is obtained, and the distance between the excitation coil and detection coil is determined by analyzing the relationship between excitation frequency and remote field points.

Simulation and experimental results verify the feasibility of applying the RFEC detection technology in detecting the hidden defects of aluminum alloy plate with damping coating.

In this paper, the RFEC testing model of hidden defects in aluminum plate sample with damping coating is established by using the finite element method.

This study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction.

To test the model, a large sample of working adults participated (N = 505).

Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions.

The cross-sectional design is a limitation.

Practical suggestions regarding how organizations can reduce employee turnover are discussed.

The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.