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Outlines the history of the development of mechanical cam controlled machinery and provides numerous examples of applications to which mechanical cams are ideally suited. Highlights the cost benefits and reusable nature of cam controlled assembly systems.

Outlines Bodine’s plans to market US‐proven assembly technology in Europe. Discusses the advantages of cam technology compared to pneumatics for high‐volume assembly applications. Describes the application of a Bodine machine to the assembly of a small automotive component at a rate of 47 per minute.

Reports on Euro Assemblage ’98, the biennial exhibition of assembly technology, held recently in Paris. Outlines growing trends towards cam‐driven assembly lines. Describes new developments in diode laser technology which enable plastic welding to be performed.

The advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.

This is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. “Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations “workplace romance,” “office romance,” “sexual favoritism,” and/or “paramour preference,” as well as the indirect key words “appearance discrimination, “preferring the pretty,” and/or “lookism.” As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.

Research shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were “merely” consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.

This article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.

There are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.

The awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.

This is an original paper by the authors.

High-acid liquid foods are a substrate in which foodborne pathogens can maintain their viability. In this research an experimental design was conducted to optimize the parameters for high pressure processing (HPP) of apple juice (pH 3.76).

Juice was inoculated with cocktails of Escherichia coli O157:H7, Salmonella enterica and Listeria monocytogenes. Pressures ranging from 139 to 561 MPa and dwell times between 39 and 181 s were challenged.

Pressures above 400 MPa achieved a greater than 5-log reduction in all pathogen cocktails regardless of the dwell time. L. monocytogenes was more sensitive to HPP at a pressure of 350 MPa and dwell times equal to or beyond 110 s. E. coli O157:H7 and S. enterica exhibited similar resistance; the number of log reductions in the central point (350 MPa/110 s) ranged from 2.2 to 3.7. The first-order mathematical model better fitted experimental data for E. coli O157:H7 and S. enterica. In regard to L. monocytogenes, the second-order model better fitted this pathogen's reduction.

Fruit juices are usually high pressure processed at approximately 600 MPa. For pathogenic reduction, the use of milder parameters may save energy and maintenance costs. The results herein exhibited could assist the apple juice industry with more effective applications of HPP.

The findings of this study demonstrate that relatively moderate pressures can be successfully used to assure the safety of apple juice.

The purpose of this paper is to review the role of values within contemporary mental health recovery services, outlining the rationale and approach for a specific values-focused staff intervention to promote autonomously motivated uptake of recovery-oriented practices.

Recent advances in understanding of the enduring gap between ideological and applied acceptance of personal recovery within mental health services are outlined, with particular focus on the limited utility of training programmes as a means to promoting implementation. Frequently, mental health service organisations have adopted recovery policies in a primarily “top-down” fashion standing in contrast to the high autonomy approaches espoused for service users. Drawing from the extensive research related to Self-Determination Theory (SDT), a complementary focus on “bottom-up” approaches that enable service-delivery staff to develop a sense of autonomy for changed work practices in order to increase implementation is indicated.

Application of values-focused interventions for mental health recovery staff parallel to the approaches acknowledged as effective for service participants are likely to be effective in promoting implementation of newly trained recovery-oriented practices.

The paper is conceptual in nature and therefore reflects the priorities and views of the authors but the paper draws together well-established literature to develop a novel approach to a highly relevant issue.

Training transfer and implementation of evidence-based practice are issues with broad relevance and the explication of additional methods to promote employee uptake of new practices is a key priority for organisations and policy makers.

Significant social implications include furthering the discussion and insight to the development of effective delivery of mental health services to individuals accessing service.

A novel aspect of this paper is the provision of a theoretical rationale for the application of SDT as a framework for understanding the continuing challenge of recovery operationalisation, which despite the conceptual good-fit, currently stands as an association not well exploited. Moreover, this paper proposes values-clarification and coaching as a specific and reproducible approach to enhancing recovery-oriented service provision.

Without the stability of tenure, adjunct faculty have few barriers to leave their position. The purpose of this article is to understand the variables that predict commitment among adjunct instructors.

This paper statistically analyzed data from a survey completed by adjunct instructors at two 4-year universities. The survey included scales on commitment, satisfaction, investments, alternatives and the psychological concepts of grit and self-efficacy. In addition, a qualitative analysis was conducted on supplemental open-ended questions that allowed participants to describe the basis of their commitment.

Satisfaction and investments were the main predictors of commitment and those together accounted for just over 50 percent of the variance. Grit and self-efficacy did not correlate with commitment, but did correlate with satisfaction and investments.

Given the predictive power of satisfaction to explain commitment, understanding the specific rewards and costs experienced by this population can give administrators ideas for making the part-time position more appealing. Similarly, given the predictive power of investments, administrators might consider identifying avenues for adjunct faculty to contribute to the department and university in a meaningful and rewarding way.

Universities are increasingly dependent on adjunct instructors, so it is worthwhile to understand the experience of such faculty. This is best done through research, rather than relying on assumptions, stereotype or anecdotes.

The purpose of this paper is to offer a theoretical framework for applying Web 2.0 technologies and design principles to the development of participatory cultures within libraries. A participatory culture is one that focusses on facilitating interaction and the creation of content by users rather than the consumption of content created or compiled by experts.

This study is a literature-based theoretical analysis that explores the role of libraries as agents of cultural hegemony and techniques for developing socially responsible library praxis. It combines insights from a variety of discourses including Western Marxist theories of hegemony, critical theories of library and information science, professional literature regarding “Library 2.0” service models, and media studies theories of participatory culture.

Libraries do not just organize knowledge; they construct it. Furthermore, these constructions tend to reinforce dominant discourses while marginalizing others. By adopting participatory technologies and design principles, libraries can support greater diversity of expression and create spaces for marginalized discourses.

This paper offers suggestions for applying principles of participatory culture to the design of library services such as collection development, cataloging and classification, reference, instruction, and institutional repositories.

This paper provides a conceptual framework for understanding and evaluating the significance of Web 2.0 for library and information science by applying theoretical perspectives from other disciplines.

The purpose of this paper is to establish the relationship between corporate governance, ethical culture, Internal Controls over Financial Reporting (ICFR) and compliance with International Financial Reporting Standards (IFRS) by microfinance institutions (MFIs).

This is a cross-sectional survey based on a sample of 85 MFIs in Uganda. Hypotheses were tested using partial least squares (PLS) analysis technique. An unweighed IFRS compliance index to capture the level of compliance with IFRS was constructed. Yet to capture corporate governance, ethical culture and ICFR variables, the perceptions of top management of MFIs have been taken into consideration.

Corporate governance, ethical culture and ICFR, each makes a significant contribution to compliance with IFRS. Also both corporate governance and ethical culture are significantly associated with ICFR. However, compliance with IFRS by MFIs is better enhanced by corporate governance and ethical culture through ICFR.

Results support the idea that in terms of agency and virtue ethics theories, the board should support ICFR to minimize egocentric managers and other employees and also inculcate an ethical culture to achieve better compliance with IFRS because corporate governance and ethical culture are associated with sound ICFR which in turn lead to compliance with IFRS.

Boards of MFIs should encourage investments that improve ICFR. At the same time, regulators should ensure that boards are composed of members with financial expertise, with no conflict of interest and introduce mechanisms that encourage boards to perform their roles.

The study contributes towards a methodological position by showing that the behavioural perspective of corporate governance can be an alternative to the boards’ structural variables in investigating compliance with IFRS. A direct association of ethical culture and compliance with IFRS and an indirect association through ICFR can be envisaged.