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The aim of this paper is to study the effect of pressure angle and helix angle on bending stress at the root of helical gear tooth under dynamic state. Gear design is a highly complex process. The consistent demand to build low-cost, quieter and efficient machinery has resulted in a gradual change in gear design. Gear parameters such as pressure angle, helix angle, etc. affect the load-carrying capacity of gear teeth. Adequate load-carrying capacity of a gear is a prime requirement. The failure at the critical section because of bending stress is an unavoidable phenomenon. Besides this fact, the extent of these failures can be reduced by a proper gear design. The stresses produced under dynamic loading conditions in machine member differ considerably from those produced under static loading.

The present work is intended to study the effect of pressure angle and helix angle on the bending stress at the root of helical gear tooth under dynamic state. The photostress method has been used as experimental methods. Theoretical analysis was carried out by velocity factor method and Spott’s equation. LS DYNA has been used for finite element (FE) analysis.

The results show that experimental method gives a bending stress value that is closer to the true value, and bending stress varies with pressure angle and helix angle. The photostress technique gives clear knowledge of stress pattern at root of tooth.

The outcomes of this work help the designer use optimum weight-to-torque ratio of gear; this is ultimately going to reduce the total bulk of the gear box.

In the knowledge management (KM) literature, there are umpteen discussions on knowledge sharing; however, the scholarly community still faces a dearth of literature on knowledge hiding behavior (KHB) and its determinants. The current study aims to examine the direct effect of dark triad (DT) personality dimensions (machiavellianism, narcissism and psychopathy) on KHB dimensions (rationalized hiding, evasive hiding and playing dumb). Drawing on social control theory, this study also explores the moderating effect of workplace spirituality (WS) on the direct relationship between DT and KHB.

Using purposive sampling, 281 matched-pair datasets from faculty members working with higher education institutions (HEI) in India have been obtained. The direct relationship has been tested through regression analysis and moderation analysis has been performed using the PROCESS macro for SPSS.

The study has successfully mapped DT dimensions with KHB dimensions, and it is observed that machiavellians mostly use evasive hiding, narcissists believe in rationalized hiding and paying dumb is mostly used by psychopaths. Workplace spirituality (WS) weakens the direct relationship between DT and KHB.

HEIs are advised to foster a climate conducive to WS by getting faculty to realize that their job is something larger than themselves through developing a sense of community among faculty members.

This empirical study extends the KM literature and expands the scope of bridging the gaps on KHB. It is one of the few studies to examine the impact of DT on KHB with WS as a moderator in HEIs.

Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless, ethical breaches continue to permeate corporate life, suggesting that there is something missing from how we conceptualize and institutionalize organizational ethics. The current effort seeks to fill this void in two ways. First, we introduce an extended ethical framework premised on sensemaking in organizations. Within this framework, we suggest that multiple individual, organizational, and societal factors may differentially influence the ethical sensemaking process. Second, we contend that human resource management plays a central role in sustaining workplace ethics and explore the strategies through which human resource personnel can work to foster an ethical culture and spearhead ethics initiatives. Future research directions applicable to scholars in both the ethics and human resources domains are provided.

The purpose of this paper is to carry out numerical modeling of single-blow transient analysis using FLUENT porous media model for estimation of heat transfer and pressure drop characteristics of offset and wavy fins.

A computational fluid dynamics program FLUENT has been used to predict the design data in terms of j and f factors for plate-fin heat exchanger wavy and offset strip fins, which are widely used in aerospace applications.

The suitable design data in terms of Colburn j and Fanning friction f factors is generated and presented correlations for wavy fins covering the laminar, transition and turbulent flow regimes.

The correlations for the friction factor f and Colburn factor j have been found to be good by comparing with other references. The correlations can be used by the heat exchanger designers and can reduce the number of tests and modification of the prototype to a minimum for similar applications and types of fins.

The present study aimed to find out the relationship of public service motivation (PSM) with other positive aspects, that is workplace spirituality and employee well-being among academic staff of public sector higher education institutions.

In order to capture the full picture of the institutional factors that may be responsible for initiating and improving public service motivation among employees, 23 interviews were carried out with employees placed in leadership positions in the public sector universities. The data were qualitatively analyzed through NVivo 12 to gain institutional perspective regarding various organizational factors that could influence PSM.

The finding of this study elaborates that, although PSM is a personal attribute of the individual, there are many other organizational factors that exert a substantial effect in promoting PSM. The results of qualitative data also affirmed a significant relationship between PSM and workplace spirituality (a type of organizational culture) and the influence of employee well-being in improving the motivation of public employees towards service provision.

The data were collected from the specific population that is academic staff of public sector universities which limits the generalizability of the results.

PSM is a vital concept in public organizations where individuals must understand and focus on public concerns to improve the quality of public service. Therefore, public sector organizations faced the challenge of nurturing an organizational culture in which selfless public service becomes the norm and individuals are driven by the effective accomplishments of their services. Therefore, an organization that is highly oriented towards spirituality likely to improve employee well-being, which is a challenging and important concept in organizations in promoting PSM among employees.

This study is unique in terms of identifying workplace spirituality and employee well-being as organizational influencers in promoting PSM among employees.

Multilevel inverters become very popular in medium voltage applications owing to their inherent capability of reconciling stepped voltage waveform with reduced harmonic distortion and electromagnetic interference. They have several disadvantages like more number of switching devices required and devices with high voltage blocking and need additional dc sources count to engender particular voltage. So this paper aims to propose a novel tri-source symmetric cascaded multilevel inverter topology with reduced number of switching components and dc sources.

A novel multilevel inverter has been suggested in this study, offering minimal switch count in the conduction channel for the desired voltage level under symmetric and asymmetric configurations. This novel topology is optimized to prompt enormous output voltage levels by employing constant power switches count and/or dc sources of voltage. The topology claims its advantages in generating higher voltage levels with lesser number of voltage sources, gate drivers and dc voltage sources.

The consummation of the proposed arrangement is verified in Matlab/Simulink R2015b, and an experimental prototype for 7-level, 13-level, 21-level, 29-level, 25-level and 49-level operation modes is constructed to validate the simulation results.

The proposed topology operated with six new algorithms for asymmetrical configuration to propel increased number of voltage levels with reduced power components.

This paper aims to answer whether the notion of the gender and leadership stereotypes theory has already reached its boundaries.

To accomplish such a goal, it relies on the extant literature looking for more robust findings, problems, disruptions and pathways toward building a better understanding of this problematic.

The evidence gleaned throughout this paper suggests that the interplay between gender and leadership stereotypes theory has reached its boundaries. Moreover, the traditional sex stereotype or gender traits approach within companies seems to be highly limited taking into account that it tends to nurture rivalry and prejudice among people of different genders. Rather than focusing on leader sex approach or egalitarian quotas, in terms of leadership role and despite the fair argument of diversity, the author proposes that it is wiser to concentrate on a meritocratic view.

It suggests that an androgyny leadership style appears to be welcomed in organizations, yet some shift about this understanding may be occurring. At present, however, female aspirants of leadership roles should work increasingly toward adapting themselves to this profile. In doing so, it is likely that they may be benefited from organizational evaluations in which the merit issue constitutes an imperative.

Overall, it is expected to contribute to theory by arguing that the traditional understanding of gender and leadership stereotypes theory is not suitable anymore to deal with the uncertainties and complexities that shape today’s business arenas. On the contrary, it argues that such approach tends only to encourage gender bias and to nurture a somewhat sex war game in detriment of organizations efficiency and productivity.

The purpose of this paper is to shed light on the different perceptions of entrepreneurial orientation (EO) of females compared to those of their male counterparts. EO and its links to performance are examined at the level of both the individual and the firm.

Multiple linear regression analyses of a data set with 301 employees in different industries reveal significant differences between genders.

EO has a positive impact on performance at both individual and firm levels of analysis. Females tend to perceive their individual EO as lower than males, but their self-evaluated work performance is higher than that of males. The firm’s EO is also perceived differently by men and by women, but the perceptions of firm’s performance are similar.

The results draw attention to the differences between individuals when they evaluate firm-level constructs like EO. While the sample is based on a small number of firms, the findings suggest that EO is neither pervasive throughout the firm nor gender-neutral.

The different gender-related perceptions should be kept in mind when promoting entrepreneurially oriented behaviour within organizations. A strong focus on EO in entrepreneurship policy or education may discourage women.

So far, multi-level organizational interrelationships have been substantially neglected with respect to the gender dimension.

The purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan.

A translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions.

As predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work.

The results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results.

The findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful.

This study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.

Post-harvest losses are major problems faced by farmers and this is due to their poor access to credit considered as a low rate of financial inclusion. This paper aims at analysing the relationship between financial inclusion and post-harvest losses in the West African Economic and Monetary Union (WAEMU).

The study engaged data from the Food and Agriculture Organisation [FAO] for post-harvest losses. Also, it engaged data from Banque Centrale des Etats de l’Afrique de l’Ouest [BCEAO] for financial inclusion over the period 2000 to 2020. The study applied the Instrumental Variable Two-Stage Least Squares (IV-2SLS) and Generalised Method of Moments (GMM) to test the robustness of the results.

The results show that financial inclusion reduces post-harvest losses by 1.2%. Therefore, given this result, policies to improve farmers’ access to credit by increasing the rate of financial inclusion, is a necessary condition for the reduction of post-harvest losses.

Social implication of this study is that it contributes to the policy debate on the enhancement of food security by reducing post-harvest losses. The reduction in post-harvest losses and food security, will improve the welfare and livelihood of the society. This aims for the actualization of sustainable development goal of food and nutrition security (SDG-2).

The findings imply that efforts by governments and policymakers to improve farmers’ access to credit by increasing the rate of financial inclusion would reduce post-harvest losses in West African countries that are members of the WAEMU. Also, investment in education, ICT and building warehouse for farmers will help in reducing post-harvest losses. It implies that educated farmers have more opportunities to be financially inclusive than those who are not educated.