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The purpose of this paper is to investigate a novel approach toward electromagnetic launch.

The field of linear electromagnetic acceleration aims at accelerating macroscopic masses (up to several kg) to speeds in excess of 2 km/s. This can be achieved using accelerators of the railgun type. The innovation of this work lies in the use of multiphase current instead of the classically used quasi-direct current (DC). The approach taken is to work out in a first step the potential performance of such a configuration, for example, by showing that a constant propulsive force can be realized. Next, the necessary changes for the system setup were carefully analyzed. Both the accelerator and the power supply have to be considerably modified with regard to the classical approach.

Thorough analysis of the electromagnetic behavior of the launcher including nonlinear effects lead to an innovative system design which is considered to be the main finding of the work presented here. Moreover, a prototype was build. The preliminary experimental results obtained are in very good agreement with corresponding simulations validating the underlying modeling approach.

For the purpose of this paper, power levels of only 450 kVA are considered. However, this research can be used to design more powerful devices in the future.

While DC powered railguns are modeled very well in a variety of papers, the use of multiphase alternating current is not very well discussed yet. It could be of value for launch scenarios, for which very high speeds are required such as the launch of micro satellites to space.

The purpose of this paper is to accelerate research related to the employee-facets of service management by summarizing current developments in multiple research streams, providing propositions, and articulating new directions for theory and empirical inquiry.

Seven scholars provide short reviews of the core topics and findings from four employee-related research streams – collective turnover, service climate, emotional labor, and occupational stress; and generate propositions to guide future theoretical and empirical work. Four distinguished service scholars – David Bowen, Ray Fisk, Christian Grönroos, and Jochen Wirtz comment upon these research streams and provide future directions for accelerating employee-related research in service management.

All four research-streams yield insights that have the potential to advance service management research. Commentaries from the distinguished scholars further integrate this work with key concerns within service management including technology-enablement, transformative services, and service strategy.

This paper is unique in its scope of coverage of management topics related to service and its aim to promote interdisciplinary dialog between service management scholars and researchers conducting employee-related research relevant to services.

The paper investigates how the alignment of two corporate functions, sustainable supply chain management (SSCM) and trade compliance (TC) can help companies to take corporate value chain responsibility (VCR). In particular, the authors investigate how evolutionary system theory can explain the coevolution of two distinct VCR functions (SSCM and TC) and the potential and challenges for their future alignment.

The authors introduce evolutionary system theory as a powerful explanatory perspective to the field of VCR, SSCM and TC. By applying evolutionary system theory to the VCR debate, the authors analyze the potential for aligning both functions. They further analyze the inherent challenges of such an alignment by discussing the concept of organizational path dependencies.

The paper spells out a research agenda and formulates testable propositions for further investigating the interplay of environment and system as well as the structural options for a functional alignment of SSCM and TC.

The corporate function of TC has been widely overlooked by supply chain and sustainability scholars. This paper adds the function of TC to the wider discussion on SSCM and corporate VCR. Furthermore, the paper develops a research agenda for a pioneer topic and triggers discussion in academia and corporate practice.

Performance feedback theory (PFT) has informed analyses in numerous national contexts and has been used to explain various business and management activities of firms. Stemming from behavioral theory and grounded in a cognitive perspective, which views organizational actions as being the results of decisions produced by groups of individual decision-makers, PFT research has mostly assumed the universal nature of cognition and decision-making processes. However, PFT also presumes that individual decision-makers bring with them different backgrounds and experiences. Hence, this paper offers propositions on how cultural differences in individualism-collectivism influence the major components of PFT, including the formation and revision of performance goals (aspiration levels), and search behaviors and risk preferences in response to gaps between goals and actual performance. Implications for future research and practice are discussed.

This paper offers theoretical propositions for the above purpose.

This is not an empirical analysis.

By integrating the individualism-collectivism differences framework into the PFT model, the authors answer previous calls to integrate concepts and frameworks from other theories into PFT while considering the role of cultural differences in aspiration-consequence relationships. Additionally, much of PFT research has focused on outcomes, while actual internal processes have remained unobserved. By focusing on how cultural differences influence various PFT processes, this conceptual analysis sheds light on the unobserved bounds of decision-makers' cognitions.

To report on the Annual Meeting of the American Association for the Advancement of Science held in St Louis, Missouri in February 2006.

An overview of the seminars, symposia, workshops and presentations at the conference.

The theme of the meeting was Grand Challenges, Great Opportunities. The meeting was attended by 4,000 registrants, 105 exhibitors; and 900 members of the press. The meeting highlighted the academic role and infrastructure of technology in different science applications, including publishing, and national policy.

A report of interest to library and information management professionals.

The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.

The survey data were collected from 426 employees of a holding company.

The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship.

This research adds a cultural component to the person-environment fit research.

The purpose of this paper is to explore the changing nature of the relationship between service workers and their work arrangements. Building upon classical and contemporary management theories and examining current trends and disruptions in employment relationships, it proposes a dynamic and relational model applicable to the management of service work in future decades (notionally in the year 2050).

This paper introduces and develops the concept of worker–ecosystem relationship as a core construct to describe the participation and productivity of workers in the significantly transformed work environment of 2050.

This paper argues that in work ecosystems – defined as relatively self-contained and self-adjusting systems – work arrangements will evolve toward less-clearly defined employment relationships characterized by long-term social contracts, tightly defined work roles and physical proximity of workers and organizations.

A novel yet theoretically rooted construct of work ecosystems is introduced, using this new lens to predict changes in the nature of service work in 2050.

The purpose of the study is to focus on the enhancement of knowledge management (KM) performance and the relationship between organizational culture and KM process intention of individuals because of the diversity of organizational cultures (which include results-oriented, tightly controlled, job-oriented, closed system and professional-oriented cultures). Knowledge is a primary resource in organizations. If firms are able to effectively manage their knowledge resources, then a wide range of benefits can be reaped such as improved corporate efficiency, effectiveness, innovation and customer service.

The survey methodology, which has the ability to enhance generalization of results (Dooley, 2001), was used to collect the data utilized in the testing of the research hypotheses.

Results- and job-oriented cultures have positive effects on employee intention in the KM process (creation, storage, transfer and application), whereas a tightly controlled culture has negative effects.

However, it would have been better to use a longitudinal study to collect useful long-term data to understand how the KM process would be influenced when organizational culture dimensions are changed through/by management. This is the first limitation of this study. According to Mason and Pauleen (2003), KM culture is a powerful predictor of individual knowledge-sharing behavior, which is not included in this study. Thus, this is the second limitation of this paper. Moreover, national culture could be an important issue in the KM process (Jacks et al., 2012), which is the third limitation of this paper for not comprising it.

In researchers’ point of view, results- and job-oriented cultures have positive effects, whereas a tightly controlled culture has a negative effect on the KM process intention of the individual. These findings provide evidences that challenge the perspective of Kayworth and Leidner (2003) on this issue. As for practitioners, management has a direction to modify their organizational culture to improve the performance of KM process.

Both behavioral and value perspectives of the organizational cultural dimensions (results-oriented, tightly control, job-oriented, sociability, solidarity, need for achievement and democracy) should be examined to ascertain their effects firstly on KM culture and then on the KM process intention of the individual. It is hoped that the current study will spawn future investigations that lead to the development of an integrated model which includes organizational culture, KM culture and the KM process intention of the individual.

The results-oriented, loosely controlled and job-oriented cultures will improve the effectiveness of the KM process and will also increase employees’ satisfaction and willingness to stay with the organization.

In 1993, an innovative working time agreement was achieved at the Volkswagen (VW) Company. Its major aim was to save 30,000 jobs in VW's six German plants, which were endangered because of a severe crisis of the car manufacturer. The 2‐year agreement included as its major point a reduction of the weekly working hours by 20% to 28.8 hours/week without complete financial compensation for the employees. In the years following, the original agreement was renewed and amended several times whereby the amendments mainly included a considerable flexibility of the working time structures at Volkswagen. This paper discusses the different agreements and presents some findings of a representative empirical study among the VW employees about the effects of the 28.8‐hour per week agreement. Finally, the question will be answered whether the VW model could serve as a general model to redistribute an existing volume of work among more employees in order to reduce unemployment.

The purpose of this paper is to explore user-centered design possibilities at the intersection of gamification and persuasive technology to foster energy saving behavior.

We performed a large-scale empirical study of 480 participants and analyzed how different HEXAD gamification user types perceive selected persuasive strategies embedded in an energy saving prototype. Furthermore, we investigated the role of existing energy saving behaviors (pro-environmental behavior scale–e.g. regularly turning the lights off) and their effect on the perceived persuasiveness of the proposed persuasive strategies, which may has an impact on the overall design process. Furthermore, we applied partial least squares path modeling and conducted a one-way and repeated measure ANOVA.

Results show that user types play an important role in the design of persuasive systems for energy saving. For instance, people with a high tendency toward the Socializer user type were motivated by almost all of the employed persuasive strategies, whereas Philanthropists and Players only to a limited number of strategies. Furthermore, our study reveals that existing behaviors like the individual level of energy conservation influences the perceived persuasiveness of certain strategies and therefore should be considered in the design of such applications.

Using storyboards to obtain feedback about the perceived persuasiveness of employed strategies has limitations compared to the actual use of a functional prototype. However, to offset that limitation the mock-ups used in the storyboard reflected the actual designs for a real-world prototype.

This is the first study that explores how HEXAD gamification user types can be used to inform the design of persuasive applications for energy saving (RQ1). Furthermore, and in particular, this study draws on the challenges when using user types within gamified persuasive systems by highlighting the impact and the importance of considering existing energy saving behaviors (RQ2), which has not been addressed so far.