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Traditional adaptive analysis based on a coarse mesh, using finite element method (FEM) analysis, produces the original solution. Then post-processing the result and figuring out the regions should be refined and these regions refined once. Finally, this new mesh is used to get the solution of first refinement. After several iterations of above procedures, we can achieve the last result that is closer to the true solution, which takes time, making adaptive scheme inpractical to engineering application. The paper aims to discuss these issues.

This paper based on FEM proposes a multi-level refinement strategy with a refinement strategy and an indicator. The proposed indicator uses value of the maximum difference of strain energy density among the elements that associated with one node, and divides all nodes into several categories based on the value. A multi-level refinement strategy is proposed according to which category the node belongs to refine different elements to different times rather than whether refine or not.

Multi-level refinement strategy takes full use of the numerical calculation, resulting in the whole adaptive analysis that only need to iterate twice while other schemes must iterate more times. Using much less times of numerical calculation and approaches, more accurate solution, making adaptive analysis more practical to engineering.

Multi-level refinement strategy takes full use of the numerical calculation, resulting in the whole adaptive analysis only need iterate twice while other schemes must iterate more times. using much less times of numerical calculation and approaches more accurate solution, making adaptive analysis more practical to engineering.

This study aims to provide an overview of sustainability in Flemish higher education (HE) by using the multi-level perspective (MLP) on sustainability transitions for a comprehensive empirical analysis of how sustainability is embedded in Flemish HE.

MLP was used as analytical framework to study the case and allow a focus on the interplay between innovative experiments in niche-practices, the characteristics of the prevailing regime (dominant structures, cultures and practices) and macro-trends at the landscape level. The data were collected through document analyses, surveys, in-depth interviews and a focus group. The empirical analysis was complemented with an extensive literature study.

In all, 9 landscape trends, 21 regime characteristics and 5 types of niches are identified. Furthermore, the multi-level analysis revealed 5 important lock-ins in the dominant regime that impede the upscaling of sustainable niches, 5 internal contradictions that destabilise the regime and can thus create windows of opportunity for niches to become viable alternatives and 16 opportunities for further embedding sustainability in HE.

The paper gives an original insight into the complexities of integrating sustainability in HE, highlights the important role of policy entrepreneurs to grasp emerging opportunities and offers them insight into how to create momentum and identify and fruitfully address windows of opportunity for a sustainability transition. It shows the potential and limits of the MLP for research on HE and outlines prospects for future research.

The purpose of this paper is to focus on the relationship between college and university faculty collegiality, conceptualized as a set of prosocial behaviors, and job satisfaction.

A multi-level structural equation model was developed to examine the relationship between faculty collegiality and job satisfaction at the individual and institutional levels, the effects of gender and race/ethnicity, the effect of institutional type (i.e. research universities vs non-research universities), and whether institutional-level perceptions of faculty collegiality and job satisfaction influence perceptions of faculty collegiality and job satisfaction at the individual level.

Faculty collegiality was highly and significantly related to job satisfaction at the individual level (0.86) and at the institutional level (0.93). At the individual level, pretenured women faculty and faculty of color indicated significantly lower levels of collegiality. At the institutional level, pretenured faculty interactions with tenured faculty colleagues were positively and significantly related to individual-level perceptions of faculty collegiality.

Study limitations include self-report data that were dependent upon accurate responses from faculty participants, and cross-sectional data. Future analyses could extend study findings by examining the influence of faculty collegiality upon such outcomes as faculty productivity and retention in future multi-level analyses.

It is recommended that interventions be undertaken to embed prosocial behaviors into faculty research, teaching, and service activities, and to foster relationships between pretenured and tenured faculty members.

This paper underscores the importance of collecting nationally representative faculty data and conducting rigorous multi-level analyses to inform higher education policy and practice.

Through application of multi-level structural equation modeling as the data analysis technique, the purpose of this paper is to analyze the group-level impacts on a couple’s food choices during travel at a coastal destination.

Researchers obtained 380 individual questionnaires from 190 mixed gender couples (who eat oysters) in Charleston and Beaufort County, South Carolina, USA. Data were collected from both members of the couple during their vacation. Due to missing data and normality issues 5 couples and 30 individuals were eliminated. The remaining data were analyzed with SPSS 21 and EQS 6.2 with advanced confirmatory factor analysis and multi-level (ML) regression techniques.

The study results indicated that while women have a more negative attitude than men toward oysters, their intention to eat oysters during vacation is not different from their partner. By detecting the interdependency of responses of individuals within a couple, this study revealed that a ML approach is a more powerful way to understand the decision-making process of couples. Additionally the difference in the results of single- and ML models showed that the latter approach lowers the chance of Type 2 error and provides more accurate results.

In tourism decision-making literature, the focus has been mostly on the individual despite the collectivistic nature of tourism activity. The current study is the first to analyze a couple’s decision-making process at the group level. Furthermore by collecting data from both members of the group during their vacation, this study has distinguished itself from previous studies.

To guide organizations toward total quality management (TQM), various models have been developed such as the European Foundation for Quality Management Excellence Model (EFQM Model). The purpose of this paper is to conduct a longitudinal investigation of whether the EFQM Model can serve as a framework for TQM in healthcare.

Data on a national representative survey about quality management (QM) in the hospital population in the Netherlands were used to conduct this study. The survey had five measurement points between 1995 and 2011.

The results of the study show that applying the EFQM Model in hospitals is related to improvement in organizational performance over time, a feedback loop in which hospitals use their results to further improve their organizational processes is established, and improvement is stronger when all the model’s elements are considered simultaneously.

The results of the study can be applied by quality managers of healthcare institutions to achieve higher quality of care.

Previous research on the relationship between the EFQM excellence model and TQM neglects two essential characteristics of the TQM philosophy, namely, the holistic perspective on QM and the presumed feedback loop of organizational performance that feeds a cycle of continuous quality improvement. The study provides new insights into the long-term benefits of applying the EFQM Model as a framework for TQM in healthcare.

Drawing on stakeholder theory, this study examines the relationship between responsible leadership and its macro-, meso- and micro-level outcomes. Further, this study investigates the moderating role of authenticity on the relationship between responsible leadership and its multi-level effects, i.e. relational social capital, corporate social performance and community citizenship behaviour among employees.

The authors conducted four field studies using the quantitative methodology to test the hypotheses. In study 1 (N = 236), by adopting a multi-wave and multi-source research design, the authors examine the relationship between responsible leadership, authenticity and relational social capital. In study 2 (N = 203), by adopting a multi-wave research design, the authors examine the relationship between responsible leadership, authenticity and corporate social performance. In study 3 (N = 203), by adopting a multi-wave and multi-source research design, the authors examine the relationship between responsible leadership, authenticity and employees' community citizenship behaviour. In study 4 (N = 257), by adopting a multi-wave and multi-source research design, the authors capture the impact of responsible leadership on outcomes (social capital, corporate social performance and community citizenship behaviour) with a boundary condition of authenticity.

The authors find that responsible leadership enhances relational social capital, improves a firm's social performance and develops community citizenship behaviour among employees. Further, the study finds that authenticity positively moderates the relationship between responsible leadership and its multi-level outcomes.

First, it is a maiden study to investigate the multi-level outcomes of RL in a series of three empirical studies. Second, it contributes to RL literature by testing a unique moderating role of authenticity between RL and its multi-level outcomes of relational social capital, corporate social performance and employees' community citizenship behaviour. This study also provides empirical evidence for the multi-level implications of stakeholder theory.

This paper aims to identify longitudinal associations between job demands, job resources and experience of meaning at work.

Using data from a longitudinal survey study among 6,299 employees in Danish eldercare who were divided into 301 work‐groups, experience of meaning at work was predicted from a series of job demands and job resources measured at individual level and group level.

A combination of individual‐level and group‐level measures of job demands and job resources contributed to predicting meaning at work. Meaning at work at follow‐up was predicted by meaning at work at baseline, role ambiguity, quality of leadership, and influence at work at individual level and emotional demands at group level. Individual‐level measures of job demands and job resources proved stronger predictors of meaning at work than group‐level measures.

Psychosocial job demands and job resources predict experience of meaning at work.

Experience of meaning at work constitutes an important organizational resource by contributing to the capacities of employees to deal with work‐related stresses and strains, while maintaining their health and well‐being.

Experience of meaning at work is positively associated with well‐being and reduces risk for long‐term sickness absence and turnover. Attention towards enhancing employee experiences of meaning at work may contribute towards the ability of western societies to recruit the necessary supply of labour over the coming decades.

This is the first study to provide longitudinal, multi‐level evidence on the association between job demands, job resources and experience of meaning at work.

The purpose of this paper is to examine the relationship between high commitment human resource practices (HCHRPs), conceptualized at the workplace level and employees’ attitudes, including affective commitment (AC) and turnover intention (TI). The study also tests the moderating role of cooperative labor–management relations (CLMR) between HCHRPs and organizational trust (OT).

Based on social exchange theory and trust commitment theory, the authors build a research model that explains employee behavior and empirically prove the model by using samples of 407 employees from South Korea. This study uses hierarchical linear regression and cross-level hypotheses based on hierarchical linear modeling.

The results demonstrate the positive impact of HCHRPs on an AC and TI, through OT. However, no moderating effect of CLMR between human resource management (HRM) practices and OT is observed.

Few theory-based studies test the direct linkage between HRM practices and outcomes. This study is designed with a multi-level research method to provide a conceptually comprehensive and deeper understanding of how HRM practices work in an organization by testing the relationship between organizational practices and employees’ outcomes.

Whilst professional learning communities (PLCs) have been widely explored at the school level, they have received less attention at the departmental level. The study takes the variance between departments and the role of departmental teacher leaders into consideration, and the relationships amongst departmental-level PLC dimensions, two types of teacher leadership (TL) and individual teacher self-efficacy are investigated.

The sample consisted of 907 teachers from 81 departments in Chinese schools. The associations between the studied variables were explored through a multi-level analysis approach.

The results show that two specific characteristics of departmental PLCs, namely reflective dialogue (RD) and collective responsibility (CR), exhibit a positive correlation with individual teacher self-efficacy. Additionally, the findings indicate that teacher transformational leadership significantly predicts teacher self-efficacy, whereas teacher instructional leadership (IL) does not emerge as a significant predictor. These findings may be attributed to the contextual factors of Chinese teachers' collective work and the practice of teacher leaders.

This research contributes to the existing literature by addressing the variance between departments and uncovering the impacts of departmental PLC dimensions on individual teachers. Furthermore, two TL styles at the departmental level are differentiated, and their distinct influences on teacher self-efficacy are further analysed.

The purpose of this paper is to examine how employees’ sentiments of fear and companionate love toward their leaders relate to leader effectiveness and follower loyalty.

The analysis uses multi-level survey data (n=728) from a professional services firm. Proposed relationships are examined using multi-level modeling, polynomial regression and response surface analysis.

Companionate love moderates the relationship between fear of a leader and leader effectiveness and follower loyalty. At high levels of companionate love, leader effectiveness and loyalty increase with fear, but at low levels of companionate love, fear negatively relates to leader effectiveness and loyalty. There are diminishing returns at relatively high levels of love and fear or when love becomes relatively much greater than fear.

Findings suggest that employees may incorporate sentiments of love and fear into their implicit leadership theories (ILTs), though the authors do not measure ILTs.

Leaders may consider incorporating behaviors that elicit sentiments of both love and fear for greatest follower loyalty and effectiveness.

This study is the first to examine the combination of sentiments of love and fear. In contrast to the extant literature, which posits that fear has primarily negative effects, the results suggest that fear may have a more nuanced relationship with perceptions of the leader.