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Additive manufacturing (AM) is revolutionizing the manufacturing industry due to several advantages and capabilities, including use of rapid prototyping, fabrication of complex geometries, reduction of product development cycles and minimization of material waste. As metal AM becomes increasingly popular for aerospace and defense original equipment manufacturers (OEMs), a major barrier that remains is rapid qualification of components. Several potential defects (such as porosity, residual stress and microstructural inhomogeneity) occur during layer-by-layer processing. Current methods to qualify AM parts heavily rely on experimental testing, which is economically inefficient and technically insufficient to comprehensively evaluate components. Approaches for high fidelity qualification of AM parts are necessary.

This review summarizes the existing powder-based fusion computational models and their feasibility in AM processes through discrete aspects, including process and microstructure modeling.

Current progresses and challenges in high fidelity modeling of AM processes are presented.

Potential opportunities are discussed toward high-level assurance of AM component quality through a comprehensive computational tool.

Investigates several facets of the implementation of just‐in‐time (JIT) using a two‐tiered empirical approach that included a field study and a mailed survey. The 277 respondents to the survey included 130 manufacturing organizations, 61 service organizations and 86 public sector organizations in the USA. Five hypotheses were tested. The results indicate that while all the organization types had enacted procedural and operational modifications in support of their JIT implementations, there were some differences in the impact that these modifications had in reducing problems during the implementation and on the eventual outcome of the project. Suggests areas where benchmarking can be utilized by the various organization types to alleviate potential problems in the JIT implementation process and to improve their chances of success.

The purpose of this paper is to improve the environment and save energy, friction reduction, lower oil consumption and emissions demand that are the chief objectives of the automotive industry. The piston system is the largest frictional loss source, which accounts for about 40 per cent of the total frictional loss in engine. In this paper, the reciprocating tribometer, which is updated, was used to evaluate the friction and wear performances.

An alternate method is introduced to investigate the effect of reciprocating speed, normal load, oil pump speed and ring sample and oil temperature on friction coefficient with the ring/liner of a typical inline diesel engine. The orthogonal experiment is designed to identify the factors that dominate wear behavior. To understand the correlations between friction coefficients and wear well, different friction coefficient results were compared and explained by oil film build-up and asperity contact theory, such as the friction coefficient over a long period and averaged the friction coefficient over one revolution.

The friction coefficient changes little but fluctuates with a small amplitude in the stable stage. The sudden change of frequency, load and stroke will lead to the oil film rupture. The identification for the factors that dominates the wear loss is ranged as F (ring sample) > , E (oil sample) > , B (stroke) > , D (temperature) > , A (load) > , G (liner) > and C (frequency).

This paper develops and verifies a methodology capable of mimicking the real engine behavior at boundary and mixed lubrication regimes which can minimize frictional losses, wear, reduce much work for the experiment and reduce the cost. The originality of the work is well qualified, as very few papers on a similar analysis have been published, such as: The friction coefficient values fluctuating in the whole stage may be caused by the vibration of the system; suddenly, boundary alternation may help the oil film to form the lubrication; and weight loss mainly comes from the contribution of the friction coefficient value fluctuation. The paper also found that the statistics can gain more information from less experiment time based on a design of experiment.

The study explores the antecedents and consequences of social network fatigue (SNF) using the stress–strain–outcome (S-S-O) model. It builds on the work of previous scholars in the area of SNS by focussing on the intervening processes that explain the study's focal constructs.

To test the proposed framework, the study draws cross-sectional data from Indian Facebook users. Data were collected using an online survey, and the final sample of 309 valid and complete responses was analysed using SmartPLS to test the study's hypotheses.

The findings of the study report fear of missing out (FoMO) to be positively related to compulsive use (CU) of Facebook. CU had positive and significant direct and indirect effects (via information and social overload) on SNF. SNF was significantly associated with both depression (DEP) and discontinuous use intention (DUI). However, Facebook use intensity (FBI)'s moderating role on the relationship between FoMO and CU was insignificant.

First, the current study proposes and empirically tests a comprehensive model on the lines of the S-S-O model to understand the antecedents and consequences of SNF. Second, the study uses an Indian sample that is not age-specific (adolescents or young adults), unlike most past studies. Third, it examines various intervening stages and processes (through mediation and moderation) suggested by previous scholars but not yet explored.

This study aims to explore the effects of three competency layers of personality on salesperson effort and performance: self-efficacy, competitiveness and entrepreneurial motivation.

A two-study approach with data from 285 business-to-business (B2B) salespeople in the USA and 342 B2B/business-to-consumer salespeople in Poland is used. This study has also used structural equation modelling with partial least squares, common method assessment and mediation testing.

The findings show that across both studies, entrepreneurial motivation relates directly and positively to effort: salespeople with a greater entrepreneurial motivation exert more effort to perform their sales-related tasks. In addition, competitiveness and self-efficacy are two antecedents of entrepreneurial motivation in a sales context.

This study introduces the concept of entrepreneurial motivation as a goal orientation.

Despite the prominence of ethics in mainstream marketing and sales literature, studies on the role of unethical sales practices remain sparse. As a result, we sought to fill this void by reviewing and integrating the available research on unethical sales practices.

A systematic methodology is used to review the literature. The data study covered peer-reviewed journal publications from 2008 through 2020.

Our investigation uncovered patterns (situational ethical behavior, ethical sales organizational culture, ethical leadership of salespeople, and unethical behavior). We suggest promising avenues for further research by concluding our methodological and theoretical contribution.

Today’s sales profession is continually evolving, putting increased demand on salespeople to adapt to new norms. Salespeople may be enticed to engage in unethical sales tactics in these situations, endangering not just themselves, but also their organizations and clients. This research contributes to the unique nature of ethics among sales people.

Considering recent changes in sales practices, such as the sales role becoming more strategic, increased reliance on technology for sales activities, increased stress from adding technological responsibilities to the sales role and decreased avenues of social support (such as traditional forms of community) to cope with work-related stressors, there is a need to reconsider Verbeke et al.’s (2011) classification scheme of determinants of sales performance, which was based on literature published before these critical changes became apparent. This paper aims to conduct a systematic review of sales performance research published during 1983–2018 to propose an extension to Verbeke et al.’s (2011) classification.

This paper followed a systematic approach to the literature review in five sequential steps – search, selection, quality control, extraction and synthesis – as suggested by Tranfield et al. (2003). In total, 261 peer-reviewed journal papers from 36 different journals were selected for extraction and synthesis.

The findings make the following additions to the classification: strategic and nonstrategic activities as a new category, technological drivers of sales performance and job-related psychosocial factors as a broader category to replace role perceptions. Derived from the job demand–control–support model, three subcategories within the category of job-related psychosocial factors are psychological demands (encompasses role perceptions and digital-age stressors such as technostress creators), job control and work-related social support.

This paper identifies that manager’s role in facilitating technology skills, providing informal social support to remote or virtual salespeople using technology, and encouraging strategic behaviors in salespeople are future research areas having good potential. Understanding and building positive psychology aspects in salespeople and their effect on sales performance is another promising area.

Newly added technological drivers draw the attention of sales firms toward the influence of technology and its skilful usage on salesperson performance. Newly added strategic activities makes a case for the importance of strategic participation in salesperson performance.

This review extends Verbeke et al.’s (2011) classification scheme to include recent changes that sales profession and literature have undergone.

The main purpose of this research is to understand how the sudden shift to work from home (WFH) after the onset of the COVID-19 pandemic has caught several sales organizations underprepared and ill-equipped to combat emergent challenges. In this research, the authors provide initial evidence into how the WFH arrangement impacts salespeople and sales organizations. Specifically, this research is guided by two objectives: to understand how the shift to WFH environment is affecting salespeople, and to explore how organizations can mitigate dysfunctional effects of the shift to WFH practices and enhance salespeople’s commitment toward this new reality.

The authors did preliminary in-depth interviews with 13 executives operating in the business-to-business (B2B) space to identify themes that reflected the reality faced by B2B sales organizations when transitioning to WFH. The authors then conducted a quantitative study involving a survey with 130 B2B salespeople.

The findings from the qualitative research suggested that the WFH situation is quite different from the more traditional remote selling situations that B2B salespeople are used to. More specifically, salespeople experienced more anxiety because of the WFH situations. This finding was supported in the empirical study done by the authors where stress associated with WFH and job insecurity had a significant impact on salesperson anxiety.

The study primarily used subjective responses of salespeople with no objective measures. Furthermore, this study is cross-sectional in nature. Future research should build on the present work to understand the long-term consequences of WFH and factor in customer responses to the same. The impact of increased use of technology in the sales process will need further attention, including the sales management implication for the same.

Given the unforeseen nature of the COVID pandemic and how unprepared salespeople and sales organizations were to deal with it, this study is one of the first studies that documents the impact of WFH situations on salespeople.

This paper aims to extend the relationship marketing concept to examine which relationship bonds (social, structural and financial bonds) have different effects on employee affective (want to stay), normative (ought to stay) and continuance commitment (have to stay). Preventing emotional exhaustion in frontline employees and helping them stay on the job is an important topic for emotional labor research. The research also investigates which types of commitment influence emotional exhaustion and turnover intentions significantly.

Data were collected through a self-reported questionnaire administered to 401 restaurant service industry frontline workers.

The findings support the hypothesis that whereas social and financial bonds influence affective commitment, structural and financial bonds influence continuance commitment. Furthermore, affective commitment is a crucial factor for preventing emotional exhaustion and turnover intentions, whereas continuance commitment positively affects emotional exhaustion.

This research offers academic and managerial insights into the various types of relationship bonds and controls these bonds for facilitating employee organizational commitment, which consequently affects emotional exhaustion and turnover intention.