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The purpose of this study is to demonstrate the potential of three-dimensional printing technology for the remanufacturing of end-of-life (EoL) composites. This technology will enable the rapid fabrication of environmentally sustainable structures with complex shapes and good mechanical properties. These three-dimensional printed objects will have several application fields, such as street furniture and urban renewal, thus promoting a circular economy model.

For this purpose, a low-cost liquid deposition modeling technology was used to extrude photo-curable and thermally curable composite inks, composed of an acrylate-based resin loaded with different amounts of mechanically recycled glass fiber reinforced composites (GFRCs). Rheological properties of the extruded inks and their printability window and the conversion of cured composites after an ultraviolet light (UV) assisted extrusion were investigated. In addition, tensile properties of composites remanufactured by this UV-assisted technology were studied.

A printability window was found for the three-dimensional printable GFRCs inks. The formulation of the composite printable inks was optimized to obtain high quality printed objects with a high content of recycled GFRCs. Tensile tests also showed promising mechanical properties for printed GFRCs obtained with this approach.

The novelty of this paper consists in the remanufacturing of GFRCs by the three-dimensional printing technology to promote the implementation of a circular economy. This study shows the feasibility of this approach, using mechanically recycled EoL GFRCs, composed of a thermoset polymer matrix, which cannot be melted as in case of thermoplastic-based composites. Objects with complex shapes were three-dimensional printed and presented here as a proof-of-concept.

This review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this topic available to date.

An examination and critical evaluation of 37 research articles, two scientific monographs and a chapter was conducted. The selection of articles was based on conducted content analysis.

Having an employer brand has become of utmost importance for many organizations since it was first described in academic literature in mid-1990s. Despite its key role in organizational success, there is a certain lack of recognition of employer brand in academic literature. While employer brand research is somewhat scarce, international employer brand research is almost non-existent. Organizations that operate on different international markets often recruit their employees internationally as well. However, employer brand developed and managed locally differs from the one developed and managed globally.

This review is based on a small number of articles available in the databases. Additionally, only the research papers written in English were included in the review.

This review paper offers a much-needed overview of literature on employer branding within international context. International employer brands and international employer branding have so far been neglected within employer branding literature, despite the obvious need for differentiation. Therefore, this article seeks to provide a systematic overview and identify relevant characteristics of the international employer brand.

This paper investigates the integration of leadership training into IT curricula to develop current and future skills needed by the IT job market. The technical and non-technical skills required for IT professionals are presented and a conceptual model for including leadership training in technical courses is outlined. To implement this model, we adopted the Problem-Based Learning approach to teach an IT course. Qualitative and quantitative data were gathered, through a survey, from 52 undergraduate students in the College of Information Technology at Zayed University. Our results show that our adopted approach was successful in teaching IT skills as well as developing leadership skills. Given these findings, we highlight the importance and feasibility of integrating leadership development on a daily basis within technical courses to develop both the technical and non technical skills required by the job market.