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The purpose of this paper is to synthesise X₂TiO₄ spinel‐type anticorrosion pigments and YTiO₃, perovskite‐type anticorrosion pigments, where X = Zn, Mg, Ca, Sr; Y = Ca for metal protective paints.

Anticorrosion pigments were synthesised from oxides or carbonates at high temperature. The following pigments were synthesised: TiO₂ · ZnO, 2TiO₂ · ZnO, TiO₂ · 2ZnO, TiO₂ · MgO, TiO₂ · CaO, TiO₂ · ZnO · MgO, and TiO₂ · ZnO · SrO. The pigments obtained were characterised by means of X‐ray diffraction analysis, measurement of particle sizes and scanning electron microscopy. The anticorrosion pigments synthesised were used to produce epoxy coatings with PVC = 10 per cent for each synthesised pigment. The coatings were tested for physical‐mechanical properties and in corrosion atmospheres. The corrosion test results were compared with those of alumino zinc phosphomolybdate.

A spinel or perovskite structure was found in the pigments synthesised. High anticorrosion efficiency was identified in all the synthesised pigments, the highest efficiency being demonstrated in the TiO₂ · ZnO pigment of spinel structure and in the TiO₂ · CaO pigment of perovskite structure.

The pigments synthesised can be conveniently used to protect metal bases from corrosion.

The use of pigments synthesised in anticorrosion coatings for metal protection presents a new approach. Its benefits are the use and the method of synthesising the anticorrosion pigments that do not contain heavy metals and that are acceptable for the environment.

The purpose of this paper is to determine a new easy route to obtain high performance and economic anticorrosive hybrid pigments based on kaolin and ferrite. The new route is based on depositing a surface layer of an expensive efficient anticorrosive pigment (ferrite) on a bulk of cheap extender pigment (kaolin). The combination of these pigments can add improved properties to the new pigment different from each of its individual components. These improved properties lead to imparting new properties to paint films containing these prepared pigments.

The new prepared hybrid pigments contain different concentrations of deposited ferrite on kaolin surface, are determined using X‐ray fluorescence analysis to estimate the concentration of each element in the pigments. The pigments are characterised using different spectro‐photometric and analytical methods to prove the deposition of the shell layer and elucidate the structure of their particles. Then, they are incorporated in anticorrosive paint formulations, where their presence in these formulations is between 50 and 75 per cent of the total pigments in the paint formula. A model of the mechanism of protection to the metal substrate is presented.

The results show that the presence of these hybrid pigments imparts excellent corrosion protection to steel substrates, in spite of their different concentrations and loadings in the paint films.

These pigments can be applied in other polymer composites, e.g. rubber and plastics as filler and reinforcing agent.

Prepared pigments are eco‐friendly and can replace other hazardous pigments (e.g. chromates) – also it can replace original ferrite pigments. These pigments can compensate for the presence of other known pigments in markets successfully. The main advantage of these pigments is that they combine both the properties of their counter‐parts, and they are of lower cost than the original inhibitive pigment (ferrite). Also, they can be applied in other industries other than paints, e.g. paper, rubber and plastics composites.

The purpose of this study is to prepare core-shell ferrites/kaolin pigments and compare their efficiency in protecting metal substrates to original ferrites. The new pigments are based on precipitating a shell of different ferrites that comprise only 10-20 per cent of the whole pigment on kaolin (core), which is a cheap and abundant ore comprising 80-90 per cent of the prepared pigment. These new pigments combine the properties of both its core and shell counter-parts, exhibiting improved corrosion protection properties. Furthermore, the pigments are represented as efficient, economically feasible and eco-friendly with comparable efficiency to that of original ferrites in protecting steel substrates.

The new pigments were characterized using different analytical and spectrophotometric techniques, e.g. transmission electron microscopy, energy-dispersive X-ray analysis and X-ray fluorescence. The pigments were then incorporated in epoxy-based paint formulations. The physico-mechanical properties of dry films and their corrosion properties were tested using accelerated laboratory tests in 3.5 per cent NaCl for 28 days.

The results of this study revealed that ferrite/kaolin core-shell pigments performance was almost close to that of the ferrite pigments in the protection of steel, and, at the same time, they confirmed good physico-mechanical properties.

These pigments can be applied in other polymer composites, e.g. rubber and plastics, as fillers and reinforcing agents.

Ferrite and ferrite/kaolin are environmentally friendly pigments, and they can impart high anticorrosive behavior to paint films with concomitant cost savings.

The aim of this research is to analyze sustainable value chain management based on dynamic capabilities in small and medium-sized enterprises (SMEs).

A qualitative methodology is used, through a multiple case study with three SMEs, to identify the conceptual relationship between the sustainable value chain and dynamic capabilities. Interviews are conducted with managers, and the data are analyzed through content analysis.

It is observed that breaking down barriers in processes is important for establishing the sustainable value chain, generating dynamic capabilities with the readaptation of activities.

It is recommended that studies be conducted in other sectors and in large companies, to identify new perspectives.

The findings of this study demonstrate the constant processes of SMEs in response to legal, bureaucratic and logistical changes, in the generation of dynamic capabilities and sustainable value chain management, to achieve their customers' goals.

The research contributes to the literature on the management of dynamic capabilities in the value chain in Brazilian companies and to the supply chain field, particularly in relation to SMEs.

This research analyzes sustainable value chain management based on dynamic capabilities in Brazilian SMEs, gathering the managers' perceptions regarding changes in the external environment that influence adaptations and alignments, impacting on their businesses.

The purpose of this paper is to study the relationship between human resource management (HRM) practices and innovation performance in Spanish manufacturing firms. The paper focuses on the number of existing patents, analyzing the extent to which this variable is favored by HRM practices. It will also assess the extent to which patents explain the firm performance and mediate in the relationship between the latter and HRM practices.

The objective is to assess these relationships using the Spanish Survey of Industrial Strategic Behavior. The longitudinal analysis focuses on the years between 2001 and 2008, a period of great economic growth in Spain.

The findings show that the most innovative firms were also the most competitive ones. Furthermore, employment security positively affects innovations over time and training on new technologies is associated with the number of patents, when overall compensation practices are high.

This study demonstrated the existence of two objectives that HR managers should be aiming at. On the one hand, the development of patents should be a priority for obtaining better results over time. On the other hand, management should invest in HRM practices because they favor innovation and are neither a waste of time nor resources.

This study contributes to the literature, surpassing the limitations of previous research, by assessing the role of HRM practices in innovation and company outcomes and by using a longitudinal study design.

The purpose of this paper is to examine, through a microeconomic analysis, the extent to which trip characteristics influence tourism expenditure in 14 emerging urban-cultural cities in Andalusia (Spain).

This analysis was carried out using an ordinary least squares method, which measures influence on tourism expenditure based on the trip characteristics of tourists visiting emerging urban-cultural cities. For this, the authors used 3,030 surveys conducted on tourists who, in 2013, visited 14 emerging urban-cultural cities in Andalusia (Spain).

It was confirmed that certain trip characteristics – type of accommodation, length of stay, trip planning and internet use – determine tourism expenditure in these destinations. The findings provide stakeholders in these destinations with information for the implementation of policies aiming to increase revenue in destinations where tourism development levels are still in their infancy and where, therefore, there are many unexploited opportunities.

First, this study identifies those trip characteristics which influence tourist expenditure in emerging urban tourist destinations. These destinations, to date, had not been previously analysed in expenditure segmentation studies. Second, aside from the factors traditionally analysed in scientific literature, other trip-specific variables were considered; these relate to the means by which tourists familiarise themselves with their destination and the way in which they plan their trip (use of the internet), as the rise of new technologies has radically changed tourism.

The purpose of this paper is to present a project called EmprendeSport, whose aim is to increase knowledge in entrepreneurship and sports in students, professors and professionals through seminars carried out from 2015 to 2018. This study summarises the experience and data extracted throughout these seminars with the purpose of helping to design policies that stimulate business activity of the universities that seek to promote entrepreneurial spirit within a higher educational context.

This is a descriptive paper of the experiences of the seminars done during four years, with a regularly assistance of 200 people. The profile of the assistants was, mainly males, studying a degree on sports or entrepreneurship and working.

There is a lack of knowledge and interest in entrepreneurship. The realisation of the seminar resulted to be a useful incentive for the public to develop new ideas to innovate in their daily lives, some of them also, because of the seminar through of creating their own business. From the organisation perspective, in order to increase the entrepreneurial culture between the females.

The main contribution of this document could be to help design policies that stimulate business activities of universities and, therefore, stimulate their contribution to the development of the modern knowledge economy.

The purpose of this paper is to analyze the antecedents of the development of dynamic capabilities from an HRM perspective, considering the leading role of leadership styles and their potential impact on the orientation of HR systems and a firm’s capabilities.

The authors designed an empirical study of a sample of 107 Spanish industrial firms, asking HR, production and marketing managers to assess the CEO’s leadership styles, the system of HRM practices applied in their organizations and dynamic capabilities. They applied multiple regressions and mediation analysis.

The authors’ results suggest that both transactional and transformational leadership styles are positively associated with dynamic capabilities (sensing, seizing and reconfiguration), directly and indirectly, through their effects on HR systems.

This paper approaches dynamic capabilities by using cross-sectional data. A longitudinal analysis would enrich this study. Also, the data aggregation in this paper does not allow to check different HR orientations from different departments. Finally, other HRM practices and strategic orientations could be assessed.

This paper highlights the need to develop CEOs who are able to combine leadership behaviors in such a way that they promote HR systems (skill-based development vs job-based development) and to use them as mediating mechanisms and in order to generate greater dynamic capabilities in the organization.

The authors are proposing that HRM can be applied to leverage a firm’s competitive advantage, as HR systems mediate for obtaining different dynamic capabilities. Second, it could be concluded that any CEO should combine or display traits of both forms of leadership styles (transformational and transactional) in order to develop the full range of dynamic capabilities. Finally, this paper can provide some insights into the way dynamic capabilities can be measured and approached, through HRM microfoundations.

A strong HRM system (encompassing the dimensions of distinctiveness, consistency and consensus) facilitates a collective interpretation of Human Resource Management (HRM) practices in a common direction, and consequently, a conjoint response by employees. The purpose of this paper is two fold: first to argue that those dimensions have a direct impact on the reaction of employees (organisational citizenship behaviour, OCB and intention to remain, IR); and second, the authors propose that these dimensions are not independent, but rather can interact in such a way that consensus impacts on the consistency of an HRM system, and consistency mediates the relationship between consensus and OCB and IR.

The authors surveyed HR managers and employees from a sample of 102 Spanish hotels. Specifically, HR managers were asked to complete a questionnaire assessing the dimensions of HRM strength, and employees completed a different questionnaire reporting their levels of OCB and IR. The authors examined the reliability and validity of measures by means of Confirmatory Factor Analysis. Finally, structural equations models were applied to test direct effects and mediating hypotheses.

As an initial finding, the authors obtained two dimensions of HRM strength: consistency and a new factor, which is a combination of distinctiveness and consensus, labelled the “Reputation” of the HRM system. A second result is that such the reputation of the HRM system positively affects OCB and IR. Third, consistency mediates in the relationships between the reputation of the HRM system and OCB and IR.

Although the authors are aware of the limitations of our paper, regarding the cross-sectional data design and the assessment of HR strength by managers, the authors believe that the results highlight the importance of HRM system strength, since it affects individual outcomes.

One of the valuable contributions made by this paper is that the authors obtained two dimensions for HRM strength instead of the three proposed by Bowen and Ostroff (2004): consistency and reputation (as a combination of distinctiveness and consensus). The authors explain that the new dimension is related to the concept of employer branding, emphasising HRM system’s internal image, facilitating common expectations that guide employees towards the desired responses. Second, Reputation impacts Consistency, improving employees’ OCB and IR; hence, the dimensions of HRM system strength are not independent, but they are better able to interact in order to affect employee outcomes.