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The contemporary French public research and higher education environment is complex and diverse. This chapter is based on major evolutions that occurred since 2000, particularly for universities. This timespan reflects the period during which the research management and administration (RMA) profession developed in this country. The development of this profession is closely linked to the new need for universities to obtain external resources. The changes in universities occurred differently according to their size and internal organisation. Research Managers and Administators (RMAs) acquired visibility to become important elements in the smooth running of research activities of universities and research organisations. Yet, there are still some challenges to face at organisational level for the profession to become essential and well-recognised, such as the lack of a national network.

This paper aims to present an iterative path-following method with joint limits to solve the problem of large computation cost, movement exceeding joint limits and poor path-following accuracy for the path planning of hyper-redundant snake-like manipulator.

When a desired path is given, new configuration of the snake-like manipulator is obtained through a geometrical approach, then the joints are repositioned through iterations until all the rotation angles satisfy the imposed joint limits. Finally, a new arrangement is obtained through the analytic solution of the inverse kinematics of hyper-redundant manipulator. Finally, simulations and experiments are carried out to analyze the performance of the proposed path-following method.

Simulation results show that the average computation time is 0.1 ms per step for a hyper-redundant manipulator with 12 degrees of freedom, and the deviation in tip position can be kept below 0.02 mm. Experiments show that all the rotation angles are within joint limits.

Currently , the manipulator is working in open-loop, the elasticity of the driving cable will cause positioning error. In future, close-loop control based on real-time attitude detection will be used in in combination with the path-following method to achieve high-precision trajectory tracking.

Through a series of iterative processes, the proposed method can make the manipulator approach the desired path as much as possible within the joint constraints with high precision and less computation time.

This paper examines the effectiveness of the three macro-prudential measures introduced by the Korean government in 2010 and 2011: (i) introduction of limit for FX forward positions of domestic banks and foreign bank branches, (ii) reintroduction of tax on foreign investors' earnings from Korean government bonds, and (iii) imposition of macro-prudential stability levy on non-deposit foreign currency liabilities appeared in bank balance sheets. The results show that the three measures were not successful: The limits of FX forward position did not lead to the decrease in foreign borrowings. The reintroduction of the tax did not reduce foreign investments in Korean government bonds. Lastly, the levy on non-deposit foreign currency liabilities did not lower the foreign borrowings from the banks and did not result in more financing through deposits for banks. The ineffectiveness of the capital flow management system in controling the amount of foreign capital flows implies that the system might not be effective in mitigating the pressure on exchange rate caused by excessive volatility of foreign capital flows.

This paper presents a case study on the problem of loading air containers in air express carriers motivated from DHL and Air Hong Kong. The problem is to determine the containers to be loaded and the locations of the loaded containers in an aircraft while maintaining stability of the aircraft. The objective of the problem is to maximize the revenue obtained from delivering containers. We present an integer programming model to represent and optimally solve the problem. Computational experiments done on a number of randomly generated test instances show that the integer program can be a viable tool for generating loading plans in the companies since optimal or near-optimal solutions for the test instances are obtained within a reasonable amount of computation time.

The European Union (EU) has recently adopted gender quotas for corporate boards (CBQ), anticipating ripple effects on women’s careers in the companies concerned, as well as throughout the economy. The purpose of this paper is to investigate whether CBQ has spurred ripple effects and discuss mechanisms hindering or facilitating women’s occupancy of top executive positions.

Norway was the first country in the world to introduce CBQ in 2003, with full effect from 2008. The policy requires company boards to be composed of 40% of each gender. Drawing on original data mapping boards and executive committees in Norway’s 200 largest companies, the authors analyze the association between CBQ and the gender composition of executive management almost 15 years after the full implementation. The data include both companies covered by the CBQ and large companies not covered.

The investigation does not find a positive association between CBQ and more women in executive positions. Thus, the ripple effect hypothesis of CBQ is not supported. CBQ may have contributed to an increased awareness of gender imbalances, yet these findings indicate that to achieve more gender balance in executive positions, scholars and practitioners may need to focus more on gendered conditions and processes in organizations and society throughout executive careers than on the gender composition of boards.

This paper provides empirical analyses of original data 15 years after the implementation of CBQ. The authors further contribute to scholarly debate by identifying and discussing possible mechanisms that explain how requiring more women on corporate boards may – or may not – have ripple effects on executive management.

It is quite universal for high-speed turnouts to be exposed to the wear of the stock rail of the switch rail during the service process. The wear will cause the change of railhead profile and the relative positions of the switch rail and the stock rail, which will directly affect the wheel–rail contact state and wheel load transition when a train passes the turnout and will further impose serious impacts on the safety and stability of train operation. The purpose of this paper is to provide suggestions for wear management of high-speed turnout.

The actual wear characteristics of switch rails of high-speed turnouts in different guiding directions were studied based on the monitoring results on site; the authorized wear limits for the switch rails of high-speed turnout were studied through derailment risk analysis and switch rail strength analysis.

The results show that: the major factor for the service life of a curved switch rail is the lateral wear. The wear characteristics of the curved switch rail of a facing turnout are significantly different from those of a trailing turnout. To be specific, the lateral wear of the curved switch rail mainly occurs in the narrower section at its front end for a trailing turnout, but in the wider section at its rear end when for a facing turnout. The maximum lateral wear of a dismounted switch rail from a trailing turnout is found on the 15-mm wide section and is 3.9 mm, which does not reach the specified limit of 6 mm. For comparison, the lateral wear of a dismounted switch rail from a facing turnout is found from the 35-mm wide section to the full-width section and is greater than 7.5 mm, which exceeds the specified limit. Based on this, in addition to meeting the requirements of maintenance rules, the allowed wear of switch rails of high-speed turnout shall be so that the dangerous area with a tangent angle of wheel profile smaller than 43.6° will not contact the switch rail when the wheel is lifted by 2 mm. Accordingly, the lateral wear limit at the 5-mm wide section of the curved switch rail shall be reduced from 6 mm (as specified) to 3.5 mm.

The work in this paper is of reference significance to the research on the development law of rail wear in high-speed turnout area and the formulation of relevant standards.

Employees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees.

We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives.

Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs.

This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.

Interim managers (IMs) are consultants who take on managerial positions during limited periods to perform changes, handle crises or cover vacancies. The increasing use of these short-term outsiders shapes new conditions for organizational learning in contemporary work life. The purpose of this paper is to contribute to research-based knowledge and theoretical understanding of the relationship between interim management and organizational learning.

The paper presents a literature review on interim management published within the years 2000–2020 and analyzes it through the lens of organizational learning.

An interim management assignment is characterized by a period of uncertainty, a limited time frame, knowledge from the outside and rather invisible outcomes. The concepts of shared mental models, dialogue, knowledge creation and organizational culture shed light on possibilities and constraints for organizational learning in these arrangements. The findings highlight the IM’s position as central for transforming the organizational culture, put a question mark for the establishment of the IM’s knowledge, show the need for defining outcomes in terms of learning processes and indicate tensions between opportunities for dialogue and the exercise of power.

The study provides a new conceptual understanding of interim management, laying the foundation for empirical studies on this topic from an organizational learning perspective.

The French higher education system has experienced reforms since the 2000s that gradually emphasized the executive power of universities and the centralization of decision-making. This culminated with the excellence initiatives (Idex) that concentrated 7.7 billion euros on only nine institutions to create “world-class” universities and made their leaders responsible for the local allocation of this substantial endowment. The universities’ executives had four years to complete changes in governance in order to see their institution permanently awarded the title and the funding of Idex. The hiring process is one of the elements that this policy impacted the most within these universities, enabling leaders to create new kinds of positions and control the hiring process. However, by looking at the hiring practices within three different Idex, we will show that collegiality did not disappear but rather it evolved: in the three cases, the closest colleagues have been marginalized but decision-making remained collective and in the hands of academics chosen by the university executives. Variations in the intensity of this evolution could be observed according to two dimensions. First, the scientific reputation of the university: the higher it is, the less collegiality is transformed. Second, the level of external pressures: the less collegial universities have relaxed their hiring practices after the evaluation that permanently granted them the label of Idex.

The purpose of this paper is to present an alternative solution for press-fit technology processes, which could improve the precision of the positioning movements and the stiffness of the structural elements.

A concept is presented and the related kinematics is described. Then, preliminary embodiment evaluations have been performed in terms of kinematics, force control and load distribution on the main structural elements.

Thanks to the additional leg, the proposed solution allows a preload that is capable of compensating the backlash of joints. The particular structure with four extendible legs and eight cardan joints ensures the parallelism between the ground and the plate holding the end effector, without any need of additional controls. However, it implies that the legs are not subjected to pure tension–compression stresses.

This work is focused on the conceptual phase of the design process, with only preliminary embodiment analysis that paves the way for subsequent and more detailed design steps. Especially concerning the actual stiffness of the system, comprehensive evaluations could be performed only after the identification of the particular parts/devices used to implement the main functional elements.

To the best of the authors’ knowledge, this is the first research work that comprehensively describes and analyzes the considered kinematics, within a real industrial application context.