Search results

Application of cold spray technology may exhibit significant benefits for the additive manufacturing process, particularly for producing intricate objects. To ascertain the feasibility of such an application, this paper aims to present a numerical investigation of the effect of scaling down a convergent-divergent (de Laval) nozzle, which is typically used in the cold spray industry, on the compressible flow parameters and thermal characteristics.

The Navier–Stokes equations and energy equation governing compressible flow are numerically solved using a finite volume method with a coupled solver. The conjugate heat transfer technique is used to couple fluid and solid heat transfer domains and predict the local heat transfer coefficient between the solid and fluid. The use of various RANS turbulence models has also been investigated to quantify the effect of the turbulence model on the simulation.

The numerical results reveal that the flow and thermal characteristics are altered as the convergent-divergent nozzle is scaled down. The static pressure and temperature profiles at any section in the nozzle are shifted toward higher values, while the Mach number profile at any section in the nozzle is shifted toward a lower Mach number. The turbulent kinetic energy at the nozzle exit increases with the scaling down of the nozzle geometry. This study also provides convincing evidence that the adiabatic approach is still suitable even though the temperature of the nozzle wall is extremely high, as required for industrial application. Results indicate that it is feasible to use the available capabilities of the cold spray technology for additive manufacturing after scaling down the nozzle.

The idea of adopting cold spray technology for additive manufacturing is new and innovative. To develop this idea into a viable commercial product, a thorough understanding of the flow physics within a cold spray nozzle is required. The simulation results discussed in this paper demonstrate the effect that scaling down of a convergent-divergent nozzle has on the flow characteristics in the nozzle.

Students with learning disabilities (LD) have a wide range of academic needs. Since the passing of P.L. 94-142, significant research has been done on effective interventions for this group of students. Starting with the Learning Disabilities Research Institutes through the recent Handbook of Learning Disabilities, reviews of lines of research make several broad ideas about interventions clear. Primary among these is that students with LD can learn if provided with appropriate, effective instruction. Specifics about this idea and its implications are discussed in the following chapter.

The purpose of this paper is to study the effects of ion‐slip current and Hall current on the formation of longitudinal vortices in natural convection flow over a heated horizontal plate.

The criterion on the position marking on the onset of longitudinal vortices is defined in the present paper. The results show that the onset position characterized by the Grashof number depends on the Prandtl number, the Reynolds number, the wave number, the Hall parameter, the ion‐slip parameter, and the Hartmann number.

The flow becomes more stable as the magnetic field increases. However, the destabilizing effect is found on the flow when the Hall and ion‐slip currents are presented.

The standard method of linear stability model is applied, with terms higher than first order in disturbance quantities being neglected.

The problem of MHD natural convection flow with Hall and ion‐slip currents has many important engineering applications, e.g. power generators, Hall accelerators and flows in channels and ducts.

This study is to check the validity of the assumptions that the conditions of Hall and ion‐slip currents can be ignored.

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

This paper aims to examine the effect of carbon emissions on audit fees. The authors hypothesize that firms in cities with higher carbon emission levels have lower reporting transparency, higher return volatility or are subject to higher reputation risk, causing them to be charged higher audit fees for auditing services.

The authors use panel data of 25,960 firm-year observations from a sample of Chinese firms. The carbon emission data for each Chinese city are obtained from the China Emission Accounts and Datasets for Emerging Economies. This paper adopts a multiple regression model to study the impact of carbon emissions on audit fees.

The authors find that firms located in cities with higher carbon emission levels and firms with more carbon emissions are charged, on average, a higher audit fee. This audit fee effect of carbon risk is transmitted by lessened information transparency and elevated financial risk within these firms. This paper shows that auditors consider carbon risk in their audit fee decisions and other factors that could influence audit risk and effort.

This study draws a connection between carbon emissions and audit fees. It is especially relevant due to the increasing importance of environmental factors in the audit risk assessment. In addition, the findings suggest that a firm implementing a proactive environmental strategy benefits the economy and decreases the costs to the firm for services such as auditing.

The purpose of this paper was to test the mediating role of training duration in relationship between firm characteristics and training evaluation practices. In this paper, the authors also investigated if this mediating effect differs with respect to the size of the firm.

The authors collected data from 260 professionals of 90 call centers.

The authors found that training duration mediates the relationship between firm size and training evaluation. The authors also found that indirect effect of firm size on training evaluation through training duration differs across different levels of firm size but not across different levels of ownership.

This is a cross-sectional study that emphasized on training evaluation practices only.

The study has implication for both evaluation researchers and practitioners in terms of designing training evaluation policies and practices.

This is the first study in its nature that explains the intervening role of training duration in relationship of firm characteristics and training evaluation practices.

This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.

Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.

Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.

The correlational design prevents conclusions about causality.

The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.

The study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.

Despite the growing prominence of innovation, limited studies examine the adoption of applications that support innovation processes. The purpose of this study is to investigate the adoption of innovation management applications (IMAs).

The paper draws on qualitative and quantitative evidence sourced from innovation development and commercialization functions including R&D, marketing, and administration at a university and technology transfer office.

The paper contributes to literature by isolating determinants that affect the adoption of IMAs and their link to innovation process performance, confirming the importance of perceived usefulness and compatibility of IMAs to user's work styles.

There is paucity of research concerning the adoption of IMAs which present unique challenges due to their idiosyncrasies. This study contributes by proposing an adoption model and validating it. It also links IMA adoption to innovation process performance, thereby filling a gap in extant technology adoption research.

Trust is an important facilitator of successful B2B relationships. The purpose of this study is to investigate affect-based antecedents of both interpersonal and interorganizational trust, and their impact on the performance of buyer–supplier relationships. The authors ask two research questions: (1) What are affect-based dimensions of interpersonal and interorganizational trust? (2) How do interpersonal and interorganizational trust influence buyers’ operational performance?

The authors use data from an original survey of 156 buyer–supplier relationships between multinational enterprise subsidiaries and local suppliers in the Thai manufacturing sector to develop a structural model in which the authors test the hypotheses.

Consistent with social exchange theory and social psychology, the empirical analysis shows that affect-based dimensions at the individual level, namely, likeability, similarity and frequent social contact, and at the organizational level, namely, supplier firm willingness to customize and institutionalization of cooperation, are important for establishing trust. In addition, interpersonal trust enhances buyers’ operational performance indirectly via interorganizational trust.

Buying and selling firms may develop organizational trust by developing processes that enhance organizational trust. Individuals with purchasing or sales responsibilities may enhance trust in their personal relationship. However, such interpersonal trust needs to be translated to the organizational level to benefit organizational performance.

The findings contribute to the literature on affect-based antecedents and outcomes of trust. Specifically, the authors offer theory and empirical evidence regarding the contribution of salespersons toward affect-based dimensions of trust and its impact on buyer’s operational performance.