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The purpose of variable loading conditions (392 N-785N-392N-785N) with break-in period were used to study interactions between zinc dialkyl dithiophosphate (ZDDP) 0.1 P% (phosphorus) and fine-grade molybdenum disulfide (MoS₂) 3%, in different mixtures of NLGI 2 lithium stearate grease. Four-ball wear tests were used to evaluate the tribological properties of different grease mixtures such as coefficient of friction and wear. ASTM 2266 as reported by earlier studies is useful, but it is not representative of real-life applications where variable loads and speeds and different break-in periods play a role and could change the results and the nature of tribofilms.

In this study, chemical and mechanical properties of tribofilms were examined. Moreover, design of experiment was used to examine the data and shorten experimentation time. Research described here is investigating variable loading conditions for real-life applications by using a break-in period of 2 min at the start to minimize asperities and establish a clean surface. Design expert (DOE) analyzes responses to reveal those variables that are single factor and those that are multifactor whether synergistically or antagonistically.

The results indicated that spectrum loading with break-in period showed reduction in wear when tested in greases with ZDDP/MoS₂ combinations. Ramping up or down the load every 7.5 min for a rotational speed of 1,200 rpm and a total of 36,000 revolutions or 30-min time slowed the wear properties of lithium-based grease under different MoS₂ and ZDDP concentrations. Experiments indicated that wear was largely dependent on the loading condition and ZDDP additives during specific break-in period at 1,200 rotational speed. It is believed that MoS₂ greases perform better under spectrum loading and under constant loading when mixed with ZDDP phosphorus.

This research indicates that there is a synergistic interaction between ZDDP, MoS₂ and variable loading especially when a break-in period is applied. The results indicated that wear was largely dependent on the specific speed used with spectrum loading as presented in the energy dispersive spectroscopy and the Auger electron spectroscopy analysis, and thus a 3% MoS₂ grease with ZDDP (phosphorus: 0.1 Wt.%) are needed to improve the wear resistance and improve the friction characteristics.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-01-2024-0016/

The inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.

For systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.

The result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.

The paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

The purpose of this study was to investigate the effect of a facial photo of female job applicants on employment decisions.

A laboratory or “controlled” experiment was conducted to examine the impacts of job applicants’ facial photos, job applicants' professional qualifications (education level and years of work experience), raters’ gender and college student raters’ academic year on employment-related decisions in a hypothetical situation in the Chinese context. A descriptive analysis and mixed-design factorial ANOVA were conducted.

Significant main effects were found for the applicant’s photo and professional qualifications in the analysis of employment decisions. Significant interaction effects were also found in the analysis.

Discrimination against applicants who attached unattractive photos was more pronounced for the interview decision when the applicants had low qualifications than when they had high qualifications. Although both male and female raters’ ratings of the interview, hiring and salary decisions decreased as attractiveness decreased, it was more pronounced for male raters than female raters.

The tender documents, an essential data source for internet-based logistics tendering platforms, incorporate massive fine-grained data, ranging from information on tenderee, shipping location and shipping items. Automated information extraction in this area is, however, under-researched, making the extraction process a time- and effort-consuming one. For Chinese logistics tender entities, in particular, existing named entity recognition (NER) solutions are mostly unsuitable as they involve domain-specific terminologies and possess different semantic features.

To tackle this problem, a novel lattice long short-term memory (LSTM) model, combining a variant contextual feature representation and a conditional random field (CRF) layer, is proposed in this paper for identifying valuable entities from logistic tender documents. Instead of traditional word embedding, the proposed model uses the pretrained Bidirectional Encoder Representations from Transformers (BERT) model as input to augment the contextual feature representation. Subsequently, with the Lattice-LSTM model, the information of characters and words is effectively utilized to avoid error segmentation.

The proposed model is then verified by the Chinese logistic tender named entity corpus. Moreover, the results suggest that the proposed model excels in the logistics tender corpus over other mainstream NER models. The proposed model underpins the automatic extraction of logistics tender information, enabling logistic companies to perceive the ever-changing market trends and make far-sighted logistic decisions.

(1) A practical model for logistic tender NER is proposed in the manuscript. By employing and fine-tuning BERT into the downstream task with a small amount of data, the experiment results show that the model has a better performance than other existing models. This is the first study, to the best of the authors' knowledge, to extract named entities from Chinese logistic tender documents. (2) A real logistic tender corpus for practical use is constructed and a program of the model for online-processing real logistic tender documents is developed in this work. The authors believe that the model will facilitate logistic companies in converting unstructured documents to structured data and further perceive the ever-changing market trends to make far-sighted logistic decisions.

Research indicates that inconsistent gender norm presentations are met with backlash, which is particularly damaging to women. With social media use in selection rising, it is important to understand if this remains consistent for job applicants on social media.

In two experiments, this study investigates hiring managers' reactions to job applicant (in)consistent gender norm-based communication on Facebook (n = 197) and YouTube (n = 203). Participants located in the United States were asked to review social media materials, reported perceptions of task and social attraction, and make hiring recommendations.

Inconsistent with work on backlash in face-to-face settings, results demonstrated that masculine communication styles on social media may be detrimental to job seekers, and this was more pronounced for male job seekers. Feminine presentation styles had more favorable results.

The findings challenge the long-held understanding that men have more leeway to behave in agentic ways in job seeking contexts. While this may remain true in face-to-face settings, these findings suggest that social media, lacking media richness, may be a context in which males experience backlash for agentic behavior.

The research offers a novel perspective investigating traditional gender expectations in the digital realm, paving the way for a more comprehensive understanding of gender in employment contexts. This study contributes to the growing body of research on online behavior and expands understanding of how hiring managers react to gender norms in the era of social media.

This paper aims to develop an algorithm to study the impact of dynamic resource disruption on project makespan and provide a suitable resource disruption ratio for various complex industrial and emergency projects.

This paper addresses the RCPSP in dynamic environments, which assumes resources will be disrupted randomly, that is, the information about resource disruption is not known in advance. To this end, a reactive scheduling model is proposed for the case of random dynamic disruptions of resources. To solve the reactive scheduling model, a hybrid genetic algorithm with a variable neighborhood search is proposed.

The results obtained on the PSLIB instances prove the performance advantage of the algorithm; through sensitivity analysis, it can be obtained, the project makespan increases exponentially as the number of disruptions increase. Furthermore, if more than 50% of the project's resources are randomly disrupted, the project makespan will be significantly impacted.

The paper focuses on the impact of dynamic resource disruptions on project makespan. Few studies have considered stochastic, dynamic resource uncertainty. In addition, this research proposes a reasonable scheduling algorithm for the research problem, and the conclusions drawn from the research provide decision support for project managers.

The thin feminine body ideal in Western society has persisted, despite becoming less representative of the female population, with obesity rates consistently rising since the 1980s. Recently, the COVID-19 pandemic has exacerbated obesity rates, due to curtailed interventions, restricted mobility/enforced physical inactivity and increased reliance on processed food with a longer shelf life due to social isolation (World Obesity Foundation, n.d.). Individuals with obesity report weight discrimination in a broad range of settings, including employment, where researchers have documented weight discrimination in relation to hiring, job assignment, promotion, remuneration and work stability. Weight discrimination may be worse for jobs involving public interaction, particularly for women, because heavier women do not conform to societal body ideals, leading to weight stigmatisation such as anti-fat attitudes and beliefs (e.g. negative stereotypes) and prejudice. This chapter presents a systematic literature review of studies that have examined weight discrimination against women with obesity in jobs involving public interaction, i.e. ‘customer-facing roles’.

This paper aims to explore the stages and processes of work identity reconstruction following a major health-related career shock.

In-depth case study and interpretive phenomenological methods are used to allow for deep reflective self-analysis of post-career shock stages. The paper explores the identity processes and stages a Chief of Human Resources of a multinational firm experienced after being deprived from his main working abilities as a result of a brain stroke.

Post-shock work identity stages and processes are identified, as long as the importance of identity threat, liminality, identity internalization and relational recognition in the reconstruction process. The findings propose new coping responses that may allow individuals to escape a diminished work identity: identity shedding and identity implanting.

While career shocks play a significant role in career development, there is currently little understanding of how career shocks may affect individuals' work identity or sense of self, particularly over time. The paper provides a nuanced understanding of this phenomenon, through process data collected at several points in time over a period of 14 years.

This chapter makes a case for extending institutional preservation strategies to the entire landscape of knowledge capital. First, the authors define the three primary types of capital – physical, financial, and knowledge. Knowledge capital is further broken down into three categories – human, structural, and relational. The individual types of knowledge capital are defined, along with their variant economic properties and behaviors. The challenges these variations present for preservation are discussed. The authors also highlight these assets’ significant opportunities for curating new knowledge. Each type of knowledge capital is described, along with the preservation challenges and the curation opportunities.

This empirical study uses herd behavior model to explore the role of anchor investors in ensuring fundraising success and overfunding of crowdfunded ventures.

Qualitative comparative analysis (QCA) is applied to find the configurational patterns describing how anchor investors' information disclosure leads to successful financing and overfunding.

Even when the anchor investor's resume is not detailed or the anchor investor has little experience in entrepreneurial investment, success or overfunding can be achieved, provided the anchor investor is a corporation rather than an individual. For individual anchor investors, a detailed resume matters. Overfunding can be achieved even when an individual anchor investor makes a small relative investment, if this small relative investment is compensated for by a detailed resume. Experience in entrepreneurial investment is crucial when individual anchor investors have few previous investments. Regardless of the anchor investor's identity, investment in absolute terms is crucial for crowdfunding success when experience in entrepreneurial investment is low. Such experience must be extensive if the anchor investor's resume is not detailed.

Both entrepreneurs and crowdfunding platforms can benefit from the findings in relation to the design of campaigns that use anchor investors' informational cues to achieve success and overfunding.

The study examines the importance of anchor investors' information disclosure in digital crowdfunding environments, differentiating between individual and corporate anchor investors.

本實證研究使用羊群行為模型, 去探究錨定投資者在確保眾籌活動可達成功籌資以及過多籌資方面所扮演的角色。

研究人員以定性比較分析法、去找出描述錨定投資者的資訊公佈如何帶來成功融資和過多籌資的配置模式。

研究結果顯示、只要錨定投資者不是個人、而是一間公司, 則即使他們的履歷不詳盡, 又或他們對企業投資的經驗淺薄, 也無礙籌資或過多籌資的成功完成。如錨定投資者為個人, 則詳盡的履歷會影響甚鉅。即使個人錨定投資者相對而言參與少量的投資, 但若這少量的投資給他們詳盡的履歷所彌補的話, 則過多籌資仍可成功達到。若個別錨定投資者原有的投資量不多的話, 則企業投資的經驗至為重要。不管錨定投資者的身份是什麼, 若他們對企業投資所持的經驗淺薄, 則按絕對值計算的投資額對眾籌能否成功至為重要。若錨定投資者的履歷不詳盡, 則這種經驗必須是豐富廣泛的。

本研究區分了個人錨定投資者與公司錨定投資者兩者對眾籌的影響, 就此而研究在數碼的眾籌環境裡, 錨定投資者信息公佈的重要性。

研究結果可幫助企業家和群眾募資平台去設計可使用錨定投資者的資訊提示來達至成功眾籌和過多籌資的活動。