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Manufacturers are now driving towards the increased use of automation and the goal of zero‐defects. As quality is improved and defect rates approach the popularized “Six‐sigma” level (customarily 3.4 defects per million), manual or sampled measurement techniques limit the achievement of product quality and manufacturing cost objectives. New automated inspection and gauging technology is required for process verification and control. To be competitive in the current manufacturing environment, new gauging technology must be integrated into the manufacturing process to provide online feedback.

Objects can be inspected by measuring the way in which they distort acoustic, inductive, capacitive and microwave fields.

A large and growing body of research demonstrates that student success requires more than just academic achievement; it also requires supportive environments that foster the development of key social and emotional competencies and mindsets. Inspired by this body of research, Transforming Education (TransformEd) embarked on a multi-year partnership in 2016-17 with NewSchools Venture Fund (NewSchools) to support their portfolio of Innovative Public Schools in expanding their definition of student success. This chapter describes the ways in which TransformEd implemented a research-practice partnership (RPP) with over 90 schools throughout the country to promote a focus on social and emotional competencies and equitable learning environments. The chapter begins with the importance of RPPs for driving change related to social and emotional learning. The principles underpinning the current RPP are then discussed. Included throughout are insights from school leaders and the actions they took to apply key learnings from this partnership. The chapter concludes with lessons learned from the NewSchools RPP, to help inform others engaged in this type of bidirectional work.

The purpose of this paper is to summarize the life and works of Alfred Chandler and highlight the impact of his thoughts on organizational theory, strategy and history.

The paper analyzes Alfred Chandler's life and the lasting contributions his works have provided to many disciplines as well as the work of his revisionists. Furthermore, the paper analyzes his contributions to the understanding of US business history and global business history.

Chandler's conceptualization of the growth of large business and management practices have shaped business history by transitioning from an American exceptionalist view to a more global comparative perspective.

The paper provides Chandler's insights as well as those of his revisionists regarding USA and comparative global business history.

The paper highlights Chandler's cross‐disciplinary impact and analyzes Chandlerian and revisionist perspectives in both the American exceptionalist as well as the global comparative eras of Chandler's life.

This paper seeks to examine the efficacy of predicting turnover for employees and entrepreneurs from Estonia, Latvia, and Lithuania using attitudes towards benefits, pay satisfaction, pay, gender, and age across a four‐year time frame.

A survey that included information on attitudes towards benefits and pay satisfaction was used to collect data from 153 Estonian, 157 Latvian, and 146 Lithuanian employees and 243 Latvian, 103 Estonian, and 109 Lithuanian entrepreneurs. The turnover of the employees and business owners was then followed over a four‐year time period with assessments done each year allowing for an examination of temporal variations in the relationships over time. Actual salary/income data was also obtained from organizational records.

It was found that for the employee samples the classification rates increased slightly as compared to base rates over time (e.g. did better the longer the time period included), while for the employers the classification rates and R² values were relatively flat as compared to base rates. For the employee samples the R² values decreased over time. Attitudes towards benefits were generally significant predictors of turnover for employees and entrepreneurs over a four‐year time period while satisfaction with pay was typically significant for employees but not for entrepreneurs. It was also found that for the employees both equity and expectancy considerations were able to explain differences in turnover rates while for entrepreneurs expectancy theory considerations were more powerful than equity theory explanations.

The research is limited both by geography, job types, and the theoretical construct of turnover. Few studies have examined turnover among both employees and business owners, and few studies have explored the similarities and differences between the two.

Pay and benefits are important for employees. Pay seems to be important for attracting employees while benefits are important for retaining them.

This study examines turnover for both employees and entrepreneurs with a four‐year longitudinal design with data from three different countries – Estonia, Latvia, and Lithuania. Temporal variations in the relationships are also examined on a year by year basis. As employee retention has been an important factor in the Baltic region over the last two decades it is vital to understand how to retain employees.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Given the conflicting attitudes that people have toward those who report wrongdoing and a lack of empirical research specifically examining subsequent hiring, it is an open question as to whether accounting professionals would want to work with former whistleblowers. The authors examine this question using an experimental design, in which participants evaluate an employment candidate before and after the person discloses having been a whistleblower. Four manipulations of whistleblowing are used in both a within-subjects and a between-subjects manipulation. The authors’ results demonstrate that accounting professionals’ intentions to recommend a candidate for hire decrease after they are informed that a strong candidate has a whistleblowing past. A candidate is viewed most negatively, however, when discovering malfeasance and electing not to blow the whistle internally. Moreover, when the whistle is blown internally and the superior takes no action, the candidate who remained silent and chose not to continue to push the issue is viewed more negatively than the candidate who proceeded to blow the whistle externally. Although a candidate having a whistleblowing past appears to pose a cautionary signal in the interview process, participants reacted more harshly when the candidate failed to act or lacked the durable moral courage to see the matter through to completion.

This study aims to examine the extent to which the demographic and work‐related variables of educational level, gender, age, salary level, organizational tenure, and union membership are useful predictors of satisfaction with pay level, benefits, raises, and the structure/administration of a compensation system. These variables have previously been utilized in the prediction of satisfaction with pay levels, but have not been tested as useful predictors of the other three dimensions of compensation satisfaction.

This study used multiple regression analyses and samples of 423 employees in the USA with a 63 percent response rate and 519 employees in the Baltics with a 73 percent response rate.

It was found that not all of the variables are equally useful predictors of each of the four dimensions of compensation satisfaction and that differential prediction is occurring among the four dimensions and across the two world regions. Surprisingly, it was found that in seven of the eight analyses the strongest predictor of satisfaction with the four dimensions of compensation satisfaction is job tenure, while actual compensation level, which was expected to be the strongest predictor, was found to be quite weak.

A major weakness is that all of the data were self‐reported. Ideally the demographic and work‐related variables would have been collected directly from the organization in addition to being collected from employees. A second limitation is that the characteristics of the present sample may limit the generalizability of the results. An inordinate number of the subjects were unionized, female, and married. The major implication is that the paper supports the differential prediction for various dimensions of compensation satisfaction and for the need to explore for additional variables that can account for significant proportions of the variance in these dimensions.

The paper is the first of its kind to examine in a single or cross‐cultural setting the relationship between common demographic and work‐related factors and compensation satisfaction while controlling for organizational level. The literature review traverses the research in the area stretching from the 1940s to 2005 and makes specific suggestions for future research that could advance the field.

The purpose of this study is to test the extent to which pay satisfaction is equivalent to perceptions of pay fairness in order to call to attention the need for care in designing instruments in order to lessen the likelihood of the confounding of concepts within measures as has been in numerous previous studies.

Questionnaire data were collected as part of a larger project seeking to understand the customer service behaviors of business owners for four groups of self‐employed business owners from Latvia, Germany, the UK, and the USA.

It is found that while pay satisfaction and pay fairness are not the same construct, with the exception of internal pay comparisons, the self‐employed may not distinguish between pay fairness and pay satisfaction in a meaningful manner.

All four of the samples included in the current study had limited control over their compensation as the economy and industry are the most powerful influences on the income of the self‐employed in small businesses. It might prove useful to examine whether these results hold true for individuals with highly variable compensation.

Organizations should not assume that individuals naturally differentiate between pay fairness and pay satisfaction. It also would appear that there are few differences in the perceptions between the self‐employed based upon country of origin.

While many studies have been performed on pay fairness and pay satisfaction that have assumed that they are distinct constructs, this is the first study to use a multi‐step process in order to systematically and empirically examine the degree to which they are similar. This is done across four countries and with a sample of self‐employed business people – a group rarely examined in human resource research.