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The paper's aim is to investigate the natural convection flow of an Ostwald‐de Waele type power law non‐Newtonian fluid past an isothermal vertical slotted surface.

The Keller‐Box method is used to solve the governing boundary layer equations for the natural convection flow of an Ostwald‐de Waele type power law non‐Newtonian fluid past an isothermal vertical slotted surface.

As the slip parameter increases, the friction factor increases whereas the heat transfer rate decreases. Owing to increase in the value of the Prandtl number, Pr, there is decrease in the value of the skin‐friction coefficient, and augmentation of heat transfer rate. As the viscosity index n increases, both the friction factor and the heat transfer rate increase.

The analysis is valid for steady, two‐dimensional laminar flow of an Ostwald‐de Waele type power law non‐Newtonian fluid past an isothermal vertical slotted surface. An extension to three‐dimensional flow case is left for future work.

The method is useful to analyze perforated plates and wire netting such as perforated wings in order to reduce the drag by suction of the boundary layer, filtration or air‐conditioning.

The results of this study may be of interest to engineers interested in heat transfer augmentation and drag reduction in heat exchangers.

Considers the architecture and production of everyday life and its positive outcomes, as well as ways of disrupting it, resulting in the loss of these outcomes. Indirectly, such disruption might be brought about by the possible effects of the huge, interacting global changes (in the fields of macro‐economics, technology, culture and politics) on our organisations. These changes force organisations to change themselves too, in order to survive. Some of these forms of adaptation are discussed. Looking at their consequences on the everyday life of their employees, the article roughly distinguishes two kinds of consequences. The article indicates a number of possible sources of stress, and some approaches and interventions that may mitigate their possible harmful effects. Moreover, it concludes that such interventions can have more general positive effects for the organisation, because stress‐related complaints can be indicators of underlying factors that may negatively affect other organisational goals as well.

What happens when leaders are unable to keep leading? Leaders are often expected to be enthusiastic, innovative and help lead their organization forward. However, sometimes they can find themselves so emotionally and physically depleted that they are unable to function, even at the most basic level. Years of stress, heavy responsibilities, personal issues and unhealthy work hours can take a toll in the form of ‘burnout’. The battery is flat and the car cannot start. There are many contributing factors to burnout. It comes at a high cost to the leader, his family and his organization. This chapter will look at the nature of burnout and examine how the leader’s personality, work role, leadership style and life experiences can all contribute to the development of this condition. The impact of burnout, pathways to recovery and some preventative measures will also be examined combining current research findings with the author’s own experience of burnout. This chapter aims to highlight the need for leaders to look after themselves and for organizations to help support their leaders in an effective way. Although recovery from burnout may be a difficult and long journey, leaders can regain their strength and motivation and return to the role stronger and with more effective coping strategies.

This chapter is based on a study investigating the effect of downward mobbing on employees' stress-related growth (SRG) with the mediator role of burnout and the moderator role of personality hardiness and coworker support. Data were collected from 367 employees (177 females, 186 males) through MTurk. Self-report measures were administered to participants who have been exposed to mobbing by their supervisor/manager in at least one of their previous work experiences. Moderated mediation analysis suggested that burnout mediates the relationship between mobbing and SRG where burnout and growth were negatively associated. Coworker support appeared as a significant but inadequate moderator to promote growth. Post hoc analysis suggested that there is a curvilinear relationship between burnout and growth, and hardiness is a significant – but insufficient – moderator in the direct relationship. Implications for science and practice will be discussed.

In any machining process, the surface profile of the workpiece is continuously changing with respect to time and input parameters. In a conventional machining process, input parameters are feed and depth of cut whilst other parameters are considered to be constant throughout the process.

The direct and indirect participation of this instantaneous curvature can be used to optimize the strategy of cutting operation in terms of different parameters like heat generation-induced stresses, etc. The concepts of the metric tensor and Riemannian curvature tensor are made use in this study as a representation of curvature itself. The objective of this study is to create a mathematical methodology that can be implemented on a highly flexible machining process to find an optimum cutting strategy for a particular output parameter.

The study also includes different case studies for the validation of this newly introduced mathematical methodology.

The study will also find its position in other mechanical processes like forging and casting where instantaneous curvature affects various mechanical properties.

The purpose of this paper is to examine the factor “Staff's beliefs, attitudes and social representations” vis‐à‐vis the part it plays during the negotiation process in the effort of the two leaders of the Greek banking branch to merge.

The codification is attempted by means of software, so as to clarify the trends for negotiations in win‐win conditions. Data were collected by the negotiation process of two large banking companies.

The paper concludes that the private or public character of each banking organization involved in the negotiation process of aiming at a merger will affect its strategic choices in relation to the role played by human beliefs and professional attitudes during the negotiations. Additionally, the research has pointed out some elements that are explained and justified by the existing circumstances in the particular banking area. The fear of change, the stress, the insecurity and the loss of morale are also pointed out as being significant factors.

The paper is based on research of two different sectors – private and public – and how the employees of two organizations belonging to these sectors react and affect the result of the merger.

The purpose of this paper is to examine the impact of regular mindfulness meditation practice on five personal qualities that an extensive literature review deems critical for successful leadership in an age of rapid organizational change and uncertainty.

In this eight-week study, the authors investigated whether a weekly, 45-minute mindfulness practice routine (n=20) would significantly improve five leadership qualities when compared with a weekly, three hour graduate level leadership course (n=21), which in contrast incorporated theoretical instruction, skills practice, and experiential learning. Both samples included organizational leaders throughout the Minneapolis/St Paul area.

Results of a pre-post survey confirmed that when compared with participants in the leadership course condition, participants in the mindfulness practice condition demonstrated a significant increase in promotional regulatory focus and a significant reduction in trait anxiety and stress. No significant changes were seen for resilience or tolerance for ambiguity. This study also uncovered significant inter-correlations between scores on trait anxiety and a number of variables, most notably promotional regulatory focus. Implications exist for numerous bodies of research concerning leadership, well-being and the leadership development programs they influence, which include leadership psychology, organization development, and mindfulness-based stress reduction.

This is the first study of its kind (to date) to investigate the impact of mindfulness practice on leadership qualities, which according to research, are critical to leadership performance.

Nowadays, technostress is a common problem for many organisations. The purpose of this research is to investigate the underlying mechanisms under which enterprise social networks (ESNs) leads to technostress and their consequences.

The authors collected data from 242 employees working in research and development (R&D) centres in India and analysed the data using partial least squares structural equation modelling (PLS-SEM).

The findings of the study contribute to the growing body of knowledge in “dark side of social media research” by researching the phenomenon of higher use of ESNs in organisations and the consequences while theoretically delineating the effect of social, hedonic and cognitive use of ESNs in organisations on technostress, thus extending prior research on adverse impact of social media and technostress research. The results revealed that both ESNs’ need and technostress is adversely related to mental health, performance and greater turnover intention, and perceived organisation support (POS) played a moderating role in this relationship such that with higher POS, employee turnover intention reduces. By uncovering the role of POS as a potential moderator, the findings provide empirical evidence for POS and technostress in organisations, thus offering practical implications for the ESNs strategists, managers and practitioners to develop ESNs’ usage policies to avoid adverse outcomes of technostress in organisations.

This research advances theoretical understanding of the relationship between ESNs, technostress, mental health, performance and turnover” intention while contributing extensively to the technostress literature and to the scholarship of ESNs. In addition, by uncovering the role of perceived organisational support as a potential moderator, this study contributes to the existing literature on POS.

The empirically tested model delivered by this research will enable organisations to understand different excessive usage patterns of ESNs at work, which contribute to negative outcomes for organisations and employees. The findings support the maintenance of social life at work affecting better employee mental health, and the application of cognitive use of ESNs can reduce technostress. Hence, organisational strategies should implement employee policies and interventions that facilitate better work–social life and well-being, simultaneously encouraging usage of ESNs largely for work-related information transmission and sharing within the organisations.

This study constructed a moderated-mediation model by introducing the potential mediating effect of technostress, mental health and performance and the moderating effect of POS to reveal the mechanism through which ESNs related to technostress, mental health, performance and turnover intention in the Indian context.

The purpose of this study is to investigate the relationship between role overload (RO) and the work–family interface (work–life conflict and work–life enrichment) among bank employees and the moderating effects of personal life characteristics and commitments on this relationship. It aimed to bring out the importance of contextual factors in individual's interactions across various roles.

A structured questionnaire based on validated instruments was designed and administered to 279 employees from the banking sector in India. The instrument was adapted to the local language to ensure ease of comprehension.

RO was positively correlated with both work interference with personal life (WIPL) and personal life interference with work (PLIW), and negatively correlated with work–personal life enrichment (WPLE). Gender, number of children and age of the youngest child significantly moderated the relationship between RO and WIPL.

This study was limited by the use of self-reported data and its cross-sectional nature. Future studies will need to include a larger sample with people from across the workplace hierarchy.

This paper provides valuable insight into the influence of personal life characteristics and commitments on RO and the work–family interface.

The banking sector is among the top 10 most stressful workplaces in India due to high work pressure and the threat of competition. These working conditions make it important to understand employee perceptions of RO and its impact on the work–family interface.