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Mechanism of dezincification. DEZINCIFICATION is the term applied to the selective corrosion of zinc from copper zinc alloys, a form of deterioration that is easily recognisable by the copper‐coloured appearance of the corroded metal. It is often described as either ‘plug’ or ‘layer’ dezincification, but this division is largely arbitrary and merely indicates the appearance of the progress of attack and whether it is localised or general. Dezincification is not usually accompanied by any significant changes in the dimensions of the part undergoing attack, but the metal so attacked has no physical strength and has a structure of spongy copper. Consequently, components attacked in this way become weakened by reduction in effective cross section and eventually mechanical failure may occur.

Three unusual forms of ‘tell‐tale’ inlet impingement attack (slot, star and crescent) are described, together with examples of other similar interesting forms of attack. The paper is based on direct observations made in the field and on examination of samples returned to the laboratory. These investigations have revealed several factors, not previously reported, which can affect corrosion in heat exchangers. This paper, not previously published, has been revised since the author presented it to the first International Congress on Metallic Corrosion.

Under certain conditions the Cu‐Zn alloys are found to corrode by a process known as dezincification. As the term implies, zinc is removed from the alloy, leaving as a residue a porous mass of copper having little or no mechanical strength. Since corrosion is a surface phenomenon this process is initiated at the surface and, thereafter, gradually makes its way inwards until either leaks or cracks render the component useless for further service. Dezincification is a frequent type of corrosion failure encountered with brass handling waters contaminated with chloride ions.

TITANIUM BECOMES MORE AVAILABLE. ONE of the outstanding properties of titanium is its corrosion resistance. Although discovered at the end of the 19th century, it is only during the past decade that its properties and uses have been fully understood and exploited. Other properties are its light weight, high strength and high fatigue ratio, i.e. high ratio of fatigue strength to the ultimate strength.

The purpose of this paper is to understand how patients on a low security personality disorder ward experienced multi-disciplinary team (MDT) meetings, in order to suggest improvements that would benefit the patients and clinical teams.

The design was a case study where all patients on a low secure ward that specialised in personality disorders were approached to take part in the research. The study utilised non-participant observations of the MDT meeting (n=11), followed by individual interviews with the patients (n=10).

The data were subjected to a thematic analysis and this illuminated five themes relating to the patients’ experience of the MDT meetings namely, the importance of leave applications, the formality of the meetings, the opportunity to check on progress, decision-making and the importance of communication.

The findings suggest that small changes could be made to improve the patients’ experience of the MDT meeting. These included the provision of a less formal setting, ensuring a system where leave can be requested confidentially, greater transparency about the content of progress reports, and clearer communication between the MDT and the patient after the meeting.

There is limited research that has explored patients’ experiences of MDT meetings within secure forensic settings, and the use of non-participant observations of the MDT meeting followed by semi-structured interviews meant that the researcher and the patient had a shared experience that formed the basis of the later discussion.

This chapter provides a comprehensive survey of the contributions of the Austrian school of economics, with specific emphasis on post-WWII developments. We provide a brief history and overview of the original theorists of the Austrian school in order to set the stage for the subsequent development of their ideas by Ludwig von Mises and F. A. Hayek. In discussing the main ideas of Mises and Hayek, we focus on how their work provided the foundations for the modern Austrian school, which included Ludwig Lachmann, Murray Rothbard and Israel Kirzner. These scholars contributed to the Austrian revival in the 1960s and 1970s, which, in turn, set the stage for the emergence of the contemporary Austrian school in the 1980s. We review the contemporary development of the Austrian school and, in doing so, discuss the tensions, alternative paths, and the promising future of Austrian economics.

A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job and family satisfaction, along with the role of social support from work colleagues and family members. Levels of work‐to‐family interference (WFI) were found to be uniformly higher than family‐to‐work interference (FWI). However, at each time period FWI showed more consistent negative relationships with well‐being and satisfaction, indicating that family‐to‐work interference may have a greater bearing on employees’ affective reactions. There were few cross‐time relationships between work‐family conflict and these reactions, which suggests that the association of work‐family conflict with well‐being and satisfaction may be time‐dependent. Although there was some evidence that social support from work colleagues moderated the relationship of WFI with psychological strain and family satisfaction, family support did not display a consistent moderator influence. Instead, both forms of support tended to exhibit direct (rather than moderator) relationships with the outcome variables. Implications of the findings for research and interventions are discussed.

Research on coping at work has tended to adopt a between-person perspective, producing inconsistent findings on well-being outcomes. This focus on interindividual differences is in contrast to many theories that position coping as process, hence, as an intraindividual process that unfolds over time in response to job stressors and appraisals. The authors propose that focusing more on the within-person coping processes and integrating them with learning perspectives has the potential to advance our understanding. More specifically, coping behavior and well-being can be seen as an outcome of current and past learning processes. In this chapter, the authors discuss three mechanisms that explain how coping processes can produce positive versus negative effects on well-being, and how coping can be integrated into a learning framework to explain these pathways. First, the stress process entails encoding and evaluation of the situation and, as a consequence, deployment of suitable coping behavior. Over and above the efforts that have to be invested to understand the stressful situation, the coping behavior itself also requires time and energy resources. Second, coping behavior likely co-occurs with learning processes such as reflection, exploration, and exploitation. These learning processes require further time and cognitive resources. Third, although coping behaviors and their accompanying learning processes have the potential to drain resources at the within-person level, they can also build up interindividual coping resources such as a broader repertoire and coping flexibility. These between-level differences equip employees to deal with future stressors.

Research on perceptions of organizational politics has mostly explored the negative aspects and detrimental outcomes for organizations and employees. Responding to recent calls in the literature for a more balanced treatment, we expand on how positive and negative organizational politics perceptions are perceived as stressors and affect employee outcomes through their influence on the social environment. We propose that employees appraise positive and negative organization politics perceptions as either challenge or hindrance stressors, to which they respond with engagement and disengagement as problem-focused and emotion-focused coping strategies. Specifically, employees who appraise the negative politics perceptions as a hindrance, use both problem- and emotion-focused coping, which entails one of three strategies: (1) decreasing their engagement, (2) narrowing the focus of their engagement, or (3) disengaging. Although these strategies result in negative outcomes for the organization, employees’ coping leads to their positive well-being. In contrast, employees appraising positive politics perceptions as a challenge stressor use problem-focused coping, which involves increasing their engagement to reap the perceived benefits of a positive political environment. Yet, positive politics perceptions may also be appraised as a hindrance stressor in certain situations, and, therefore lead employees to apply emotion-focused coping wherein they use a disengagement strategy. By disengaging, they deal with the negative effects of politics perceptions, resulting in positive well-being. Thus, our framework suggests an unexpected twist to the stress process of politics perceptions as a strain-provoking component of employee work environments.