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The purpose of this paper is to synthesize SnO₂–ZnO hollow nanofibers, study their sensing properties and introduce an attractive candidate for formaldehyde detection in practice.

Pure and SnO₂–ZnO hollow nanofibers were synthesized by electrospinning method and characterized via X-ray diffraction, field-emission scanning electron microscopy and Fourier transform infrared spectroscopy. The formaldehyde-sensing properties were investigated.

The optimum performance was obtained at 260°C by the 14 at.% SnO₂–ZnO hollow nanofiber sensor. The sensor could detect formaldehyde down to 0.1 ppm with rapid response–recovery time (4-6 s and 7-9 s, respectively), high sensitivity, good selectivity and stability. The relationship between the sensor’s sensitivity and formaldehyde concentration suggests that the adsorbed oxygen species on the sensor’s surface is O2−. The prominent sensing properties are attributed to the one dimensional hollow nanofiber structures and the promoting effects of SnO₂.

The sensor fabricated from 14 at.% SnO₂–ZnO fibers exhibits excellent formaldehyde-sensing characteristics. It can be used for formaldehyde detection in practice.

The electrospinning method is a very simple and convenient method for fabricating hollow nanofibers and the sensing material is of low cost.

To the best of the authors’ knowledge, studies on formaldehyde sensing of SnO₂–ZnO hollow nanofibers have not been reported before.

Based on the situational approach for envy, the purpose of this paper is to examine the effect of two-dimensional workplace envy (being envied and envying others) on the task and contextual performance of employees working in either private or public sector organizations.

This study was conducted on survey data collected from 988 private sector employees and 530 employees from the public sector employed in Istanbul. Following a quantitative empirical design, structural equation modeling was used to test the hypotheses.

The study results revealed that envying-others dimension has a significant negative effect on both task performance and contextual performance. In addition, the findings indicate more envious feelings of private sector employees than public sector employees. For public sector employees, male participants were found to envy others more than females.

In addition to the contributions, this study has its limitations. First, although the study was carried out with a comprehensive sample, it is limited to the views of 1,518 employees in Istanbul and is a cross-sectional study. Also, employee performance is evaluated through self-reporting, which forms another limitation; it could have been more reliable for the supervisors to assess their subordinates' performance.

Apart from scholars, our findings have implications for practitioners. Feelings such as envy that comes with a sense of competition can create an environment that stimulates people, motivates them to work, can make them productive and can also cause an ultimately destructive situation. This makes it critical to manage envy in the workplace. Though there may be facilitators behind it, one crucial factor that fuels envy in the workplace is the lack of fair human resources policies and systems. Still, human resources management is undeveloped in most public organizations. With effective human resources management, there may be some roadmaps for managers to dissolve conflicts arising from envy. First, it is imperative to have systems that will separate the employee from the others, which everyone will accept, strengthening the feelings of justice among employees. Envy often occurs following a social comparison. Management can implement an incentive system that supports employee collaboration and avoid nepotism. Especially in private organizations where the competition is more among employees, managers should give more attention to understand their subordinates' feelings. The managers' attention to expressing their feelings toward their subordinates could establish an equal distance within the workplace. In this sense, language selection is critical, and managers should be mindful of linguistic triggers. Managers should not avoid giving both positive and negative feedback to their employees. Unwarranted and unsystematic reward and/or punishment systems, made with the good intentions of increasing competition, can trigger envy. Finally, managers should implement an open-door policy and open communication that will encourage all team members to be transparent to each other.

The study was based on a rationale that envy has detrimental workplace outcomes that lead to low task and contextual performance. Although there exists a recent interest for examining the relation between workplace envy and employee performance, based on being envied and envying others dimensions, these studies are limited. This study focuses on these dimensions and performance relations, and it also provides a comparative outlook for public and private sector employees in Turkey in terms of workplace envy.

The purpose of this paper is to survey the technical performance of the cement industry including those related to procedures; groundwork of raw materials, fuels and semi-finished products for processing; accessibility of machinery, plant and equipment for various operations; arrangement and process control management.

A broad range of survey and research was reviewed, and all revealed the methods to recognize the key influences for development of green technology. The study explores the present scenario of green manufacturing (GM) strategies of Indian cement companies and provides the industrial ecology, ways of reducing energy consumption, environmental impact data collection, design and control of manufacturing systems and integration of product and manufacturing system. It also reveals the problems in decision-making systems owing to the impact of the green product design. Here, in this paper, all information is obtained by the medium of internet, journals, articles, and magazines.

This paper describes a problem of global warming, gas, water and other wastages emissions at the time of cement manufacturing and put forward a path that enables decision makers to assess the perception of GM in their organization and in prioritizing GM efforts.

This perspective survey is to provide an integrative outlook of performance methods for GM practices in the Indian cement industries. It gives important information, which expectantly will help in cement industry to adopt GM practices. This paper fills the gap in the literature on identification, establishment, and validation of performance measures of GM for Indian cement industries.