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This paper discusses the results from the initiative that has been undertaken to utilize residues from oil palm re‐plantation, particularly the oil palm trunk (OPT) for the production of laminated veneer lumber (LVL). Efficient use of such residues is vital in order to minimize the environmental burdens associated with the disposal of the oil palm residues, thus ensuring the future growth of Malaysian palm oil industry. The bending and compression strength of the OPT LVL produced were accessed and compared with Malaysian oak (formerly known as rubberwood), timber species that is commonly used in the manufacture of furniture in Malaysia. Properties of OPT LVL were found almost comparable to solid Malaysian oak in terms of bending and compression strength. Combination of OPT veneers with several layers of Malaysian oak veneers during the process of LVL manufacturing has resulted in the improvement in bending and compression strength of the LVL as compared to those produced entirely from OPT. In addition, such practice also produced LVL board with far less variation in strength properties as compared to solid OPT properties. With further research and development embarked upon the gluability of the OPT materials, the overall performance of the OPT LVL could be improved for commercial utilization of OPT wastes in the near future. Development higher value‐added by‐products from oil palm industry residues, would benefit the industry through reduction of the overall environmental burden and would place it on a new environmentally sustainable platform.

Purpose – Although most mothers are currently in the labor force, mothers’ labor supply varies by race and ethnicity. However, most of the discourse on mothers’ employment, particularly recent media coverage and research on mothers opting out of the labor force, focuses on the experiences of White women in managerial and professional occupations. I address the lack of diversity in the opt- out discussion by comparing the prevalence of opting out of the labor force and scaling back on work hours among Asian, Black, Hispanic, and White mothers in 20 occupations.Methodology/approach – This research employs hierarchical logistic models and hierarchical linear models using 2009 American Community Survey data.Findings – Although mothers of all racial and ethnic backgrounds are more likely to opt out when they have young children, opting out is more prevalent among White mothers. Racial and ethnic disparities are particularly salient when examining work hours. White and Asian mothers are more likely to scale back compared with Black mothers who do not appear to scale back at all when they have children.Social implications – These results show that work–family strategies differ by race, ethnicity, and occupation, and work–family solutions need to address the specific needs of women in different occupations.Originality/value – This study provides evidence suggesting that the opt-out discourse surrounding mothers’ employment has not been sufficiently nuanced and that policy solutions that are based on the experiences of women in managerial and professional occupations are likely to fall short of meeting the needs of most women.

The authors seek to analyze the impact of weak corporate governance by top executives of a firm on the firm's earnings reports. This research is meant to further emphasize the impact of co-opted executives on a firm, primarily through their impact on earnings management.

Using financial data from 11,473 firm-year observations, the authors utilize ordinary least squares (OLS), 2-stage IV regressions, propensity score matching (PSM) and entropy balancing to analyze the impact of a co-opted top management team on discretionary accruals and restatements.

The authors find empirical evidence that firms with weak corporate governance from top executives are more likely to manipulate reported earnings and have lower financial reporting quality. The authors also find that the effect of co-opted executives on earnings management is weaker when a chief executive officer's (CEO’s) incentives are not aligned with those of top executives, suggesting that executives prevent earnings management due to reputational concerns. Co-opted chief financial officers (CFOs) increase the magnitude of earnings management in a firm but are not solely responsible for the authors' results.

The authors' results suggest that the top executive team provides an important first defense in the prevention of earnings management and corporate wrongdoing. Co-option of the top executive team may be an important consideration when doing research into corporate governance.

Prior research shows that co-opted directors adversely impact many corporate outcomes, yet little is known about these directors' impact on CSR performance. The authors investigate whether and how co-opted boards affect the firm's CSR score and component CSR scores.

The authors use panel regression models to investigate this study's research questions and address endogeneity concerns using the system generalized method of moments (system GMM) and a quasi-natural experiment.

The authors report new evidence showing that co-opted boards negatively impact CSR performance based on the CSR score. Results identify board characteristics that accentuate or moderate the effect of co-option on the CSR score and show that board independence, the presence of women on the board, and CEO duality positively and significantly impact the CSR score. These findings are robust across alternative measures of co-option and in the results of models addressing endogeneity concerns. An extended analysis utilizing CSR component scores reveals a significant negative impact of co-option on the environment component score using various measures of co-option and on employee relations, product quality, and human rights component scores using selected measures of co-option.

Findings have implications for board structuring and composition for firms aiming at improving their CSR score.

The study provides new evidence on the impact of co-opted boards on CSR performance. The results help inform stakeholders such as policymakers, executives and directors, shareholders, and capital market participants on how board composition affects socially responsible activities and performance and identify CSR component areas that require attention.

Smallholders are essential in ensuring food security; however, smallholder-dominated food production often involves high resource-environmental costs. This study analyzed the factors that differentiate horticultural practices, willingness to adopt technology and social networks between optimized practices (OPT) and farmer practices (FP) to provide localized and systematic solutions for the sustainable apple production.

To explore the approach of smallholder-dominated sustainable apple production, 257 apple producers in the Bohai Bay region, a major apple planting area in China, were investigated. Life cycle assessment (LCA), emergy analysis and social network analysis methods were used for evaluation.

The results showed that the net economic profit and emergy sustainability index (ESI) in OPT was 15.8 × 104 RMB·ha-1 and 1.2, respectively, which were 126.9 and 128.0% higher than FP. In contrast, greenhouse gas (GHG) emissions under OPT was 29.3% lower than those under FP. OPT has a higher percentage of adoption of scientific fertilizer application and water-saving irrigation technologies compared to FP. OPT has strong learning abilities, more social resources (such as technical training and sharing technical experience with others) and connections with stakeholders in the apple supply chain. Optimizing smallholders' social capital, willingness to adopt technology, behavioral willingness and technological awareness can promote sustainable apple production.

Considering the horticultural practices employed by smallholders in conjunction with their social networks, these factors contributed to the transition of smallholder-led apple production toward sustainability. The findings provided viable options and a theoretical basis for smallholder-dominated crop production to move toward sustainability, with significant implications for policymakers.

Commercial non‐solicited communications are a growing problem bringing calls for tighter anti‐Spam legislation. This paper compares the advantages and disadvantages of opt‐in and opt‐out schemes. An opt‐in scheme would provide the best protection for citizens’ privacy and property. However, the fragmented way in which EU legislation is being implemented shows how the geographic limitations of the legislation may make opt‐in partially useless and harmful for competition. This paper therefore concludes that opt‐out with “public” international lists are the best compromise.

A detailed analysis of Material Requirements Planning (MRP), Kanban, optimised Production Technology (OPT) and Flexible Manufacturing Systems (FMS), including the applied assumptions behind these and their limitations and weaknesses, shows that each system is sound in its own way and can accomplish low cost, high quality, on‐time production. People problems, however, can destroy the effectiveness of any system and in this respect Kanban and OPT systems solve the majority of people problems, while FMS installations, by design, eliminate most problems of this type. The experience gained during the coming decade may lead factory managers to use two or more of these systems side by side.

The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks.

The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures.

This paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed.

This paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences.

This paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

This monograph will review recent thinking as applied to the management of materials within organisations. In considering the type of organisation to which the comments will apply, it is of use to recognise the following sectors:

Graph rewriting concerns the technique of transforming a graph; it is thus natural to conceive its application in the evolution of graph databases. This paper aims to propose a two-step framework where rewriting rules formalize instance or schema changes, ensuring graph’s consistency with respect to constraints, and updates are managed by ensuring rule applicability through the generation of side effects: new updates which guarantee that rule application conditions hold.

This paper proposes Schema Evolution Through UPdates, optimized version (SetUp_OPT), a theoretical and applied framework for the management of resource description framework (RDF)/S database evolution on the basis of graph rewriting rules. The framework is an improvement of SetUp which avoids the computation of superfluous side effects and proposes, via SetUpoptND, a flexible and extensible package of solutions to deal with non-determinism.

This paper shows graph rewriting into a practical and useful application which ensures consistent evolution of RDF databases. It introduces an optimised approach for dealing with side effects and a flexible and customizable way of dealing with non-determinism. Experimental evaluation of SetUpoptND demonstrates the importance of the proposed optimisations as they significantly reduce side-effect generation and limit data degradation.

SetUp originality lies in the use of graph rewriting techniques under the closed world assumption to set an updating system which preserves database consistency. Efficiency is ensured by avoiding the generation of superfluous side effects. Flexibility is guaranteed by offering different solutions for non-determinism and allowing the integration of customized choice functions.