bluuebunny/crossref_metadata_2025_split huggingface dataset:
An artificial neural network application to fault detection of a rotor bearing system
Authors: Taplak Hamdi , Uzmay İbrahim , Yıldırım Şahin 
Published: June 2006

PurposeTo improve the application neural networks predictors on bearing systems and to investigate the exact neural model of the ball‐bearing system.Design/methodology/approachA feed forward neural network is designed to model‐bearing system. Two results are compared for finding the exact model of the system.FindingsThe results of the proposed neural network predictor gives superior performance for analysing the behaviour of ball bearing undergoing loading deformation.Research limitations/implicationsThe results of the proposed neural network exactly follows desired results of the system. Neural network predictor can be employed in practical applications.Practical implicationsAs theoretical and practical study is evaluated together, it is hoped that ball‐bearing designers and researchers will obtain significant results in this area.Originality/valueThis paper fulfils an identified research results need and offers practical investigation for an academic career and research. Also, It should be very helpful for industrial application of ball‐bearing systems.
Tensile properties of HVOF sprayed Inconel 625 coatings subjected aqueous corrosion
Authors: Boudi A. , Hashmi M.S.J. , Yilbas B.S. 
Published: June 2006

PurposeTo examine the tensile properties of high velocity oxy‐fuel (HVOF) sprayed Inconel 625 coating of steel substrate before and after the aqueous corrosion.Design/methodology/approachWorkpieces were cut from steel sheets. After chemical and ultrasonic cleaning, workpiece surfaces were sand blasted and HVOF sprayed Inconel 625 coated. The coated and un‐coated surfaces were subjected to the aqueous corrosion tests for one and three weeks. After the completion of the corrosion tests, tensile properties of the workpieces were examined.FindingsThe workpieces subjected to a three weeks static corrosion environment fail at a lower load than the untreated workpiece due to high stiffness. The defect sites in the coating and at the interface act as stress risers and contribute substantially crack initiation and propagation in the coating. Under increasing tensile load in the plastic region, the substrate material can no longer support the coating. This results in extended cracking and gradually spalling of the coat. When the local critical stress for crack propagation is reached, elongated cracks occur, which in turn initiates splitting separation between the adjacent zones in the coating. The shear deformation of the adjusted zones results in the total failures of the coating.Research limitations/implicationsThe tests can be extended to include the duplex treated workpieces such as the laser treatment of surface after HVOF sprayed coating. This enhances the bonding of the coating through thermal integration of the coating and the base substrate material.Practical implicationsThe results can be used to assess the HVOF sprayed coatings.Originality/valueThis paper provides information on mechanical behavior of HVOF sprayed coating when subjected to the tensile force and offers practical help for the researchers and scientists working in the coating area.
Interrelationship among viscosity, temperature and age of lubricant
Authors: Singh Amit Kumar , Mukherjee P.S. , Mishra N.M. 
Published: June 2006

PurposeTo provide a general equation for finding out viscosity of lubricating oils at different temperatures and ages.Design/methodology/approachBased on previous works and a case study on field, a general equation was formulated which relates viscosity‐temperature‐age of lubricant.FindingsThe equation is very simple and a good consistency was found.Practical implicationsThis equation will help the designers/manufacturers to recommend the correct grade of lubricating oil.Originality/valueThis type of relationship was never reported earlier.
Developing China's future managers: learning from the West?
Authors: Liu Shimin 
Published: June 2006

PurposeThe purpose of this paper is to provide a new approach towards the understanding of teacher‐student relationships in the context of management education in China, and to promote collaborative learning.Design/methodology/approachThe paper critiqued the current model of management education in China and highlight the reasons from a cultural and historical perspective. With examples from her teaching practices the author argued why a new teacher‐student relationship is necessary in developing China's future managers.FindingsCreativity and innovativeness of Chinese learners can be fostered by a collaborative approach of teaching and learning.Practical implicationsManagement educators in China need to challenge their deeply held assumptions about teaching and learning, and actively experiment with new approaches towards developing students' critical thinking ability and creativity rather than reinforce the established power relations between teacher and student.Originality/valueThis paper offers a new perspective towards understanding teacher‐student relationships in China which has the potential to transform both teachers and students, and to contribute to the development of a new generation of competent Chinese managers.
The fragmentation of pay determination in the British civil service
Authors: Kessler Ian , Heron Paul , Gagnon Suzanne 
Published: June 2006

PurposeThe purpose of this article is to evaluate employee perceptions of pay practice in civil service executive agencies in the wake of changes in the established institutions of pay determination.Design/methodology/approachA survey design drawing original data from 1,057 civil servants, all members of the IPMS (now merged with EMA to form Prospectus), the union representing scientific, technical and professional occupations in the civil service.FindingsThe study distinguishes four distinctive pay practice systems. Pay satisfaction is found to be positively related to two principles: a clear effort‐reward link and an understanding of pay criteria. However, employees are more satisfied with pay when their organisational pay system accords with traditional rather than newer practices. This suggests that embedded norms continue to exert a powerful influence over employee perceptions of pay.Research limitations/implicationsWhilst the respondent profile accurately reflects those working in the scientific, professional and technical grades (predominantly male, white, full‐time workers), aspects of this profile do not accurately reflect the civil service as a whole.Practical implicationsOld habits “die hard”. A sobering message for those practitioners who readily assume that forced change in pay systems will elicit “desired” employee responses.Originality/valueAgainst a backdrop of fundamental changes in the character of pay determination in the civil service, this study presents employee perceptions of pay practices, shows how they combine in ways that reflect a distinct set of pay systems and reveals the impact associated with these systems on attitudes and behaviours.
Is there more than one way to manage human resources in companies?
Authors: Melián‐González Santiago , Verano‐Tacoronte Domingo 
Published: June 2006

PurposeMost works on human resource (HR) practices assume that companies use them in the same way for the entire workforce. The objective of this work is to check whether the application of HR practices varies within organizations. To be specific, HR practices can vary depending on the importance that companies attach to the job.Design/methodology/approachBased on the concepts of strategic value and uniqueness, four hypotheses are developed and tested by means of a survey of a sample of 735 companies.FindingsThe results of our work confirm that the internal variations in HR practices consist of the use of a more or less sophisticated approach, or more or less close to high commitment practices perspective.Research limitations/implicationsThis study does not include external variables with potential influence, such as trade union power and labor regulations, which may affect determined HR practices.Practical implicationsThese results may be useful in developing a realistic design of the function of HR in companies.Originality/valueThe variations that we have encountered, rather than being different configurations of practices, seem a question of positioning in a dimension in which high commitment practices and control practices are complete opposites. Results show that HR practices are not the same for all workers. There are differences, which questions the HRM proposals that do not consider possible variations in the practices within companies.
Borneo online banking: evaluating customer perceptions and behavioural intention
Authors: Guriting Petrus , Oly Ndubisi Nelson 
Published: June 2006

PurposeAdopting the technology acceptance model, this research examines the factors that determine intention to use online banking in Malaysia Borneo. Perceived ease of use and perceived usefulness factors are considered to be fundamental in determining the acceptance and use of various information technologies. However, these beliefs may not fully clarify behavioural intention towards newly emerging technologies, such as online banking.Design/methodology/approachThis study extends the model to include user computer experience and confidence.FindingsThe results indicate that perceived usefulness and perceived ease of use are strong determinants of behavioural intention to adopt online banking. There is also an indirect effect of computer self‐efficacy and prior general computing experience on behavioural intention through perceived usefulness and perceived ease of use.Research limitations/implicationsthe relatively small size of the sample somewhat limits generalizations.Practical implicationsUseful to banks and financial institutions planning further online sevices for their customers.Originality/valueExtends the understanding of the technology acceptance model.
Age discrimination: legislation and human capital accumulation
Authors: Urwin Peter 
Published: June 2006

PurposeIt is hard to disentangle the possible reasons for differential rates of training incidence amongst older and younger workers. While older workers are less likely to undergo employer‐financed training, many do not take up the opportunity to train. Differences in training incidence are also reflected in the extent to which formal qualifications are associated with individuals from different age groups. The purpose of this paper is to investigate the human capital explanation for these differing experiences and ask whether they can shed light on employers' apparent differential treatment of older and younger employees. In an attempt to highlight the need for additional research in this area before the introduction of legislation in October 2006, the paper proposes considering the issue of mandatory retirement within this human capital framework.Design/methodology/approachThrough a review of the relevant literature and discussion around a number of cross‐tabulations the paper discusses issues relating to age, education and training within a human capital framework.FindingsThe paper finds that, although human capital theory would seem to provide some explanation for the differential experiences of workers of different ages, when viewed from the employer perspective it is the time that an individual has left at the firm that is of importance, not their age per se.Practical implicationsRecent announcements regarding legislation on mandatory retirement ages may result in the time to retirement no longer being such a straightforward function of an individual's age. In this case “training contracts” could be used to specify the minimum time an individual needs to be employed in order that the employer can reap the returns to investment in their human capital.Originality/valueThe paper reviews issues that are relevant to policymakers, human resource practitioners, employers and employees.
Japanese organizational behavior in Nordic subsidiaries
Authors: Peltokorpi Vesa 
Published: June 2006

PurposeThis paper seeks to fill the research gap created by predominately Anglo‐Saxon large‐scale surveys and comparative studies by providing insights of Japanese organizational behavior through the eyes of Nordic (Finland, Denmark, Norway, and Sweden) expatriates.Design/methodology/approachThe empirical material of this paper is based on 30 semi‐structured interviews collected in Japan in 2002 and 2004.FindingsThe interviews indicate that verticality and collectivism have a prominent influence on Japanese organizational behavior. The prominent theme of verticality deviates from several Anglo‐Saxon studies focusing on collectivism.Research limitations/implicationsSimilarity between interviewer and interviewees in terms of gender, nationality, and race could influence research findings. Future studies should incorporate both qualitative and quantitative methodologies.Practical implicationsInterviews show that it is important for expatriate managers to create synergic relations with local middle managers who are strategically located between the higher and lower organizational echelons.Originality/valueThis is the first paper to provide an empirical account of Japanese organizational behavior from the Nordic perspective. Due to the distinctive features of Nordic management, the studies conducted by Anglo‐Saxon researchers might not provide accurate insights for Nordic expatriates.
Relations, commitment and satisfaction in agency workers and permanent workers
Authors: Biggs David , Swailes Stephen 
Published: June 2006

PurposeTo investigate the level of organizational commitment in agency workers compared with permanent workers by taking into account relations between the two groups.Design/methodology/approachA mixed methods design was employed comprising of a quantitative survey of 157 call centre workers followed by 29 qualitative interviews with permanent workers, agency workers and employers.FindingsAgency workers had a significantly lower level of organizational commitment compared with permanent workers once the relation between agency and permanent workers was controlled. Significant correlations were found within the sample between organizational commitment, being valued and job satisfaction further supported by a hierarchical multiple linear regression.Research limitations/implicationsAs with all cross‐sectional research causality cannot be confirmed and difficulty accessing call centre workers led to a restricted sample size. The measurement of worker relations needs developing. Further research is proposed to address these limitations and extend the findings.Practical implicationsThe implication for human resource management is that employers must be aware of the possible adverse influence that agency workers may have on permanent workers and as such try to incorporate agency workers within the organization to support their commitment.Originality/valuePrevious studies have found inconsistent variations in the relative organizational commitment of permanent and temporary employees; a counter‐intuitive finding given the precarious employment contract held by temporary workers. This study casts light on these results by controlling for the relation between agency workers and permanent workers.
Library associations in South Africa, 1930‐2005
Authors: Walker Clare M. 
Published: June 2006

PurposeThe purpose of the article is to review the historical development in South Africa of library and information service associations, and to highlight events in the process that culminated in the founding in 1997 of the Library and Information Association of South Africa (LIASA).Design/methodology/approachThis is a general review from 1930 to the present, based on published and unpublished material and personal engagement. Some analysis of the significance of events from a current perspective is included. The paper covers the founding in 1930 of the South African Library Association, attempts in the 1960s and 1970s to achieve greater recognition for libraries by government, the transformation of SALA in 1980 into the graduate South African Institute for Library and Information Science; and, in the early 1990s and the first years of democratic rule in South Africa, the emergence of “alternative” “democratic” library and information science (LIS) associations and initiatives. Participation in the 1991‐1992 African National Congress‐based National Education Policy Initiative (NEPI) led to a number of shared LIS events in the mid‐1990s that bridged the apartheid years and prepared the ground for LIASA. The rise of other significant but smaller specialist associations and their subsequent relationship with LIASA is also described.FindingsIn addition to documenting events, this paper reveals the continuing efforts on the part of members of the LIS sector over 75 years to exercise influence on government and in the broad community. Problems identified in 1929 are still reflected in 2005.Originality/valueThe value of the paper lies in its use of unpublished ephemeral records and the use and consolidation of information in scattered and previously unused published sources.
CILIP: a twenty‐first century association for the information profession?
Authors: Broady‐Preston Judith 
Published: June 2006

PurposeThe purpose of this paper is to evaluate the role, purpose and effectiveness of CILIP in the UK.Design/methodology/approachThe paper provides a review of key issues in relation to the library and information profession in the UK based on available documentary evidence.FindingsThe paper establishes an evaluative framework for assessing the concept of professionalism, and the role of professional associations, in relation to the contemporary library and information profession. It discusses the work of CILIP post‐2002, and assesses the extent to which it meets the criteria for a successful professional association. The paper concludes that, whilst CILIP has a number of useful strategies in place, it is too early to evaluate its long‐term prospects.Originality/valueThis review is a useful source of information in assessing the contemporary role of professional associations.
Te Wero: the challenge to reposition a library association
Authors: Garraway John 
Published: June 2006

PurposeThe paper comments on the future of professional associations for librarianship and information management as it applies in the New Zealand context.Design/methodology/approachThe paper provides a concise overview of the history and activities of LIANZA and relates these to the Association's current direction.FindingsIn 2003 LIANZA reviewed its strategic direction in response to static growth in membership. Subsequent decisions and actions have resulted in growth and a positive outlook for 2010 when the Association will celebrate its centenary.Practical implicationsFalling membership and a reduction in number of associations indicates that interest in professional associations is waning. This article discusses recent efforts made by LIANZA to reverse this trend and reinvent itself for relevance in the twenty‐first century.Originality/valueThis article is a case study by the current LIANZA president, reflecting on changes implemented by the Association since he joined the LIANZA National Council.
A united voice: library associations' challenge for the future in Finland
Authors: Karhula Päivikki 
Published: June 2006

PurposeThe purpose of this paper is to examine the role of library associations in Finland, which is unique in that there are four library associations within a common infrastructure established by the National Library.Design/methodology/approachThe paper looks at all four library associations in Finland.FindingsThe paper finds that the associations have become part of a nationally connected series of projects and are working to create more commitment from the professionals who either make or break the associations.Originality/valueAs a model Finland's library associations have many lessons to offer into the future.
Leadership development: does it make a difference?
Authors: Boaden Ruth J. 
Published: June 2006

PurposeThis paper seeks to examine the impact of a leadership development programme provided for, and funded by, the NHS.Design/methodology/approachIt analyses the context, process of delivery and outcomes of the programme in the light of relevant leadership research. The programme itself is described after some consideration of the literature. Although the programme was originally commissioned by the NHS Leadership Centre for Human Resource (HR) professionals from the NHS, it is now offered to any aspiring or newly‐appointed director, and aims (amongst other things) to enable NHS staff to manage people more effectively within the context of change.FindingsThe paper concludes that the programme has, to date, been successful in impacting on personal and organisational contribution, as far as individual participants, commissioners and providers are concerned, and as far as can be measured within current understanding.Originality/valueThe programme fits well with the most recent typologies of leadership development.
Employee expectancies for six sigma success
Authors: Kreisler Buch Kim , Tolentino Anna 
Published: June 2006

PurposeThe purpose of this study is to test two common assumptions underlying the success of total quality management (TQM): that change occurs as training imparts new knowledge needed by employees to effectively participate in the intervention, and that employees then receive the organizational support needed to translate this knowledge into new job behaviors and organizational practices that define the intervention.Design/methodology/approachA survey was completed by 216 employees of a large US company 15 months after the implementation of a Fsix sigma quality improvement program. Respondents were asked to indicate the extent to which they had the skills and resources needed for successful participation in six sigma (success expectancies).FindingsResults showed that employees as a group had low expectancies for both skills and resources, but that expectancies were significantly higher for program participants than for non‐participants.Research limitations/implicationsThe primary implication of this finding for change agents is the need to examine and understand employee expectancies for success and how they are affected by training and ongoing participation. Monitoring employee expectancy beliefs regarding the confidence, knowledge, and resources needed for successful participation allows training, facilitation, and oversight to be targeted in terms of who needs what and when.Originality/valueThis study tests two common assumptions underlying the success of TQM.
The FlexPaint project
Authors: Connolly Christine 
Published: June 2006

PurposeTo present the technical and subsequent commercial developments arising from a large European research project into robotic paint‐spraying of low‐volume, highly variant components.Design/methodology/approachDiscusses the economic need for robots that can plan their own paint trajectories for unknown parts, and describes the design and management of the project. Presents details of the technical approach taken by the researchers, the subsequent commercial developments, and the present state of the art.FindingsThe commercial developments following the research project promise a solution to the increasingly prevalent problem of small batch sizes in paint‐spraying. This opens up new markets, making much wider use of robot technology.Originality/valueUpdates robot specialists and general readers on the progress of a highly innovative European initiative.