title: Effect of minor titanium addition on copper/diamond composites prepared by hot forging

authors: Yang, Fei

abstract: Copper/diamond composites have great potential to lead the next generation of advanced heat sink materials for use in high-power electronic devices and high-density integrated circuits because of their potential excellent properties of high thermal conductivity and close thermal expansion to the chip materials (e.g., Si, InP, GaAs). However, the poor wettability between copper and diamond presents a challenge for synthesizing copper/diamond composites with effective metallurgical bonding and satisfied thermal performance. In this article, copper/diamond composites were successfully prepared by hot forging of elemental copper and artificial diamond powders with small amounts (0 vol.%, 3 vol.% and 5 vol.%) of titanium additives. Microstructure observation and mechanical tests showed that adding minor titanium additions in the copper/diamond composite resulted in fewer cracks in the composites’ microstructure and significantly improved the bonding between the copper and diamond. The strongest bonding strength was achieved for the copper/diamond composite with 3 vol.% titanium addition, and the possible reasons were discussed.

text: Effect of minor titanium addition on copper/diamond composites prepared by hot forging Copper/diamond composites have great potential to lead the next generation of advanced heat sink materials for use in high-power electronic devices and high-density integrated circuits because of their potential excellent properties of high thermal conductivity and close thermal expansion to the chip materials (e.g., Si, InP, GaAs). However, the poor wettability between copper and diamond presents a challenge for synthesizing copper/diamond composites with effective metallurgical bonding and satisfied thermal performance. In this article, copper/diamond composites were successfully prepared by hot forging of elemental copper and artificial diamond powders with small amounts (0 vol.%, 3 vol.% and 5 vol.%) of titanium additives. Microstructure observation and mechanical tests showed that adding minor titanium additions in the copper/diamond composite resulted in fewer cracks in the composites’ microstructure and significantly improved the bonding between the copper and diamond. The strongest bonding strength was achieved for the copper/diamond composite with 3 vol.% titanium addition, and the possible reasons were discussed.

year: 2018

title: The Queen Bee in New Zealand: The role of group commitment in group-distancing behaviour

authors: van Lieshout, Courteney

abstract: Considering the plethora of barriers that women face in the pursuit of leadership and success as leaders, it is valuable to gain an in-depth understanding of each specific obstacle that women leaders face. In this vein, the present research strives to investigate the Queen Bee (QB) phenomenon—a term assigned to women leaders who distance themselves from their female subordinates and juniors, rather than helping them achieve leadership themselves. More specifically, this research aims to investigate the relationship between Queen Bee behaviours and an individual’s connection and commitment to their gender group—a concept termed Gender Identification (GID) here. As a secondary aim, this study also endeavours to explore the relationship between several measures used to assess QB attitudes.
Participants were recruited from the University of Waikato’s Practical Research Experience in Psychology (PREP) program, with 39 participants providing valid responses on all measures. Participants were mostly young (71.1% under 20 years old) psychology students, and mostly female (76%). They undertook an experimental in-person 1-hour session replicated from a previous study which consisted of a simulated management scenario where participants were tasked with helping a subordinate (either the male or female candidate) gain promotion. This measure indexed a behavioural assessment of QB group- distancing behaviour, and a self-report questionnaire was also included to measure participants’ explicit QB distancing attitudes.
Regression analysis revealed that, contrary to hypotheses, stronger GID predicted the favouring of the same-gender candidate and distancing from the candidate of opposite gender in both male and female participants, although this relationship did not reach statistical significance. Further, correlation analysis revealed, as expected, no correlation between the implicit (behavioural) and explicit (self-report) measures of QB distancing. The results suggest that the relationship between GID and QB distancing, in both men and women, is more nuanced than reported in previous research. Specifically, low gender-group connection and commitment may result in a nothing-to-lose mentality, sparking more engagement in radical collective action (such as favouring women over men at work), whereas strong GID may result in concerns of how such collective action will reflect poorly on the gender group. Further, the results indicate that explicit and implicit measures of QB distancing may relate poorly to each other, suggesting caution be taken when using these different types of measures interchangeably or comparing data across studies. The research highlights that further studies of a replicative nature are necessary in psychology, and that further research concerning the QB phenomenon in New Zealand women is necessary to understand the engagement with these distancing behaviours among our women leaders.

text: The Queen Bee in New Zealand: The role of group commitment in group-distancing behaviour Considering the plethora of barriers that women face in the pursuit of leadership and success as leaders, it is valuable to gain an in-depth understanding of each specific obstacle that women leaders face. In this vein, the present research strives to investigate the Queen Bee (QB) phenomenon—a term assigned to women leaders who distance themselves from their female subordinates and juniors, rather than helping them achieve leadership themselves. More specifically, this research aims to investigate the relationship between Queen Bee behaviours and an individual’s connection and commitment to their gender group—a concept termed Gender Identification (GID) here. As a secondary aim, this study also endeavours to explore the relationship between several measures used to assess QB attitudes.
Participants were recruited from the University of Waikato’s Practical Research Experience in Psychology (PREP) program, with 39 participants providing valid responses on all measures. Participants were mostly young (71.1% under 20 years old) psychology students, and mostly female (76%). They undertook an experimental in-person 1-hour session replicated from a previous study which consisted of a simulated management scenario where participants were tasked with helping a subordinate (either the male or female candidate) gain promotion. This measure indexed a behavioural assessment of QB group- distancing behaviour, and a self-report questionnaire was also included to measure participants’ explicit QB distancing attitudes.
Regression analysis revealed that, contrary to hypotheses, stronger GID predicted the favouring of the same-gender candidate and distancing from the candidate of opposite gender in both male and female participants, although this relationship did not reach statistical significance. Further, correlation analysis revealed, as expected, no correlation between the implicit (behavioural) and explicit (self-report) measures of QB distancing. The results suggest that the relationship between GID and QB distancing, in both men and women, is more nuanced than reported in previous research. Specifically, low gender-group connection and commitment may result in a nothing-to-lose mentality, sparking more engagement in radical collective action (such as favouring women over men at work), whereas strong GID may result in concerns of how such collective action will reflect poorly on the gender group. Further, the results indicate that explicit and implicit measures of QB distancing may relate poorly to each other, suggesting caution be taken when using these different types of measures interchangeably or comparing data across studies. The research highlights that further studies of a replicative nature are necessary in psychology, and that further research concerning the QB phenomenon in New Zealand women is necessary to understand the engagement with these distancing behaviours among our women leaders.

year: 2019

title: Mā ngā huruhuru ka rere te manu: Understanding leadership for critical educational reform in Aotearoa New Zealand

authors: Anderson, Zac Kylie Elizabeth

subjects: educational leadership

abstract: The research project presented in this thesis explores the leadership journeys of four first-time principals engaging in Kia Eke Panuku, a professional development initiative in English-medium secondary schools in Aotearoa New Zealand.  It seeks to understand the role these first-time principals play in insitutionalising to depth, educational reform to enable Māori students to pursue their potential as Māori under the Ka Hikitia imperative.  This thesis investigates the type of leadership required to achieve educational reform for Māori learners in Aotearoa, embedded in the inherent promise of the Treaty of Waitangi.
  
This thesis contends these principals contribute to educational reform by bringing criticality to their leadership and embracing an ongoing and iterative process of conscientisation and resistance, leading to transformative praxis.  These principals recognised their role as educators leading pedagogical change in their schools, as well as leading others within their sphere of influence to ultimately change the fabric of society in Aotearoa.  They both learned and led alongside each other, displaying an openness to embracing multiple worldviews with a deeply held moral imperative to eradicate oppression of Māori students.  Such a stance actively creates bicultural spaces within schools, where both Treaty partners can benefit from the principles of the Treaty promises.

text: Mā ngā huruhuru ka rere te manu: Understanding leadership for critical educational reform in Aotearoa New Zealand The research project presented in this thesis explores the leadership journeys of four first-time principals engaging in Kia Eke Panuku, a professional development initiative in English-medium secondary schools in Aotearoa New Zealand.  It seeks to understand the role these first-time principals play in insitutionalising to depth, educational reform to enable Māori students to pursue their potential as Māori under the Ka Hikitia imperative.  This thesis investigates the type of leadership required to achieve educational reform for Māori learners in Aotearoa, embedded in the inherent promise of the Treaty of Waitangi.
  
This thesis contends these principals contribute to educational reform by bringing criticality to their leadership and embracing an ongoing and iterative process of conscientisation and resistance, leading to transformative praxis.  These principals recognised their role as educators leading pedagogical change in their schools, as well as leading others within their sphere of influence to ultimately change the fabric of society in Aotearoa.  They both learned and led alongside each other, displaying an openness to embracing multiple worldviews with a deeply held moral imperative to eradicate oppression of Māori students.  Such a stance actively creates bicultural spaces within schools, where both Treaty partners can benefit from the principles of the Treaty promises.

year: 2018