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In continuum bone remodelling, bone is considered as continuous matter on the macroscale. Motivated by i) the underlying trabecular microstructure of bone resulting in size-dependence and ii) the non-local characteristics of osteocyte mechanosensing, a novel phenomenological approach based on a micromorphic formulation is proposed. Via illustrative benchmark examples, i.e. elementary unit cube, rod-shaped bone samples, and a 3D-femur sample, the novel approach is compared to the established local formulation, and the influence of the characteristic size of the microcontinuum and the coupling between macro- and microscale deformation is analysed. Taken together, the interaction between continuum points at the macroscale and their neighbourhood is effectively captured by the micromorphic formulation thus influencing the resulting distribution of nominal bone density at the macroscale. [ABSTRACT FROM AUTHOR]

The article acknowledges the rising attention on authentic leadership (AL) and supports Helmuth et al.'s call for a renewed scientific discussion on the topic. While agreeing with Helmuth et al.'s insights on the separation of AL and authentic action, the response suggests a need for deeper theoretical foundation. It emphasizes the existential roots of authenticity and advocates for addressing conceptual conflation in AL, emphasizing the necessity of exploring authenticity's dialectical view.

Summary: The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions with circumstance‐agency appraisals (e.g., depression and happiness) have the strongest associations with job satisfaction compared to emotions with self‐ and other‐agency appraisals and general emotion experiences. However, more variability is observed for negative emotions and job satisfaction compared to positive emotions. Further, we address and even challenge influential critiques of emotions and job satisfaction via a meta‐analytic test of five moderators—emotion intensity versus frequency, target of emotion, job satisfaction measure, level of analysis, and time referent for emotion and job satisfaction recall. In sum, we advance academic and practitioner understanding of the relationship between emotions and job satisfaction. [ABSTRACT FROM AUTHOR]