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In the context of international assignments, this study investigates the psychological contract breach-violation relationship from a multi-party employment perspective. Multi-party employment refers to arrangements where employees have concurrent psychological contracts with more than one party. Drawing on two-waves of survey data from 221 expatriates, we find both direct relationships and asymmetric spillover effects of psychological contract breach on violation. Psychological contract breach by either the home or host organization is directly linked to psychological contract violation by the breaching party. Additionally, spillover effects occur such that a breach by the host predicts psychological contract violation by the home organization, though not the reverse. These relationships are shaped by the expatriates’ organizational identification. Identification with the host buffers the direct effect between breach and violation by the host, while dual organizational identification mitigates the direct effect between breach and violation by the home organization. Identification with the home organization diminishes the spillover effect from host breach to home organization violation. The opposite, identification with the host, amplifies the spillover effect of host breach to home organization violation. By examining the distinct dynamics of home and host organization contract breach and violation, we develop theoretical implications for understanding PCs in multi-party work arrangements.

The effects of psychological contract violation are the subject of considerable research. Yet, their effects in work arrangements with more than two parties are largely unknown. Multi-party work arrangements differ from traditional ones because individuals may be vulnerable to psychological contract breach and violation by more than one party, potentially directing negative emotional responses not only towards the responsible party but also displacing it to the other (innocent) party. Primary data from a two-wave survey of 221 current expatriates is used to test the effects of displaced aggression and emotion regulation in multi-party psychological contracts. We find that the negative emotions (violation experiences) associated with breach predict reduced commitment both to the perpetrating organization and the innocent party. However, this spillover effect is asymmetric and follows displaced aggregation theory: Expatriates displace their aggressive behaviour on to the host when the home organization violated the psychological contract, not the reverse.

Gender (in)equality varies strongly across countries. However, research has not sufficiently addressed how subsidiaries of multinational companies respond to differences in gender equality between home and host countries. Based on interviews with 34 managers, our study explores how subsidiaries experience gender-related challenges in their home and host countries, what kinds of practices they implement to increase gender equality, and which role the headquarters play in the implementation of these practices. We do so by examining the cases of German subsidiaries in Japan and Japanese subsidiaries in Germany, two countries that differ greatly in gender equality. Building on our analysis, we systematically compare how subsidiaries respond to the institutional pressures from their home and host countries and develop a theoretical model that illustrates how gender diversity management in a subsidiary is contingent on the interaction of (1) global integration pressure from the headquarters and (2) the level of gender equality in the home country relative to the host country, linked via different types of collaboration and practice transfer from the headquarters. Theoretical and practical implications of our findings are discussed.

While operational firefighters in the UK fire and rescue service traditionally retired in their 50s, their working lives are now extending. However, external pressures and the emotional and physical demands of firefighting work, lead to questions about whether operational firefighters will be able to extend their working lives. In this article, we engage with Van der Klink et al.’s sustainable employability model, which focuses on situations that allow individuals to make valuable contributions through their work and reveal how working lives can be extended. We consider implications of the characteristics of operational firefighting work, individual circumstances and contextual factors for the extension of working lives. Drawing on interviews conducted with firefighters, crew managers and watch managers working in a UK fire and rescue service, we highlight the unsustainability of many future working lives because of wellbeing and organisational pressures.

Due to the high costs and strategic importance of expatriate assignments, expatriate performance management (EPM) plays an increasingly important role for multinational enterprises (MNEs). However, research on EPM is still in its infancy. Drawing from the convergence/divergence debate in international human resource management, this study investigates and compares EPM strategies and practices across MNEs from three different country clusters to better understand whether EPM practices tend to converge, diverge, or crossverge (i.e., show aspects of both). Results from surveying 132 Anglo‐Saxon, Germanic, and Japanese MNEs reveal prominent differences (divergence) at the EPM strategic level such that Japanese MNEs tend to pursue more ethnocentric staffing strategies and design EPM systems specifically tailored to expatriates.

This study contributes to research on organizational attractiveness and human resource management (HRM) by drawing on image theory to examine the effect of organizational characteristics (foreign vs. domestic company country‐of‐origin, HRM practices, organizational culture, and work environment) on organizational attractiveness perceptions by host country national (HCN) employees. Drawing on person–organization fit theory, we also examine the moderating effects of HCNs' demographic characters (age and gender), work‐related skills (English proficiency and international experience), and value orientations (individualism and risk aversion) between the relationship of these organizational characteristics and organizational attractiveness. A between‐subject scenario‐based experiment with 800 HCN employees in Japan suggest that not the company country‐of‐origin, but the local adaptation of organizational culture, HRM practices, and work environment influence HCNs' organizational attractiveness perceptions. HCNs' demographic characteristics, work‐related skills, and value orientations had moderating effects between these organizational characteristics and organizational attractiveness perceptions.

Purpose Gender diversity and equality vary tremendously among countries. This is a particular challenge for foreign subsidiaries, when the level of gender diversity and equality differs between the home and host country. Various indicators such as a low-gender pay gap or a high ratio of females in managerial positions suggest that Scandinavia is ahead in terms of gender diversity and equality, whereas those indicators suggest that the level in Japan is currently lower. The purpose of this paper is to investigate how executives leading Scandinavian subsidiaries operating in Japan perceive this situation, and whether and what kind of actions they take to initiate change. Design/methodology/approach This study is based on a qualitative analysis of 20 in-depth interviews with executives of Scandinavian subsidiaries in Japan. Findings Findings reveal that executives of Scandinavian subsidiaries respond to the major differences in gender equality between Scandinavia and Japan with three strategies of change: resistance and rigid change, compromise and moderate change, and adaptation and maintaining status quo. Moreover, the findings indicate that the strategy of change varies depending on individual differences of the executives, e.g., nationality, and organizational differences, e.g., subsidiary size. Research limitations/implications Due to the small sample size, the generalizability of the findings is limited. Given the paucity of research on this topic, this approach provides first insights for building a basis for future studies. Originality/value This study contributes to the scarce literature on gender diversity and equality in multinational enterprises by identifying strategies of how gender equality can be fostered in a non-Western context from a top executive perspective.

This study draws on relative deprivation theory to investigate the effect of career derailment upon return from an international assignment on repatriate retention, thereby also considering factors which can mitigate this relationship. The results from a hierarchical linear regression analysis of data from 292 repatriates indicate that career derailment upon repatriation decreases the former expatriates’ intent to stay. However, this effect is weaker when individuals perceived that they had promotion, autonomy and compensation advantages relative to colleagues who lack international assignment experience and when they were provided organizational repatriation support by their assigning organization. With these findings, this work lays the ground for strategies to improve the retention of former expatriates despite restricted career opportunities in the home organization. Thereby, it helps firms to realize the long-term benefits of international assignments.

By using a multidisciplinary and multitechnique approach, we have addressed the issue of attaching a molecular quantum bit to a real surface. First, we demonstrate that an organic derivative of the pyrene-Blatter radical is a potential molecular quantum bit. Our study of the interface of the pyrene-Blatter radical with a copper-based surface reveals that the spin of the interface layer is not canceled by the interaction with the surface and that the Blatter radical is resistant in presence of molecular water. Although the measured pyrene-Blatter derivative quantum coherence time is not the highest value known, this molecule is known as a "super stable" radical. Conversely, other potential qubits show poor thin film stability upon air exposure. Therefore, we discuss strategies to make molecular systems candidates as qubits competitive, bridging the gap between potential and real applications.

Distortion-product otoacoustic emissions (DPOAEs) emerge from the cochlea when elicited with two tones of frequencies f1 and f2. DPOAEs mainly consist of two components, a nonlinear-distortion and a coherent-reflection component. Input-output (I/O) functions of DPOAE pressure at the cubic difference frequency, f DP = 2 f 1 − f 2, enable the computation of estimated distortion-product thresholds (EDPTs), offering a noninvasive approach to estimate auditory thresholds. However, wave interference between the DPOAE components and suboptimal stimulus-level pairs reduces the accuracy of EDPTs. Here, the amplitude P of the nonlinear-distortion component is extracted from short-pulse DPOAE time signals. DPOAE level maps representing the growth behavior of P in L 1 , L 2 space are recorded for 21 stimulus-level pairs and 14 frequencies with f 2 = 1 to 14 kHz ( f 2 / f 1 = 1.2) from 20 ears. Reproducing DPOAE growth behavior using a least-squares fit approach enables the derivation of ridge-based I/O functions from model level maps. Objective evaluation criteria assess the fit results and provide EDPTs, which correlate significantly with auditory thresholds (p

While there are many reasons for career inequalities between men and women, becoming a mother is one of the most important life events affecting the career paths of women. In particular, decisions on whether, when and how mothers return to work have a significant influence on their later career development. Therefore, in this article, we review the literature regarding challenges and determinants of mothers’ return to work after a child-related career break. Subsequently, we compare the context of returning mothers in the UK and India and present the legal, infrastructural and cultural specificities of both countries to better understand the influence of context on decision making of mothers. Building on this, we turn toward mechanisms to reduce barriers of re-entry and provide recommendations how to support the transition of mothers back to work.

Organizational cynicism is a pejorative attitude toward the employing organization induced by mistrust, disillusion, and various negative experiences. Based on cognitive dissonance theory we develo...

Purpose The purpose of this paper is to investigate workplace gender harassment of female expatriates across 25 host countries and consider the role of institutional-level gender discrimination as a boundary condition. Further, the study investigates the effects of workplace gender harassment on frustration and job satisfaction and general job stress as a moderator. Design/methodology/approach The sample is comprised of 160 expatriates residing in 25 host countries. The authors test the model using partial least-squares structural equation modeling. Findings The results show that female expatriates experience more workplace gender harassment than male expatriates. This effect is particularly pronounced in host countries with strong institutional-level gender discrimination. Moreover, the authors found significant main effects of gender harassment on expatriates’ frustration and job satisfaction. Further, the authors identified a significant association between frustration and job satisfaction. No significant moderation effect of general job stress was found. Research limitations/implications The study’s data are cross-sectional. Future studies are encouraged to use longitudinal research designs. Further, future studies could center on perpetrators of harassment, different manifestations of harassment, and effective countermeasures. Practical implications The study raises awareness on the challenges of harassment of female expatriates and the role of the host country context. Further, the study shows the detrimental effects of gender harassment on female expatriates’ job satisfaction which is a central predictor of variables crucial to international assignments, for example, performance or assignment completion. Originality/value The study is among the first endeavors to include institutional-level gender discrimination as a boundary condition of workplace gender harassment of female expatriates, and therefore puts the interplay between macro- and micro-level processes into perspective.

When referred to baseline measures, serial monitoring of pure-tone behavioral thresholds and distortion-product otoacoustic emissions (DPOAEs) can be used to detect the progression of cochlear damage. Semi-logarithmic DPOAE input-output (I/O) functions enable the computation of estimated distortion-product thresholds (EDPTs) by means of linear regression, a metric that provides a quantitative estimate of hearing loss due to cochlear-amplifier degradation. DPOAE wave interference and a suboptimal choice of stimulus levels limit the accuracy of EDPTs. This work identifies the test-retest reliability of EDPTs derived from short-pulse DPOAE level maps (EDPTLM), a method that circumvents limitations associated with both wave interference and suboptimal choice of stimulus levels. The test-retest reliability was compared to that of EDPTs derived from semi-logarithmic I/O functions (EDPTI/O) and that of behavioral thresholds acquired with pure-tone audiometry (PTA) and modified Bekesy tracking audiometry (TA) to provide a foundation for identifying and interpreting significant threshold shifts. The DPOAE-based auditory thresholds (EDPTLM and EDPTI/O) and behavioral thresholds (PTA and TA) were recorded seven times within three months at 14 frequencies with f2 = 1-14 kHz in 20 ears from ten subjects with normal hearing (4PTA0.5-4kHz < 20 dB HL). To obtain EDPTLM, short-pulse DPOAEs were recorded using 21 L1,L2 pairs. Reconstruction of DPOAE growth behavior as a function of L1 and L2 using nonlinear curve fitting enabled the derivation of EDPTLM for each frequency. Test-retest reliability was determined using three different approaches: 1) centered thresholds, 2) average threshold differences, and 3) average absolute threshold differences, between each possible test session (N = 21). Test-retest reliability based on centered thresholds and average threshold differences showed no statistically significant difference between EDPTLM, EDPTI/O, PTA, and TA for the pooled analysis incorporating all stimulus frequencies. Average absolute threshold differences presented small but significant differences in test-retest reliability with median values of 3.00 dB for PTA, 3.20 dB for TA, 3.34 dB for EDPTLM, and 3.51 dB for EDPTI/O. A considerable frequency dependence of test-retest reliability was found; namely, the highest test-retest reliability was for EDPTLM at f2 = 11 - 14 kHz. Otherwise, at lower frequencies, the highest test-retest reliability was for TA at f2 =1 - 2 kHz. Overall, the test-retest reliability of EDPTLM was better than that of EDPTI/O and was similar to that for behavioral thresholds. Hence, deriving EDPTLM from individual level maps is a promising and sensitive method for objectively monitoring the state of the cochlea. Furthermore, the detection of an equidirectional threshold change at a single frequency in both EDPTLM and TA might allow reducing the threshold shift as indication of a follow-up examination from the clinical standard of 10 dB down to 5 dB. This stricter indicator might be beneficial when monitoring cochlear damage, for example ototoxicity, in the presence of (remnant) cochlear amplification at baseline.

Managing work-life balance abroad is considered as one of the key challenges associated with expatriation. That is particularly true when the enactment of the work-life boundaries of expatriates' home and host countries diverge. Drawing from boundary theory, we investigate whether and how expatriates experience cross-cultural challenges in terms of their work-life boundaries abroad. We interviewed 28 German expatriates in South Korea because both cultures differ substantially in terms of their preferred work-life boundaries. Our study shows that perceived work-life boundary pressures in the foreign environment and willingness to adjust to the local work-life boundary culture vary substantially among expatriates. Based on a function of these two forces, we develop a typology of four work-life boundary adjustment styles and relate them to work-life balance satisfaction. Furthermore, we identify individual and organizational factors that influence expatriates' work-life boundary adjustment styles. Theoretical and practical implications are discussed.

Diversity perspectives are philosophies of or approaches to diversity held by organizations, groups, or executives. They are important for organizations because they can determine the success or failure of diversity in the workforce. However, little is known about the predictors of diversity perspectives among executives. Using fuzzy set qualitative comparative analysis, we analyzed 50 interviews with top executives in Germany to identify individual and organizational characteristics that predict executives' adoption of a diversity perspective, in particular of a value‐in‐diversity perspective. Specifically, we analyzed gender, age, education level, vocational background, and tenure (individual characteristics), as well as size, sector of organization, and competitive environment (organizational characteristics), as potential predictors. We found single characteristics did not predict adoption, but configurations of characteristics did. Drawing on the person‐situation‐interactionist perspective, we developed specific profiles of executives likely to foster a value‐in‐diversity perspective and identified characteristics of their work environments that support such an approach. Theoretical and practical implications are discussed.

Building on stress theory, this study investigates the mechanism by which terrorism influences withdrawal cognitions of expatriates, namely, via perceived threat as well as perceived constraints in the work and non-work domains. Data from 160 expatriates currently working in African and Asian countries show that the level of terrorism relates to expatriates’ perceived threat. Further, we find that the effect of this perceived threat is stronger on perceived constraints in the non-work than in the work domain. While perceived constraints in the work domain have a direct effect on job turnover intentions, perceived constraints in the non-work domain have a direct effect on country leave intentions and an indirect, spillover effect on job turnover intentions. Our study underscores the importance of both work and non-work domains for understanding stress and turnover related to expatriation in terrorism-endangered countries.

Research has broadly investigated the role of line managers in human resource management. However, several studies have shown that line managers perceive there to be high pressure on their operational performance, often at the expense of their role as people managers. Combining Giddens’ theory of structuration and paradox lens as theoretical backgrounds, I aim to explain this phenomenon by accounting for the embeddedness of line managers in organizations as social and political systems. Therefore, I developed a circular structuration model displaying the process and dynamics that influence the development and change of norms for coping with paradoxical tensions. Implications for theory and practice are discussed.

In response to demographic change organizations in Germany and Japan have recently begun to adapt their human resource management practices to embrace employees with diverse backgrounds: e.g. females, foreigners, or older workers (aged fifty and older). Based on a survey of 209 organizations we compare the current situation of diversity management practices in the two countries. Our findings indicate that, due to institutional differences, the scope and focus of diversity management varies significantly. Japanese diversity management focuses primarily on gender, whereas German organizations adopt a broader approach. While Japanese organizations consider communication and HR initiatives more important, German organizations assign a higher importance to practices integrating diversity in everyday work.

We report a pulsed EPR study on different transition metal phthalocyanines, elucidating the dependence of spin relaxation on solvent, ligand and metal ion. Coherence times of >40 µs and spin–lattice relaxation times of up to 2 s were found. Minimization of SOMO-environment overlap leads to increased coherence times.

We have investigated the electron spin dynamics in a series of copper(ii) β-diketonate complexes both in frozen solutions and doped solids. Double digit microsecond coherence times were found at low temperatures. We report quantitative simulations of the coherence decays solely based on the crystal structure of the doped solids.

Molecular qubits with the longest coherence times thus far are based on nuclear-spin-carrying central ions. These nuclear spins can cause quantum state leakage, which is detrimental to quantum algorithm performance. We present two novel molecular qubits based on potentially nuclear spin-free Ni in the formal oxidation state 3+. (d20-PPh4)[Ni(mnt)2] (Ni-mnt, mnt2− = maleonitrile-1,2-dithiolate) possesses a coherence time of up to 38.7 μs at 7 K. Functionalization of the dithiolate ligand decreases the coherence time by a factor of only four in (HNEt3)[Ni(dip)2] (Ni-dip, dip2− = 3-(diphenylphosphoryl)-methylbenzene-1,2-dithiolate), indicating that monoanionic Ni-dithiolene complexes are promising and robust building blocks for polynuclear molecular qubit gates.

This book provides state-of-the art research on expatriate management from a European perspective. Considering issues related to the different phases of expatriation and comprehensive contemporary topics of expatriate management, the chapters present a long overdue holistic approach to the field. Rather than just publishing a counterweight to the predominant North American literature, Expatriate Management includes critical analyses of each chapter written by a number of renowned North American scholars to review and contribute to the trans-Atlantic dialogue.

The social support provided by host country nationals (HCNs) has been identified as an important source of successful expatriation. However, the roles of different HCN actors have not yet been sufficiently differentiated in this process. Drawing on social support theory and conservation of resources theory, this chapter aims to fill this void by investigating the impact of social support provided by five groups of HCN actors on expatriates’ cross-cultural adjustment: HCN top management team members, supervisors, colleagues, and subordinates in the work domain, as well as friends in the non-work domain. The resulting model suggests that all these HCN actors can increase expatriates’ adjustment; however, colleagues in the work domain and friends in the non-work domain have the highest influence on all types of adjustments.

The complex employee-employer relationship of expatriates has been widely oversimplified in global mobility research by considering the parent company as sole counterpart. Recently, however, expatr...

Prior research established the important role of family and partner on expatriate success. Curiously, little is known about the consequences if expatriates relocate alone and leave their partners b...

A synthetic protocol to synthesize 2-bromobenzo-1,3,2-dithiaboroles in one step from easily accessible benzene bis(isopropyl thioether)s has been developed. The reaction is remarkably specific in converting substrates with two adjacent (i)PrS moieties while leaving isolated thioether functions and other functional groups intact. On the basis of the spectroscopic detection or isolation of reaction intermediates, a mechanistic explanation involving a neighbor-group-assisted dealkylation as a key step is proposed. The resulting products featuring one or two dithiaborole units were isolated in good yields and fully characterized. Subsequent methanolysis, which was carried out either as a separate reaction step or in the manner of a one-pot reaction, gave rise to functionally substituted benzenedithiols. The feasibility of a methylphosphoryl-substituted benzenedithiol to act as a dianionic S,S-chelating ligand was demonstrated with the formation of paramagnetic Ni(III) and Co(III) complexes. Selective reduction of the phosphoryl group afforded a rare example of a phosphino dithiol which was shown to act as a monoanionic P,S-bidentate ligand toward Pd(II). All complexes were characterized by spectral data and X-ray diffraction studies, and the paramagnetic ones also by superconducting quantum interference device magnetometry.

The newly obtained complexes [NiII8LnIII6(Piv)16(teaH)6(OCH3)2(CO3)2(H2O)2] Ln = Gd, Dy, show a remarkable μ5-carbonate bridged octanuclear planar {Ni4Ln4} core further capped with embedded {Ni3Ln} cubane motifs to afford a rod shaped nano-sized molecule of about 1.2 × 2.8 nm. Unusual MCE behaviour has been found due to multiple low lying excited states arising from competing ferromagnetic and anti-ferromagnetic Ni-Ni and Ni-Ln exchange interactions. Fil: Guarda, Eliana. Consejo Nacional de Investigaciones Científicas y Técnicas. Oficina de Coordinación Administrativa Ciudad Universitaria. Instituto de Química, Física de los Materiales, Medioambiente y Energía. Universidad de Buenos Aires. Facultad de Ciencias Exactas y Naturales. Instituto de Química, Física de los Materiales, Medioambiente y Energía; Argentina Fil: Bader, Katharina. Universität Stuttgart; Alemania Fil: Van Slageren, Joris. Universität Stuttgart; Alemania Fil: Alborés, Pablo. Consejo Nacional de Investigaciones Científicas y Técnicas. Oficina de Coordinación Administrativa Ciudad Universitaria. Instituto de Química, Física de los Materiales, Medioambiente y Energía. Universidad de Buenos Aires. Facultad de Ciencias Exactas y Naturales. Instituto de Química, Física de los Materiales, Medioambiente y Energía; Argentina

The newly obtained complexes [NiLn(Piv)16(teaH)6(OCH3)2(CO3)2(H2O)2] Ln = Gd, Dy, show a remarkable μ5-carbonate bridged octanuclear planar {Ni4Ln4} core further capped with embedded {Ni3Ln} cubane motifs to afford a rod shaped nano-sized molecule of about 1.2 × 2.8 nm. Unusual MCE behaviour has been found due to multiple low lying excited states arising from competing ferromagnetic and anti-ferromagnetic Ni-Ni and Ni-Ln exchange interactions.

The method of choice for in-depth investigation of the magnetic anisotropy in molecular nanomagnets is high-frequency electron spin resonance (HFESR) spectroscopy. It has the benefits of high resolution and facile access to large energy splittings. However, the sensitivity is limited to about 107 spins for a reasonable data acquisition time. In contrast, methods based on the measurement of the deflection of a cantilever were shown to enable single spin magnetic resonance sensitivity. In the area of molecular nanomagnets, the technique of torque detected electron spin resonance (TDESR) has been used sporadically. Here, we explore the applicability of that technique by investigating molecular nanomagnets with different types of magnetic anisotropy. We also assess different methods for the detection of the magnetic torque. We find that all types of samples are amenable to these studies, but that sensitivities do not yet rival those of HFESR.

Gender discrimination has received only limited attention in research on expatriates insofar that country-effects were mostly neglected. Our study, based on status construction theory, argues that ...

Climate for inclusion has garnered increased attention in diversity research as it is proposed to have substantial positive effects on important organizational, team, and individual level outcomes....

Host country nationals (HCNs) have been identified as an important source for expatriation success. However, empirical research on the effects of expatriates on HCNs is still sparse. Drawing upon social identity theory, our study aims to fill this void by investigating whether having an expatriate supervisor reduces the affective commitment of HCNs and which HCNs are more affected. Survey findings from 188 Chinese white-collar employees working for German multinational enterprises in China provide empirical evidence of the negative effect of expatriate supervisors on HCNs' affective commitment. Moreover, our results indicate that HCNs' individual values (individualism and money orientation) as well as status characteristics (social class and seniority within the firm) moderate the relationship. Theoretical and practical implications are discussed.

The successful development of a quantum computer would change the world, and current internet encryption methods would cease to function. However, no working quantum computer that even begins to rival conventional computers has been developed yet, which is due to the lack of suitable quantum bits. A key characteristic of a quantum bit is the coherence time. Transition metal complexes are very promising quantum bits, owing to their facile surface deposition and their chemical tunability. However, reported quantum coherence times have been unimpressive. Here we report very long quantum coherence times for a transition metal complex of 68 μs at low temperature (qubit figure of merit QM=3,400) and 1 μs at room temperature, much higher than previously reported values for such systems. We show that this achievement is because of the rigidity of the lattice as well as removal of nuclear spins from the vicinity of the magnetic ion.

Emission spectroscopy has been used to determine soot particle temperatures in an ethene diffusion flame both under normal combustion conditions and also after irradiation with an intense laser pulse. On the basis of these measurements, a check on the models and an improvement of parameters underlying time-resolved laser-induced incandescence (TIRE-LII) was performed. With this technique a two-dimensionally resolved measurement of soot primary particle sizes is feasible in a combustion process from the ratio of emission signals obtained at two delay times after a laser pulse, as the cooling behavior is characteristic of particle size. For accurate measurements, local gas temperatures must be known, which can be derived from the temperatures of the soot particles themselves. These have been measured by fitting full Planck curves to line-of-sight emission spectra after an inversion algorithm. The temperature and heat of vaporization of soot, which govern the energy and mass loss at high temperatures, were obtained by measurements of maximum particle temperature for various laser irradiances and a fit procedure to the theoretical dependence. Finally, the temperature decay of laser-heated soot was measured with high temporal resolution. Comparisons with model predictions show that soot temperatures are roughly 300 K higher than expected after the onset of vaporization, which indicates deficiencies in the present models of vaporization. It is demonstrated that the TIRE-LII performance is essentially unaffected by these shortcomings if LII signals are detected in a period where conductive heat transfer dominates and an appropriate correction is performed.

Managing work‐life balance abroad is considered as one of the key challenges associated with expatriation. That is particularly true when the enactment of the work‐life boundaries of expatriates' home and host countries diverge. Drawing from boundary theory, we investigate whether and how expatriates experience cross‐cultural challenges in terms of their work‐life boundaries abroad. We interviewed 28 German expatriates in South Korea because both cultures differ substantially in terms of their preferred work‐life boundaries. Our study shows that perceived work‐life boundary pressures in the foreign environment and willingness to adjust to the local work‐life boundary culture vary substantially among expatriates. Based on a function of these two forces, we develop a typology of four work‐life boundary adjustment styles and relate them to work‐life balance satisfaction. Furthermore, we identify individual and organizational factors that influence expatriates' work‐life boundary adjustment styles. Theoretical and practical implications are discussed.

Even though gender diversity management has become an important topic in research and practice, we know only little about gender diversity management in foreign subsidiaries of multinational enterp...

A detailed analysis of various factors that influence the accuracy of time-resolved laser-induced incandescence for the determination of primary soot particles is given. As the technique relies on the measurement of the signal ratio at two detection times of the enhanced thermal radiation after an intense laser pulse, guidelines are presented for a suitable choice of detection times to minimize statistical uncertainty. An error analysis is presented for the issues of laser energy absorption, vaporization, heat conduction, and signal detection. Results are shown for a laminar ethene diffusion flame that demonstrate that concurring results are obtained for various laser irradiances, detection characteristics, and times of observation.