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This paper aims to propose a methodology to remove inherent implicit creep from the Eurocode 3 material model for steel and to present a creep-free analysis on simply supported steel members.

Most of the available material models of steel are based on transient coupon tests, which inherently include creep strain associated with particular heating rates and load ratios.

The creep-free analysis aims to reveal the influence of implicit creep by investigating the behaviour of simply supported steel beams and columns exposed to various heating regimes. The paper further evaluates the implicit consideration of creep in the Eurocode 3 steel material model.

A modified Eurocode 3 carbon steel material model for creep-free analysis is proposed for general structural fire engineering analysis.

Driven by the development in sensing techniques and information and communications technology, and their applications in the manufacturing system, data-driven quality control methods play an essential role in the quality improvement of assembly products. This paper aims to review the development of data-driven modeling methods for process monitoring and fault diagnosis in multi-station assembly systems. Furthermore, the authors discuss the applications of the methods proposed and present suggestions for future studies in data mining for quality control in product assembly.

This paper provides an outline of data-driven process monitoring and fault diagnosis methods for reduction in variation. The development of statistical process monitoring techniques and diagnosis methods, such as pattern matching, estimation-based analysis and artificial intelligence-based diagnostics, is introduced.

A classification structure for data-driven process control techniques and the limitations of their applications in multi-station assembly processes are discussed. From the perspective of the engineering requirements of real, dynamic, nonlinear and uncertain assembly systems, future trends in sensing system location, data mining and data fusion techniques for variation reduction are suggested.

This paper reveals the development of process monitoring and fault diagnosis techniques, and their applications in variation reduction in multi-station assembly.

This study aims to identify an antecedent that hinders knowledge sharing, namely, the perceived climate of Cha-xu. Based on the social exchange perspective, the authors propose a theoretical model that links the perceived climate of Cha-xu to employee knowledge sharing. This model focuses on the mediating role of two types of trust (vertical and horizontal trust) and the moderating role of task interdependence in influencing the mediation.

Using a sample of 509 Chinese employees, this study carried out a survey on an online platform. This study developed a structural equation model and tested the moderated mediation hypothesis by using Mplus 8.0.

The results showed that two types of trust act as mediators in the relationship between the perceived climate of Cha-xu and knowledge-sharing processes. The mediating effect of horizontal trust is stronger. Most significantly, findings show that this mediated relationship is contingent on the level of task interdependence.

This paper provides evidence for distinguishing vertical trust and horizontal trust in the field of knowledge management. From a managerial perspective, this study identifies traditional cultural factors for hindering knowledge-sharing processes within Chinese organizations.

This study aims to investigate the effects of different dimensions of social capital on individual knowledge transfer to nurture the organization’s intellectual capital, as well as the interactions among these dimensions and explore the potential moderators.

This study conducted a meta-analysis with 108 independent empirical studies to examine the different dimensions of social capital–knowledge transfer relationships and the effects of moderators and used meta-analytic structural equation modeling (MASEM) to test the internal relationships among social capital dimensions.

The results show that structural, relational and cognitive social capitals are all positively related to knowledge transfer. In addition, different dimensions of social capital act as complements to one another. Further examinations reveal that the level of economic development has no significant moderating effect on the relationship between social capital and knowledge transfer. Then, the cultural context and profit climate characteristics moderate the relationship between social capital and knowledge transfer.

Leveraging the trilogy of signaling, learning and spillover effects, this meta-analytic study quantitatively integrates the relationships between different dimensions of social capital and knowledge transfer. It reconciles the present disparate findings, demonstrates the validity of different dimensional social capital interactions and obtains highly generalized conclusions. This study also introduces a dichotomy, saturation versus reinforcement, to explain the mixed results, which enriches social capital theory.

As coaching assumes an increasingly critical role in satisfying employees' demands for growth, the function of coaching has progressively shifted towards direct supervisors. This study seeks to investigate the distinct effects of managerial coaching behaviors on employee outcomes from an emotional perspective. Specifically, we aim to explore whether leaders' encourage-to-explore and guide-to-learn behaviors impact employees' creativity and performance through discrete emotional mechanisms upon appraisal theory of emotion.

We conducted two studies to test our proposition. In study 1, an experiment using coaching scenarios was performed with 128 students majoring in management. In study 2, data were collected from 311 supervisor-subordinate dyads.

The results indicate that encourage-to-explore behaviors are positively related to employee creativity by fostering feelings of inspiration, and guide-to-learn behaviors are positively related to employee performance by alleviating anxiety. These findings suggest that different leaders’ coaching behaviors influence employee outcomes through different emotional processes. The theoretical and practical implications of the findings are also discussed.

These findings suggest that different leaders’ coaching behaviors influence employee outcomes through different emotional processes. The theoretical and practical implications of the findings are also discussed.

The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped.

According to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China.

The findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice.

This study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

This study aims to explore the eye movement behavior of preadolescent children accessing and diagnosing information.

The researchers tracked the eye movements of 30 children with an eye-tracking apparatus. Using the kit of factor-referenced cognitive tests to measure perceptual speed and associative memory, they measured information-searching behavior with screen recordings, the data of which were analyzed by IBM SPSS Statistics 26.

Regarding information accessibility, there was a correlation between the child’s age, associative memory and the number of round-trip choices, and there were differences in the total fixation area among children of different age groups. Regarding diagnosticity, perceptual speed was positively correlated with the total fixation area, and the number of round-trip choices was negatively correlated with fixation duration.

Empirical evidence suggests that during information encoding, perceptual speed is the most important influencing factor. Extensive research indicates that children predominantly rely on recall and familiarity when searching for new information, both of which play roles in associative memory. Through an examination of the psychological and behavioral indicators of children, the study elucidated the cognitive processes involved in information processing and how children engage with information at both visual and cognitive levels.

Since China initiated its “go global” policy that promotes its overseas investment, China’s Outward Foreign Direct Investment (OFDI) has increased almost twenty times during the last 10 years, reaching $55.9 billion in 2008. The issue of internationalization of Chinese OFDI has attracted increasing attention of researchers from a business perspective. This article systematically reviews the previous studies on overseas investments by Chinese MNEs and discusses the characteristics of Chinese internationalization behavior at both firm level and country level. The internationalization of Chinese companies cannot be understood as a simple game of “catch up” with established MNEs, and more firm‐level empirical studies should be carried out on how these characteristics influence firms’ strategic decisions.

Large-scale mobile radars are still erected manually by using lifting equipment, which often fails to meet the requirements on precision, quality and efficiency in the erecting process. This paper aims to introduce techniques for automatic assembly of large mobile radar antenna.

A large-scale metrology system for accurate identification of the positions and orientation of the radar antenna components is presented. A novel three-degree-of-freedom parallel mechanism is designed to realize orientation adjustment of three axes synchronous, and, thus guarantees the efficiency and accuracy of positioning process.

The system described in this paper is practicable in outdoor environment and provides a holistic solution that gives full consideration of the operation conditions and the environmental influences. In performance evaluation tests, the measured absolute accuracy is less than ±1 mm and repeatability is less than ±0.5 mm in the positioning task for 10 × 3 m large antenna.

This paper presents a new concept of an automatic assembly technology for the large radar antenna application.

The purpose of this paper is to explore the status quo and the strength difference of the climate for innovation among firms with different ownership structures, in different industrial sectors, and in different developmental stages in China.

The study used a survey method to explore the differences of innovative climate among firms with different ownership structures, difference in developmental stage and in different industries. It collected 624 data from 52 companies by purposive and snowball sampling methods. A structural equation model and ANOVA analysis, along with multiple comparisons, were employed to test the hypothesis.

First, by factor analysis and structural equation models, the study proved that the organizational innovative climate model in the Chinese organizational context is a seven dimension structural model, which includes such first‐order factors as working environmental support, innovative vision, leader support, team support, resources supply, learning and growth and knowledge and skills. Second, the results indicate firms in different developmental stages have significant differences in almost all dimensions of climate for innovation. Third, there is no significant difference in innovative climate among firms in different industrial sectors, but further analysis of multiple comparisons shows that there are relative strengths and weaknesses in specific dimensions of innovative climate among such firms. Last, the results suggest that there are significant differences among most dimensions of innovative climate in firms with different ownership structures in China. In assessing employees' experience over seven dimensions of climate, the results demonstrate that respondents vary their answers in the direction of theoretical hypotheses, which validated the relative assumptions.

The research is important because it shows that innovative climate strength may discriminate among different work contexts experienced by employees, which would help deepen our understanding of the present condition of innovative climate in China.