Analytical investigation of concrete beams reinforced with embedded CFRP plates

A detailed model and a nonlinear finite element analysis for concrete beams reinforced with embedded carbon fibre reinforced polymer (CFRP) plates, used as an alternative to FRP-bars, in a micro-model framework have been presented in this study. Bond relations between the CFRP plates and concrete have been proposed and failure shear envelope of the concrete-plate interface for normal and shear stress (σ-τu) has been also presented. A nonlinear analysis has been conducted for loaded concrete beams reinforced with embedded CFRP plates till failure. Results of the finite element analysis show a good agreement with the experimental behaviour observed. The surface texture of the embedded CFRP plate has been found to affect the concrete–CFRP interface bond behaviour and the structural response of concrete beams reinforced with embedded CFRP plates

Humane orientation, work–family conflict, and positive spillover across cultures

Although cross-national work–family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work–family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work–family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia). We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the study of social support and higher in those regions. We explore its moderating effect on relationships between work and family social support, work–family conflict, and work–family positive spillover. Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories. We find HO has mostly a compensatory role in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and coworker supports were most strongly and negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker (but not supervisor) support was most strongly and positively related to work-to-family positive spillover in higher HO cultures, where providing social support at work is consistent with the societal practice of providing support to one another. Likewise, instrumental (but not emotional) family support was most strongly and positively related to family-to-work positive spillover in higher HO cultures

Boundary management preferences from a gender and cross-cultural perspective

Although work is increasingly globalized and mediated by technology, little research has accumulated on the role of culture in shaping individuals' preferences regarding the segmentation or integration of their work and family roles. This study examines the relationships between gender egalitarianism (the extent a culture has a fluid understanding of gender roles and promotes gender equality), gender, and boundary management preferences across 27 countries/territories. Based on a sample of 9362 employees, we found that the pattern of the relationship between gender egalitarianism and boundary management depends on the direction of segmentation preferences. Individuals from more gender egalitarian societies reported lower preferences to segment family-from-work (i.e., protect the work role from the family role); however, gender egalitarianism was not directly associated with preferences to segment work-from-family. Moreover, gender was associated with both boundary management directions such that women preferred to segment family-from-work and work-from-family more so than did men. As theorized, we found gender egalitarianism moderated the relationship between gender and segmentation preferences such that women's desire to protect family from work was stronger in lower (vs. higher) gender egalitarianism cultures. Contrary to expectations, women reported a greater preference to protect work from family than men regardless of gender egalitarianism. Implications for boundary management theory and the cross-national work-family literature are discussed

Boundary management preferences from a gender and cross-cultural perspective

Although work is increasingly globalized and mediated by technology, little research has accumulated on the role of culture in shaping individuals' preferences regarding the segmentation or integration of their work and family roles. This study examines the relationships between gender egalitarianism (the extent a culture has a fluid understanding of gender roles and promotes gender equality), gender, and boundary management preferences across 27 countries/territories. Based on a sample of 9362 employees, we found that the pattern of the relationship between gender egalitarianism and boundary management depends on the direction of segmentation preferences. Individuals from more gender egalitarian societies reported lower preferences to segment family-from-work (i.e., protect the work role from the family role); however, gender egalitarianism was not directly associated with preferences to segment work-from-family. Moreover, gender was associated with both boundary management directions such that women preferred to segment family-from-work and work-from-family more so than did men. As theorized, we found gender egalitarianism moderated the relationship between gender and segmentation preferences such that women's desire to protect family from work was stronger in lower (vs. higher) gender egalitarianism cultures. Contrary to expectations, women reported a greater preference to protect work from family than men regardless of gender egalitarianism. Implications for boundary management theory and the cross-national work-family literature are discussed