Pilot Study on Social Media’s Role in Expatriates’ Adjustment Using Black’s Model

Movement of significant number of expatriates from country to country has been increased with globalization. Every year expatriates face various challenges related to their individual characteristics, jobs and organizations where foreign assignment is major goal. It has become very easy for expatriates to socialize and meet with the other people of same culture and community in the host country with help of different social media. The paper seeks to reveal if social media could support expatriates’ adjustment. Black’s (1991) adjustment model is used for the pilot study. Results give primary insights of social media’s usefulness in adjustment process

Training Options for Immigrants Facing Industry 4.0 Progress in the U.S.: Analysis of California State

Industry 4.0 is changing the nature of work and shaping new requirements for employees, requiring them to perform new roles with new required skills, mostly connected with digitalization and IT. The US has one of the biggest number of industrial robots and immigrants in the world, and has developed immigration policies. In this article based we analyze what are current options for immigrants in California, the USA to get re-training or new work skills to prepare for new roles in workforce in anticipation of changes due to Industry 4.0 progress. Study is done using content analysis of training documents in California State

An inclusive analysis of determinants of international migration. The case of European rich and poor countries

This work aims to integrate defragmented migration perspectives in order to better understand and explain reasons of contemporaneous migration. Accordingly, international migration flows are explained with various socio-economic determinants which address different sources of migration, reinforced by the best-known theories and conceptual frameworks. A panel data analysis is performed at the level of rich and poor countries of the European Union to measure migration flows from the year 2000 until 2013. The results provide evidence indicating that there are some structural similarities and discrepancies between European rich and poor countries. These similarities (or discrepancies) make them responding similarly to certain economic conditions and changes. Thus, the association of earnings, inequalities (measured by the Gini Index) and poverty line could be positive or negative depending on wealth level of countries. Moreover, unemployment is a supply-push factor, but its importance is much higher in rich countries, diminishing in poorer countries. Economic freedom has a very strong positive effect on migration for all countries, but its relevance turned out to be the highest in the group of the poorest countries. Also, the association between Foreign Direct Investment and migration is negative, but it is more significant in the case of poorer countries

A Comparison Analysis Between Pre-departure and Transitioned Expat-Preneurs

This paper contributes to the understanding on the reasons that lead to entrepreneurship in other countries. We focus on expat-preneurs, those who decided to undertake business opportunities in other countries (before or after settling there). Using comparison analysis and logistic regression, we examine pre-departure and transitioned expat-preneurs’ demographic characteristics and push-pull factors that lead them to expatriate. From a survey conducted in 2015-2016 of 5,532 Lithuanians expatriated in 24 countries, a sample of 308 respondents with their own businesses abroad was selected. This research contributes to the literature on expat-preneurs, with empirical evidence on pre-departure and transitioned self-initiated (SI) expat-preneurs. The results revealed that demographic features matter when studying such global entrepreneurs. It is a process experienced differently by males and females and, as such, it can be considered as gender selective. Thus, more pre-departure expat-preneurs are male than female, but there is a growing number of female transitioned expat-preneurs. Pre-departure expat-preneurs are older and less educated than transitioned ones and have been pushed to move abroad by issues such as political corruption or a nonsupportive tax system, and are attracted by a higher possibility of self-realisation as well as the prestige of the host country. Meanwhile, transitioned expat-preneurs have been pushed to emigrate due to family reasons or too few employment opportunities in their home country.Lithuanian Council of Science S-MIP-17-11

Electro-oxidation of cyanide on active and non-active anodes: Designing the electrocatalytic response of cobalt spinels

[EN] The feasibility of the electrochemical technologies for wastewater treatment greatly relies on the design of efficient but inexpensive electrocatalysts. It is generally accepted that the so-called ¿non-active¿ anodes (like the boron-doped diamond (BDD) or SnO2-based anodes), producing highly oxidizing hydroxyl radicals, are the most promising candidates for pollutants abatement. In this work, the electrocatalytic performance of various cobalt oxides, pure and doped with Cu or Au, for CN¿ oxidation has been studied and compared with that of conventional graphite, BDD, SnO2-Sb and SnO2-Sb-Pt. The metal oxide electrodes were prepared by thermal decomposition of the salt precursors onto Ti. For the M-doped Co3O4 electrodes, the nominal M/Co ratios were Cu/ Co=0.07¿1.00; and Au/Co=0.05¿0.20. The electrodes were characterized by different techniques (XRD, SEM, EDX, XPS) and their electrocatalytic response was studied by cyclic voltammetry and galvanostatic electrolysis in a H-type cell in aqueous 0.1M NaOH. The obtained results show that the nature of the dopant plays a key role on the electrocatalytic behavior of cobalt spinels. Thus, while Cu catalyzes the CN¿ electro-oxidation, Au declines it. This is explained by the fact that, unlike Au (which segregates as Au-rich particles), Cu is effectively incorporated into the spinel structure by forming a solid solution (CuxCo3-xO4). In this solid solution, atomic scale Cu(spinel)-CN¿ specific interactions occur to catalyze the reaction, whereas in segregated Au particles the oxidation is hindered probably by a too-strong adsorption of cyanide and/or its inaccessibility to oxide active sites. Electrolysis runs have revealed that ¿active¿ over-saturated Cu-doped spinels (Cu/Co=1.00) exhibit higher current efficiencies than conventional graphite and ¿non-active¿ BDD and SnO2-based anodes. Hence, we hereby demonstrate that an inexpensive ¿active¿ electrocatalyst can show even higher efficiency than the most powerful BDD anode. These results highlight the significance of anode design in the application of the electrochemical technique for wastewater treatment.Financial support from the Spanish Ministerio de Economia y Competitividad and FEDER funds (MAT2016-76595-R, IJCI-2014-20012) is gratefully acknowledgedBerenguer, R.; Quijada, C.; La Rosa-Toro, A.; Morallón, E. (2019). Electro-oxidation of cyanide on active and non-active anodes: Designing the electrocatalytic response of cobalt spinels. Separation and Purification Technology. 208:42-50. https://doi.org/10.1016/j.seppur.2018.05.024S425020

Organizational support after co-worker‘s suicide

Savižudybė yra viena dažniausių darbingo amžiaus asmenų mirties priežasčių. Nusižudžius bendradarbiui, darbuotojų savijauta, emocinė būklė ir neretai darbo produktyvumas pablogėja. Todėl labai svarbu, kad organizacija šiuo sunkiu periodu suteiktų darbuotojams palaikymą. Šiame straipsnyje analizuojama, kokios postvencinės palaikymo priemonės yra taikomos ir kas jas suteikia organizacijoje. Empirinio tyrimo rezultatai atskleidė, kad Lietuvoje organizacijos dažniausiai naudoja tik būtinąsias palaikymo priemones, tokias kaip dalyvavimas laidotuvėse ar velionio pagerbimas, tačiau nesiima papildomų priemonių, kurios palengvintų darbuotojų gedėjimą.Relevance. Suicide is one of the most common causes of death among working age people. When a co-worker commits a suicide, mental wellbeing, emotional state and work productivity of employees declines. Moreover, an organization faces both moral damages and material losses. Therefore, after a suicide of the co-worker it is very important for the organization to ensure appropriate support mechanisms for employees during this difficult period. However, the majority of research is targeted to support for relatives of a person who committed suicide rather than organizational support for employees coping with the death of a co-worker. Moreover, there is no enough information how the organization should act, communicate and what kind of support provide to the rest of the employees in such kind of a case. Consequently, measures that are applied after death of an employee and supporters are analysed in this work. Research object – organizational support measures after a suicide of a co-worker. Research goal is to disclose organizational support measured after a suicide of a co-worker. Research methodology. In order to achieve research goal quantitative data was collected. A quantitative research with questionnaire online was used. The questionnaire was filled-in by 413 respondents. The main results. Results revealed that every sixth respondent had encountered with a co-workers suicide and it had an influence on their emotional well-being and work quality. Survey indicated that organizations use only the essential measures such as participation in funerals or honouring the person after death the most in Lithuania. However, additional measures, which would help to alleviate grieving are not applied. Based on analysis of scientific literature, it was identified types of supporters in organization: an organizational support, support of the supervisor, co-workers and mentor. The results showed that 29 percent of respondents received support from co-workers, 19 percent from their families and more than 14 percent from their supervisor. However, ten percent of respondents got none support from anybody

Organizational Support after Co-Worker‘s Suicide

Relevance. Suicide is one of the most common causes of death among working age people. When a co-worker commits a suicide, mental wellbeing, emotional state and work productivity of employees declines. Moreover, an organization faces both moral damages and material losses. Therefore, after a suicide of the co-worker it is very important for the organization to ensure appropriate support mechanisms for employees during this difficult period. However, the majority of research is targeted to support for relatives of a person who committed suicide rather than organizational support for employees coping with the death of a co-worker. Moreover, there is no enough information how the organization should act, communicate and what kind of support provide to the rest of the employees in such kind of a case. Consequently, measures that are applied after death of an employee and supporters are analysed in this work. Research object – organizational support measures after a suicide of a co-worker. Research goal is to disclose organizational support measured after a suicide of a co-worker. Research methodology. In order to achieve research goal quantitative data was collected. A quantitative research with questionnaire online was used. The questionnaire was filled-in by 413 respondents. The main results. Results revealed that every sixth respondent had encountered with a co-workers suicide and it had an influence on their emotional well-being and work quality. Survey indicated that organizations use only the essential measures such as participation in funerals or honouring the person after death the most in Lithuania. However, additional measures, which would help to alleviate grieving are not applied. Based on analysis of scientific literature, it was identified types of supporters in organization: an organizational support, support of the supervisor, co-workers and mentor. The results showed that 29 percent of respondents received support from co-workers, 19 percent from their families and more than 14 percent from their supervisor. However, ten percent of respondents got none support from anybody.Savižudybė yra viena dažniausių darbingo amžiaus asmenų mirties priežasčių. Nusižudžius bendradarbiui, darbuotojų savijauta, emocinė būklė ir neretai darbo produktyvumas pablogėja. Todėl labai svarbu, kad organizacija šiuo sunkiu periodu suteiktų darbuotojams palaikymą. Šiame straipsnyje analizuojama, kokios postvencinės palaikymo priemonės yra taikomos ir kas jas suteikia organizacijoje. Empirinio tyrimo rezultatai atskleidė, kad Lietuvoje organizacijos dažniausiai naudoja tik būtinąsias palaikymo priemones, tokias kaip dalyvavimas laidotuvėse ar velionio pagerbimas, tačiau nesiima papildomų priemonių, kurios palengvintų darbuotojų gedėjimą

Application of Prussian Blue in Electrochemical and Optical Sensing of Free Chlorine

In this paper, an electrochemical free chlorine (FCL) sensor was formed by modifying a fluorine-doped tin oxide-coated glass slide (glass|FTO) with a layer of Prussian blue (glass|FTO|PB). The glass|FTO|PB sensor exhibited a wide linear detection range from 1.7 to 99.2 μmol L−1 of FCL with a sensitivity of ~0.8 µA cm−2 μmol−1 L and showed high selectivity for FCL. However, ClO3−, ClO4− and NO3− ions have induced only a negligible amperometric response that is highly beneficial for a real-life sample analysis as these ions are commonly found in chlorine-treated water. Moreover, in this work, optical absorption measurement-based investigations of partially reduced PB were carried out as a means to characterize PB catalytic activity towards FCL and to investigate the possibility of applying PB for the optical detection of FCL