Research on Intelligent Identification and Grading of Nonmetallic Inclusions in Steels Based on Deep Learning.

Non-metallic inclusions are unavoidable defects in steel, and their type, quantity, size, and distribution have a great impact on the quality of steel. At present, non-metallic inclusions are mainly detected manually, which features high work intensity, low efficiency, proneness to misjudgment, and low consistency of results. In this paper, based on deep neural network algorithm, a small number of manually labeled, low-resolution metallographic images collected by optical microscopes are used as the dataset for intelligent boundary extraction, classification, and rating of non-metallic inclusions.

How and When Telework Improves Job Performance During COVID-19? Job Crafting as Mediator and Performance Goal Orientation as Moderator.

Purpose: Literature shows that it is a paradox whether employees can achieve performance in telework, especially during COVID-19. Our aim is to clarify the relationship between telework and employees' job performance through a moderated mediation model.

Methods: This study employed two-wave surveys with the aim of reducing the potential risk of common method bias.

The Bottom-Line Mentality of Leaders in Education and Training Institutions: Where to Go for Innovation?

According to the social exchange theory, this study analyzed how a bottom-line mentality (BLM) among leaders affects teachers' innovative behavior and how this relationship is mediated by relative deprivation and psychological safety and moderated by person-organization values fit. Using two stages of data collection, 491 responses from teachers were obtained and analyzed. The results revealed that leader BLM significantly negatively affected teachers' innovative behavior, and relative deprivation and psychological safety both partially mediated this influence of leader BLM.

Stick to Convention or Bring Forth the New? Research on the Relationship Between Employee Conscientiousness and Job Crafting.

Integrating regulatory focus theory and personality literature, we develop and test a moderated mediation model to specify the mediation mechanisms and boundary conditions of the association between employee conscientiousness and job crafting. Two-wave data collected from 389 employees and 95 supervisors showed that: Employee conscientiousness was positively associated with work promotion focus and work prevention focus. Employee conscientiousness was positively related to job crafting via work promotion focus, negatively related to job crafting via work prevention focus.