Theory, constructs, and research with regard to individual workfamily boundary management dynamics are reviewed with the goal of promoting a greater understanding and integration of the existing literature. The article begins by noting trends that have contributed to interest in the topic, and then outlines major theoretical perspectives on boundary management and boundary characteristics, integration/ segmentation, and associated constructs. It next notes limitations of existing research and concludes with recommendations for future research.

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In order to establish the density and spatial distribution of charge carriers intrinsic to the n-type LaAlO 3 -SrTiO 3 heterointerface, we carry out first-principles calculations on the ͑LaAlO 3 ͒ n ͑SrTiO 3 ͒ 15 slab model with n = 2 -10. As the thickness of the LaAlO 3 layer increases, the charge transfer from LaAlO 3 to SrTiO 3 converges to half an electron per two-dimensional unit cell. It is found that the electrons in the conduction band of SrTiO 3 consist of various types of interface-bound states. The mobile electrons evaluated by excluding those states tightly bound to the interface within 2 nm or having large effective masses are in good agreement with the experimental carrier densities for all LaAlO 3 thicknesses, suggesting that the loosely bound states play a major role in the transport property. A large calculation including up to ͑LaAlO 3 ͒ 5 ͑SrTiO 3 ͒ 30 shows that about 70% of electrons are confined within 3 nm from the interface, which is in good comparison with the experiments. It is found that the transferred electrons decay exponentially at short distances from the interface, but there is a crossover to an algebraically decaying region at ϳ4 nm.

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Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well-being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well-being. Additionally, we tested the effectiveness of an intervention to increase positive work reflection and to improve well-being with a randomized controlled field experiment. Findings from three diary studies showed that positive work reflection was related to an increase in affective well-being with regard to both positive and negative moods. The results further indicated that the benefits of positive work reflection were incremental to that of psychological detachment and the absence of negative work reflection. Contrary to our expectation, no evidence was found for the effectiveness of the intervention. Theoretical implications of main findings as well as supplementary findings are further discussed.

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We have investigated the release of active sites blocked by bubbles attached on the surface of catalysts during the oxygen evolution reaction (OER) in alkaline water electrolysis, via the modulation of the wetting properties of the four different morphologies of a nickel catalyst.

Accounts of arrogant employees abound, yet there is little systematic research on arrogance within organizations. In response to this oversight, this article presents the findings from four studies. In Studies 1 and 2, the authors developed the Workplace Arrogance Scale and found support for its convergent and discriminant validity. In Study 3, the Workplace Arrogance Scale was included as part of a 360-degree performance feedback survey. Results revealed that there was satisfactory agreement between self-and other-ratings of arrogance. The authors also found that arrogance was negatively related to self-and other-rated task performance. Findings from Study 4 suggested that arrogance is negatively related to cognitive ability and self-esteem. The authors conclude by discussing the theoretical and practical implications of these findings.