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Black phosphorus (BP) with a layered structure has been used gradually as a lubrication additive in the tribological area. In this study, BP powders are produced via an easy method of high-energy ball milling using red phosphorus as a raw material. Subsequently, BP nanosheets are prepared via liquid exfoliation in N-methyl pyrolidone solvent. The tribological behavior of BP nanosheets as water-based lubrication additives (BP-WL) is evaluated under Ti6Al4V (TC4)/GCr15 contact. The results suggest that the 70 mg/L BP-WL sample exhibits excellent lubrication performance, whose coefficient of friction (COF) and ball wear rate reduced by 32.4% and 61.1%, respectively, compared with those of pure water. However, as the load increased, the tribological properties of BP-WL reduced gradually because of the agglomeration of BP nanosheets. Based on tribological experiments and worn surface analysis, boundary lubrication mechanisms are proposed. The friction reduced, which is primarily attributed to the low interlaminar shear and adsorption of BP nanosheets. In addition, a tribochemical reaction film comprising TiO2, Al2O3, and Fe2O3 effectively protects the surface of titanium alloy/steel from wear. This new water-based lubrication additive can be used to process titanium alloys.

PurposeThe purpose of this paper is to examine Chinese traditionality as a predictor of applicants' procedural fairness perceptions in selection, and both its direct and indirect relationship with applicants' recommending behavior, job performance and turnover intention three to four months post hire. Traditionality, as a moderator of perceptions‐outcomes relationships, is also tested.Design/methodology/approachSurvey data of 218 supervisor‐subordinate dyads were collected from Mainland Chinese organizations. Data were gathered in two waves, with demographic and traditionality measures taken at time 1, and supervisory ratings of performance, recommending behavior and intention to turnover taken at time 2.FindingsOne component of traditionality alone (Respect for Authority) positively predicted applicants' procedural fairness perceptions. These perceptions, in turn, predicted recommending behavior (+), job performance (+) and turnover intentions (−). There were also direct relationships between Respect for Authority and both job performance (+) and turnover intention (−). The data failed to support the moderating effect of Chinese traditionality on the relationships between procedural fairness perceptions and outcome variables.Research limitations/implicationsDespite the methodological strengths of this study, the study is cross‐sectional in nature which weakens causal inferences regarding the relationships in the theoretical model. Moreover, the paper does not investigate empirically the concrete mechanisms from Chinese traditionality to fairness perceptions and from fairness perceptions to outcome variables, since its foci are the predicting and moderating roles of Chinese traditionality.Originality/valueThe paper's findings underscore the importance of Respect for Authority as the key and only component of Chinese traditionality that predicts procedural justice perceptions and worker outcomes.

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