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Aluminumdeposition from AICI3:MEIC (l-methyl-3-ethylimidazolium chloride) has been studied employing an inverted optical microscope to perform in situ optical observations during the deposition process at a 250 ~Im diam tungsten electrode. Thin, continuous aluminum coatings with nuclei (or cluster) sizes below optical microscopic resolution are produced from a i. i:I.0 AICI3:MEIC molten salt using constant potential deposition at potentials < -0.2 V vs. an AI(III)/AI reference electrode. At less negative potentials, the microscopic structure consists of larger (>0.5 ~Im), optically resolved nuclei. Analysis of chronoamperograms indicate that the deposition process involves progressive nucleation with diffusion-controlled growth of the three-dimensional nuclei. Calculated nuclear site densities and average nuclei sizes are in agreement with optical and electron microscope images.

Drawing from resource‐based theories, we conduct two studies to investigate the unique and relative importance of personal (e.g., resilience, proactive health behaviors), work, and family resources (i.e., enriched job and family roles, work and family support) to balance satisfaction, and the mediating roles of conflict and enrichment. We test our hypotheses in Study 1 using a cross‐sectional survey of 216 employees and in Study 2 using a time‐lagged survey over 3 months with 220 employees. Across both studies, work and family resources (e.g., enriched job and family characteristics, work and family support) were positively related to balance satisfaction. In general, work resources were more relevant to balance satisfaction than were personal or family resources. In terms of processes, work resources relate to less work‐to‐family conflict and greater work‐to‐family enrichment which in turn, relate to greater balance. In contrast, the family‐to‐work directions of conflict and enrichment were just weakly related to balance. Across the two studies, findings regarding the role of personal resources were mixed. We discuss how these findings expand our understanding of work–family balance and the practical implications for human resource practitioners.

The stream of research concerning work-family enrichment has generated a significant body of research because it plays an important role in occupational health (Masuda, McNall, Allen, & Nicklin, 2012). work-family enrichment has been defined as "the extent to which experiences in one role improve the quality of life in the other role" (Greenhaus & Powell, 2006, p. 73). Within work-family enrichment, there are two directions: work to family and family to work. Carlson, Kacmar, Wayne, and Grzywacz (2006) developed an 18-item scale to measure this construct. Although the scale has been shown to be both reliable and valid, it also requires work-family researchers to include a proportionally large number of items to capture this construct in a study. The goal of the current study was to isolate a subset of the items in this measure that produces results similar to the full version thereby providing a more streamlined scale for researchers. Using a five-sample study that follows the scale reduction procedures offered by Stanton, Sinar, Balzer, and Smith (2002), we provide evidence that scales containing only three items for each direction of enrichment produce results equivalent to the full scale with respect to reliability and discriminant, convergent, and predictive validity. Reducing the original scale by two thirds, without losing explanatory power, allows scholars to measure enrichment in the work and family domains more efficiently, which should help minimize survey time, lower refusal rates, and generate less missing data.