ABSTRACT Vitamin D3 has significant roles in bone growth and the prevention of osteoporotic fractures. The present study investigated the effect of hydroxyapatite nanoparticles decoration onto polyamide-6 nanofibrous scaffold on adsorption behaviour of Vitamin D3. To synthesize the nanofibrous scaffold, an electrospinning device was used, and the surface of the scaffold was characterized by scanning electron microscopy, energy dispersive spectrometry, Fourier transform infrared spectroscopy, and measurement of the water contact angle. The antibacterial activity test against E. coli and S. aureus bacteria indicated no such activity of pristine and hydroxyapatite decorated scaffold. The results demonstrated that a hydrophobic and high porous scaffold was formed, and hydroxyapatite nanoparticles were distributed inside the polyamide-6 nanofibers homogenously. Results showed that the hydroxyapatite nanoparticles improved the adsorption efficiency of polyamide-6 scaffold. It was found that the amount of adsorbed Vitamin D3 molecules onto the polyamide-6/HA scaffold was rapid during the first hour of immersion (24.4 ng.cm-3), then declined over the next 3 h, and eventually reached a stable percentage of about 10.3 ng.cm-3. This phenomenon appears to be related to the high adsorption potential of porosities and the hydrophobic nanofibers during the first stage of immersion and non-occupied hydroxyapatite ceramic sites during the final stage of immersion.

RESUMEN En respuesta a los cambios en las economías y la tecnología en las décadas recientes, la investigación en las teorías organizacionales ha estado enfocada en las empresas innovadoras y emprendedoras. Un tema de exploración en estos esfuerzos por una investigación cambiante se trata de la adaptación de la gestión del recurso humano (GRH) y el establecimiento de una gestión sostenible del recurso humano (GRH sostenible). Este artículo investiga las principales características de la GRH en las organizaciones innovadoras. El objetivo es identificar la GRH sostenible como clave para competir en mercados turbulentos. El problema planteado radica en encontrar la relación entre el capital psicológico y la flexibilidad en los recursos humanos y la GRH sostenible en organizaciones innovadoras. Tres importantes variables de la flexibilidad de los recursos humanos, la sostenibilidad de los recursos humanos y el capital psicológico forman el modelo teórico de este estudio; y se desarrollan cuatro hipótesis basadas en este modelo. Los hallazgos no rechazan ninguna de las cuatro hipótesis, por lo cual se concluye que el capital psicológico y la flexibilidad en los recursos humanos tienen un efecto positivo y significativo en la GRH sostenible, y adicional- mente, el capital psicológico tiene un efecto positivo y significativo en la GRH sostenible. Además, la flexibilidad desempeña un rol moderado en la relación entre capital psicológico y la GRH sostenible.

ABSTRACT In response to the changes in economies and technology in recent decades, research in organizational theories have been focused toward innovative and entrepreneurial organizations. A research issue in this evolving research endeavor is adaptation of human resource management and the establishment of a sustainable human resource management. This paper investigates the main characteristics of a sustainable HRM in innovative organizations. The aim is to identify sustainable HRM as a key toward competing in turbulent markets. The problem statement is to find the relationship between psychological capital, HR flexibility and sustainable HRM in innovative organizations. Three main variables of HR flexibility, HR sustainability and psychological capital form the theoretical model of this study; and four hypotheses are developed based on this model. Findings do not reject any of four hypotheses, so it is concluded that psychological capital and HR flexibility has positive and meaningful effect on sustainable HRM; and in addition, psychological capital has positive and meaningful effect on sustainable HRM. Moreover, flexibility has moderate role in relationship between psychological capital and sustainable HRM.

ABSTRACT In this study, Zn incorporated non-stoichiometric hydroxyapatite (nHAp) was synthesized via precipitation method and effect of the incorporation of Zn (fraction: 2, 4, 6 and 8 mol-%) on the microstructure of nHAp was studied by XRD, FTIR analysis and SEM-EDS techniques. The formation of nHAp was confirmed by XRD and FTIR those showed that no secondary phase was formed through the Zn incorporation. The SEM studies also revealed that particles were formed in nano-metric size (30-60 nm). It was found that crystallite and particle size of Zn incorporated nHAp gradually decreased up to 6 mol-%, and started to increase while the Zn fraction reached up to the 8 mol-% and hence the morphology of the aggregated products was also changed. It can be concluded that the incorporation of Zn cations cause to form nHAp phase. Furthermore, the nHAp microstructure has deviated from stoichiometric condition by incorporation of more Zn cations.