Lithium-ion batteries (LIBs) play a significant role in our highly electrified world and will continue to lead technology innovations. Millions of vehicles are equipped with or directly powered by LIBs, mitigating environmental pollution and reducing energy use. This rapidly increasing use of LIBs in vehicles will introduce a large quantity of spent LIBs within an 8-10-year span. Proper handling of endof-life (EOL) vehicle LIBs is required, and multiple options should be considered. This paper demonstrates that the necessity for EOL recycling is underpinned by leveraging fluctuating material costs, uneven distribution and production, and the transport situation. From a life-cycle perspective, remanufacturing and repurposing extend the life of LIBs, and industrial demonstrations indicate that this is feasible. Recycling is the ultimate option for handling EOL LIBs, and recent advancements both in research and industry regarding pyrometallurgical, hydrometallurgical, and direct recycling are summarized. Currently, none of the current battery recycling technologies is ideal, and challenges must be overcome. This article is anticipated as a starting point for a more sophisticated study of recycling, and it suggests potential improvements in the process through mutual efforts from academia, industry, and governments.

No abstract

To explore the organizational antecedents of proactive customer service performance (PCSP), we developed and tested a multi-level model of the impact of high-commitment human resource (HR) practices on PCSP in the hospitality industry. Drawing on the proactive motivation model, the mediating roles of work-related self-efficacy, perceived organizational support, and harmonious passion for work are examined simultaneously in the relationship between high-commitment HR practices and PCSP. Using time-lagged data from 94 hotels in China, we found that high-commitment HR practices positively influenced service employees’ PCSP via work-related self-efficacy, perceived organizational support, and harmonious passion for work. We discuss the theoretical and managerial implications of this research and also give some suggestions on how to effectively adopt and implement high-commitment HR practices.

No abstract