Search Results (26)

For the energy-efficient distributed welding shop scheduling problem, focusing on the scheduling of production in a distributed welding shop, a mathematical model is established with the objective of minimizing the makespan and total energy consumption. In order to solve this optimization problem, an improved multi-objective seagull algorithm (IMOSOA) is proposed. The algorithm introduces three main enhancements: designing a weight matrix based on multiple critical paths to update the number of welders allocated to each job, redesigning the discretization operations of the multi-objective seagull algorithm according to the characteristics of distributed welding shop, and incorporating a Pareto front selection strategy. This strategy uses a new crowding distance calculation to resolve cases where non-dominated solutions at the same dominance level have equal crowding distances, thereby improving the next generation of solutions. These improvements not only reduce the maximum completion time and total energy consumption but also enhance search efficiency. Finally, the IMOSOA is compared with other algorithms under different scale examples, and the results show that the energy consumption is at least 11.7% lower than that of the comparison algorithm, which verifies the superiority of the IMOSOA. Full article

Telework has grown exponentially due to COVID-19, and has revealed itself as a useful work condition with a largely positive impact on employees’ well-being. Since many variables are involved in determining the relationships between telework and well-being, this paper clarifies the role of teleworkability, employees’ preference for telework, and telework intensity; specifically, how the first two variables impact on well-being through telework intensity. A systematic review was carried out between 2012 and 2022 to analyze how these variables relate. Scarce literature connecting these subjects showed that teleworkability and the preference for telework influence the amount of time employees wish to telework. Teleworkability and preference for telework need to be studied from a multilevel perspective since country-, company-, and individual-level characteristics impact on them. The results also confirmed that telework intensity establishes direct relationships with well-being, and it is essential to predict it. Hybrid work emerged as a new concept which captures the best combination between on-site work and telework. Based on their employees’ preferences, companies can introduce “hybrid-work flexible programs” to maximize its positive effects on well-being as well as being able to re-design their jobs to better fit their employees’ levels of telework expectations. Full article

This research article focuses on the ergonomic design of the workstations for the plastics industry plant to reduce the postural load that improves the workers’ productivity and the operators’ absenteeism due to musculoskeletal disorders. This article develops an innovative solution to deal with one of the main problems of the plastic industry, namely, the high rate of worker absenteeism generated by musculoskeletal disorders due to the high postural load at the stations of work in this industry. The research is divided into four stages, namely the Determination of the objectives through the analysis of the problem and its root causes, the Redesign of the work methodologies in the productive area, the Improvement in the activities and tools used in the production chain, and Evaluations of the different impacts that the proposal entails. A proposed model validated with the Delmia V5 software and evaluation methods such as RULA, REBA, and OCRA, made possible a reduction in the level of risk of 50% and 66.7% in the different jobs analyzed and obtained 42,929 PEN in savings per year in respect to the total costs generated by the absenteeism presented. The result of the new workstations satisfies the ergonomic aspects and the needs of the workers. The study focuses on an analysis of risk levels that occurred in each of the high-density bag production activities, where non-conformity was found regarding the high risks presented, those leading causes with inappropriate postures by the staff, non-optimal working conditions, and absence of ergonomic furniture. This research serves as the basis for future lines of research and other companies with similar characteristics to implement the model. Full article

In the volatile, uncertain, complex, and ambiguous environment (VUCA), employees can better match the organization and jobs by crafting their job perceptions, work tasks, and relationships, which is valuable to maintain organizational sustainable competitiveness and promote employees’ personal growth. This study explores the influence mechanisms of job autonomy and work meaning on employees’ job-crafting behaviors and the moderating effect of perceived organizational change through a survey of 318 employees in Chinese companies. The results show that job autonomy and work meaning can promote employees’ job-crafting behaviors by increasing individuals’ harmonious work passion. The indirect effects of job autonomy and work meaning on employee job-crafting behaviors through harmonious work passion are stronger for individuals with high perceived organizational change relative to those with low perceived organizational change. Organizations should concentrate on job redesign to improve employees’ job autonomy and work meaning. A climate of change should also be created within the organization to keep employees aware of the crisis. Meanwhile, employees should actively use work resources to meet the changing needs of organizational development and promote individual career development through job-crafting behaviors. Full article

The COVID-19 pandemic negatively impacting the whole service sector, including higher education, has forced universities to quickly innovate and recreate. The sanitary crisis resulted in the greatest disruption to educational systems in human history, as well as a shift in the nature, qualifications, and mix of the workforce. The reopening of higher education institutions is another concern, with numerous new operational procedures in place, new opportunities, and prospective curriculum adjustments based on labour market realities. Due to the development of technology, businesses’ requirements for human resource credentials and job types underwent several modifications. This study’s goal is to investigate how COVID-19 has influenced curriculum revisions and employability requirements. The research used a mixed methodology, with quantitative analysis of changes in enrolled students by major and a qualitative study including two different sets of surveys based on the innovation and employability theories addressed to five human resource (HR) directors from institutions and organizations in Lebanon, as well as three universities. The objective was to answer the following questions: How can universities adapt to the changing demands of the labour market specifically in times of crisis? Should university curricula place greater emphasis on students’ personal growth than on technical and conventional learning? The results lead to re-thinking about what higher education systems and institutions can do to redesign their curricula in accordance with the job market and the expectations of the students in this challenging context, where employment security and job market stability issues are more urgent due to the economic crisis and advanced technologies. According to the findings, the research implications include boosting the implementation of the new curriculum through improved HR practices from the Ministry of Education. This will also encourage innovative performance, which will necessitate realistic, swift technical procedures to be unbeatable, creative, and competitive. This study adds significantly to the literature by suggesting curriculum adjustments for online courses and e-training. Full article

In contemporary studies, leadership has been frequently highlighted as an important aspect in facilitating innovative work behavior (IWB) in ever-changing organizations. Drawn on social learning theory, this research investigated the influence of ethical leadership (EL) on employee’s innovative behaviors (IWB). The relationship between ethical leadership (EL) and employee innovative behavior (IWB) is mediated by job crafting (JC), with the moderating role of self-leadership (SL) also being studied. In total, 370 valid responses were retrieved from the service industry of Zhejiang province in China. The study used Mplus 8.0 to run the moderated mediation model. It is found that ethical leadership (EL) is positively linked with innovative work behavior (IWB) and job crafting (JC). Subsequently, the study also found that job crafting (JC) is significantly related to innovative work behavior (IWB). Additionally, the study confirms that job crating (JC) significantly mediates the relationship between ethical leadership (EL) and innovative work behavior (IWB). Additionally, the study reveals that a high level of self-leadership (SL) strengthens the association between ethical leadership (EL) and job crafting (JC). Full article

Human capital in hospitality has been widely addressed by applying sophisticated econometric methods. However, for the Spanish case, there was a gap in the analyses as the crucial importance of collective agreements was undervalued. This paper redesigns the conceptualisation of the variables and applies a subsequent new classification to job positions, as it deals with the outliers at different levels of rigorousness. Then, linearised and quantile regressions were run for each case, obtaining an outcome of thirty values for each variable. The analyses and comparisons show the high importance of collective agreements on salaries, the noticeable low values of human capital variables, and provides additional information for the nationality and gender gaps, the latter strikingly high in upper professional categories. Overall, this paper demonstrates the importance of a proper study design to prevent advanced econometric models from falling into bias and it minimises the differences between methods. Full article

This study considers a parallel dedicated machine scheduling problem towards minimizing the total tardiness of allocated jobs on machines. In addition, this problem comes under the category of NP-hard. Unlike classical parallel machine scheduling, a job is processed by only one of the dedicated machines according to its job type defined in advance, and a machine is able to process at most one job at a time. To obtain a high-quality schedule in terms of total tardiness for the considered scheduling problem, we suggest a machine scheduler based on double deep Q-learning. In the training phase, the considered scheduling problem is redesigned to fit into the reinforcement learning framework and suggest the concepts of state, action, and reward to understand the occurrences of setup, tardiness, and the statuses of allocated job types. The proposed scheduler, repeatedly finds better Q-values towards minimizing tardiness of allocated jobs by updating the weights in a neural network. Then, the scheduling performances of the proposed scheduler are evaluated by comparing it with the conventional ones. The results show that the proposed scheduler outperforms the conventional ones. In particular, for two datasets presenting extra-large scheduling problems, our model performs better compared to existing genetic algorithm by 12.32% and 29.69%. Full article

This research focused on the effect of employee competences on job crafting in a mature organization, but the levels of self-organization, job satisfaction and job redesign were also investigated. In order to assess the relationship between variables and the significance of differences between response groups, contingency tables were used and chi-square tests were conducted, with p < 0.05 as the limit of statistical significance. All calculations were performed using IBM SPSS. The opinions of employees (n = 300) were analyzed in the context of job satisfaction, competences recognized as strengths, self-organization in the workplace and the acceptance of supervisors of suggested job redesign. The research showed that employees of a mature organization consider the following competence areas to be their strengths: cooperation with others, work organization and timely implementation of tasks. According to the survey, employees were able to redesign their jobs in the area of work organization, working time and task timeline, and they obtained the approval of their superiors. Self-organization in the workplace and job satisfaction were important to them, but in some areas they had limited freedom to implement job crafting. As an important starting point for extended studies, the results of the research might encourage responsible staff management to focus on the modeling of sustainable work. Full article

Cellular manufacturing systems are widely used due to their advantageous capability of combining the flexibility of the job-shop and the productivity of the flow-shop. In recent years, the reduction of the product life cycle, variation in demand products, and introduction of new technologies, have driven the manufacturing companies to improve responsiveness, thus reducing the cellular manufacturing life cycle with a focus on re-designing the cells. Another issue concerns the sustainability of the manufacturing systems due to the introduction of energy costs in the design model of cellular manufacturing systems. This study is an overview of the more recent works on design approaches to improve the responsiveness and the models to support the sustainability of cellular manufacturing systems. The analysis of the literature review highlights the main findings and suggests future development paths considering the open problems in this field. Full article

Background: Violence and harassment affect healthcare workers’ well-being and career decisions in the home and community care sector. Purpose: The objective of this study is to assess the role of training in alleviating the relationship between violence and harassment at work and turnover intention among personal support workers (PSWs). Methodology/Approach: Cross-sectional survey data from 1401 PSWs in Ontario, Canada are analyzed with structural equation modeling. Utilizing a resource perspective, the associations between job demands (i.e., violence and harassment at work), personal resources (i.e., self-esteem), job resources (i.e., workplace violence training and challenging task training), stress, and intention to stay among personal support workers (PSWs) are examined. Results: Challenging task training is positively associated with self-esteem and negatively associated with stress, whereas workplace violence training does not have a significant association with either variable. Stress has a negative relationship with intention to stay. Self-esteem is the mediator of both associations between violence and harassment at work and stress and between challenging task training and stress. Discussion: The results point to varied degrees of training effectiveness that may be shaping turnover decisions of PSWs who experience violence and harassment in home and community care organizations. Practice implications: There seems to be a need to assess and redesign workplace violence training. Home and community care managers might be able to lower the impact of violence and harassment on PSWs’ turnover by providing training that is not directly related to workplace violence and harassment. Full article

Underwater manipulation with current robotics technology is a challenging task with significant limits in versatility and robustness terms. Such functionality has tremendous potential covering a broad spectrum of applications, mainly replacing divers performing hazardous jobs. Soft robotics provides an efficient solution for operating in these scenarios and adapting to uncertain environmental conditions. This paper presents the design and fabrication of a simple, low-cost, and easily deployable soft gripper for underwater manipulation. We use modelling and simulation techniques for designing the soft fluidic elastomer actuators that compose the soft gripper and additive manufacturing techniques for rapid test cycles and validation. These techniques allow for a fast redesign depending on the application requirements. The proposal combines materials and fabrication techniques to take advantage of their strengths. We validate the feasibility and ability of the proposed soft gripper in a challenging underwater scenario using a subaquatic vehicle. Full article

The Compensation and Benefits Package is considered the main employee’s motivator. As such, it plays a crucial role in determining successful recruiting, engagement, and retention strategies. Failing to offer the right package, will be translated into additional costs. This study aimed to identify what type of compensation and benefits Albanian employees receive and their relationship with job satisfaction, before and after COVID-19. We surveyed 127 employees and conducted 10 in-depth interviews, in different institutions in Albania. Descriptive and inferential statistics were used to analyze the data. The findings showed that most received benefits are medical insurance and bonuses, and employees are less than considerably satisfied with their package. The majority stated that it had great importance in their job satisfaction, and most would leave their current job for another one that offers more benefits. Findings related to the COVID-19 impact showed that employees’ lifestyle has changed and flexible working hours are the top benefit, followed by more paid time-off options. The conclusions of the study indicate that Compensations and Benefits packages should be redesigned to meet the needs of working in the “new normal”, for current and future employees, paying close attention to their preferences. Full article

Digital transformation in the banking sector is a continuous process that affects both the external and internal environment by redesigning internal processes and existing methods. There are many reasons that digital transformation takes place, such as servicing remote areas without physical branches, differentiation from competitors or reduction of operating costs. In any case, there are a lot of doubts about the acceptance of digital technologies. Thus, this article examines the acceptance rate of digital transformation in the banking sector in Greece. One hundred and sixty-one employees at Greek banks completed the survey. A Multivariate Regression Analysis was implemented to analyze the items of the Technology Acceptance Model. The findings of this paper indicate the perception of bank employees with regard to new technologies. This paper provides a practical contribution for executives of Greek banking organizations to schedule targeted educational programs to facilitate the transition to the new digital era for their employees. Executives are curious if employees are ready to accept and implement digitalization in their daily job routine. Therefore, the Technology Acceptance Model can provide answers to executives in facing these challenges. Full article

Social sustainability is the much emphasized organizational phenomenon in Western literature; however, in emerging economies, its importance has only been realized in the recent past. Social sustainability is the amiability of the relationship between employees and the organizations on a relatively permanent basis. Social sustainability is the key determinant of organizational sustainability and organizational effectiveness. As healthcare organizations are labor-intensive, the role of social sustainability in hospitals is more crucial. The purpose of the present study is to understand the role of work safety in improving social sustainability in public sector hospitals. To this effect, we collected data from 431 healthcare professionals of a large public sector tertiary and teaching hospital in the city of Lahore Pakistan and analyzed the data using structural equation modeling (SEM). The results uncovered certain important facts, which were not expected per se. Job design, coworkers’ behavior towards work safety, and supervisors’ role in ensuring work safety are the key factors that influence social sustainability. However, surprisingly, in the eyes of employees, management practices and safety programs/policies do not contribute to the work safety of the hospital under study. Keeping in view the findings, we suggest that management must participate in work safety affairs directly and formulate indigenous policies and programs according to local needs. Job analysis is needed to redesign job structures to meet workplace safety requirements. Formal and informal training will be beneficial to make workers and supervisors more aware, more sensitive, and more responsible regarding work safety. Full article