Search Results (897)

Shift organizations in automotive manufacturing often rely on manual task allocation, resulting in inefficiencies, human error, and increased workload for supervisors. This research introduces an automated solution using the Kuhn-Munkres algorithm, integrated with the Moodle learning management system, to optimize task assignments based on operator qualifications and task complexity. Simulations conducted with real industrial data demonstrate that the proposed method meets operational requirements, both logically and mathematically. The system improves the start of shifts by assigning simpler tasks initially, enhancing operator confidence and reducing the need for assistance. It also ensures that task assignments align with required training levels, improving quality and process reliability. For industrial practitioners, the approach provides a practical tool to reduce planning time, human error, and supervisory burden, while increasing shift productivity. From an academic perspective, the study contributes to applied operations research and workforce optimization, offering a replicable model grounded in real-world applications. The integration of algorithmic task allocation with training systems enables a more accurate matching of workforce capabilities to production demands. This study aims to support data-driven decision-making in shift management, with the potential to enhance operational efficiency and encourage timely start of work, thereby possibly contributing to smoother production flow and improved organizational performance. Full article

As the labor market has tightened and businesses have increased their part-time and hourly wages, recruiting and retaining high-quality college students to work on campus in part-time and hourly roles has remained a stubbornly problematic issue. As a result, this study provides a unique perspective into the minds of student workers by leveraging NASPA/ACPA’s professional competency areas and Tull’s synergistic supervision as conceptual and theoretical frameworks to understand how a subset of college student workers view supervisors in recruiting and retaining them, as well as providing pre-professional development opportunities. Through semi-structured qualitative focus groups with 54 college students working as peer financial mentors within student affairs units, qualitative data suggest that student workers view supervisors as critical to their recruitment if the work is positioned as flexible and career-oriented. Moreover, student workers appreciated supervisors who promised and then delivered professional development during employment, preparing them for the workforce. Additionally, student workers want and need a supervisor who builds a professional relationship with them and who empowers them to develop a sense of confidence through their work. Implications for student affairs research, policy, and practice are addressed. Full article

Employee creativity is essential for navigating digital disruption and maintaining organizational competitiveness; however, the mechanisms through which digital leadership fosters creativity remain underexplored. This study investigates the psychological and social processes through which digital leadership influences workplace creativity. Grounded in social cognitive and social exchange theories, the proposed model incorporates innovation self-efficacy and knowledge sharing as mediators and technology readiness as a moderator. Data were collected using a three-wave, time-lagged, multi-source survey design from 234 matched respondents, including employees and supervisors, across 20 business units in seven regional branches of a large Chinese organization undergoing digital transformation. The findings indicate that digital leadership significantly enhances employee creativity through the partial mediation of both innovation self-efficacy and knowledge sharing. Notably, the indirect effect through knowledge sharing was stronger, underscoring the critical role of collaborative processes in driving creativity. Furthermore, technology readiness positively moderates the effects of digital leadership on both mediators and amplifies the indirect effects on creativity. These findings provide valuable insights into how organizations can leverage digital leadership more effectively by aligning leadership strategies with employees’ psychological readiness and fostering a digitally supportive work environment. Full article

Existing research has predominantly framed defensive silence as an avoidance response to interpersonal mistreatments. Moving beyond this view, this study theorizes defensive silence as a proactive strategy for managing interpersonal relationships through the lens of sociometer theory. We posit that workplace ostracism will reduce employees’ organization-based self-esteem (OBSE), which in turn increases their subsequent defensive silence to avert further damage to relationships. In addition, we also expect a moderating role of the sense of power in mitigating the negative impact of workplace ostracism on OBSE. Based on the multi-wave, multi-source data of 345 employees and their 82 immediate supervisors, we tested all the hypotheses. Results from multilevel modeling indicated that OBSE mediated the indirect effect of workplace ostracism on defensive silence, and also supported the moderation role of sense of power. Our theoretical model provides a novel perspective that deepens the understanding of defensive silence and suggests implications for managerial practices. Full article

This paper presents a practical framework for the design and real-time implementation of a Power Management System (PMS) for microgrids based on Supervisory Control Theory (SCT) for discrete-event systems. A detailed step-by-step methodology is provided, which covers the entire process from defining discrete events, modeling microgrid components, synthesizing supervisory controllers, and realizing them in MATLAB (R2024b) Stateflow. This methodology is applied to a case study, where a decentralized supervisor controller is designed for a microgrid containing a Battery Energy Storage System (BESS), a generator set (Genset), a wind and a solar generation system, critical loads, and noncritical loads. Unlike previous works based on SCT, the proposed PMS addresses the following functionalities: $\left(i\right)$ grid-connected and islanded operation; $\left(ii\right)$ peak shaving; $\left(iii\right)$ voltage support; $\left(iv\right)$ load shedding. Finally, a CHIL testing is employed to validate the synthesized SCT-based PMS. Full article

Much U.S. research supports the effectiveness of parenting education delivered via the home visiting method. Home visitors are essential to reaching fathers in this context, but not all have favorable attitudes toward father engagement or feel confident working with fathers. Given that father involvement is important for a wide range of child and adolescent outcomes and that fathers benefit from parenting education, it is important to better understand the forces that shape home visitors’ attitudes toward fathers, and thus their subsequent efforts to include them in publicly funded programming. Using survey data from 95 home visitors in Tennessee, this study explores whether home visitors’ beliefs about fathers and attitudes toward father engagement vary as a function of home visitor or agency characteristics. Results suggest training in social work, reporting father-friendly organizational attitudes and behaviors at one’s agency, and reporting supervisor support specifically for father engagement relate to various favorable fathering attitudes. Home visitors’ strategies to engage fathers in home visiting are presented, including strategies for before, during, and after the home visit. Overall, family service agency administrators are in key positions to make decisions that can improve agency father-friendliness, home visitor attitudes toward fathers, and subsequent outcomes for fathers, mothers, and children. Full article

Hyperthermal environments are encountered in many situations, and significant heat stress can exacerbate the fatigue perception of individuals and potentially threaten their safety. Heat acclimation (HA) interventions have many benefits in preventing the risk of incidents. However, whether HA interventions in specific environments can cope with other different hyperthermal environments remains uncertain. In this study, forty-three young male participants were heat-acclimated over 10 days of training on a motorized treadmill in a fixed hyperthermal environment, and they were tested in different hyperthermal environments. Physiological indices (rectal temperature (T_r), heart rate (HR), skin temperature (T_sk), and total sweat loss (M_sl)) and subjective perception (rating of perceived exertion (RPE) and thermal sensation votes (TSVs)) were measured during both the heat stress test (HST) sessions and HA training sessions. The results show that HR and T_sk significantly differed between pre- and post-heat acclimation (p < 0.05 for all) following the acclimation program. However, after heat acclimation training, the reduction in T_r (ΔT_r) was more notable in lower-ET* environments, and M_sl showed distinct changes in different ET* environments. The RPE and TSV decreased after HA interventions, although the difference was not significant. The results indicate that HA can effectively reduce the peak of physiological parameters. However, when subjected to stronger heat stress, the improvement effects of heat acclimation on human responses will be affected. In addition, HA can alleviate physiological thermal strain, thereby reducing the adverse effects on mobility, but it has no effect on the supervisor’s ability to perceive the environment. This study suggests that additional HA training can reduce the risk of activities in high-temperature environments but exhibits different effects under different environmental conditions, indicating that hot acclimation suits have selective effects on the environment. This study provides recommendations for additional HA training before high-temperature activities. Full article

The existing standalone microgrids (MGs) require good energy management systems (EMSs) to respond to energy needs. The EMS presented in this paper is used for an MG based on PV and wind energy sources. The energy storage system is implemented using three packs of batteries. Power smoothing is carried out via the introduction of supercapacitors (SCs) in parallel to the loads and sources. The distribution of energy of the presented MG is focused on the multi-agent system (MAS) using Fuzzy Logic Supervisor control. The MAS is used in order to leverage autonomous and interacting agents to optimize operations and achieve system objectives. To reduce the stress on batteries and avoid damaging all the batteries together by the charge and discharge cycles, one pack of batteries can usually be used. When this pack of batteries is fully discharged and there is a need for energy, it can be taken from another pack of batteries. The same analysis applies to the charge; when batteries of the first pack are fully charged and there is a surplus of energy, it can be stored in other packs of batteries. Two simulation results are used to demonstrate the efficiency of the EMS control used. These simulation tests are proposed with and without SCs. Full article

In recent decades, there have been significant changes in employment relationships, leading to more precarious forms of employment and heightened perceptions of job insecurity. The purpose of this study was to test the effects of job insecurity on perceived psychological well-being and work engagement, with self-efficacy at work acting as a mediator and perceived supervisor support acting as a moderator. This study analyzed a sample of 938 individuals from Portugal who participated in the 2015 European Working Conditions Survey (EWCS). The results show that job insecurity has a negative impact on both psychological well-being and work engagement. Furthermore, the study found that self-efficacy at work acts as a mediator in the relationship between job insecurity, psychological well-being, and work engagement, with a buffering effect. Our results also show evidence of a moderation effect of perceived supervisor support, which works in two ways: perceived supervisor support amplifies the positive effect of self-efficacy at work on psychological well-being, as well as the indirect negative effect of job insecurity. However, this moderation effect was not observed in the relationship with work engagement. These results emphasize the significance of job insecurity regarding individual mental health and job-related attitudes, taking into consideration individual and organizational resources. Full article

The transition to hybrid work has become a defining feature of the post-pandemic IT sector, yet organizations lack empirical benchmarks for balancing flexibility with performance and well-being. This study addresses this gap by identifying an optimal hybrid work structure and exposing systematic perception gaps between employees and managers. Grounded in Self-Determination Theory and the Job Demands–Resources model, our research analyses survey data from 1003 employees and 252 managers across 46 countries. The findings identify a hybrid “sweet spot” of 6–10 office days per month. Employees in this window report significantly higher perceived efficiency (Odds Ratio (OR) ≈ 2.12) and marginally lower office-related stress. Critically, the study uncovers a significant perception gap: contrary to the initial hypothesis, managers are nearly twice as likely as employees to rate hybrid work as most efficient (OR ≈ 1.95) and consistently evaluate remote-work resources more favourably (OR ≈ 2.64). This “supervisor-optimism bias” suggests a disconnect between policy design and frontline experience. The study concludes that while a light-to-moderate hybrid model offers clear benefits, organizations must actively address this perceptual divide and remedy resource shortages to realize the potential of hybrid work fully. This research provides data-driven guidelines for creating sustainable, high-performance work environments in the IT sector. Full article

In an increasingly competitive labour market, talent retention has become a critical challenge for organisations. In this context, the onboarding process assumes a strategic role, as it not only facilitates employee integration but also strengthens ties with peers and direct supervisors, enhances engagement levels, and consequently fosters retention within the organisation. This study involved 280 employees. A quantitative, cross-sectional approach was adopted to validate the proposed hypotheses. Data were collected from a convenience sample of employees through a questionnaire survey. The results revealed that the onboarding process had a significantly positive impact on talent retention. Furthermore, both interpersonal connections and engagement were found to mediate the relationship between the onboarding process and talent retention, confirming a sequential mediation effect. These findings reinforce that an effective onboarding process strengthens interpersonal relationships, boosts engagement, and thereby enhances talent retention. Full article

Startups are often praised for their innovative power and dynamic work environments, but are also criticized for workplace cultures that perpetuate traditional masculine norms of competitiveness, workaholism, emotional resilience, and strength. This exploratory study examines the prevalence of Masculinity Contest Culture (MCC) in German startups and related gender dynamics. The Masculinity Contest Culture scale, which assesses masculine norms related to emotional resilience, physical superiority, workaholism, and aggressive competitiveness, was employed to collect data from 101 participants representing various startups. The results indicate an overall low prevalence of MCC, with slightly higher scores for strong commitment to work. Individuals from disparate gender and hierarchical status groups exhibited comparable ratings of the intensity of toxic masculinity. While the presence of female founders and supervisors did not affect MCC scores, male dominance within the work environment had a small but significant amplifying effect. Significant differences were observed based on the prevailing leadership style, indicating that a shared leadership approach is associated with the creation of a more inclusive and less toxic work environment. The results challenge commonly held assumptions about tech startups. In addition, the study highlights the need for further research into the impact of leadership dynamics on startup culture. Full article

This study aims to identify and quantify the critical factors influencing construction labor productivity. A systematic review and meta-analysis of 27 empirical studies published between 2000 and 2024 were conducted in accordance with PRISMA guidelines. This study synthesizes findings from a variety of global studies and calculates the relative importance index of various factors affecting construction labor productivity. The findings indicate that 66 CFs, categorized into 12 groups, influence construction labor productivity. The results findings underscore the pivotal role of labor-related factors, particularly “worker experience and skills”, and site management factors, such as “competent supervisors” and “effective communication”. Additionally, environmental factors, such as “weather conditions”, have been demonstrated to play a significant role. The meta-analysis identified substantial regional variations and an increasing importance of factors like worker motivation and technological advancements. Moreover, in light of the evident disparities among regional influential factors, including but not limited to climate, economics, and culture, the findings of this study underscore the imperative for customized, localized management methodologies to enhance construction labor productivity, which will provide practical suggestions for project managers in the region and globally. Full article

Employees’ green voice behavior (GVB), as a specific category of extra-role green behavior, plays a vital role in promoting a firm’s sustainable development. However, its underlying mechanism has not been sufficiently explored. Drawing on social learning theory (SLT), this study proposes a research model that examines the indirect influence of environmentally-specific transformational leadership (ESTFL) on GVB via psychological empowerment (PE) and ecological reflexivity (ER) as well as the moderating role of person-supervisor value congruence (PSVC). To achieve the research goals, we conducted a two-wave online survey via the convenience sampling method to collect data from 530 employees and 106 direct supervisors working in the manufacturing, hospitality and service, energy production, construction, transportation, information and communication, and finance industries in China. Regression analyses and CFA based on SPSS and Mplus were employed to test and validate the research model. Our findings show that PE and ER both partially mediated the positive association between ESTFL and GVB. Moreover, PSVC moderated the mediating effects of ESTFL on GVB via PE and ER. This study advances empirical research regarding how leadership impacts GVB by revealing dual cognitive mechanisms and identifying its boundary condition. It also offers managerial implications for leaders and enterprises in China to promote employees’ GVB and improve sustainable management. Full article

Organisations have provided health and safety (H&S) control measures for construction activities, but the literature suggests that implementing these measures in the construction industry remains a challenge. This study aims to explore the factors impeding the implementation of H&S control measures (barriers). The study followed a qualitative research approach using interview form as a data collection tool designed to collect qualitative data on the factors impeding the implementation of H&S control measures. Purposive sampling method was adopted. The content analysis method was used to analyse the collected data. The findings reveal that the implementation of H&S control measures is affected by different barriers. The study uncovered eight main barriers (lack of management support and commitment, implementation costs, lack of training and education, language and cultural differences, time pressure, prioritisation of production over H&S issues, lack of worker involvement and participation and lack of communication) to the implementation of H&S control measures. Respondents were mainly from H&S background; it would be interesting to explore the perceptions of site managers, engineers, designers, supervisors and field workers through the use of a quantitative approach involving a larger sample. By identifying and understanding these barriers to the implementation of H&S control measures, construction organisations could be in a better position to control construction hazards. This paper adds value to construction organisations and professionals’ understanding of barriers to the implementation of H&S control measures on construction sites. The study also recommends measures to remove barriers or facilitate better implementation of H&S control measures on construction sites. Full article