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The traveling purchaser problem (TPP) has gained attention in academics to deal with different variants in real business world. This study aims to study a green TPP with quantity discounts and soft time windows (TPPQS), in which a firm needs to purchase products from a set of available markets and deliver the products to a set of customers.

Vehicles are available to visit the markets, which offer products at different prices and with different quantity discount schemes. Soft time windows are present for the markets and the customers, and earliness cost and tardiness may incur if a vehicle cannot arrive a market or a customer within the designated time interval. The environmental impact of transportation activities is considered. The objective of this research is to minimize the total cost, including vehicle-assigning cost, vehicle-traveling cost, purchasing cost, emission cost, earliness cost and tardiness cost, while meeting the total demand of the customers and satisfying all the constraints. A mixed integer programming (MIP) model and a genetic algorithm (GA) approach are proposed to solve the TPPQS.

The results show that both the MIP and the GA can obtain optimal solutions for small-scale cases, and the GA can generate near-optimal solutions for large-scale cases within a short computational time.

The proposed models can help firms increase the performance of customer satisfaction and provide valuable supply chain management references in the service industry.

The proposed models for TPPQS are novel and can facilitate firms to design their green traveling purchasing plans more effectively in today’s environmental conscious and competitive market.

This paper seeks to construct a model for inventory management for multiple periods. The model considers not only the usual parameters, but also price quantity discount, storage and batch size constraints.

Mixed 0‐1 integer programming is applied to solve the multi‐period inventory problem and to determine an appropriate inventory level for each period. The total cost of materials in the system is minimized and the optimal purchase amount in each period is determined.

The proposed model is applied in colour filter inventory management in thin film transistor‐liquid crystal display (TFT‐LCD) manufacturing because colour filter replenishment has the characteristics of price quantity discount, large product size, batch‐sized purchase and forbidden shortage in the plant. Sensitivity analysis of major parameters of the model is also performed to depict the effects of these parameters on the solutions.

The proposed model can be tailored and applied to other inventory management problems.

Although many mathematical models are available for inventory management, this study considers some special characteristics that might be present in real practice. TFT‐LCD manufacturing is one of the most prosperous industries in Taiwan, and colour‐filter inventory management is essential for TFT‐LCD manufacturers for achieving competitive edge. The proposed model in this study can be applied to fulfil the goal.

Most industries have become increasingly competitive nowadays, and a good supply chain relationship is essential for a company to survive and to acquire reasonable profit. Therefore, supplier selection is very important. The purpose of this paper is to propose a novel model for evaluating the performance of suppliers.

A supplier performance evaluation model based on analytic hierarchy process (AHP) and data envelopment analysis (DEA) is constructed. DEA is applied first to evaluate quantitative factors, and the results are transformed into pairwise comparison values for AHP analysis. Qualitative factors are also evaluated through AHP analysis, and a final ranking of suppliers can be obtained by combining the quantitative and qualitative results.

The proposed model can be applied to evaluate and select the most appropriate integrated circuit packaging company for outsourcing. With the incorporation of experts' opinions and the consideration of qualitative and quantitative factors, the model can provide a both subjective and objective supplier performance ranking.

The proposed model can be tailored and applied to supplier evaluation and selection in other industries.

Although many models are available for supplier evaluation, this paper considers both the subjective and objective performance characteristics simultaneously in the evaluation process.

Owing to keen challenges in an evolving market, new product development (NPD) is critical for an enterprise to prosper. To increase the likelihood of having a few successful products, NPD mix is usually selected in practice. Since, a firm has difficulty surviving independently in a high technology industry, flexible strategies to collaborate or to compete with firms within a technology innovation network (TIN) are essential. Therefore, finding an appropriate mix which can lead to a more satisfactory performance for an enterprise inside a TIN is an important issue, which this paper aims to discuss.

A modified‐analytic hierarchy process (AHP) model is proposed to evaluate the NPD mixes. Since, integrated product development is positively associated with efficiency and negatively with innovation, a suitable NPD operation with a mode of knowledge creation needs to be adopted by evaluating the result of the NPD mix.

The proposed model leads to a more satisfactory performance for the firm.

The result from the practical case study is in accord with the theoretical model, since this model keeps a firm operating simultaneously efficiently and innovatively, rather than trade‐off and balanced.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

The purpose of this paper is to explore some of the ethical and practical dilemmas faced by an experienced researcher in undertaking research with a person with dementia (whom we have called Amy). Amy died shortly after a period of observation had ended and the family subsequently consented to the data being shared.

This individual case study presentation was nested within a larger study conducted in England and Scotland between 2013 and 2014. The overall aim of the main study was to investigate how healthcare professionals and informal carers recognised, assessed and managed pain in patients living with dementia in a range of acute settings.

The presented case study of Amy raises three critical reflection points: (i) Researcher providing care, i.e. the place and positioning of compassion in research observation; (ii) What do the stories mean? i.e. the reframing of Amy's words, gestures and behaviours as (end of) life review, potentially highlights unresolved personal conflicts and reflections on loss; and (iii) Communication is embodied, i.e. the need to move beyond the recording of words to represent lived experience and into more multi-sensory methods of data capture.

Researcher guidance and training about end of life observations in dementia is presently absent in the literature and this case study stimulates debate in a much overlooked area, including the role of ethics committees.

With the growing need for employees to be innovative, public-sector organizations are investing in employee training. This study aims to examine the effects of a combined Lean Six Sigma and innovation training, using action learning, on public-sector employees’ creative role identity and innovative work behavior.

The authors studied a public service agency in Singapore in which a five-day Lean Innovation Training was implemented, using a combination of Lean Six Sigma and Creative Problem-Solving tools, with a simulation on day one and subsequent team-based project coaching, spread over six months. The authors administered pre- and postintervention surveys among all the employees, and initiated group interviews and observations before, during and after the intervention.

Creative role identity and innovative work behavior had significantly improved six months after the intervention, enabled through senior management’s transformational leadership. The training induced managers to role-model innovative work behaviors while cocreating, with their employees, a renewal of their agency’s core processes. The three completed improvement projects contributed to an innovative work culture and reduced service turnaround time.

Starting with a role-playing simulation on the first day, during which leaders and followers swapped roles, the action-learning type training taught all the organizational members to use various Lean Six Sigma and Creative Problem-Solving tools. This nimble Lean Innovation Training, and subsequent team-based project coaching, exemplifies how advancing the staff’s creative role identity can have a positive impact.