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Studies have so far focused on learning in organizations, factors affecting learning, learning effectiveness and so on but the concept of learning in a hybrid work arrangement is yet unexplored. The purpose of this study is to measure the perception of faculty members in higher education institutions towards learning in a hybrid work arrangement and also to measure the differences of perception towards hybrid work arrangement based on employees’ gender and organization type.

The data was collected from a sample of 390 faculty members composing of Assistant Professors, Associate Professors and Professors, purposely chosen from two of the premier higher education institutions (one private and one public) located in Punjab, India. A self-structured questionnaire was administered to the faculty members who are working on a regular basis and have minimum of two years of work experience with the chosen university. For analysing the collected data exploratory factor analysis and other descriptive statistics have been applied.

The findings of the survey show that in terms of gender differences, it is the female employees who are more satisfied with different aspects of hybrid/remote work arrangement as compared to male employees. In regard to organizational differences in the perception towards learning in a hybrid work arrangement it is found that public university employees have a more positive attitude so far as individual factors are concerned, but in terms of organizational factors, it is the private university that is scoring better than the public university.

The study is limited to only two higher education institutions, and its findings to be applicable in all higher education institutions, further studies may be required on a larger canvas. Future studies may be undertaken using advanced statistical tools like structural equation modelling to explore various variables associated with learning in a hybrid work arrangement.

Applicability of hybrid work arrangement is very high in higher education institutions and to the best of the authors’ knowledge, this is the first study which adds to the literature on perception of employees towards organizational learning in a hybrid work arrangement.

It is not an easy and simple task to manufacture a complete denture with high quality. Traditionally, it often needs a medical expert with experience and hand‐on skill, due to the manual way of denture manufacturing. The purpose of this paper is to implement the multi‐manipulator tooth‐arrangement robot system that can fully automate the denture manufacturing process.

A novel complete denture manufacturing mechanism is designed, which is based on the multi‐manipulator and dental arch generator. The visual tooth‐arrangement and robot control software is developed in VC++6.0. Preliminary experiments on tooth‐arrangement have been conducted using the proposed multi‐manipulator tooth‐arrangement robot prototype system.

The multi‐manipulator tooth‐arrangement robot prototype system can automatically design and manufacture a set of complete denture that fit a patient by visual tooth‐arrangement and robot control software according to the patient's jaw arch parameters.

The implication of research is that it is feasible that the manufacture strategy of complete denture fulfilled by multi‐manipulator tooth‐arrangement robot. The limitation of research is that it is difficult to realize coordinate control.

The traditional manual method which makes complete denture by medical personal experience will be changed after the multi‐manipulator tooth‐arrangement robot system is manufactured, and adjustment to each tooth position and orientation will be realized by this system.

Gift flowers should be chosen to depict a message with the sender's kansei and are bound by nature of flowers and social manners, to maintain social relationship between the sender and the recipient. Few buyers, but most florists, have expert knowledge of the flowering time, scent, price, and nature of each flower, and are experts in arranging flowers that meet a given purpose. The purpose of this paper is to incorporate handling constraints into the inference process of a kansei engineering system.

The paper collected the expert knowledge concerning nature of flowers, composing flower arrangements and social manners on gifts from specialists of flower arrangements including a florist and special books. At the same time, kansei evaluation experiments on the kinds of flowers and colors were conducted. The expertise and the results of kansei experiments were organized into a flower database and inference rules for choice of a main flower, arrangement shapes and combination flowers. The rules were implemented as server‐side programs. Users input information about the recipient, purpose of the arrangement and purchase information using a web browser. The system outputs a solution; a list of main flowers, combination flowers, greens and the shape of arrangement.

Traditional kansei engineering studies revealed the relationships between design elements and kansei with developing new analyzing methods. Different constraints come into the actual product design and manufacturing should be integrated with findings obtained from the kansei evaluation to successfully utilize kansei engineering for product development.

The inference rules will be able to tell the reasons for choosing the main‐ and combination flowers and arrangement shapes to satisfy the customers.

The proposed system suggests the original arrangement of flowers unlike most online florists selling ready‐made arrangements. The paper shows a solution to incorporate different constraints underlying in a real production process into the inference process based on the result of kansei analysis.

This article describes findings from a series of recent Catalyst studies. Several of these studies investigated the use of flexible work arrangements in business, exploring employee and employer attitudes towards, opinions about, and experiences with, these alternative arrangements. Together, findings from these studies help to delineate current approaches to flexibility initiatives in business, the increasing interest in these arrangements, the key benefits to business from the use of these alternatives, and the continuing barriers to the use of flexible arrangements. They also help to clarify effective strategies and practices for successful flexibility initiatives, along with critical skills needed by supervisors and employees using these arrangements. Detailed examples from two Catalyst Award‐winning organizations – The Bank of Montreal and Deloitte & Touche LLP – are included.

The unanticipated disruption caused by the ongoing coronavirus pandemic led to the extensive use of flexible working arrangements. In such a boundaryless work environment, however there are significant concerns, especially around inclusivity and discrimination. Given the increasing concerns surrounding hybrid and remote work settings, the authors investigated whether the extent of working in substantially flexible working arrangements relates to employees’ perceived ostracism and inequality, distinguishing between working from home, in a hybrid mode or from the office. In addition, the authors theorised that in flexible working arrangements, high-quality leader relationships, such as leader–member exchange (LMX) and servant leadership are likely to reduce perceptions of ostracism and inequality. Based on a survey of 161 professionals, who worked to varying degrees in flexible working arrangements, the authors found that employees who worked extensively in a hybrid mode were less likely to report experiences of ostracism and inequality in comparison to employees who worked mainly from home or in an office. Furthermore, a moderation analysis showed that the effects of LMX and servant leadership on perceptions of ostracism and inequality were much stronger for individuals who work in hybrid working arrangements than those who work at the office or from home. This research makes an important contribution to our understanding of how different degrees of flexible working arrangements affect employees by demonstrating the role of high-quality leader relationships in reducing perceptions of ostracism and inequality at different degrees of work flexibility.

Part-time employment is a vital portion of the U.S. labor force, yet research to date has provided only limited insights into how to successfully create and manage this sector of the workforce. We propose that these limitations are due, at least in part, to an inadequate explication of the levels issues inherent in this area. In this article, we present a summary framework of constructs at the economic, industry, organization, individual, and work levels that influence part-time work arrangements. We then specify a cross-level moderator model that examines how the number of hours worked by employees influences their attitudes and behaviors. We posit that this relationship is moderated by a number of contextual effects at multiple levels. Using this sample model, we demonstrate the way in which researchers examining part-time work arrangements can effectively address levels issues. Our article concludes with a discussion of the implications that this summary framework has for researchers, practitioners, and policy makers.

Pre-letting and pre-sale financing arrangements have been widely adopted to increase housing delivery in the developed economy. Despite the increasing level of adoption in some developed countries, some are reverting to spot property buying because of factors militating the adoption of pre-letting and pre-sale financing. However, little has been done on the factors influencing the adoption of these trust-based financing arrangements in the developing economy where there are challenges of trust and market transparency.

Using a closed-ended questionnaire, 87 property development companies (PDCs), which constituted 63.5% of the 137 PDCs in Lagos metropolis, were sampled. Variables that influence adoption of pre-letting and pre-sale financing arrangements were presented to respondents for rating on a five-point Likert scale, ranging from 1 (not influential) to 5 (very highly influential). With the aid of SPSS software, acquired data were analysed using principal component analysis (PCA), mean rating and standard deviation.

The PCA finding revealed that factors influencing the adoption of pre-letting and pre-sale financing had 69.641% total variance. Top-rated components were fear of financial risk and firm’s reputation and poor government involvement and contractors' credibility, with 15.114% and 11.895% variances, respectively. The study findings suggested that the buyers' apprehension regarding the transfer of financial risk and the reputation of the firms significantly influence their decision to embrace both arrangements. As a result, the buyers' willingness to engage the financing arrangements is reduced, which consequently imparts adoption negatively. Furthermore, there is worrisome lack of government involvement, a crucial aspect for the success of such arrangements.

Pre-letting and pre-sale financing arrangements are found to be highly suitable for environments where there is trust. The findings enlighten the development firms on the need to uphold their reputation, as buyers attach great significance to the credibility and integrity of the companies they engage in business.

This paper is one of the few attempts that have sought to explore the factors influencing pre-letting and pre-sale financing arrangements in an emerging market like Nigeria.

The recent introduction of the European Directive on information and consultation and its forthcoming implementation into United Kingdom (UK) law has increased the focus on workplace representation arrangements. This paper examines the interplay between non-union and union representative arrangements at Eurotunnel (UK) and assesses their effectiveness in representing the needs of employees over a five-year period. Importantly, the paper also examines the pros and cons of both non-union employee representation and union voice arrangements. The findings show that the effectiveness of non-union structures as bodies representing the interests of employees in filling the lack of representation is questionable. However, union recognition through an employer-union partnership agreement has also raised important issues regarding the effectiveness, impact and legitimacy of unions at Eurotunnel. The main implication of this research is that the existence of a mechanism – union or non-union – for communication between management and employees at the workplace may not be a sufficient condition for representation of employee interests. Effective employee voice over workplace issues may be essential for achieving and maintaining employee satisfaction. Voice, the right to be heard and having influence over workplace issues and at times an acknowledgement of differing interests may be essential conditions for more effective decision-making process.

With significant changes in the aviation industry, various airport–airline arrangements have been formed to achieve alternative objectives. However, no consensus has been reached on such arrangements’ economic effects and the associated optimal public policy. This chapter aims to provide an interpretive review of the common types of airport–airline arrangements, the different modeling approaches used and key conclusions reached by recent studies. Our review suggests that airport–airline arrangements can take diverse forms and have been widely used in the industry. They may allow the airport and its airlines to internalize demand externality, increase traffic volume, reduce airport investment risks and costs, promote capacity investment, enhance service quality, or simply are a response to the competition from other airport–airline chains. On the other hand, such vertical arrangements, especially for those exclusively between airports and selected airlines, could lead to collusive outcomes at the expenses of non-participating organizations. The effects of such arrangements are also significantly influenced by the contract type, market structure and bargaining power between the airport and airline sectors. While case by case investigations are often needed for important economic decisions, we recommend policy-makers to promote competition in the airline and airport segments whenever possible, and demand more transparency or regulatory reporting of such arrangements. Policy debates and economic studies should be carried out first, before intrusive regulations are introduced.