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1 – 5 of 5Xiaoli Su, Lijun Zeng, Bo Shao and Binlong Lin
The production planning problem with fine-grained information has hardly been considered in practice. The purpose of this study is to investigate the data-driven production…
Abstract
Purpose
The production planning problem with fine-grained information has hardly been considered in practice. The purpose of this study is to investigate the data-driven production planning problem when a manufacturer can observe historical demand data with high-dimensional mixed-frequency features, which provides fine-grained information.
Design/methodology/approach
In this study, a two-step data-driven optimization model is proposed to examine production planning with the exploitation of mixed-frequency demand data is proposed. First, an Unrestricted MIxed DAta Sampling approach is proposed, which imposes Group LASSO Penalty (GP-U-MIDAS). The use of high frequency of massive demand information is analytically justified to significantly improve the predictive ability without sacrificing goodness-of-fit. Then, integrated with the GP-U-MIDAS approach, the authors develop a multiperiod production planning model with a rolling cycle. The performance is evaluated by forecasting outcomes, production planning decisions, service levels and total cost.
Findings
Numerical results show that the key variables influencing market demand can be completely recognized through the GP-U-MIDAS approach; in particular, the selected accuracy of crucial features exceeds 92%. Furthermore, the proposed approach performs well regarding both in-sample fitting and out-of-sample forecasting throughout most of the horizons. Taking the total cost and service level obtained under the actual demand as the benchmark, the mean values of both the service level and total cost differences are reduced. The mean deviations of the service level and total cost are reduced to less than 2.4%. This indicates that when faced with fluctuating demand, the manufacturer can adopt the proposed model to effectively manage total costs and experience an enhanced service level.
Originality/value
Compared with previous studies, the authors develop a two-step data-driven optimization model by directly incorporating a potentially large number of features; the model can help manufacturers effectively identify the key features of market demand, improve the accuracy of demand estimations and make informed production decisions. Moreover, demand forecasting and optimal production decisions behave robustly with shifting demand and different cost structures, which can provide manufacturers an excellent method for solving production planning problems under demand uncertainty.
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Neurodivergent employees have atypical needs that require distinctive leadership approaches. In this study, the specific nature of a relationship between neurodivergent employees…
Abstract
Purpose
Neurodivergent employees have atypical needs that require distinctive leadership approaches. In this study, the specific nature of a relationship between neurodivergent employees and their neurotypical leaders is explored through the lens of the leader–member exchange (LMX) theory.
Design/methodology/approach
This two-phased qualitative study builds on 12 semi-structured interviews with neurodivergent employees and an unstructured focus group with 15 individuals with professional and/or personal interest in neurodiversity. The researcher spent almost 13 h listening to the lived experiences of research participants concerning neurodiversity and leadership.
Findings
Leaders who exhibit empathy and understanding were noted to provide greater support. The findings also highlight the complexity of neuro-inclusion in the workplace. Specifically, the delicate balance between accommodation and avoiding stigmatization is emphasized, addressing the concerns raised regarding the legal risks associated with neurodivergent inclusion. Additionally, the findings underscore the necessity for leaders to avoid patronizing behaviors while catering to the diverse needs of neurodivergent employees. This underscores the importance of supporting both neurodivergent employees and leaders navigating such challenges.
Practical implications
The findings help establish inclusive and accommodating employee relations practices that conscientiously address the requirements of neurodivergent employees while providing support for those in leadership roles.
Originality/value
This study constitutes a direct answer to recent calls to develop a more nuanced understanding of workplace neurodiversity, with a specific focus on neuro-inclusive leadership. Acknowledging that we still use inappropriate, old tools in new situations that require novel approaches to leadership helps set the agenda for future research in this area.
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Ujjal Mukherjee and Saritha S.R.
The literature on unethical pro-organizational behavior (UPOB) has experienced significant growth in the past decade. However, there is limited research on the effects of…
Abstract
Purpose
The literature on unethical pro-organizational behavior (UPOB) has experienced significant growth in the past decade. However, there is limited research on the effects of organizational, team and malleable individual factors on UPOB. It is also necessary to explore its adverse effects for theoretical advancement and to uncover unexplored opportunities. This study aims to systematically examine the existing body of literature on UPOB, providing thorough theoretical, contextual and methodological insights.
Design/methodology/approach
Using the preferred reporting items for systematic reviews and meta-analysis technique, the authors identified 43 articles on UPOB from journals included in the ABDC-2019 list. The authors conducted an analysis of the identified articles and categorized them using a modified version of Paul and Rosado-Serrano’s (2019) TCCM framework.
Findings
Existing literature primarily focuses on attitudinal and contextual antecedents of UPOB, neglecting individual differences and their consequences. The review suggests that certain desired employee attitudes may also lead to UPOB. In addition, the study highlights underutilization of established behavioral theories, emphasizing the need for a more inclusive theoretical framework. The exploration identifies research gaps, including in multidisciplinary and transdisciplinary studies, aiming to broaden the research scope in this field.
Research limitations/implications
The study highlights the need for a more comprehensive theoretical framework to understand UPOB.
Practical implications
It cautions organizations fostering positive employee attitudes, such as job satisfaction, workplace spirituality and organizational commitment, as these may inadvertently promote UPOB.
Social implications
Socially, the paper highlights how engaging in UPOB affects the lives of involved employees.
Originality/value
This paper’s originality arises from its methodical review and categorization of prior research on UPOB using a distinctive, multidisciplinary research framework.
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Yi Zhang, Muhammad Kaleem Zahir-ul-Hassan, Feng Wei and Jean Leslie
This paper explores the link between leadership derailment risk and competency ambidexterity in a digitalized global environment. It also investigates the impact of balanced…
Abstract
Purpose
This paper explores the link between leadership derailment risk and competency ambidexterity in a digitalized global environment. It also investigates the impact of balanced skills on leadership success in collectivist and assertive cultures.
Design/methodology/approach
A mixed methods approach is employed using survey data from 766 American and Japanese managers and eight interviews across four diverse cultures. It uncovers the intricate relationship between leadership derailment risk and competency ambidexterity.
Findings
Optimal competency ambidexterity lowers the risks of leadership incompetence (operationalized as derailment) but through distinct configurations of current and needed competencies, which both competencies should be congruent at high levels in uncertain environments. Furthermore, moderately high competency levels mitigate derailment risk in collaborative cultures (Japan and China), while very assertive cultures (USA and Netherlands) require high competencies to lower derailment danger and sustain leadership effectiveness.
Practical implications
Leaders must maintain competency ambidexterity, adapting to diverse contexts in our dynamic world. Recognizing cultural nuances is essential for enhancing managers’ skills in global talent management.
Originality/value
Cultural values shape competency configurations and managers should balance organizational and personal competencies for effective leadership. Qualitative insights complement quantitative data.
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Anuradha Iddagoda, Rebecca Abraham, Manoaj Keppetipola and Hiranya Dissanayake
Military values/virtues are a subset of ethical values. The purpose of this study is to examine the effect of military virtues on job performance, either directly, or indirectly…
Abstract
Purpose
Military values/virtues are a subset of ethical values. The purpose of this study is to examine the effect of military virtues on job performance, either directly, or indirectly through mediation by, loyalty, patience, respect, employee engagement, job performance, military ethics, courage, self-discipline, caring, military virtue, Sri Lanka Air Force (SLAF) employee engagement.
Design/methodology/approach
Military virtues were conceptualized as a collective construct, consisting of loyalty, courage, patience, respect, self-discipline and caring. Using a sample of 254 military officers in the SLAF, the authors measured the effect of military virtues on job performance. The first model was a direct measurement of the influence of military virtues on job performance. The second model measured the influence of military virtues on employee engagement, followed by measurement of the influence of employee engagement on job performance. Structural equation modeling was used in data analysis.
Findings
Both direct effects and mediated effects of military virtues on job performance were significant. However, the direct effect was stronger, suggesting that military virtues in and of themselves resulted in superior performance, more effectively, than by first increasing employee engagement with the task or the organization.
Originality/value
This may be an initial empirical examination of the effects of military virtues on job performance.
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