Search results

The purpose of this study is to propose a new mathematical model that integrates strategic decision-making with tactical-operational decision-making in order to optimize production and scheduling decisions.

This study presents a multi-objective optimization framework to make production planning, scheduling and maintenance decisions. An epsilon-constraint method is used to solve small instances of the model, while new hybrid optimization algorithms, including multi-objective particle swarm optimization (MOPSO), non-dominated sorting genetic algorithm, multi-objective harmony search and improved multi-objective harmony search (IMOHS) are developed to address the high complexity of large-scale problems.

The computational results demonstrate that the metaheuristic algorithms are effective in obtaining economic solutions within a reasonable computational time. In particular, the results show that the IMOHS algorithm is able to provide optimal Pareto solutions for the proposed model compared to the other three algorithms.

This study presents a new mathematical model that simultaneously determines green production planning and scheduling decisions by minimizing the sum of the total cost, makespan, lateness and energy consumption criteria. Integrating production and scheduling of a shop floor is critical for achieving optimal operational performance in production planning. To the best of the authors' knowledge, the integration of production planning and maintenance has not been adequately addressed.

The purpose of this study is to develop an integrated model for the stochastic multiproject scheduling and material ordering problems, where some of the prominent features of offshore projects and their environmental-degrading effects have been embraced as well. The durations of activities are uncertain in this model. The developed formulation is tri-objective that seeks to minimize the expected time, total cost and CO₂ emission of all projects.

A new version of the multiobjective multiagent optimization (MOMAO) algorithm has been proposed to solve the amalgamated model. To empower the MOMAO, various procedures of this algorithm have been modified based on the multiattribute utility theory (MAUT) technique. Along with the MOMAO, this study has employed four other meta-heuristic methodologies to solve the model as well.

The outputs of the MOMAO have been put to test against four other optimizers in terms of convergence, diversity, uniformity and computation times. The results of the Mean Ideal Distance (MID) metric have revealed that the MOMAO has strongly prevailed its rival optimizers. In terms of diversity of the acquired solutions, the MOMAO has ranked the first among all employed optimizers since this algorithm has offered the best solutions in 56.66 and 63.33% of the test problems regarding the diversification metric and hyper-volume metrics. Regarding the uniformity of results, which is measured through the spacing metric (SP), the MOMAO has presented the best SP values in more than 96% of the test problems. The MOMAO has needed more computation times in comparison to its rivals.

A real case study comprising two concurrent offshore projects has been offered. The proposed formulation and the MOMAO have been implemented for this case study, and their effectiveness has been appraised.

Very few studies have focused on presenting an integrated formulation for the stochastic multiproject scheduling and material ordering problems. The model embraces some of the characteristics of the offshore projects which have not been adequately studied in the literature. Limited capacities of the offshore platforms and cargo vessels have been embedded in the proposed model. The offshore platforms have spatial limitations in storing the required materials. The vessels are also capacitated and they also have limited shipment capacities. Some of the required materials need to be transported from the base to the offshore platform via a fleet of cargo vessels. The workforces and equipment can become idle on the offshore platform due to material shortage. Various offshore-related costs have been integrated as a minimization objective function in the model. The cargo vessels release CO₂ detrimental emissions to the environment which are sought to be minimized in the developed formulation. To the best of the authors' knowledge, the MOMAO has not been sufficiently employed as a solution methodology for the stochastic multiproject scheduling and material ordering problems.

The purpose of this study is to present ANTi-microhistory of social innovation in education within Robert Owen’s communal experiment at New Harmony, Indiana. The authors zoom out in the historical context of social innovation before zooming into the New Harmony case.

The authors used ANTi-microhistory approach to unpack the controversy around social innovation using the five-step procedure recently proposed by Mills et al. (2022), a version of the five-step procedure originally proposed by Tureta et al. (2021).

The authors found that the educational leaders of the New Harmony community preceded proponents of innovation, such as Drucker (1957) and Fairweather (1967), who viewed education as a form of social innovation.

The authors contribute to the history of social innovation in education by exploring the New Harmony community’s education society to uncover the enactment of sustainable social innovation and the origin story of humanistic management education.

This study aims to identify articles examining human-robot interaction and the effects of robotic systems on employment.

In this research, electronic searches were performed for articles published between 2000 and 2022 in Emerald, Springer, PubMed, Science Direct, Wiley and Google Scholar. In the searches of robotic systems with keywords such as “motivation, job satisfaction, job loss, performance, job giving,” 5 quantitative and 5 qualitative studies were included in the systematic review. The selected research was conducted using the Johanna Briggs Analytical Cross-Sectional Studies Checklist from the Joanna Briggs Institute (JBI) critical evaluation lists and the JBI Critical Appraisal Checklist for Qualitative Research, depending on their type. The included studies are mostly on employee-robot collaboration.

Although the majority of the articles examined in this study are included in keywords or titles, it is determined that there is a gap in descriptive quantitative studies in the literature on the effects of employee-robot collaboration, robotic systems and robotic systems on variables such as motivation, job satisfaction, job loss, performance and employment, although they do not mention a framework that directly investigates human-robot interaction and the effects of robotic systems on employment.

There are several limitations in this study. One of them is that, although the databases are comprehensively scanned, only studies published in English between 2000 and 2022 are included in the systematic review. Another limitation is the heterogeneity between studies.

As a result of the authors’ findings, the practical effects of the research are reflected as follows: It serves as a guide for future studies to fill the gap in the field, especially for academics and researchers working in the field of social sciences on robotic systems and intelligent automations. In addition to the qualitative studies on this subject, there is a need for the use of robotic systems in the field of human resources and management and quantitative studies with more sample sizes, especially at the corporate (firms) and individual (employees) level. Considering that the number of studies on this subject is very insufficient, this research is important in terms of shedding light on future studies.

The authors believe that the impact of robotic systems on employment is one of the few conceptual articles that systematically examines 6 dimensions (job satisfaction, performance, job loss, employment, motivation, employment).

Today, changing business systems, especially the COVID-19 epidemic, and the rapid development of technology have brought the phenomenon of spirituality to a new point. Cyber spirituality and dataism are also starting to become the focus of attention in this field. This situation also affects the issue of spirituality in the workplace. While the subject of spirituality in the workplace keeps up with innovations and expands in the literature, the relationship between religion and spirituality continues to be discussed and examined. For this reason, this study aims primarily to explain the relationship between the concept of religion and spirituality. In light of current developments, it is to mention the place of spirituality in the workplace between these two concepts.

In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.

Spirituality in the workplace is a concept that has been emphasized a lot in recent years. However, the relationship of this concept with gender and discrimination has not been adequately addressed. Individual and organizational positive outcomes of spirituality in the workplace cannot be obtained when discrimination is in question. This is because the concepts of spirituality and discrimination in the workplace are completely opposite to each other. In order to prevent discrimination based on gender, sexual orientation, race, age, religion, disability and to establish spirituality in the workplace, organizations should follow awareness and training programs to eliminate prejudices of their management and employees, give importance to differences, develop an understanding of democracy and justice within the organization and development egalitarian and anti-discrimination policies and application. In this direction, while the differences are managed correctly, spirituality will be established in the workplace.

Purpose: The COVID-19 pandemic has been a good example of a Volatility, Uncertainty, Complexity, and Ambiguity (VUCA) world. Higher educational institutions (HEIs) have faced a massive hit because the jobs in this industry have become unexpected. Considering the most valuable assets ‘Teachers’ crunched in the VUCA crisis, the study intends to determine if personal harmony (PH) and organisational citizenship behaviour (OCB) would enhance teachers’ job satisfaction (JS).

Design/methodology/approach: Data are collected from the teachers of Indian HEIs and teachers who have experienced the impact of the COVID-19 catastrophe (VUCA). Considering the pandemic restrictions, data have been collected through an online survey (N = 364).

Practical Implications: PH is an individual’s internal quality and attribute that cannot be developed on force or situational need. Even in an uncertain situation, teachers have tried their best to contribute through professional service. Hence, people who possess PH contribute their best even though unsatisfied with their jobs.

Originality/value: This study has focused on finding the relationship between two different variables, PH and OCB (which has not been explored in Asian countries, majorly in India, where it has a vast cultural diversity and structure influencing the educational policies) that hinders the factors influencing JS, where these two variables are highly influenced by hygiene factors such as values, culture, ethical standards, personal belief, leadership styles, and fair treatment showcased by the organisations/institutions.

With rapid urbanization, cities are facing various ecological and environmental problems. Living in harmony with nature is more important than ever. This paper aims to evaluate the ecosystem and ecological features of Azheke village, a key component of the Hani Rice Terraces World Cultural Heritage in China. The focus is on exploring effective ways to improve the relationship between humans and the natural environment through urban design in order to create a livable and sustainable city that can promote the development of sustainable smart urban ecology design.

This study conducted a systematic literature review to answer the following research questions: (1) How does Azheke design achieve harmony between humans and nature? (2) What are the effective approaches to improve the relationship between humans and nature within urban ecosystems? (3) How can urban design learn and integrate from Azheke’s ecological features to improve the relationship between humans and nature?

Azheke sustains long-term human-nature harmony through traditional ecological knowledge (TEK) and efficient natural resource use. By incorporating biophilic design and nature-based solutions from Azheke, along with biodiversity-friendly urban planning, we can boost urban ecosystem health and create unique Azheke-inspired urban designs.

This research primarily focuses on the human-nature relationship, exploring design strategies based on biodiversity without delving into the interactions between other components of urban ecosystems, such as social-cultural and economic components.

This paper provides a new perspective and strategies for developing sustainable and smart urban ecology design. These findings can provide theoretical references for urban planners, designers and decision-makers.

Leaders can guide and direct their subordinates and even be a source of inspiration for their subordinates in order to carry out the work in an organization effectively and efficiently. In the light of current approaches, many different definitions of leadership, including paradoxical leadership and digital leadership, have been made. In the literature, no research has been found on the types of leadership for current approaches and the subject of spirituality in the workplace. Moreover, although some individuals have leadership qualities, they may not prefer to be leaders. In this chapter, it will be examined how the subject of spirituality contributes to encouraging individuals to lead and activate the power within them, and what kind of leadership (spiritual, authentic, servant, destructive, etc.) has a relationship with the subject of spirituality in the workplace.