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The aim of the paper is to propose a global, automated and continuous curvature calibration strategy for bending sensors, which is used for the angle feedback control of soft fingers.

In this work, the proposed curvature calibration strategy for bending sensors is based on the constant curvature bending properties of soft fingers. The strategy is to install the bending sensor on the soft finger and use the laser distance sensor to assist calibration, then calculate the relationship between the curvature and the voltage of the bending sensor through geometric conversion. In addition, this work also develops a full set of standard calibration systems and collection procedures for the bending sensor curvature calibration and uses machine learning algorithms to fit the collected data.

First, compared with the traditional calibration methods, the proposed curvature calibration strategy can achieve constant curvature measurement with the advantages of better continuity. Second, using the sensor data obtained by the proposed calibration method as the feedback signal for the soft finger bending angle control, the control effect is better than that of the traditional method.

This work proposes and verifies a global, automated and continuous curvature calibration strategy for bending sensors and is used for the angle feedback control of soft fingers. In addition, this work also develops a full set of standard calibration systems and collection procedures, which can be applied to a variety of flexible bending sensors with a good adaptability.

The purpose of this paper is to introduce the pilot project of collection assessment performed by an academic library for the Computer Information Science (CIS) Department specifically and share the experience involved in this assessment.

In this descriptive research, the library gathered and analyzed a set of evaluation reports for CIS-related print and electronic materials. This assessment includes analyses of physical items, periodicals, electronic resources, peers’ databases, faculty syllabi, as well as departmental allocation fund.

This project shows the importance of collaboration between the library and academic departments on collection evaluation and assessment. It demonstrates that the assessments of a department-specific collection can provide the library with insights into the quality of the collection and help librarians better understand the information requirements of the faculty and students in the department. By analyzing the data collected in the assessment, the library can spend the tight budget on the most needed core materials related to the curriculum and research of the department. This project provides a good example for future routine assessments.

The procedure, results and future work of this assessment provide other academic libraries with insights into and practical solutions to department-specific collection assessments.

The study describes a set of collection assessment activities specific to a disciplinary department undertaken by Spiva Library. Few studies have been conducted to study department-specific collection assessments. This type of study can assist a university library to develop a core collection in support of teaching, learning and research for individual academic departments.

Drawing on the conservation of resources theory, the present research paper examines the moderating role of leaders' Machiavellianism in the relationships between the desire for promotion, workplace anxiety and exploitative leadership.

The authors collected matched time-lagged data from part-time MBA students and their subordinates. The subordinate questionnaires were paired and coded by the researchers and then directly distributed and instructed to be filled out, which would not be known to the MBA students. The final sample size came to 370 leader-subordinate dyads. The data were analyzed using SPSS 24 and Mplus 7.0.

Leaders' desire for promotion is positively related to exploitative leadership via workplace anxiety. Furthermore, this mediating effect is significant when Machiavellianism is high, but not when Machiavellianism is low.

For business ethics scholars and practitioners, this study points out that leaders with a desire for promotion can produce workplace anxiety, lead to subordinates' perception of exploitative leadership and how this process varies by key personality trait—Machiavellianism.

This research aims to present the results of a study that operationalizes the construct of perceived work identity deprivation (PWID) and examines its validity.

The authors adopted a mixed method design in this study where a Likert-type scale to measure PWID was developed based on the interviews of 40 workers and the questionnaires of 625 participants successively. Later, the generalizability of the scale was tested through quantitative data from 412 workers. Finally, validity analysis was conducted based on 380 usable questionnaires. Data were analyzed using IBM SPSS 24 and Mplus 7.0.

The findings of the study indicate that the reliability measures, exploratory factor analyses, confirmatory factor analysis and subsequent convergent and discriminant validity tests support the PWID scale. The nomological validity of PWID is also presented, which demonstrates its predictive validity.

Despite highlighting the importance of work identity, prior research lacked to provide empirical foundations to understand this perception. This study fills this gap in the literature by providing a measure of PWID, distinguishing it from similar constructs and establishing convergent, discriminant and nomological validity. Moreover, by extending the range of theoretical and measurable deprivation of work identity, the authors hope to allow research to take into account a more complete picture of it. PWID scale can be used to develop more relevant suppression plans.

Robots equipped with LiDAR sensors can continuously perform efficient actions for mapping tasks to gradually build maps. However, with the complexity and scale of the environment increasing, the computation cost is extremely steep. This study aims to propose a hybrid autonomous exploration method that makes full use of LiDAR data, shortens the computation time in the decision-making process and improves efficiency. The experiment proves that this method is feasible.

This study improves the mapping update module and proposes a full-mapping approach that fully exploits the LiDAR data. Under the same hardware configuration conditions, the scope of the mapping is expanded, and the information obtained is increased. In addition, a decision-making module based on reinforcement learning method is proposed, which can select the optimal or near-optimal perceptual action by the learned policy. The decision-making module can shorten the computation time of the decision-making process and improve the efficiency of decision-making.

The result shows that the hybrid autonomous exploration method offers good performance, which combines the learn-based policy with traditional frontier-based policy.

This study proposes a hybrid autonomous exploration method, which combines the learn-based policy with traditional frontier-based policy. Extensive experiment including real robots is conducted to evaluate the performance of the approach and proves that this method is feasible.

This research aims to examine the influence of developmental human resources (HR) practices on management innovation. Drawing on social exchange theory, this paper analyzes the mediating role of responsibility for change and the moderating role of resource availability.

The authors conducted a scenario experiment using a sample of 329 part-time MBA students from various Chinese companies in Southwest China, using analysis of variance and regression to examine the hypotheses.

The results find a positive relationship between developmental HR practices and management innovation and responsibility for change mediates this relationship. Moreover, it examines the moderating role of resource availability. Resource availability positively moderates the correlation between responsibility for change and management innovation and moderates the mediation effect of responsibility for change on the correlation between developmental HR practices and management innovation.

Organizations should enhance the actual use of developmental HR practices to ensure the provision of appropriate training and development opportunities for all levels of employees in a fair and equal environment. It is better to take up an individual approach when offering these practices. Organizations should provide enough resources for employees, such as financial, spatial and temporal, and ensure the fair distribution of these resources. Organizations should cultivate the responsibility for change of middle-senior managers who can serve as role models for subordinates.

This study broadens the research on developmental HR practices, confirming that it has a positive impact on management innovation. It also provides more insight into the “black box” of developmental HR practices affecting management innovation, namely, the mediating effect of responsibility for change. This study shows that resources are critical to understanding how developmental HR practices can contribute to management innovation through responsibility for change. Using social exchange theory, the research deduces the conditional indirect effect of the model and uses a scenario experiment method to conclude causality.

The purpose of this case study is to test a moderated mediation model linking employees' perceived HRM practices to organizational citizenship behaviours (OCB) with perceived insider status as the mediator and emotional exhaustion as the moderator in a Chinese high-tech organization.

A sample of 417 Chinese employees were recruited from a large Chinese high-tech company to participate in a paper-and-pencil survey, and mediation and moderation were analysed using PROCESS macro for SPSS.

Perceived insider status partially mediates the relationship between perceived HRM practices and OCB, and emotional exhaustion moderates the relationship between perceived insider status and OCB such that the strength of the relationship is stronger in employees with low emotional exhaustion levels than in employees with high emotional exhaustion levels.

There is a need for organizations to promote the physical and psychological well-being of its employees in order to maximize the effectiveness of HRM practices.

This case study provides novel insights into how employees' perceived HRM practices elicit OCB and its boundary conditions in collectivistic cultures.

This paper aims to propose a novel model and calibration method to improve the absolute positioning accuracy of a robotic drilling system with secondary encoders and additional axis.

The enhanced rigid-flexible coupling model is developed by considering both kinematic parameters and link flexibility. The kinematic errors of the robot and the additional axis are considered with a model containing 27 parameters. The elastic deformation errors of the robot under self-weight of links and end-effector are estimated with a flexible link model. For calibration, an effective comprehensive calibration method is developed by further considering the coordinate systems parameters of the drilling system and using a two-step process constrained Levenberg–Marquardt identification method.

Experiments are performed on the robotic drilling system that contains a KUKA KR500 R2830 industrial robot and an additional lifting axis with a laser tracker. The results show that the maximum error and mean error are reduced to 0.311 and 0.136 mm, respectively, which verify the effectiveness of the model and the calibration method.

A novel enhanced rigid-flexible coupling model and a practical comprehensive calibration method are proposed and verified. The experiments results indicate that the absolute positioning accuracy of the system in a large workspace is greatly improved, which is conducive to the application of industrial robots in the field of aerospace assembly.

The purpose of this paper is to propose a moderated mediation model involving core self-evaluations (CSE), perceived organizational support (POS) and work-related well-being in terms of job burnout and job satisfaction. Drawing on conservation of resources theory, the authors examine the mediating effect of job burnout on the relationship between CSE and job satisfaction, while also investigating the moderating role of POS on the above effect.

Survey data were collected from a sample of 396 full-time employees from four restaurant and food service companies in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses.

The results show that job burnout partially mediates the relationship between CSE and job satisfaction. Moreover, the results indicate that POS moderates the negative relationship between CSE and job burnout, as well as the mediated relationship between CSE and job satisfaction via job burnout. Specifically, both the CSE-job burnout relationship and the CSE-job burnout-job satisfaction relationship become stronger for employees with high POS than for those with low POS.

The results highlight the importance of raising employees’ POS by creating a supportive work environment in organizations, because it can serve as an important job resource that complements the impact of employees’ CSE on their work-related well-being.

This study contributes to the literature by suggesting that work-related well-being should be viewed as the results of interplay between personal characteristics and perceptions of the work environment, highlighting the importance of the person-environment interaction in explaining employees’ work-related well-being.

Employee silence is pervasive in the workplace and can be severely detrimental to employees' job satisfaction. However, research on why and when employee silence undermines job satisfaction remains poorly understood. Drawing upon conservation of resources theory, the authors proposed and tested a moderated mediation model wherein employee silence predicted job satisfaction through vigor, with positive affectivity acting as a dispositional moderator.

Two-wave time-lagged data were collected from a sample of 183 employees in Taiwan. A moderated mediation analysis with latent variables was conducted to test the hypotheses.

Results indicated that employees' vigor mediated the negative relationship between employee silence and job satisfaction only for employees with low positive affectivity.

By identifying vigor as a psychological mechanism explaining the negative effect of silence on job satisfaction and positive affectivity as a buffer against the detrimental effect of silence on vigor and, indirectly, job satisfaction, the results provide a more nuanced understanding of why and when silent employees are less satisfied with their jobs.