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The purpose of this paper is to design, analyze and optimize a new type of inner-side working head for automatic horizontal dual-machine cooperative drilling and riveting system. The inner-side working head is the key component of automatic drilling and riveting system, and it is a challenge to design an inner-side working head which must be stiffness and stable with a compact structure to realize its functions.

According to the assembly structure features of large aircraft panels and riveting process requirements, a new type of inner-side working head is designed for pressure riveting. The force condition of the inner-side working head during the riveting process is analyzed and the deformation model is established. Design optimization is performed based on genetic algorithm and finite element analysis. The optimized inner-side working head is tested with automatic horizontal dual-machine cooperative drilling and riveting system.

The deformation model provides the precision compensation basis for control system. Application test results show that the automatic drilling and riveting system can realize assembly of large aircraft panel with high efficiency and quality through the inner-side working head.

The inner-side working head has been used in aircraft panel assembly.

The inner-side working head has been used in aircraft panel assembly.

This paper presents the design, analysis and optimization of a new type of inner-side working head which can realize automatic riveting for aircraft panel. The research will promote the automation of aircraft panel assembly.

In this chapter, the authors explore the “hidden curriculum” that is enacted when the teaching-self transmits to the learning-self, the being aspects of the teacher. It is proposed that these aspects are communicated through discursive and nondiscursive materials. The latter includes energetic, emotional, and gestural “languages.” An argument is made that the current, modernist conceptions and practices of education that predominantly focus on covering and downloading curriculum materials do not create openings for exploring the being aspects of teachers and learners. Moreover, acknowledging Avraham Cohen's thesis, “We teach who we are, and that's the problem,” the authors explore the hurtful and damaging influence of the teachers' “Shadow materials.” An argument is made for the moral imperative of teachers' (or anyone who is in a position of influencing others) self-study to minimize or prevent hurtful and damaging influences that could have a long-lasting impact on the students' or learners' self-formation. The authors propose the method of inner work, integrated with contemplative inquiry and practices, as a way for educators to work with the materials of consciousness. Inner work largely involves working through psychological projections, introjections, and entanglements that permeate one's inner world. Some details of inner work are offered, including how to facilitate a dialogue between the parts or subselves in one's inner world that are in tension and conflict. It has been further proposed that this kind of inner work would lay the necessary foundation for becoming kinder, caring, and more compassionate human beings.

The purpose of this article is to study the relationship between three dimensions of workplace spirituality (inner life, meaningful work and sense of community) and work stress in Mexico and the USA.

Structural equation modeling was used as the statistical tool. The technique for conducting the analysis was partial least squared. The total sample size consisted of 304 individuals from both countries.

Results show that for both countries, inner life and sense of community were found to be insignificant. However, meaningful work was found to be negatively and significantly correlated with work stress for both countries. Results suggest that in both countries, when employees conduct meaningful activities, they perceive less stress.

For the US sample, an important percentage of individuals were part-time workers. This could have an effect on the perception of workplace spirituality and work stress because the employees do no spend enough time in the workplace. Second, compared to Mexico, the majority of the US sample was collected in the southern part of the country.

Results can provide guidance for human resources managers and business specialists to understand the importance of conducting meaningful activities at work to control, manage and prevent stress at work. For instance, rotation at work of employees could be a potential technique for stress reduction.

This study contributes by studying samples from two different countries. In addition, it seeks to understand the relationship between workplace spirituality and work stress.

Many sales organizations use traditional control systems such as agency theory, which entails motivating salespeople using rewards and punishments, as if they are mechanical beings that are devoid of emotions and spirit. Research shows that such control leads to dissatisfied customers, disengaged salespeople and poor organizational reputation. The purpose of this study is to present governance based on workplace spirituality as an alternative approach, wherein salespeople’s emotional and spiritual development is given primary importance. This is proposed to result in favorable performance and behaviors in alignment with organizational and customer goals.

The study builds a conceptual model from an extended literature review.

The developed conceptual model for workplace spirituality-based governance in sales organization consists of organizational structural factors, such as control and reward systems, as antecedents of psychological experiences of workplace spirituality in salespeople. These experiences are then proposed to result in salespeople’s increased customer orientation and objective performance, with organizational commitment as a mediator.

The study has implications for organizations that govern salespeople by fiddling constantly with their salespeople’s incentive plans but find that most of these changes have little effect. The study proposes that companies will have more satisfied customers and successful salespeople, if they manage their salespeople’s emotional and spiritual side.

This study is the first to devise a governance system in selling organizations that is based on workplace spirituality.

The purpose of this paper is to explore and present the process of management as viewed through the lens of spirituality at work, and to identify the influence of a spiritual environment on individual performance, mediated by job resourcefulness and moderate by affective commitment. Structural equation modeling was used.

The sample size consisted of 273 individuals from Portugal. The methodological design is quantitative. Exploratory and confirmatory factor analysis were used to assess construct validity based on AMOS 21.

The results show that with the implementation of a spirituality culture, this fact increases the presence of spirituality at work and the individual performance, mediated by job resourcefulness.

There are methodological limitations, because the work is based on “perceptions.” Another limitation is about spirituality at work conceptualization, considering it is still subject to different perspectives and definitions.

The findings can provide fundamental guidance for managers and academics to implement a set of practices that promote the presence of spirituality at work as a new management tool to run a company.

This chapter aims to consider workplace spirituality from a cross-cultural perspective. The terms workplace spirituality and culture are so intangible, and both start with the attitude and behavior of humans but are meaningful in a community. Because of the constraint of understanding these abstract settings, it is necessary to define and specify the dimensions of both concepts to achieve the aim of this chapter. In this regard, the section starts with the conceptuality of workplace spirituality and the dimensions of the term, which cumulate at individual, group, and organizational levels. It goes with the part of cultural dimensions in the light of Hofstede's (2001) direction, Chhokar, Brodbeck, and House's (2007) extension, and Sharma's (2010) derivation of cultural dimensions for national, organizational, and individual levels, respectively. After joining the dots, the chapter focuses on one of the most sacred research areas for academic literature, cross-cultural differences, and workplace spirituality. The last part of the chapter is the conclusion to point to final notes about the concepts and help guide future studies.

The purpose of this paper is to contribute to a better understanding and measure of the concept of spirituality at work (SW) by adding a new dimension to traditional conceptualizations labeled emotional balance and inner peace (EBIP). While the traditional literature refers to the fulfillment of workers’ spiritual needs, the authors propose a new approach based on Maslow’s ideas that consider the impact of individual spirituality on the attitudes/feelings of workers in the workplace.

The methodological design is quantitative and includes item generation. Exploratory and confirmatory factor analyses were used to assess construct validity and 273 valid questionnaires were collected. The authors developed the EBIP dimension with six items based on previous studies, and the new second-order variable was compared with the traditional measurement using confirmatory factor analysis, based on AMOS 21.

The hypothesis test supports the positive impact of SW on individual productivity, valid for both models, but with an additional explanation capacity when the authors add the EBIP.

This paper offers a new conceptualization for SW, based on Maslow’s ideas, who played a key role in the humanistic resource movement. This new dimension may be an important finding for scholars and practitioners since organizations have to take care of both the mind and spirit of their employees to establish a genuine balance between the meaning of their lives and their work.

Highlights the main features of qualitative research conducted with 32 successful women consultants in organization development. The format is multifaceted, including tables, poems, and text, to reflect the commitment to the deep feminine in the research process and results. Part One discusses the conceptualization of the study, grounded in the women′s voices perspective and four research questions, the findings and a case example. In‐depth interviews explored the women′s responses to the changes they experienced, the challenges they encountered, the contributions they made, and the lessons they learned over the past 15 to 20 years as second‐generation women OD consultants. The data analysis revealed four overarching themes contained in the distillation of the study: women doing the work of consulting as part of their inner journey in the context of oppression, helped and hindered with their relationships with both men and women. Part Two examines implications in terms of two voices in OD, problems with women′s invisibility, a fuller understanding of authenticity, and healing for women and the field.

The purpose of this paper is to examine potential antecedents of workaholism components identified in previous research and the relationship of these components to work and extra‐work satisfactions and psychological well‐being among professors in Turkey. It attempts to replicate previous research conducted in North America.

Data were collected from 406 professors using a web‐based questionnaire. Three workaholism components were considered: work involvement, feeling driven to work because of inner needs, and work enjoyment.

It was found that the three workaholism components were unrelated to three blocks of antecedent predictor variables. Both feeling driven to work and work enjoyment generally predicted validating job behaviors while work enjoyment predicted work and extra‐work satisfactions and psychological well‐being. These findings provide a partial replication of previous North American results, suggesting the need to consider both country and cultural factors in future workaholism research.

All data were collected using self‐report questionnaires, raising the possibility of response set tendencies. In addition, all data were collected at one point in time, making it difficult to determine causality.

Work enjoyment emerged as a strong and consistent predictor of most work and well‐being outcomes. Organizations are encouraged to increase satisfaction levels in efforts to attain productive and healthy people.

This paper replicates previous workaholism research carried out in North America in Turkey, a secular Muslim country. The importance of considering country culture and values is highlighted.

The purpose of this study is to analyze the influence of Islamic spirituality toward organizational citizenship behavior from Islamic perspective (OCBIP), influence Islamic spirituality toward OCBIP in which spirituality at work and organizational commitment become mediators and influence of OCBIP toward working performance.

The study was categorized as an explanatory research. The setting of the study was the branch office of BRI Syariah in Malang. The population was employees of the branch office. The samples were 217 employees of BRI Syariah Malang. With an estimated population of 193 individuals and a 5 per cent confidence level, the total samples were 150 employees, including the supervisors. The sampling technique was proportional random sampling, in which all members of the population have an equal chance to become a sample based on proportion per section (Sekaran, 2003). The data were primary data obtained through questionnaires. The questionnaire consisted of question items on Islamic spirituality, workplace spirituality, organizational commitment and OCBIP. The data analysis technique was partial least squares (PLS).

Islamic spirituality is not directly influencing toward OCBIP, spirituality at work and organizational commitment as moderation variables in the influence of Islamic spirituality toward OCB IP, OCBIP had influence toward working performance. Higher OCBIP would result in better working performance accepted, and at the opposite, lower OCBIP would result in poorer working performance.

There are some limitations of previous studies that examine spirituality relationships with OCB. Nasrudin et al. (2013) and Kazemipour et al. (2012) found significant correlations between spirituality with OCB, but there is an inconsistency of research findings to suggest that spirituality has no direct effect on OCB, but through individual perceptions of organization. As the study of spirituality with OCB is still limited, this study attempts to explain OCB from an Islamic perspective, to propose a framework on Islamic spirituality, spirituality at work as an individual source of OCB and moderation of organizational commitment using Djafri and Noordin’s (2017) and previous empirical studies, with an aim to integrate the spirituality and OCB in a model that can be used to better understand OCB. It is hoped that this model development will reduce the scarcity of literature on spirituality with OCB through organizational commitment. This will help the organization to understand the role of spirituality and organizational commitment to improve OCB of employees that ultimately will improve organizational performance.