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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.

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.

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.

This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role of spiritual and marketing strategy at work and organizational commitment to mediate the effect of Islamic spirituality on OCBIP.

The research population is all employees of Sidoarjo BRI Syari'ah Branch Office. Total sample involves 130 fulltime employees. Proportional random sampling technique is a selected technique. Data is collected directly from respondents. The analysis used in this study uses Partial Least Square.

The research results show that Islamic spirituality has no direct effect on OCBIP. Spiritual at work mediates the effect of Islamic spirituality on OCBIP; organizational commitment mediates the effect of Islamic spirituality on OCBIP.

The OCBIP variable is used as the originality in this study. Another finding in this research is the marketing strategy of sharia-based companies. There has not been a comprehensive examination of the influence of Islamic spirituality and marketing strategies on OCB with spirituality at work and organizational commitment as a mediating variable. This Islamic perspective is very important considering the majority of Indonesian citizens are Muslims.

The purpose of this study is to examine potential consequences of workaholism among 98 women business graduates in early careers. It replicates earlier work based primarily on men.

Data were collected from women business graduates of a single Australian university using anonymously completed questionnaires. Three workaholism components identified by Spence and Robbins were included: work involvement, feeling driven to work due to inner pressures and work enjoyment. Consequences included several validating job behaviors such as perfectionism and non‐delegation, work and extra‐work satisfactions and indicators of psychological well‐being.

Workaholism components generally had significant relationships with the validating job behaviors, work outcomes and indicators of psychological well‐being but not with extra‐work satisfactions. These findings provided a partial replications of previous conclusions based on primarily male samples.

These include the small sample size, limits to generalizability of conclusions based on one Australian university, and data collection at only one point in time.

Previous workaholism research was based on North American men. This study extends this work to women in other countries.