Search results

Minimising makespan aims to achieve high utilisation of equipment and resources by getting all jobs out quickly. This is an important scheduling criterion, especially for automated systems, because of the high investment cost. The problem, however, becomes complex when many parts and machines are involved. This is because different parts may require different numbers of operations, and there are many possible schedules. For small problems, a mathematical programming model for minimising makespan is formulated. For large problems, a sequencing algorithm based on decomposition and pairwise comparison is proposed. The idea of “total overlapping time” in the sequencing algorithm is introduced to determine the solution of each sub‐schedule. It maximises the number of jobs working at different machines at the same time, while satisfying the parts’ operation precedence and machine constraints. The differences between this method and the traditional graphical method are discussed. The sequencing algorithm significantly reduces the number of schedules for consideration and hence, the computational power required.

Minimizing penalty cost is one of the major objectives in FMS decision making when job‐due dates cannot be met. The study focuses on minimization of penalty cost when neither increase in system capacity nor diversification of jobs to other plants or production lines is possible. A mathematical programming model combining both part type selection and scheduling decision making is proposed for small problems. For large problems, a simple control parameter is identified. Seven despatching rules are applied in conjunction with the control parameter and their differences in performance are reported. Not only proves that performance can be improved by a filtration process applied before despatching rules are applied, but also finds that there is no significant difference in performance between different despatching rules after the appropriate filtration process is applied. The effectiveness of the proposed control parameter is further illustrated by comparing the results with a continuous flow model.

Job sequencing is an important stage in any hierarchical production control model, especially when a real‐time dispatching rule is not employed. The problems become complicated when constraints, such as different parts requiring different operation processes at different machines and with different production priorities, are taken into consideration in the development of sequencing models. This paper first describes a mathematical programming model developed for small flexible manufacturing systems (FMS) makespan minimization sequencing problems. For large problems, a heuristic decomposition‐based algorithm is proposed. The algorithm is based on the proposed concept of track generation and track identification. Each part type may require a different number of operation processes at different machines. A numerical example is used to illustrate the use of the algorithm.

Research on knowledge creation within eSports learning is scarce. This study extends the understanding of competition-oriented collaborative learning in eSports by examining the relationship between the dynamics of knowledge creation modes and the continuum of the motivational profile, along with the moderating effects of mutualistic co-presence therein.

Participants were recruited from the community of massively multiplayer online gamers (MMOGs). Through a quantitative survey, their motivations (i.e. self-extrinsic, self-intrinsic, peer-extrinsic and peer-intrinsic motivations), knowledge creation involvements (i.e. internalization, externalization, combination and socialization) and perception of mutualistic benefit of self and peers were captured for hypothesis testing.

Significant and positive direct relationships were observed between four motivations and four knowledge creation modes. The mutualistic co-presence positively moderated the positive relationship between the self-extrinsic, peer-extrinsic and peer-intrinsic motivations and socialization. When mutualistic self-benefit were outweighed, peer-extrinsic motivated gamers became less likely to perform internalization, whereas self-extrinsic and peer-extrinsic motivated gamers were less likely to perform combination.

This study is among the first to rationalize the relationship between motivational profile and the dynamics of knowledge creation in eSports learning. The conceptualization of the new construct – mutualistic co-presence – using the ecological concept of symbiosis is uncommon in prior literature. The findings also demonstrate that the four modes of knowledge creation in eSports learning are continuous and interwoven; they can be initiated at any point and do not necessarily occur in a specific sequence.

While research on workplace safety spans across disciplines in medicine, public health, engineering, psychology, and business, research to date has not adopted a multilevel theoretical perspective that integrates theoretical issues and findings from various disciplines. In this chapter, we integrate research on workplace safety from a variety of disciplines and fields to develop a multilevel model of the processes that affect individual safety performance and safety and health outcomes. In doing so, we focus on cross-level linkages among national, organizational, and individual-level variables in relation to the exhibition of safe work behavior and occurrence of individual-level accidents, injuries, illnesses, and diseases. Our modeling of workplace safety is intended to fill a theoretical gap in our understanding of how the multitude of individual differences and situational factors interrelate across time to influence individual level safety behaviors and the consequences of these actions, and to encourage research to expand the limits of our knowledge.

This study aims to examine the impact of flexible work arrangements (FWAs) on employees’ perceived productivity, quality of work and organisational commitment (OC) with a special focus on the United Arab Emirates. It also analyses the mediating effect of employee happiness on the relationship between FWA and employees’ perceived productivity, OC and perceived work quality.

A quantitative, non-experimental correlational study was used for this research project. The study yielded numerical data, which were analysed using a deductive approach. The analysis aimed at exploring the relationships between the constructs, which were viewed as variables; these relationships were considered correlations, mediation and moderation. The sample comprises employees currently working at different public and private sector organisations, representing all major service industries in the UAE. Nine questions were used to assess the flexibility at work and six out of the nine questions were used to measure the level of FWAs using the Likert scale.

FWA has a significant and positive association with the employees’ perceived productivity, quality of work and OC. It was confirmed that happiness plays a mediating role in the relationship between FWA and employee outcomes. The facility allows employees to manage their personal and professional lives with ease using their preferred work method. This ability promotes employee satisfaction. In conclusion, managers and employees around the world should view FWAs as a positive tool to enhance employee productivity and OC, particularly in an emergency like the Covid-19 pandemic.

The participants’ honesty was a limitation, which could raise questions on the validity of this study. This limitation arises when the self-report method is used for data collection. Use of multiple instruments could be another limitation.

Organisational leaders can use FWAs to improve employee outcomes. When an organisation grants flexible work options to employees, it implies that the organisation trusts its employees to complete the task. This factor motivates all employees to work with dedication, which is particularly true if the employees are creative people and wish to work on their preferred time and place.

This study is significant because the findings will allow managers to assess the benefits of using FWAs to improve employee productivity, particularly in the service sector. It combines the aspects of perceived productivity, OC and perceived work quality, as well as employee happiness to assess the role of FWAs in organisations. The study also investigates the influence of FWAs in improving these employee outcomes. Based on the literature review, this study on FWAs is the first of its kind in the UAE, the country using a truly multinational workforce coming from more than 100 countries and cultures.