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This study examines the effect of knowledge workers' (k-workers') leader-member exchange (LMX) on task performance and the mediation effect of affective commitment and organizational citizenship behavior (OCB) in China.

In this study, 384 qualified questionnaires will be collected from k-workers in China by using a self-administered survey, and the partial least square structural equation modeling (PLS-SEM) technique was employed for data analysis.

This finding showed that LMX has positive relationship on affective commitment, organizational citizenship behavior and task performance. The result also confirmed the mediation effect of organizational citizenship behavior on the relationship between LMX and task performance.

This research provide some implement to manage, motivate and inspire the k-workers and finally promote the organizational performance.

The main purpose of this paper is to determine the extent of acquisition of knowledge on social skills and social values by trainers of institutes and coaches of industries in training of trainers (ToT) programmes. It has been ascertained that social skills and social values can and must be taught to apprentices to enhance their employability skills as well as to remove any barriers for upward mobility in their careers.

A four‐day ToT‐cum‐workshop was organized using “hands‐on” experiential outdoor learning activities with lots of interactions, discussions and reflections between participants and participants, and between participants and facilitators. A retrospective post‐ then‐pre‐evaluation design was employed to determine the amount of knowledge acquired by the participants using a four point Likert‐type statements. Using the Handbook of Social Skills and Social Values as a guide, eight core social skills and eight core social values that were relevant to NDTS were identified, emphasized and evaluated in the training programme.

The overall findings indicate that there was about +20 per cent increase in knowledge among the participants on social skills and social values after the training programme. These findings indicate that social skills and social values can be taught when participants show increases in knowledge on all the social skills and social values studied.

Trainers of institutes and coaches of industries can integrate social skills and social values in their technical curriculum to provide apprentices with the foundation of human and social competence required to be an effective workforce to face future challenges and global competition.

This paper provides evidence that social skills and social values can be taught through appropriate teaching/learning techniques as well as providing the right learning environment.

This paper seeks to compare the influence of self‐efficacy, organizational socialization and continuous improvement (CI) practices on the career aspirations of research and development (R&D) professionals in government research institutes (GRIs) and multinational corporations (MNCs) in Malaysia. R&D professionals in this study refer to a specific group of knowledge workers.

Social cognitive career theory (SCCT) was used as this study's theoretical framework. The study involved 164 respondents from GRIs and 120 respondents from MNCs in Malaysia. Descriptive statistics and inferential multiple linear regressions were used to analyse the data.

Self‐efficacy and organizational socialization were found to differ significantly in terms of their levels, and CI practices and career aspirations were not found to be significantly different between the two groups of respondents. Regression results showed MNCs reported higher explanatory power compared to that of the GRIs in terms of the variance in career aspirations.

The insights generated about the factors affecting career aspirations are based on three independent variables, namely: self‐efficacy, organizational socialization and CI practices that are most suitable for a R&D environment.

This study confirms the relevance of CI practices in the existing model of SCCT because it represents the organizational variables. HRD practitioners in both types of organizations should consider changing the work practices of R&D professionals by strengthening the quality improvement procedures because they affect the professionals' career aspirations.

Incorporating CI practices into the SCCT model is believed to be a contribution of this study to the theory.

Rabbit chase (RC) is used as one of the most effective techniques in manufacturing systems, as such systems have high level of adaptability and increased productivity in addition to providing uniform workload balancing and skill improving environment. In assembly systems, RC inspires the development of walking worker assembly line (WWAL). On the other hand, U-type assembly lines (UALs) may provide higher worker utilization, lower space requirement and more convenient internal logistics when compared to straight assembly lines. In this context, this study aims to improve assembly line performance by generating RC cycles on WWAL with respect to task assignment characteristics of UAL within reasonable walking distance and space requirement. Therefore, a novel line configuration, namely, segmented rabbit chase-oriented U-type assembly line (SRCUAL), emerges.

The mathematical programming approach treats SRCUAL balancing problem in a hierarchical manner to decrease computational burden. Firstly, segments are generated via the first linear programming model in the solution approach for balancing SRCUALs to minimize total number of workers. Then, stations are determined within each segment for forward and backward sections separately using two different pre-emptive goal programming models. Moreover, three heuristics are developed to provide solution quality with computational efficiency.

The proposed mathematical programming approach is applied to the light-emitting diode (LED) luminaire assembly section of a manufacturing company. The adaptation of SRCUAL decreased the number of workers by 15.4% and the space requirement by 17.7% for LED luminaire assembly system when compared to UAL. Moreover, satisfactory results for the proposed heuristics were obtained in terms of deviation from lower bound, especially for SRCUAL heuristics I and II. Moreover, the results indicate that the integration of RC not only decreased the number of workers in 40.28% (29 instances) of test problems in U-lines, but also yielded less number of buffer points (48.48%) with lower workload deviation (75%) among workers in terms of coefficient of variation.

This study provides convenience for capacity management (assessing capacity and adjusting capacity by changing the number of workers) for industrial SRCUAL applications. Meanwhile, SRCUAL applications give the opportunity to increase the capacity for a product or transfer the saved capacity to the assembly of other products. As it is possible to provide one-piece flow with equal workloads via walking workers, SRCUAL has the potential for quick realization of defects and better lead time performance.

To the best of the authors’ knowledge, forward–backward task assignments in U-type lines have not been adapted to WWALs. Moreover, as workers travel overall the line in WWALs, walking time increases drastically. Addressing this research gap and limitation, the main innovative aspect of this study can be considered as the proposal of a new line design (i.e. SRCUAL) which is sourced from the hybridization of UALs and WWAL as well as the segmentation of the line with RC cycles. The superiority of SRCUAL over WWAL and UAL was also discussed. Moreover, operating systematic for SRCUAL was devised. As for methodical aspect, this study is the first attempt to solve the balancing problem for SRCUAL design.

Performance pay is growing in importance. Even in a centralised economy such as the Norwegian economy, the prevalence of performance pay has increased significantly from 1997 to 2003, and internationally changes in payment methods also occur increasingly. The purpose of this paper is to analyse how performance pay and team organisation and the interaction between these affect publicly‐financed sickness absences of workers.

Standard panel and cross‐section non‐linear and linear regression techniques are applied to Norwegian panel register and questionnaire data on private sector workers and workplaces during 1996‐2005.

Team organisation and performance pay are found to be negatively related to sickness absence incidence rates and sick days, partly due to strong negative relationships in workplaces providing jointly performance pay and team organisation. The negative effect of performance pay on sickness absence survives even when fixed job effects are taken into account. The negative effects were stronger for weak incentives than stronger, and they are primarily related to group‐based incentive schemes.

Introducing weak group‐based incentive schemes might be one way to successfully tackle absenteeism for firms.

The paper's findings contribute to the growing literature on how performance pay and team organisation affect absenteeism.

There is plenty of individual-level evidence, based on the estimation of Mincerian equations, showing that better-educated individuals earn more. This is usually interpreted as a proof that education raises labour productivity. Some macroeconomists, analysing cross-country time series, also support the idea that the continuous expansion of education has contributed positively to growth. Surprisingly, most economists with an interest in human capital have neglected the level of the firm to study the education-productivity-wage nexus. And the few published works considering firm-level evidence are lacking a proper strategy to cope with the endogeneity problem inherent to the estimation production and wage functions. The purpose of this paper is to aim at providing estimates of the causal effect of education on productivity and wage labour costs.

This paper taps into a rich, firm-level, Belgian panel database that contains information on productivity, labour cost and the workforce’s educational attainment to deliver estimates of the causal effect of education on productivity and wage/labour costs. Therefore, it exclusively resorts to within firm changes to deal with time-invariant heterogeneity bias. What is more, it addresses the risk of simultaneity bias (endogeneity of firms’ education-mix choices in the short run) using the structural approach suggested by Ackerberg et al. (2006), alongside more traditional system-GMM methods (Blundell and Bond, 1998) where lagged values of labour inputs are used as instruments.

Results suggest that human capital, in particular larger shares of university-educated workers inside firms, translate into significantly higher firm-level labour productivity, and that labour costs are relatively well aligned on education-driven labour productivity differences. In other words, the authors find evidence that the Mincerian relationship between education and individual wages is driven by a strong positive link between education and firm-level productivity.

Surprisingly, most economists with an interest in human capital have neglected the level of the firm to study the education-productivity-pay nexus. Other characteristics of the workforce, like gender or age have been much more investigated at the level of the firm by industrial or labour economists (Hellerstein et al., 1999; Aubert and Crépon, 2003; Hellerstein and Neumark, 2007; Vandenberghe, 2011a, b, 2012; Rigo et al., 2012; Dostie, 2011; van Ours and Stoeldraijer, 2011). At present, the small literature based on firm-level evidence provides some suggestive evidence of the link between education, productivity and pay at the level of firms. Examples are Hægeland and Klette (1999); Haltiwanger et al. (1999). Other notable papers examining a similar question are Galindo-Rueda and Haskel (2005), Prskawetz et al. (2007) and Turcotte and Whewell Rennison (2004). But, despite offering plausible and intuitive results, many of the above studies essentially rely on cross-sectional evidence and most of them do not tackle the two crucial aspects of the endogeneity problem affecting the estimation of production and wage functions (Griliches and Mairesse, 1995): first, heterogeneity bias (unobserved time-invariant determinants of firms’ productivity that may be correlated to the workforce structure) and second, simultaneity bias (endogeneity in input choice, in the short-run, that includes the workforce mix of the firm). While the authors know that labour productivity is highly heterogeneous across firms (Syverson, 2011), only Haltiwanger et al. (1999) control for firm level-unobservables using firm-fixed effects. The problem of simultaneity has also generally been overlooked. Certain short-term productivity shocks affecting the choice of labour inputs, can be anticipated by the firms and influence their employment decision and thus the workforce mix. Yet these shocks and the resulting decisions by firms’ manager are unobservable by the econometrician. Hægeland and Klette (1999) try to solve this problem by proxying productivity shocks with intermediate goods, but their methodology inspired by Levinsohn and Petrin (2003) suffers from serious identification issues due to collinearity between labour and intermediate goods (Ackerberg et al., 2006).

Walking-worker assembly lines can be regarded as an effective method to achieve the above-mentioned characteristics. In such systems, workers, following each other, travel workstations in sequence by performing all of the required tasks of their own product. As the eventual stage of assembly line design, efforts should be made for capacity adjustments to meet the demand in terms of allocating tasks to workers via assembly line balancing. In this context, the purpose of this study is to address the balancing problem for multi-model walking-worker assembly systems, with the aim of improving planning capability for such systems by means of developing an optimization methodology.

Two linear integer programming models are proposed to balance a multi-model walking-worker assembly line optimally in a sequential manner. The first mathematical programming model attempts to determine number of workers in each segment (i.e. rabbit chase loop) for each model. The second model generates stations in each segment to smooth workflow. What is more, heuristic algorithms are provided due to computational burden of mathematical programming models. Two segment generation heuristic algorithms and a station generation heuristic algorithm are provided for the addressed problem.

The application of the mathematical programming approach improved the performance of a tap-off box assembly line in terms of number of workers (9.1 per cent) and non-value-added time ratio (between 27.9 and 26.1 per cent for different models) when compared to a classical assembly system design. In addition, the proposed approach (i.e. segmented walking-worker assembly line) provided a more convenient working environment (28.1 and 40.8 per cent shorter walking distance for different models) in contrast with the overall walking-worker assembly line. Meanwhile, segment generation heuristics yielded reduction in labour requirement for a considerable number (43.7 and 49.1 per cent) of test problems. Finally, gaps between the objective values and the lower bounds have been observed as 8.3 per cent (Segment Generation Heuristic 1) and 6.1 (Segment Generation Heuristic 2).

The proposed study presents a decision support for walking-worker line balancing with high level of solution quality and computational performance for even large-sized assembly systems. That being the case, it contributes to the management of real-life assembly systems in terms of labour planning and ergonomics. Owing to the fact that the methodology has the potential of reducing labour requirement, it will present the opportunity of utilizing freed-up capacity for new lines in the start-up period or other bottleneck processes. In addition, this study offers a working environment where skill of the workers can be improved within reasonable walking distances.

To the best knowledge of the author, workload balancing on multi-model walking-worker assembly lines with rabbit chase loop(s) has not yet been handled. Addressing this research gap, this paper presents a methodology including mathematical programming models and heuristic algorithms to solve the multi-model walking-worker assembly line balancing problem for the first time.

It has become increasingly critical to design and maintain flexible and rapid assembly systems due to unpredictable and varying market conditions. The first stage of developing such systems is to restructure the existing assembly system. After designing the manufacturing system, efforts should be made for capacity adjustments to meet the demand in terms of allocating tasks to workers. Walking-worker assembly systems can be regarded as an effective method to achieve flexibility and agility via rabbit chase (RC) approach in which workers follow each other around the assembly cell or line and perform each task in sequence. In this paper, a novel mathematical programming approach is developed with the aim of integrating RC in assembly processes. Therefore, this study is thought to add value to industrial assembly systems in terms of effectively raising engineering control for task allocation activities.

Two consecutive mathematical models are developed, since such a hierarchical approach provides computational convenience for the problem. The initial mathematical programming model determines the number of workers in each RC loop for each segment. In addition, the number of stations and the distribution of station times in the segments is essential. Therefore, the succeeding mathematical programming model generates stations in each segment and provides convenience for the workflow in RC loops. The output of mathematical programming models are the parameters of simulation model for performance assessment.

The effectiveness of the proposed approach was validated by an application in a real-life chair production system. The application resulted in performance improvements for labour requirement (12.5 per cent) and production lead time (9.6 per cent) when compared to a classical assembly system design (CASD) where one stationary worker exists in each station. In addition, it is worth to note that RC leads to a reduced number of workers for a considerable number (39.4 per cent) of test problems. What is more, input as well as output factors have been determined via discriminant analysis and their impacts to the utilization of RC were analyzed for different levels.

This study is thought to add value to the industry in terms of effectively providing convenience during production planning and task allocation in assembly lines and cells.

To the best knowledge of the author, optimization models for RC considering a real industrial application have not yet been developed. In this context, this paper presents an approach which models RC by the use of mathematical programming in manual assembly processes to address this research gap. The contribution of the paper to the relevant literature is the development of hierarchical mixed integer linear programming models to solve RC problem for the first time.

This chapter aims to extend the knowledge and understanding on the role of halal ports in halal logistics. Halal logistics is a relatively new area in supply chain management. It refers to the process of managing the logistics operations such as fleet management, storage/warehousing, and materials handling according to the principles of Shariah law in ensuring the integrity of the halal products at the point of consumption.

This chapter studies how, in halal logistics, ports play an important role as the main processes of delivering halal products to the end consumers should be performed through their gateway. At port, the logistical handling of goods is performed through four systems, namely, transfer, delivery/receipt, ship, and storage.

The halal control and assurance activities conducted at transport, terminal, and warehouse should be clearly inspected in preserving the halal status of the products, thus enhancing the halal supply chain performance. Such activities include having a dedicated halal warehouse and transport, use of tertiary packaging in shipment as well as segregation of halal products from non-halal products to avoid contamination.

This chapter also highlights the issues and challenges of adopting halal logistics faced by the industry. The issues and challenges discussed in the literature includes disunity of halal certification, high cost and low demand of the halal processes, inadequate Shariah compliant personnel and lack of a general and worldwide acceptable halal compliant process.

The chapter concludes with recommendation to perform qualitative research and case studies at specific ports in order to assess the role and implementation of halal ports in their supply chain processes.