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This study aims to uncover apple preference and consumption in Indonesia, to disclose the risk of non-halal contamination of apples and the importance of maintaining the halal integrity of apples along the supply chain and to uncover the impacts of food miles of apples along supply chain segmentation.

This study adopted mixed research methods under a fully mixed sequential dominant status design (QUAN → qual). Data were collected through a survey in some Indonesian provinces (N = 396 respondents). Samples were collected randomly from individual consumers. The qualitative data were collected through interviews with 15 apple traders in Indonesia. Data were analysed using crosstab, chi-square and descriptive analysis.

First, Muslim consumers believe in the risk of chemical treatment of apples because it can affect the halal status of apples. Second, Indonesian consumers consider the importance of halal certification of chemical-treated apples and the additives for apple treatments. Third, the insignificance of domestic apple preference contributes to longer food miles at the first- and middle-mile stages (preference for imported apples). Fourth, apple consumption and shopping distance contribute to the longer food miles problem at the last-mile stage. Fifth, longer food miles have negative impacts, such as emissions and pollution, food loss and waste, food insecurity, financial loss, slow development of the local economy and food unsafety.

This research has implications for the governments, farmers, consumers (society) and business sectors.

This study proposes a framework of food miles under a halal supply chain (halal food miles) to reduce the risk of food miles and improve halal integrity. The findings from this research have theoretical implications for the development of the food mile theory, halal food supply chain and green supply chain.

This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes.

The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit.

Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees’ organisational commitment and intention to leave, regardless of the size of the organisation.

As a result of this research, the models developed are suitable for identifying differences in organisational staffing levels, but there is as yet no empirical evidence on the use of the scales for homogeneous groups of employees.

The results show that employees’ normative commitment and organisational commitment are critical factors for retention. Of the satisfaction factors examined, the nature of work, benefits and co-workers have a significant impact on retention in organisations, so organisational retention measures should focus on improving satisfaction regarding these factors.

The readers of the journal would appreciate the work, which highlights the significance of employee psychology and retention for organisational success.

The study is based on primary data and, to the best of the authors’ knowledge, is one of the few studies that take a holistic approach to organisational staff retention in the context of the moderating effect of organisational size. This study contributes to a comprehensive understanding of the phenomenon of employee retention and in contrast to previous research, examines the combined effect of several factors.

Based on empirical data, this study investigates the intention of BA/BSc students in higher education to either pursue their studies or start working.

This paper analyses how students' attitudes towards higher education and studying (quality of undergraduate education and performance in higher education), as well as the intention to meet labour market needs, influence the decision of pursuing studies in a Master's programme.

The main reason why respondents do not intend to pursue their studies is not because they do not want to work. It is primarily the acquisition of knowledge and the motivation to learn that encourages students to stay in higher education. Moreover, individual performance in Bachelor programmes has no influence on the decision made by students to study or work after graduation.

As for the limitations of the study, the authors have to mention that although the survey is based on data from a single country, the similarity of the international and Hungarian previous research results suggests that similar results would have been obtained in an international sample. Furthermore, the impact of the current ongoing epidemic on the further learning of young people in tertiary education at primary level could not be investigated by the authors.

The bivariate logistic regression results show that the correlation between secure job placement in a field of study and the quality of education is not significant. Furthermore, students are primarily motivated by the desire to learn and acquire knowledge. The reasons can therefore be explored based on the analysis of more detailed data, which could be the subject of a subsequent study.

The authors conducted their research in Hungarian higher education at seven universities between 2019 and 2020 to determine the influencing factors of career choice decisions, the degree of students' satisfaction with their selected course, their attitude towards higher education and learning, their job opportunities after graduation and the extent to which their decision is made according to their labour market orientation. Although the study relies on data from a single nation, the similarity between the findings of previous international (Hovdhaugen and Ulriksen, 2021; Sikyr et al., 2019); and Hungarian (Berezvai, 2022; Kiss and Varga, 2022) research suggests that an international sample would have produced similar results.

This paper aims to present a novel lightweight distribution grid operating robot system with focus on lightweight and multi-functionality, aiming for autonomous and live-line maintenance operations.

A ground-up redesign of the dual-arm robotic system with 12-DoF is applied for substantial weight reduction; a dual-mode operating control framework is proposed, with vision-guided autonomous operation embedded with real-time manual teleoperation controlling both manipulators simultaneously; a quick-swap tooling system is developed to conduct multi-functional operation tasks. A prototype robotic system is constructed and validated in a series of operational experiments in an emulated environment both indoors and outdoors.

The overall weight of the system is successfully brought down to under 150 kg, making it suitable for the majority of vehicle-mounted aerial work platforms, and it can be flexibly and quickly deployed in population dense areas with narrow streets. The system equips with two dexterous robotic manipulators and up to six interchangeable tools, and a vision system for AI-based autonomous operations. A quick-change tooling system ensures the robot to change tools on-the-go without human intervention.

The resulting dual-arm robotic live-line operation system robotic system could be compact and lightweight enough to be deployed on a wide range of available aerial working platforms with high mobility and efficiency. The robot could both conduct routine operation tasks fully autonomously without human direct operation and be manually operated when required. The quick-swap tooling system enables lightweight and durable interchangeability of multiple end-effector tools, enabling future expansion of operating capabilities across different tasks and operating scenarios.

Over 2.7 million workers are employed in the UK construction industry and with the fragmented nature of the construction sector; cases of poor mental health of workers are on the increase. This upsurge in the number of workers experiencing poor mental health could directly impact construction safety with significant financial adverse consequences on employers and the UK economy. Studies have identified lapses within the construction sector emphasising the lack of transparency regarding reporting of mental health and well-being of construction workers due to the inadequate engagement from employers and the lack of genuine leadership commitment to tackle mental health.

This study adopted a non-probability purposive sampling strategy, using a self-selected sample. A self-administered questionnaire benchmarked against the mental health core and enhanced standards tools by the “Stevenson/Farmer review of mental health and employers” served as the basis for the methodology. A total of 106 industry managers from highways, construction, maritime, utilities, home building, rail and haulage/fleet were involved in this study.

The findings indicate that the industry is making good strides towards addressing mental health issues; poor mental health have significant financial burdens on businesses and the economy; some contractors have mental health initiatives and programmes in place; there is inconsistency of support available to employees; some contractors now integrate leadership training; the level of engagement vary based on the strategy and action plan adopted by organisations; different mechanisms are adopted for monitoring mental health issues, and there are cross-industry initiatives.

A limitation of this study is the number of participants which is not representative of the entire UK construction workforce. Therefore, the findings from this study as much as it presents some understanding of employee mental health and well-being cannot be overtly generalised across multiple industries, different geographic regions or contexts.

Employers should have a clear representation of the mental health of their employees to help them understand what affects worker’s mental well-being and how they can support them. Disregarding the multifaceted causes of mental ill-health due to the perceived financial implications could be more devastating for the industry.