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In difficult geographical zones (mountain, intra-cities areas, etc.), many shippers, from small and medium enterprises to individuals, may demand delivery of different food products (fresh, refrigerated, frozen, etc.) in small quantities. On the other side, carrier companies wish to use their vehicles optimally. Taking into account the perishability constraints (short-shelflife, temperature limits, etc.) of the transported food products and environmental constraints (pollution, carbon impact) while consolidating multiple kinds of food products to use vehicles optimally is not achieved by current transportation planning solutions. The purpose of this paper is to present an interoperable solution of a marketplace, formed by shippers and carriers, dedicated to the schedule of food transport orders.

This transportation planning system named Interoperable-Pathfinder, Order, Vehicle, Environment and Supervisor (I-POVES) is an interoperable multi-agent system, based on the SCEP (supervisor, customer, environment and producer) model (Archimede and Coudert, 2001). Ontologies are developed to create the planning marketplace comprising demands and offers from different sources (multiple shippers and carriers).

A hierarchy ontology for food products. A transporter system ontology. A global ontology that contains all shared concepts used by local ontologies of both shippers and carriers. I-POVES an interoperable model, which facilitates collaboration between carriers and their shippers through its active agents.

I-POVES is tested on a case study from the TECCAS Poctefa project, comprising transport and food companies from both sides of the Pyrenees (France and Spain).

There has been much work in the literature on the delivery of products, but very few on the delivery of food products. Work related to delivery of food products focuses mostly on timely delivery for avoiding its wastage. In this paper, constraints related to food products and to environment (pollution and carbon impact) of transport resources are taken into account while planning the delivery.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Making business processes more environmentally-friendly can help companies better manage financial performance risks. Through green process innovation, costs can be reduced and the firm can differentiate itself by introducing innovative green products. These and other positive outcomes can be magnified in a highly competitive work environment. However, increased financial risks are possible unless a prudent approach is adopted to the utilization of slack resources.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job burnout on employee happiness and job stress, respectively. Secondly, it examines the mediating role of employee engagement between job variety and employee happiness, as well as the mediating role of job burnout between job variety and job stress.

Data were collected from front-line nurses working in the health sector in Pakistan's major cities. A total of 169 samples were collected using online and face-to-face data collection approaches. The theoretical model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0.

The findings of this study highlight that job variety has a positive impact on employee engagement, which in turn leads to employee happiness among professional frontline nurses. Additionally, job variety as a demand increases employee burnout, which subsequently increases frontline nurses' job stress. The results also indicate that employee engagement mediates the relationship between job variety and employee happiness, while burnout mediates the relationship between job variety and job stress.

To date, there has been little research investigating the dual impact of job variety, leaving a significant gap in the existing literature. This study aims to address this gap and provide implications for both academics and HR managers by challenging the misconception that job variety is always a positive job resource.

Drawing on the leader–member exchange (LMX) theory, we examine the role of empowering leadership in employee organizational commitment and the organizational citizenship behavior. Furthermore, we examine if these relationships are explained by factors such as follower trust in the leader and leader authenticity.

We draw on survey data from 153 individuals serving the hospitality industry sector. The data are analyzed using structural equation modeling.

Results show that trust in a leader positively mediates the relationship between empowering leadership and organizational citizenship behavior as well as organizational commitment. We also find a direct association between empowering leadership and the two organizational outcomes. However, we do not find evidence of the moderating role of leader authenticity in empowering leadership and trust in leader–leader relationship.

This paper brings to light the significance of empowering leadership, especially for hospitality workers who often operate in stressful and deeply hierarchical organizational environments. Our study findings provide a pathway for how supervisors should follow an empowering form of leadership annculcate trust in employees for better organizational outcomes. The findings indicate significant theoretical and practical implications and offer recommendations for future research.

This paper aims to investigate the tacit knowledge-sharing framework among Pakistani academicians. The objective is to study trust and social networks as antecedents to foster tacit knowledge sharing with the mediating role of commitment. Furthermore, the moderating role of organizational knowledge-sharing culture is also examined.

The study applied a survey-based quantitative research design to test the proposed model. The nature of data are cross-sectional and collected with stratified random sampling among public sector higher education professionals of Pakistan. The total sample size for the present research is 247 respondents. The variance-based structural equation modeling technique by using Smart_PLS software is used for analysis.

Data analysis and results reveal that trust and social networks are significant predictors of tacit knowledge sharing among Pakistani academicians while commitment positively mediated the relationships. While the moderating role of organizational knowledge-sharing culture is also established.

The current research explains tacit knowledge sharing among academics with fewer antecedents i.e. social network and trust with limited sample size and specific population. There is still a great deal of work to be done in this area. Hence, the study provides direction for including knowledge-oriented leadership and knowledge governance in the current framework. Moreover, the framework can be tested in different work settings for better generalization.

The study gives an important lead to practitioners for enhancing tacit knowledge sharing at the workplace through a robust social network of employees, building trust and boosting employees’ commitment, as well as through supportive organizational knowledge sharing culture.

The research comprehends the tacit knowledge sharing framework with theoretical arrangements of trust, social networks, commitment and culture in higher education workplace settings under the umbrella of social capital theory.

Offshore industries encounter severe production downtime due to high liquid carryovers in the T-junction. The diameter ratio and flow regime can significantly affect the excess liquid carryovers. Unfortunately, regular and reduce T-junctions have low separation efficiencies. Ansys as a commercial computational fluid dynamics (CFD) software was used to model and numerically inspect a novel diverging T-junction design. The purpose of diverging T-junction is to merge the specific characteristics of regular and reduced T-junctions, ultimately increasing separation efficiency. The purpose of this study is to numerically compute the separation efficiency for five distinct diverging T-junctions for eight different velocity ratios. The results were compared to regular and converging T-junctions.

Air-water slug flow was simulated with the help of the volume of the fluid model, coupled with the K-epsilon turbulence model to track liquid-gas interfaces.

The results of this study indicated that T-junctions with upstream and downstream diameter ratio combinations of 0.8–1 and 0.5–1 achieved separation efficiency of 96% and 94.5%, respectively. These two diverging T-junctions had significantly higher separation efficiencies when compared to regular and converging T-junctions. Results also revealed that over-reduction of upstream and downstream diameter ratios below 0.5 and 1, respectively, lead to declination in separation efficiency.

The present study is constrained for air and water as working fluids. Nevertheless, the results apply to other applications as well.

The proposed T-junction is intended to reduce excessive liquid carryovers and frequent plant shutdowns. Thus, lowering operational costs and enhancing separation efficiency.

Higher separation efficiency achieved by using diverging T-junction enabled reduced production downtimes and resulted in lower maintenance costs.

A novel T-junction design was proposed in this study with a separation efficiency of higher than 90%. High separation efficiency eliminates loss of time during shutdowns and lowers maintenance costs. Furthermore, limitations of this study were also addressed as the lower upstream and downstream diameter ratio does not always enhance separation efficiency.

The purpose of this paper is to investigate the influence of cash flow volatility on firm’s leverage levels. It also analyzes how cash flow volatility influences the debt maturity structure for the Chinese listed firms.

The authors construct the measure for cash flow variability as five-year rolling standard deviation of the cash flow from operations. The authors use generalized linear model approach to determine the effect of volatility on leverage. In addition, the authors design a categorical debt maturity variable and assign categories depending upon firm’s usage of debt at various maturity levels. The authors apply Ordered Probit regression to analyze how volatility affects firm’s debt maturity structure. The authors lag volatility and other independent variables in the estimation models so as to eliminate any possible endogeneity problems. Finally, the authors execute various techniques for verifying the robustness of the main findings.

The authors provide evidence that higher volatility of cash flows results in lower leverage levels, while the sub-sampling analysis reveals that there is no such inverse association in the case of Chinese state-owned enterprises. The authors also provide novel findings that irrespective of the ownership structure, firms facing high volatility choose debt of relatively shorter maturities and vice versa. Overall, a rise of one standard deviation in volatility causes 8.89 percent reduction in long-term market leverage ratio and 26.62 percent reduction in the likelihood of issuing debentures or long-term notes.

This study advocates that cash flow volatility is an essential factor for determining both the debt levels and firm’s term-to-maturity structure. The findings of this study can be helpful for the financial managers in maintaining optimal leverage and debt maturity structure, for lenders in reducing their risk of non-performing loans and for investors in their decision-making process.

Existing empirical literature regarding the influence of variability of cash flows on leverage and debt maturity structure is inconclusive. Moreover, prior research studies mainly focus only on the developed countries. No previous comprehensive study exists so far for Chinese firms in this regard. This paper endeavors to fulfill this research gap by furnishing novel findings in the context of atypical and distinctive institutional setup of Chinese firms.

International students are considered as a huge and potentially lucrative segment for various products of the tourism industry in Malaysia. One of the tourism products is the local food they consume. The purpose of this paper is to investigate key factors that contribute to international students’ intention to consume Malay food. Drawing on the theory of planned behavior (TPB), the present study examines the impact of attitude, subject norm and perceived behavioral control (PBC) on international students’ intention to consume Malay food.

A quantitative approach using self-administered questionnaire was adopted. A total of 163 samples were collected from international students studying in five different Malaysian higher education institutions. A partial least squares structural equation modeling technique was used to test the hypothesized model.

The findings highlight that attitude, subject norms and PBC significantly motivate international students to consume local food. The subject norm toward consuming local food was revealed as the strongest predictor of international students’ intention to consume Malay food.

Although this is one of the early studies that uses the TPB in assessing the factors that influence international students’ intention to consume local food, this paper is driven by and aimed for practical consideration and thus making a significant contribution to practice. Specifically, the findings of the present study provide important implications for tourism industry practitioners to plan and implement initiatives that may promote local food among international students studying in Malaysian institutions.

The purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention.

The sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses.

The results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions.

The findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders.

To date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.