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This study seeks to examine the mediating role of mental health issues in the workplace (MHIW) in explaining the complex relationship between person-organization-fit (P.O-fit) dimensions and workers' productivity (WP) variance during COVID-19 in the Egyptian soap and detergents industry.

Using a cross-sectional survey, the authors collected data from 373 frontline workers and supervisors working at ARMA soap and detergents (ASD) factories. In-depth interviews were conducted with 14 production-lines and quality-control supervisors. The hypothesized model was analyzed using the partial least square structural equation modeling technique.

The authors found a significant, high P.O-fit level among ASD workers. The need-supplies-fit and supplementary-fit controlled MHIW. The need-supplies-fit and supplementary-fit alongside MHIW explained the growth in WP during COVID-19. The MHIW mediated the relationship between P.O-fit dimensions and WP during the pandemic.

Limited attention was paid to investigating how the P.O-fit dimensions enable frontline workers to remain productive despite the MHIW associated with COVID-19. This study bridges the aforementioned research gap by elucidating how the supplementary-fit, demand-abilities-fit and need-supplies-fit manipulate MHIW and maintain WP growth during the pandemic.

The findings provide clear guidelines for the first-line supervisors to foster the P.O-fit dimensions, control MHIW and sustain WP growth during COVID-19.

This study is among the first to add significant information on how MHIW (as mediator) explains the relationship between P.O-fit and WP growth during the pandemic.

Transformational leadership (TFL) has been identified by a number of studies as a positive force for business success. However, few studies have explicitly examined its influence on the cooperative employment relationship, such as frontline employees' voice in the workplace. Thus, this study conducts an empirical analysis of dual-level (i.e. group-focused and individual-focused) TFL and its effect on frontline employees' cooperative voice.

This empirical study is based on data from a survey of 468 full-time frontline workers from 38 hotels in China.

The empirical results revealed that both individual-level and group-level TFL are significantly associated with frontline employees' cooperative voice. Person–Organization value congruence and Person–Supervisor value congruence both act as mediators in the linkage between group-level TFL and employees' cooperative voice behaviors. The partial mediating role of Demand–Ability congruence on the relationship between individual-level TFL and cooperative voice is also established.

First, this study investigates the dual-level effects of TFL on the cooperative voice behavior of frontline employees. Second, this study explores whether three dimensions of value congruence mediate the influence of TFL on the voice behaviors of employees.

This paper aims to explore why some Chinese subordinates will engage in building guanxi with their supervisor while others will not. The authors conceptualize subordinates’ initiative behaviors which aim at building up or improving guanxi with their supervisors through social interactions as supervisor–subordinate guanxi (SSG)-building behaviors. Guided by the theory of planned behavior (TPB), this study examines how three psychological antecedents (guanxi orientation as attitude, individual perception of group-level guanxi practice as subjective norm and person–supervisor [P-S] fit perception as perceived control) independently and interactively predict subordinates’ SSG-building behaviors.

The authors used a sample of 162 supervisor–subordinate dyads from four enterprises located in Southwest China.

Results indicated that P-S fit perception is most strongly related to subordinates’ SSG-building behaviors, followed by guanxi orientation and individual perception of group-level guanxi practice perception. Guanxi orientation is also found to strengthen the positive effect of P-S fit perception on subordinates’ SSG-building behaviors.

The authors’ findings shed light on the psychological mechanisms of Chinese subordinates’ behaviors to build up or improve guanxi with their supervisors, and advance the current understanding of SSG development from a planned behavioral perspective.

This paper aims to investigate the effect of business incubation metrics based on an adaptation of the lean start-up (LS) framework on start-up survival after incubation. This study also analyzes the obstacles in implementing the LS framework as incubation metrics.

This study uses mixed methods. Quantitative research using multiple linear regression was applied to the data of 30 start-ups incubated at Bandung Techno Park for the 2014–2017 period and survival tracking data after the incubation. A qualitative approach to complete the explanatory work was conducted through in-depth interviews with 12 respondents, including start-up graduates from the incubation program, program managers and mentors.

This study confirms that several LS incubation metrics significantly affect start-up sustainability after incubation. In addition, this study also explains several problems in applying the LS discipline that needs attention to increase incubation success.

Research was conducted only at one technology business incubator (TBI) model that focuses on digital start-ups in the emerging ecosystem. Research results can be biased in different situations and ecosystems.

The explanation of the relationship of LS-based incubation metrics to the survival of start-ups, as well as the challenges of their implementation, can be a reference for TBI management to consider and prioritize intervention strategies, thereby improving TBI’s business processes and increasing the success rate of incubated start-ups.

The creation of university start-ups and spin-offs has become a key performance indicator mandatory for technology universities in Indonesia. The existence of TBI institutions in universities as channels of technology commercialization is essential. The incubator’s success in creating a new technology-based company will have a significant social impact on the surrounding environment.

Although the LS method is popular in start-up communities and among practitioners, it is rarely used in the incubation process at universities. These results can be considered for university TBIs to explore LS as an incubation management tool to increase the success rate of incubated start-ups.

This paper introduces a method by which researchers can assess the strength of their status manipulations in experimental research by comparing them against Monte Carlo simulated distributions that use aggregate Status Characteristics Theory (SCT) data.

This paper uses Monte Carlo methods to simulate the m and q parameter distributions and the proportion of stay (P(s)) score distributions for four commonly used status situations. It also presents findings from an experiment that highlight the processes by which researchers can utilize these simulated distributions in their assessment of novel status manipulations.

Findings indicate that implicitly relevant status manipulations have considerably more overlapping P(s) scores in the simulated distributions of high and low states of a status characteristic than explicitly relevant status manipulations. Findings also show that a novel status manipulation, the handedness manipulation, sufficiently creates high- and low-status differences in P(s) scores.

Future researchers can use these simulated distributions to plot the mean P(s) scores of each of their experimental conditions on the overlapping distribution for the corresponding status manipulation. Manipulations that produce scores that fall outside of the range of overlapping values are also likely to create status differences between conditions in other settings or populations.

Although the Net Promoter Score (NPS) index is simple, NPS has weaknesses that make NPS's interpretation misleading. The main criticism is that identical index values can correspond to different levels of customer loyalty. This makes difficult to determine whether the company is improving/deteriorating in two different years. The authors describe the application of statistical tools to establish whether identical values may/may not be considered similar under statistical hypotheses.

Equal NPSs with a “similar” component composition should have a two-way table satisfying marginal homogeneity hypothesis. The authors compare the marginals using a cumulative marginal logit model that assumes a proportional odds structure: the model has the same effect for each logit. Marginal homogeneity corresponds to null effect. If the marginal homogeneity hypothesis is rejected, the cumulative odds ratio becomes a tool for measuring the proportionality between the odds.

The authors propose an algorithm that helps managers in their decision-making process. The authors' methodology provides a statistical tool to recognize customer base compositions. The authors suggest a statistical test of the marginal distribution homogeneity of the table representing the index compositions at two times. Through the calculation of cumulative odds ratios, the authors discriminate against the hypothesis of equality of the NPS.

The authors' contribution provides a statistical alternative that can be easily implemented by business operators to fill the known shortcomings of the index in the customer satisfaction's context. This paper confirms that although a single number summarizes and communicates a complex situation very quickly, the number is ambiguous and unreliable if not accompanied by other tools.

In this chapter, I detail a procedure for incorporating status characteristics with more than two ordered states, or graded status characteristics, into status characteristics theory. I revise theoretical definitions and assumptions accordingly. The new procedure adds a weighting function to the existing mathematical structure of the theory. I show that estimates using the new procedure are consistent with findings drawn from four experiments that were run in the standard setting for status characteristics theory. I also show that the procedure explains more variation and improves global model fit when predicting expectations using newly collected vignette data. I conclude with a general discussion of the procedures and implications for other expectation states theories and for research conducted outside the laboratory.

To describe water absorption by the rice grains over time, diffusion and empirical models were used. Also, an optimization software was developed in this study to determine parameters and their uncertainties for the diffusion models (LS Optimizer, for partial differential equations). Parameters (and their uncertainties) for empirical models were determined by LAB Fit Curve Fitting Software.

Heat and mass diffusion phenomena are found in various processes of technological interest, including pasteurization, drying and water immersion of agricultural products, among others. The objective of this work was to study the process of water absorption by rice grains with and without husk, using diffusion and empirical models to describe the absorption kinetics. Rice grains were immersed (approximately 10 g for each experiment) in drinking water maintained at constant temperatures of 28, 40 and 50 C. In the experiments, the water contents absorbed by rice grains over time were obtained by the gravimetric method.

Among empirical models, Peleg was the most satisfactory to describe the kinetics of water absorption by rice without husk, while the Silva et alii model had the best statistical indicators for rice with husk. It was also verified that a diffusion model with boundary condition of the first kind showed the best (or equivalent) results in the description of all processes of kinetics of water absorption by rice grains, with and without husk. For grains without husk, the effective mass diffusivities were (1.186 ± 0.045) × 10⁻⁹, (1.312 ± 0.024) × 10⁻⁹ and (2.133 ± 0.028) × 10⁻⁹ m² min⁻¹, for the immersion temperatures of 28, 40 and 50C, respectively. For grains with husk, diffusivities were (0.675 ± 0.011) × 10⁻⁹ and (1.269 ± 0.017) × 10⁻⁹ m² min⁻¹, for temperatures of 28 and 50 C, respectively.

This work developed a solver for the diffusion equation in cylindrical geometry and presented the LS Optimizer software developed to determine differential equation parameters through experimental data sets.

The aim of this conceptual paper is to explore Mentor-protégé fit as important to the selection and development of successful doctoral student–faculty mentoring relationships. We suggest that the student–faculty relationship in doctoral education is an additional and previously untested type of Mentor-protégé fit.

Generated from an existing framework of identity in the academy, we explore how three types of identity (professional, relational, personal) may influence students’ fit assessments as they seek to initiate and develop relationships.

We offer propositions for research to further explore the potential application of the proposed framework to knowledge generation about the doctoral student experience.

While the research about doctoral education has considered all three aspects of students’ identities individually, it has not explicated the ways in which these intersecting identities relate to students’ needs and expectations related to mentoring, their choices related to mentor selection, or the effectiveness and outcomes of mentoring relationships in fostering success and satisfaction.

Police officer perceptions of their own legitimacy can be important in shaping aspects of their performance and other organizational outcomes. The current study uses person-environment fit theory to assess the effects of value congruence with top managers, immediate supervisors and coworkers on officers' perceptions of self-legitimacy.

The study used a cross-sectional survey of nearly 250 front-line police officers from seven municipal police departments in Michigan, Indiana and Kentucky to examine the effects of perceived value congruence on officers’ self-legitimacy. A hierarchical model of fit is assessed using structural equation modeling.

Findings demonstrate that value congruence positively relates to officers’ reported self-legitimacy, suggesting that officers who perceive greater similarity in values with others in the organization will express more confidence in their authority.

Our findings add to research on police officers’ self-legitimacy, and the use of a hierarchical model of person-environment fit might offer implications for future research on police culture.