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The booming of the Internet of things (IoT) and artificial intelligence (AI) techniques contributes to knowledge adoption and management innovation for the healthcare industry. It is of great significance to transport the medical resources to required places in an efficient way. However, it is difficult to exactly discover matched transportation resources and deliver to its destination due to the heterogeneity. This paper studies the medical transportation resource discovery mechanism, leading to efficiency improvement and operational innovation.

To solve the transportation resource semantic discovery problem under the novel cloud environment, the ontology modelling approach is used for both transportation resources and tasks information modes. Besides, medical transportation resource discovery mechanism is proposed, and resource matching rules are designed including three stages: filtering reasoning, QoS-based matching and user preferences-based rank to satisfy personalized demands of users. Furthermore, description logic rules are built to express the developed matching rules.

An organizational transportation case is taken as an example to describe the medical transportation logistics resource semantic discovery process under cloud medical service scenario. Results derived from the proposed semantic discovery mechanism could assist operators to find the most suitable resources.

The case study validates the effectiveness of the developed transportation resource semantic discovery mechanism, contributing to knowledge management innovation for the medical logistics industry.

To improve task-resource matching accuracy under cloud scenario, this study develops a transportation resource semantic discovery procedure from the viewpoint of knowledge management. The novel knowledge management practice contributes to operational management of the cloud medical logistics service by introducing ontology modelling and creative management.

Over the past few years, mathematical and computational models of organizations have attracted a great deal of interest in various fields of scientific research (see Lin & Carley, 1993 for review). The mathematical models have focused on the problem of quantifying the structural (mis)match between organizations and their tasks. The notion of structural congruence has been generalized from the problem of optimizing distributed decision-making in structured decision networks (Pete, Pattipati, Levchuk, & Kleinman, 1998) to the multi-objective optimization problem of designing optimal organizational structures to complete a mission, while minimizing a set of criteria (Levchuk, Pattipati, Curry, & Shakeri, 1996, 1997, 1998). As computational models of decision-making in organizations began to emerge (see Carley & Svoboda, 1996; Carley, 1998; Vincke, 1992), the study of social networks (SSN) continued to focus on examining a network structure and its impact on individual, group, and organizational behavior (Wellman & Berkowitz, 1988). Most models, developed under the SSN, combined formal and informal structures when representing organizations as architectures (e.g., see Levitt et al., 1994; Carley & Svoboda, 1996). In addition, a large number of measures of structure and of the individual positions within the structure have been developed (Roberts, 1979; Scott, 1981; Wasserman & Faust, 1994; Wellman, 1991).

The purpose of this article is to show the importance of pre‐employment screening for hospitals. Pre‐employment screening in the hiring process is a must for hospitals, especially in the health care industry, where financial damages and lawsuits for hospitals recently increased because of negligent hiring. The information in this article is based on books about human resources in the health care industry, journals about medicine and law, and mostly articles from outsourced screening firms that provide service in the health care field. The scope of the article is to show the effectiveness of employee screening for hospitals in order to prevent or minimise lawsuits because of negligent hiring. Based on information about the benefits of employment screening in the health care industry, it is important for hospitals to implement “due diligence” by including screening programmes in their hiring process. The screening process can be done in‐house or be delegated to outside service providers that match the criteria. It is better to outsource these tasks so that hospitals can focus on other human resources tasks such as managing their employees to improve services for their visitors or customers.

The traditional methods for process modeling emphasize the process workflow considerations at the cost of the associated process structure and resource communication. In the real process world, however, all these aspects are integrated and appear simultaneously: the workflows are driven by communication across the structure of resources. The aim of this paper is to explore a new approach based on an innovative, two‐dimensional view of the process world in an enterprise, integrating the workflow, the structure, and the communication from the beginning on.

Contrary to the traditional methods, the workflow diagrams are not directly designed by the process modeler, but rather they are automatically generated from the connectivity of specified resource communication. The modular documentation contains text and graphic information about the entire process world (structure of process resources, structure of process workflows, resource communication and interaction, communication through internal/external interfaces).

A new systematic approach to modular, process‐oriented enterprise description has been developed. Its two‐dimensional model allows an integrated visualization of the entire process world. The resulting process documentation is absolutely consistent and of very high quality. The user‐friendly access to information is made possible by clear interdependencies of process‐defining objects embedded in a relational documentation model. An update of the complete documentation can be performed automatically from the common database. The successful software implementation of the prototype application and its use in small customer projects demonstrate the practical feasibility of the two‐dimensional approach.

The two‐dimensional process modeling (2DPM) is a new systematic approach to modular process‐oriented enterprise description. A software implementation based on the underlying model together with professional programming tools and principles would be necessary to arrive at a marketable product.

In December 1989, Pomona College and Claremont McKenna College (CMC) received a grant from the Knight Foundation to fund increased availability of, access to, and use of electronic databases. This article will describe the role of the Libraries of the Claremont Colleges in carrying out specifications of the grant through implementation of a CD‐ROM local area network with remote access and through preparation and presentation of instructional sessions focusing on use of the available databases. It will also discuss some of the changes that increased use of electronic technologies has brought to the Libraries.

We advance entrepreneurship research by developing a theoretical model of how founding teams form. Our neo-Carnegie model situates nascent founders in particular network-structural milieus, engaging in aspiration-driven search for and evaluation of prospective co-founders. The formation of co-founding ties between nascent founders can be divided into four theoretical steps, which we label activation, evaluation, approach, and reciprocation. Successful founding team formation is a consequence of mutually favorable evaluations by nascent founders in a multi-sided matching process. Nascent founders with higher and less flexible aspirations are more likely to undertake distant search for co-founders by seeking referrals, forming ties with strangers, and forming new ties to social foci where they might meet potential co-founders. Churn in newly formed founding teams emerges as a consequence of shifting dominant coalition dynamics in the founding team caused by organic venture evolution and intentional changes in strategic direction. Our theoretical model provides new insights on the formation pathways of founding teams, their initial task and relational resource endowments, and initial team dynamics.

The consulting team intervenes in the integrated construction consulting (ICC) network structure centered on “client-contractor-consultant.” Team boundary-spanning behavior (TBB) driven by the network structure is crucial to project performance. This article investigated how to stimulate the consulting project performance (CPP) improvement by considering the interactive effect of network structure and TBB. To be specific, this paper explored the configuration between structural characteristics of project networks, the dimension of TBB, and project performance in ICC projects.

Network density and centrality were used to reflect network structure. This study collected 216 valid responses from construction professionals (including project managers, department managers, and project engineers) via a questionnaire survey and analyzed the data using fsQCA.

Combining with the corresponding typical project case and analysis, the results concluded four types of configurations for achieving high performance in the ICC projects. Meanwhile, network centrality, density, ambassadorial behavior, coordination behavior, and detection behavior significantly impact high consulting project performance. Matching ICC network characteristics with the TBB is important. There are also three low performance configurations for the ICC projects. Low performance state also occurs when network centrality or density and coordination behavior is simultaneously low. Only the right match between the network characteristics and TBB can produce high consulting project performance.

The network centrality and density, the implementation of TBB vary, and the paths to achieve high consulting project performance are different. Clients, ICC projects, and consulting teams should choose the appropriate development paths according to the actual situation. (1) Clients should commit to applying the ICC project model with high network centrality, density, and coordination behavior of ICC enterprises to promote project performance. (2) Consulting enterprises should carry out ICC business based on detecting behavior and coordinating behavior. (3) The market should cultivate head consulting enterprises with independence and integration, and bring into play the effectiveness of consulting team ambassadorial behavior.

Comparing the results of the four high CPP configurations, the network structure characteristics are essential, which means that in the Chinese consulting practice between the owner and the consulting firm pay attention to the use of appropriate ICC organizational structure model and arrange the degree of centralization of authorized responsibilities. Coordination behavior is necessary to achieve high CPP. Therefore, Chinese consulting firms should pay attention to effective communication and exchange with project contractors in order to get high CPP in conducting business; meanwhile, enabling behavior can achieve high CPP both in the presence and absence of configuration H1 and H4, which indicates that enabling behavior has substitution effect. Comparing the three low CPP configurations also contrarily confirms the indispensability of coordinating behavior. Comparing the results of high and low CPP configurations, the TBB is seriously missing and not properly applied in CPP enhancement. In detail, Chinese consulting firms have been regarded as independent third parties providing services, and less attention has been paid to the TBB of Chinese consulting firms in past practice, thus leading to the dilemma of inadequate empowerment of consulting firms due to their unclear status. To solve this dilemma, the findings of this paper offer a solution at the micro level to change the previous perception of consulting and demonstrate that Chinese consulting practice needs to pay attention to TBB with owners and contractors, and apply it well to enhance the reputation, management consulting level and capability, and experience and expertise of consulting firms to achieve high CPP.

The research results changed from the previous bilateral project governance to a new perspective of network embedding. It provided a theoretical basis for the improvement path of high consulting project performance, as well as providing ideas for clients on the organizational design of ICC projects. On the other hand, it provided a practical reference for TBB positioning of ICC enterprises for transformation and upgrading development.

A service production system has a structure composed of task execution, agents performing tasks and a resulting service output. The purpose of this paper is to understand how such a service production system changes as a consequence of offshoring.

Drawing on practice theory, the paper investigates how offshoring leads to reconfiguration of the service production system. Through a multiple case methodology, the authors demonstrate how agents and structures interact during reconfiguration.

The paper analyses the reconfiguration of components of a service production system in response to change ignited by offshoring. The authors find recurring effects between structures that enable and constrain agents and agents who shape the structure of the production system.

The paper offers a novel contribution to the service operations management literature by applying practice theory. Moreover, the authors propose a detailed, activity-driven view of service production systems and service offshoring. The authors contribute to practice theory by extending its domain to operations management.

Service production systems have the ability to self-correct any changes inflicted through offshoring of the systems, which helps firms that offshore.

The paper is aimed at service professionals and offshoring managers and proposes a novel presentation of the service production system with a description of how it responds to offshoring. The authors contribute to theory by applying practice theory to the fields of service operations management and offshoring.

In order to understand the driving forces behind intensified job demands (IJDs), the purpose of this paper is to examine demographic factors, structural work-related factors, personal and job resources as antecedents of IJDs.

The study is based on cross-sectional (n=4,963) and longitudinal (n=2,055) quantitative data sets of Austrian employees. Data sets were analyzed via regression analyses.

The results showed that IJDs, as assessed through five sub-dimensions: work intensification, intensified job-related, career-related planning and decision-making demands, intensified demands for skills and for knowledge-related learning, remained fairly stable overtime. The most consistent antecedents of IJDs were personal initiative and ICT use at work. Job resources, e.g. variety of tasks and lacking support from supervisor, related to four sub-dimensions of IJDs.

The findings suggest that personal (being initiative) and job resources (task variety) may have negative effects as they associated with IJDs. Moreover, supervisors’ support is crucial to counteract IJDs.

Employers should recognize that certain personal (e.g. personal initiative) and job-related resources (e.g. lacking supervisory support) might implicate higher IJDs, which, in turn, may cause more job strain as IJDs can be conceived as job stressors.

IJDs have received very little research attention because they are new job demands, which however, can be expected to increase in future due to faster technological acceleration in working life. The study has methodological value as longitudinal design was applied.

Many organizations are seeking unicorn data scientists, that rarest of breeds that can do it all. They are said to be experts in many traditionally distinct disciplines, including mathematics, statistics, computer science, artificial intelligence, and more. The purpose of this paper is to describe authors’ pursuit of these elusive mythical creatures.

Qualitative data were collected through semi-structured interviews with managers/directors from nine Australian state and federal government agencies with relatively mature data science functions.

Although the authors failed to find evidence of unicorn data scientists, they are pleased to report on six key roles that are considered to be required for an effective data science team. Primary and secondary skills for each of the roles are identified and the resulting framework is then used to illustratively evaluate three data science Master-level degrees offered by Australian universities.

Given that the findings presented in this paper have been based on a study with large government agencies with relatively mature data science functions, they may not be directly transferable to less mature, smaller, and less well-resourced agencies and firms.

The skills framework provides a theoretical contribution that may be applied in practice to evaluate and improve the composition of data science teams and related training programs.