Search results

A major factor to the success of flexible manufacturing systems (FMSs) is their ability to transport work pieces between different workstations. FMS have now become more advanced and material‐handling systems have become progressively more sophisticated, it is not exceptional to have automated steering of tools to workstations as well. Such system design will improve the tool‐handling capability and the system productivity while holding tool cost to a minimum. Tool cost could represent as much as 25 percent of the operating cost. The purpose of this paper is to propose a new colored Petri net (CPN)‐based approach to the design and development of a tool sharing control system that is intended to help use of the proper and minimal number of tools for a manufacturing system.

A new black token timed PN model is first developed, to reduce the complexity of the graphical representation a new CPN model is developed. The new CPN model also allows to find the optimal sequence. The optimal sequence has no effect on the work in process (WIP) but it influences the number of tools used in the system. The main input to the PN model for a manufacturing system is the process plan. Next, all the invariants and total number of possible elementary circuits are determined using the Integrated Net Analyzer (INA) software. Output from the INA software is exported to the Excel spreadsheet. The Excel spreadsheet can be designed to calculate the total number of tokens, processing time, cycle time, etc. of each elementary circuit. Subsequently, the constraints used in Lingo will be created according to critical circuit rules. Finally, linear programming (LP) technique is used to optimize the WIP and tool inventory. Lingo software is used for the LP, the constraints from the Excel sheet will be the input data to the Lingo program, and based on those constraints the Lingo will provide the optimal values for the desired parameters. The output from Lingo will be used to recalculate the cycle time of each elementary circuit in the Excel sheet. The system is then analyzed before and after the implementation of the CPN model.

A new CPN model based on tool‐sharing philosophy for an FMS with N part types and M stations is proposed.

The paper presents a new CPN‐based approach to the design and development of a tool sharing control system, that is, intended to help use of the proper and minimal number of tools for a manufacturing system. The new CPN model also allows to find the optimal sequence. The idea is new and pure and has not been presented before using the methodology adopted in this paper.

The primary objectives of this paper are to examine the mediating effect of team learning (TL) in the relationship between shared leadership (SL) and team performance (TP), to investigate the important contingencies-moderating role of workplace bullying in the relationship between SL and TL and to investigate the moderating role of job insecurity in the relationship between TL and TP in health-care organizations.

Based on the social learning theory, this study used the aggregation approach to collect data, by using a structured questionnaire and the purposive sampling technique, from 223 respondents (60 leaders and 174 team members) of 60 sales teams from the top 10 pharmaceutical companies. A structural equation modeling on SmartPLS 3.2.9. was then used for analyzing the data collected.

The results indicate that SL significantly affects TP and that TL partially mediates this relationship. Workplace bullying has a significant impact as it reduces the effect of SL on TL and has a significant impact on TL. On the other hand, job insecurity has positively influenced TL and TP.

One of the first studies in the Pakistan health-care producer context used social learning theory to develop a contingency model based on important contingencies (workplace bullying and job insecurity). The study contributes to the existing literature on team leadership, highlighting how leadership can be translated into team performance.

Consumers and businesses are becoming increasingly conscious of sustainable business practices and are often willing to pay a premium for responsibly sourced and manufactured products. Many countries and organizations have implemented regulations and standards for sustainability and companies face penalties or are barred from exporting for not meeting the requirements. Rooted in the resource-based view theory, this study aims to test a moderated mediation model to improve the sustainability performance of exporting firms.

Textile firms generating more than 25% of export revenues were targeted for this research. The data collected from 245 middle management-level employees were tested for reliability and validity. The structural equation modelling in AMOS 26 was used to test hypotheses.

Organizational readiness for green innovation (ORGI) has a direct positive effect on sustainability performance. The mediation analysis implies that ORGI translates into sustainability performance through improvement in green innovation performance. The moderating effect of knowledge integration highlights the importance of being prepared internally and actively seeking and incorporating external knowledge to improve green innovation performance.

The findings offer a solid foundation for informed decision-making, policy development and strategies to improve sustainability performance while aligning with the global nature of the textile industry and its inherent challenges. The proposed model and practical implications guide policymakers and managers of exporting firms to foster a culture of green innovation to leverage the effect of their readiness for green innovation on sustainability performance.

This study aims to examine the role of shared leadership (SL) practices in improving team performance (TP) in health-care producer organizations by mediating the roles of intellectual capital (IC) and team learning (TL).

Conceptual model was proposed using social learning theory and resource-based view theory. The structured questionnaire was administered to respondents of Pakistani health-care producer organizations using a cross-sectional approach. Data was collected from 23 team leaders and 203 team members from 23 different teams. PLS-structural equation modeling was applied to SmartPLS 3.2.9.

The findings revealed that SL and IC are positively associated with TP, while TL has no association with TP. Further, SL is positively associated with IC and TL. This study also found that IC significantly mediates between SL and TP. Still, no mediating role of TL between SL and TP was found.

The findings suggest health-care producer organizations adopt shared leader practices where team members are given a say in decision-making to boost their morale, leading to effective TP.

The conceptual model was created using social learning and resource-based view theories. This is an early attempt to examine the role of SL in health-care producer organizations.

The purpose of this study is to test Islamic religiosity scale’s reliability and validity and to evaluate the impact of Islamic religiosity on materialism in Turkey.

Using a quantitative research method, a self-administered survey was distributed to the students of two faculties – Faculty of Theology and Faculty of Business – of the same university in Izmir, Turkey. In total, 400 questionnaires for each faculty were distributed and a total of 529 completed questionnaires – 326 from the Faculty of Theology and 203 from the Faculty of Business – were returned. Exploratory and confirmatory factor analyses were conducted via SPSS and AMOS.

Islamic religiosity and materialism have been found to be negatively correlated, supporting the existing literature. However, not all the dimensions of Islamic religiosity (behavioral religiosity, spiritual religiosity and necessity of religion) had this negative effect on materialism (possession-defined success, acquisition centrality and acquisition as the pursuit of happiness). Negative influence of “behavioral religiosity” on all three dimensions of materialism was observed. However, the “spirituality” dimension of religiosity was found to have a positive impact, while the “necessity of religion” had no significant impact on the dimensions of materialism.

A sample consisting of undergraduate students might limit the generalizability of the findings to Turkish Islamic population in general. This study is one of the first attempts to test the Islamic religiosity scale which needs to be further analyzed and developed.

The present study will contribute to the literature by testing an Islamic religiosity scale developed by a Turkish researcher. Besides, this is the only study undertaken on the impact of Islamic religiosity on materialism using an Islamic religiosity scale.

The purpose of this paper is to present a concise overview of available research work on Islamic principles related to human resource management (HRM).

With the purpose in view, an effort was made to collect books, journal articles and research papers. The selected works cover the period from 2003 to 2014. The reason behind selection of this period is the fact that during this time, an increased emphasis on religion, particularly Islam, has been felt the world over. The ideas and inferences out of those works have been compiled in a concise and ordered form. Compilation of ideas has been thematically arranged on the basis of different areas of HRM which led to the findings of the study.

Business organizations in Islamic countries or those being managed by the Muslims generally claim to follow Islamic management principles. However, practical adherence to these principles varies in various shades depending on national and organizational culture. The reviewed literature covers the theory of HRM and identifies the Islamic principles related to it. Mostly, the researchers have elaborated the Islamic guidelines related to HRM; however, a few have also ventured to find out practical application of Islamic principles and their efficacy.

Books and articles included in this review do not present wholesome picture. Although random selection from various authors and journals neutralizes the limitation to some extent, a more comprehensive review may improve the findings.

Religion has proven to be a driving force in the display of human commitment and devotion in various forms of competitions including war. Identification of the role of religion in business can open new vistas in HRM. The glimpses of the role of Islam in business, especially HRM, included in this review can have far reaching impact.

This study aims to present a unique hybrid metaheuristic approach to solving the nonlinear analysis of hall currents and electric double layer (EDL) effects in multiphase wavy flow by merging the firefly algorithm (FA) and the water cycle algorithm (WCA).

Nonlinear Hall currents and EDL effects in multiphase wavy flow are originally described by partial differential equations, which are then translated into an ordinary differential equation model. The hybrid FA-WCA technique is used to take on the optimization challenge and find the best possible design weights for artificial neural networks. The fitness function is efficiently optimized by this hybrid approach, allowing the optimal design weights to be determined.

The proposed strategy is shown to be effective by taking into account multiple variables to arrive at a single answer. The numerical results obtained from the proposed method exhibit good agreement with the reference solution within finite intervals, showcasing the accuracy of the approach used in this study. Furthermore, a comparison is made between the presented results and the reference numerical solutions of the Hall Currents and electroosmotic effects in multiphase wavy flow problem.

This comparative analysis includes various performance indices, providing a statistical assessment of the precision, efficiency and reliability of the proposed approach. Moreover, to the best of the authors’ knowledge, this is a new work which has not been explored in existing literature and will add new directions to the field of fluid flows to predict most accurate results.

The purpose of this study is to examine the level of Shariah governance disclosure among Islamic banks in Malaysia and the Gulf Cooperation Council (GCC) countries (i.e. Kuwait, Bahrain, United Arab Emirates, Qatar, Oman and Saudi Arabia). On top of that, the effect of Shariah governance disclosure on Islamic banks financial performance is investigated.

Data underwent quantitative content analysis and a mean comparison of the Shariah governance disclosure mechanisms as well as multiple regression analysis. Shariah governance information is obtained from the Islamic banks' official websites and the Bursa Malaysia Exchange.

The results of the content analysis revealed that the level of Shariah governance disclosure among Malaysian Islamic banks has been more pronounced than in the GCC countries. Additionally, the multiple regression analysis results specified that of the five Shariah governance disclosure mechanisms, the Shariah committee emerged as the strongest determinant in the financial performance of the Islamic banks, followed by transparency and disclosure.

Islamic banks should emphasise publishing Shariah governance information in annual reports to reflect superior accounting practices as assessed by certified Shariah auditors with an effective monitoring system.

The empirical findings are vital for serving as a guideline for Islamic banks in Malaysia and the GCC countries to disclose their practice of Shariah governance and gain empirical insights into its effect on firms’ financial performance. Following that, Islamic banks would improve their accounting practices while adhering to Shariah principles, strengthen internal controls and boost their brand reputation.

The purpose of this paper is to establish the impact of human resource (HR) practices on organizational performance and moderating effect of Islamic principles on the impact in Pakistani business organizations. It aims at finding efficacy of HR practices as well as the role of Islamic teachings in business.

Five broad categories of HR practices: selection, training, compensation, performance appraisal and employee participation, have been taken as independent variables and their impact has been assessed on organizational performance: dependent variable, keeping the application of the Islamic principles as moderating variable. Data were collected from employees of mobile telecommunication service providers operating in Pakistan through a questionnaire based on a 5-point Likert scale and then analyzed in SPSS.

HR practices, including selection, training, compensation, performance appraisal and employee participation, have been found to be significantly and positively related to organizational performance. Moderation by the application of Islamic principles was observed to be positive. Its magnitude generally displayed decreasing trend with an increase in level of application.

Measurement of Islamic work ethics and organizational performance has been unidirectional, gauged only on the basis of employees’ judgment. Inclusion of organizational and market data in future studies will add to the value of the outcome. Understudy business organizations grudgingly provided required information, in spite of personal connections and liaison, because of their organizational policies, commitments and limited concern with the research. Lists of employees were not shared with the researchers, which left only the option of convenient sampling. More reliable sampling techniques are recommended for future research on the subject. Moreover, the sampling frame was limited to the province of Punjab because of shortage of resources. Future research on the subject is suggested to have a broader base, including organizations interested to participate in the exercise of research.

Outcome of the study will provide useful guidelines to the business organizations by clarifying whether business is a religion-neutral affair or not. It is also expected to provide a line of thought for self-assessment and improvement. The concept of maximization of profit for a business organization can be evolved to a win–win arrangement by the maximization of benefit for all stakeholders. This is a logical and certain outcome once a business organization takes care of its employees, society, environment and, definitely, its shareholders.

A few studies exist on human resource management in Islamic as well as Pakistani context; however, the role of the religion and its contribution toward organizational performance has not been amply crystallized. This is just an endeavor in hitherto less frequented direction.