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A robot system for the intelligent picking of chaotically stored objects by the analysis of depth data is presented in this research article. This “bin‐picking” enables the automatic storing of objects which is a prerequisite for the automatic supply of a processing machine. In order to improve conventional localization systems, special attention is paid – apart from the identification of object positions – to gripping point calculation for the picking and to collision avoidance. To adapt the system to different object geometries, an approach that aims at storing the necessary object data in an off‐line generated data base was chosen.

Organizations are increasingly confronted with legitimacy threats related to the perceived social costs of their business activities. Despite a significant amount of research on the responses of individual organizations, surprisingly limited attention has been paid to the collective activities firms may engage to address such issues. In this paper, we use institutional theory as a lens for an exploratory case study of Issue-Based Industry Collective (IBIC) action in the alcohol industry. Our findings identify a new organizational form, the IBIC and inspire new research avenues at the intersection of business collective action, social issues, and institutional theory.

This chapter aims to verify predictors of marital quality in Croatia. As a theoretical starting point, the Huston Socio-ecological model was used. Huston’s so-called “wide-angle and close range” variables were included in to study as predictors of marital quality. A two-level hypothetical model was created consisting of Six groups of predictor variables: Level 1 predictors included Partners’ demographic variables, Partners’ personality, Partners’ value system, Marital processes or dynamics, and Partners’ wellbeing. Level 2 predictors included four Marriage characteristics. Altogether at both levels, 42 variables represented predictors. Marital quality in the marriage was a dependent variable. Eight hundred and eighty-four marital couples from 14 counties in various parts of Croatia and from Zagreb, the country’s capital, were included in the study. Factor analysis, Maximum likelihood with Promax rotation was used to extract factors. Eight factors were extracted: Marital harmony, Distress, Partners’ personality, Negative spillover from work, Traditionalism, Engagement in child care, Participation in decision-making, and Economic hardship. Multilevel analysis using the Mix model in Statistical Package for Social scientist, version 20 was used in data analysis. Predictive on Marital quality in a marriage turned out variables: Marital harmony, Distress, Partners’ personality, Traditionalism, Engagement in child care, and Participation in decision-making as level 1 and Marriage duration (Marriage stages) as a level 2 variable. Huston’s Ecological model proved to be adequate and useful in explaining marital quality.

The present study intends to explore the underlying mechanism of the effect of personal growth initiative on employee engagement and intention to leave, in the presence of openness to experience and neuroticism as mediating variables. Support from conservation of resource theory and action regulation theory were taken to study the variables.

A time span of four months was taken to collect data from 382 employees belonging to hotel industry of Delhi NCR region of India. Structure equation model and mediation analysis were used in the present study.

A positive association was found between personal growth initiative, engagement and openness to experience and a negative association was found between personal growth initiative, engagement, neuroticism and intention to leave. Openness to experience and neuroticism acted as partial mediators.

The researchers have collected the data only from service sector organizations. Hence, there is scope for a cross sectional, longitudinal and experimental intervention–based study to generalize the findings of the study. We also suggest to check the mediating effect of other constructs on the different aspects of well-being of employees at the workplace. Apart from it, if personal growth initiative among employees has a causal role to play for different outcomes, a meta-analysis based on the antecedents and consequences of personal growth initiative would be beneficial. It would further reveal many more insights and possible research themes.

Our results present significant practical implication for professionals engaged in day-to-day corporate affairs. As the managers at the workplace around the globe get heavily involved in decision making, and they are prone to observe negative information than the positive set of information, in the presence of both.

With the help of the study, society can be better conscious of literature related to personality, PGI and its outcome. This way, prospective professionals can understand the significance of personality along with PGI and harness their character accordingly. This would further contribute to prepare young professionals and also fill the supply demand skill gap in the industry and society at large. Any type of imbalance would harm the sustainability of the employment cycle in society.

Due to limited literature available in management research on the topic, the researchers of the presented study selected personal initiative as the foundation of personal growth initiative. It has been seen that despite extensive work and interest of researchers, there is a difference in the concept and practice of employee turnover intentions. It is believed that research on human physiology and psychology affect the understanding about organizational research.

The present study is intended to examine the association between work passion (WP) (obsessive and harmonious) and job satisfaction (JS) of hotel employees in India. It further examines the mediating influence of psychological empowerment (PE) and organizational identification (OI) on the relationship. The study has taken conservation of resources (COR) perspectives to support the association.

This research work has used a time lag survey on a sample of 290 employees belonging to hotels located in four states of India. Structural equation modeling was utilized to test the hypothesized relationship.

Results derived from path analysis proved the hypothesized relationships. OI and PE were found to be the complementary mediators between workplace passion and JS.

The study was conducted on hotels, the research can be further expanded to other industries. Future research might examine the effect of increased WP, strong organizational identity and increased JS on some of the citizenship behaviors. The present study data were collected using self-report questionnaires; no data were collected to find out whether the passion for work or stronger OI with the hotel is an outcome of some unique initiative taken by their respective hotels.

Top officials can promote entrepreneurial culture, form employee-friendly policies, develop a climate of trust which in return will facilitate the cognitive as well as emotional satisfaction with the organization fostering WP and JS.

The researchers in past have mostly studied the harmonious passion and JS association but there is a dearth of studies exploring the obsessive passion and JS relationship in the Indian context. In addition, associating OI and PE in predicting JS can also add as a unique contribution to the literature.

By using the dynamic capabilities (DC) theory and the theory of competitive advantage, the purpose of this paper is to develop a framework to investigate the role of marketing capabilities on the firm’s export performance. Specifically, this framework depicts the consequences of marketing capabilities and focuses on the relationships among marketing capabilities, competitive advantage, and export performance.

The authors conduct a meta-analysis of the literature on marketing capabilities and use multivariate analyses to test the framework.

The study revealed that competitive advantage has an important mediating role in the relationship between marketing capabilities and export performance. Specifically, the authors found that two types of competitive advantage (i.e. low-cost advantage and differentiation advantage) positively mediate the effect of marketing capabilities on export performance.

Although research on marketing capabilities is still in its early infancy, the study provides a base from which future work can be developed. The authors also contribute to the literature by examining the mediating role of competitive advantage in the marketing capability-export performance relationship, thereby offering new insights into how and why marketing capabilities play a crucial role in explaining the firm’s export performance.

Although the importance of group leader and group member dyadic relationships has been increasingly emphasized, only few studies have focused on the dyadic level analysis of leader–member relationships. By integrating theories of relational leadership and relational dyadic communication among workgroups, the purpose of this paper is to propose a theoretical model that links relative leader–member exchange quality (RLMX) and relative leader–member conversation quality (RLMCQ) to group performance, as mediated by group cooperation.

The model was tested in a field study with multiple sources, including 232 leader–member dyads and 407 workgroup peer dyads among 70 intact workgroups. Data were collected on-site during paid working hours from four training sessions. Group members were surveyed four times (Time 1, Time 2 and Time 3) and group leaders were surveyed once (Time 4) to minimize common method bias. The hierarchical linear modeling and polynomial regression approach were used to determine the mediating effects of the group cooperation.

In this study, the authors found support for indirect effects of relative RLMX and RLMCQ on group performance through the mediating role of group cooperation.

The cross-sectional design of the current study is to be interpreted with caution, concerning any conclusions about the causal ordering of the variables in the model.

In organizational situations with group leaders and group members already in high-quality relationships and conversation, management should endeavor to facilitate opportunities for cooperation among group members and a means to also enhance team–member exchange.

By introducing LMCQ and group member cooperative behavior in workgroups, this study actively respond to the scholars’ warnings that ignoring the workgroup context may hamper the progress in understanding the factors that will inhibit or enhance workgroup behavior.

Knowledge exchange between older and younger employees enhances the collective memory of an organization and therefore contributes to its business success. The purpose of this paper is to take a motivational perspective to better understand why older and younger employees share and receive knowledge with and from each other. Specifically, this study focuses on generativity striving – the motivation to teach, train and guide others – as well as development striving – the motivation to grow, increase competence and master something new – and argues that both motives need to be considered to fully understand intergenerational knowledge exchange.

This paper takes a dyadic approach to disentangle how older employees’ knowledge sharing is linked to their younger colleagues’ knowledge receiving and vice versa. The study applied an actor-partner interdependence model based on survey data from 145 age-diverse coworker dyads to test the hypotheses.

Results showed that older and younger employees’ generativity striving affected their knowledge sharing, which, in turn, predicted their colleagues’ knowledge receiving. Moreover, the study found that younger employees were more likely to receive knowledge that their older colleagues shared with them when they scored higher (vs lower) on development striving.

By studying the age-specific dyadic cross-over between knowledge sharing and knowledge receiving, this research adds to the knowledge exchange literature. This study challenges the current age-blind view on knowledge exchange motivation and provides novel insights into the interplay of motivational forces involved in knowledge exchange between older and younger employees.

This study aims to examine the impact of ethical leadership style on the subjective well-being of health-care workers by examining the sequential mediating effects of perceived organizational support and perceived ethical-philanthropic corporate social responsibility (CSR).

Data were collected from frontline health-care workers (i.e. doctors and nurses). Further, to cope with the response burden during the acute wave of the coronavirus pandemic, this study used split-questionnaire design for data collection.

This study’s findings fully support the hypothesized framework of the study, illustrating that ethical leadership positively influenced the subjective well-being of health-care workers. Moreover, this study found that the ethical leadership and well-being relationship is sequentially mediated by perceived organizational support and perceived ethical-philanthropic CSR.

This study possesses practical implications for health-care institutions to encompass the agenda of developing ethically appropriate conduct in their administration and become genuinely concerned about health-care workers and society as well.

By highlighting the role of ethical leadership in participating in ethical and philanthropic CSR activities, this study possesses social implications for the well-being of health-care workers and society at large.

A positive and strong chain of perceptions about organizational support accorded to employees specifically and society at large emerges as an important sequential mediating mechanism that helps ethical leaders in hospital administration in building subjective well-being in their followers amid the COVID-19 pandemic.