Current Issue : July-September Volume : 2024 Issue Number : 3 Articles : 5 Articles
Considering the pressures of fluctuating external environments, organizations are constantly seeking ways to be responsive and able to improve their performance with lower costs. Employer–employee relationships have changed rapidly in recent years, and there is growing interest in considering human resources as a form of capital, and a strategic factor for business excellence. A focal point for HR professionals is employee loyalty, recognized as pivotal in realizing long-term organizational goals. This paper delves into the concept of Wasta social capital and its pivotal role in fostering employee loyalty and innovation within the unique cultural context of the Arab world. It is argued here that Wasta social capital is the fundamental dynamic that stimulates employee loyalty in the workplace. This conceptual paper provides new insights through understanding the significant role Wasta social capital plays in affecting employee loyalty in a collectivist culture, differing from the conventional businesscontext factors of loyalty. Obtaining a deeper understanding of employee loyalty and how it is developed in Arab-world business contexts can promote innovation....
To ensure successful process executions, process models must contain all important information for reflecting reality appropriately. This includes relevant process details (RPDs) which describe specifications or configurations of tasks affecting process success. However, RPDs are not always known in advance since they are hard to detect, even by process experts. Furthermore, RPDs are often not directly process-related but more context-related. Image data that are handled in a process have great potential to contain such hidden but crucial process information. Approaches that aim at identifying and extracting RPDs, e.g. from image data, mostly come with demanding prerequisites like the availability of large amounts of execution data. Consequently, these techniques prove impractical for the implementation in small enterprises, as such entities typically lack access to a sufficiently extensive dataset. In this paper, we demonstrate how RPDs can be extracted from images recorded during process execution by using Association Rule Mining (ARM) without the demand for huge input data. In an experimental setup, different ARM algorithms are evaluated in two use cases addressing pick-and-place scenarios from a real manufacturing process. The results confirm the effectiveness of the developed approach, demonstrating its suitability for smaller companies....
Total quality management (TQM) is a methodical strategy to minimize defects through six processes including choosing the manufacturer, gathering information, identifying the issues, analyzing the current situation, and coming up with solutions, putting the plan into action, data collection, and result analysis. The study investigates how quality, productivity, and cost aspects of a sewing line can be improved by implementing (TQM) approach in an apparel manufacturing industry in Bangladesh. This research concentrates on reducing four primary types of faults in the sewing department of DMC Apparels Ltd., such as uncut thread, up-down, broken stitch, and joint stitch. Proper information on several stitching errors was provided by the operators and helpers and those are used to assess the study in the next step. Performing the Pareto analysis and histograms to identify the primary concerns are part of the analyzing process. Moreover, using the 10 TQM pillars, the implementation step entails establishing the TQM mindset in the sewing line of the apparel industry. Several data-gathering methods are utilized to analyze primary data throughout the study’s final phase. To analyze the acquired data, Microsoft Excel was employed. The percentage of defect per hundred unit was decreased by 1.51% after optimization, as the recommended solutions’ impact on the defect level in the section was found to be quite significant. Significant parameters such as efficiency, quality, and cost aspect were analyzed and showed positive changes after implementing the TQM approach. The new technical layout also allows for the saving of five employees and a 3,000-min labor expense reduction. Finally, the research was completed by analyzing the basic pitch time graph and calculating the overall equipment effectiveness....
Women are often victims of a glass ceiling, and face numerous obstacles in reaching the highest positions in most companies. In two tea and energy production companies with a diversity policy, our study shows that, in addition to obstacles linked to the organization’s policy, barriers persist at individual level, but also at the level of organizational culture. Based on research carried out on human capital, we highlight three dimensions of career development: personal factors, family organization and organizational context. The study is based on survey questionnaires and in-depth interviews focusing on the career analysis and reactions of seven 6 female managers and 5 female co-workers from these companies, specifying the factors that enabled them to progress, but also the obstacles they encountered....
Orientation. Trust is the central part of leadership and organizational culture and can often go unnoticed until it decreases. There is a lack of a comprehensive concept analysis of trust in the healthcare setting. Research Purpose. The research aim was to gather, assess, and synthesize previous empirical evidence from the field of healthcare about the concepts of trust in the leader and trust in the organization. Motivation for the Study. To create a comprehensive and generic concept analysis of trust in the leader and organization for the healthcare sector based on recent empirical studies. Research Design and Method. A concept analysis, which followed the method presented by Walker and Avant, was conducted as a systematic review that adhered to the PRISMA guidelines. A total of eight databases were searched for relevant literature and 42 articles were included. Main Findings.Thedefinitions of trust in the leader and the organization were based on emotion and cognition. Trust in the leader emerged as a core feature of collaborative leaderemployee relationships, whereas trust in the organization was a key construct of organizational functioning. Trust in the leader and the organization contributed to commitment, increased work production, enhanced collaboration, and improved workplace well-being. Defense mechanisms were identified as a new contrary concept, while justice was found to be a related concept. Contribution. Both trust in the leader and trust in the organization positively impact an organization, nurse leaders, and employees. Deeper knowledge of trust and its attributes will be critical to the operationalization and estimation of levels of trust in healthcare organizations. Managerial Implications. Trust in the leader and the organization can significantly influence the attractiveness of an organization, retention of personnel, productivity, and work-related well-being. Thus, this aspect should be measured and developed systematically while acknowledging the antecedents of trust building....
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