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Modular capacity units enable rapid reconfiguration, providing tactical flexibility to efficiently meet customer demand during disruptions and ensuring sustainability. Moreover, the Physical Internet (PI) enhances the potential of modular capacity in addressing efficiency, sustainability, and resilience challenges. To evaluate the sustainability and resilience advantages of the PI-enabled reconfigurable modular system (PI-M system), this paper studies a PI-enabled sustainable and resilient production-routing problem with modular capacity.

We develop a multi-objective optimization model to assess the sustainability and resilience benefits of combining PI and modular capacity in a chemical industry case study. A hybrid solution approach, combining the augmented e-constraint method, construction heuristic, and hybrid adaptive large neighborhood search, is developed.

The experimental results reveal that the proposed solution approach is capable of obtaining better solutions than the Gurobi and the existing heuristic in a shorter running time. Moreover, compared with the traditional system, the PI only and traditional with modular capacity systems, PI-M system has significant advantages in both sustainability and resilience.

To the best of our knowledge, this study is the first to integrate the PI and modular capacity and investigate sustainability and resilience in the production-routing problem.

This study investigates how emotional and instrumental family support contribute to work-life balance (WLB) among women in higher education, with a particular focus on the mediating roles of self-efficacy and grit in enhancing this balance.

Utilizing a quantitative research design, the study employed a survey methodology to gather data from women employees. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) to evaluate the relationships among family support, self-efficacy, grit and work-life balance.

The results highlight the significant positive influence of both emotional and instrumental family support on work-life balance. Self-efficacy and grit serve as crucial mediators, both individually and through serial mediation, enhancing women employees' capacity to manage work and personal responsibilities effectively. The study underscores the importance of these psychological constructs in mediating the relationship between family support and work-life balance.

This study contributes to the literature by providing a fresh perspective on work-life balance, particularly within the context of women in higher education. It is one of the few studies to examine the dual mediating roles of self-efficacy and grit, highlighting the distinct influence of emotional and instrumental support on WLB. The findings extend social cognitive theory and conservation of resources theory by demonstrating how internal psychological resources interact with external support to enhance well-being.

The present article draws from the behavioral theory of the firm, and it explores whether various dimensions of organization slack can be employed as variables to measure organizations’ antifragility during times of uncertainty such as the Covid-19 pandemic. Furthermore, considering the limitations and regulations put into place during the most recent pandemic, the present study seeks to explore the moderating effect that collaborative networks might have on the relationship between various dimensions of organizational slack and firms performance.

The present study retrieves data from Thomson Reuters Data Stream, and it gathers observations from manufacturing companies located in Europe. The dataset is composed of observations spanning from the fiscal year 2019–2022. Consequently, through the use of a balanced panel data, the authors conduct multiple regression analysis.

The obtained empirical findings reveal that high discretion slack has a positive effect on companies performance whereas low discretion slack has a negative effect on their performance. Additionally, the obtained findings indicate that low levels of reliance on collaborative networks positively moderates the relationship between organizational slack and firms’ performance. On the other hand, high levels of reliance on collaborative networks negatively moderate the relationship between organizational slack and firms performance.

This manuscript carries several original contributions. It expands the literature stream concerning antifragility and collaborative networks. Additionally, it postulates an operational measure which can be used to indicate firms’ antifragility.

This paper uses data from an ethnographic study of a group of NHS community nurses in England, to analyse their work using labour process theory. A theory influenced by Marxist thinking, which is concerned with the examination of the labour process. This study of the nurses’ work provides insights into their labour process, as well as proposing theoretical development relating to labour process theory.

The paper has been developed using data from an ethnographically oriented study of a group of community nurses. Data was produced from 140 h of field observations and also semi-structured interviews with six, community nurses. The data produced from field observations and interview transcripts were analysed thematically and theory building was developed inductively.

The analysis within this paper highlights two areas of the nurses’ work and both illustrate the theoretical difficulties raised, when using labour process as a tool for analysis, as well as its usefulness. These two areas of work are aspects of invisible work and feelings of joy and sorrow; analysis of both these areas supports a theorising of a distinct relationship between nurse and patient. That is, a relationship between worker and human product, which the paper argues should be accommodated within labour process theory.

More research is required to understand the nature of the proposed social relation in production, particularly with reference to other types of worker, in other caregiving settings. As the demands on healthcare workers and other public sector workers are likely to remain consistently high, improved analytical tools to support research into the nature of caregiving work seem both prudent and timely.

Labour process theory is a useful (but often under-used and rather unfashionable) tool in the analysis of service-based, public sector work. This paper proposes a theoretical development within labour process theory, which would recognise a social relation in production between a worker and their human product, based on empirical data from a study of community nurses. This theoretical development has the potential to improve the usefulness of labour process theory in the analysis of caregiving labour.

This study aims to examine the relationship between communication satisfaction experienced by employees in two leading multinational retailers operating in Argentina and their organizational commitment. Specifically, it identifies which communication approaches best explain or predict employees’ affective and continuance commitment to their organization.

The research model combines an adapted and translated version of Downs and Hazen’s communication satisfaction questionnaire as the independent variable and the affective and continuous components of organizational commitment based on Meyer and Allen´s three-component model as the dependent variables. This empirical and causal study surveyed 372 store employees from a French and a Spanish international supermarket chains in the metropolitan area of Buenos Aires.

The results indicate that formal communication management has the greatest impact on affective commitment (AC), while communication with supervisors is also significant, albeit to a lesser extent. Furthermore, these insights reveal that improving formal communication practices is a key resource for managers seeking to influence store employees’ AC in Argentina’s dynamic and challenging retail landscape.

This pioneering study fills a knowledge gap in organizational communication literature, offering valuable region-specific insights to improve communication satisfaction and commitment among Latin America retail store employees, thereby informing evidence-based management practices.

Esta investigación examina la relación entre la satisfacción con la comunicación que experimentan los empleados de dos cadenas de supermercados internacionales líderes, en Argentina, y su compromiso organizacional. Específicamente, identifica qué enfoques de comunicación explican o predicen mejor el compromiso afectivo y continuo de los empleados hacia su organización.

El modelo de investigación combina una versión adaptada y traducida del cuestionario de satisfacción con la comunicación, de Downs y Hazen como variable independiente y los componentes afectivo y continuo del compromiso organizacional, basado en el modelo de tres componentes de Meyer y Allen, como variables dependientes. El estudio empírico y causal obtuvo respuestas de 372 empleados de tiendas de dos cadenas multinacionales una de origen francés y otra española, ubicadas en el área metropolitana de Buenos Aires.

Los resultados indican que la gestión formal de la comunicación es la que tiene el mayor impacto sobre el compromiso afectivo (CA), mientras que la comunicación con los jefes directos también resultó significativa, aunque en menor medida. Los resultados también revelan que mejorar las prácticas de comunicación formal es uno de los recursos clave a disposición de los directivos para influir en el CA de los empleados de tienda en el desafiante y dinámico contexto de negocio minorista en Argentina.

Este estudio representa un esfuerzo pionero que llena un vacío en la literatura organizacional, ofreciendo enfoques prácticos para desarrollar la satisfacción con la comunicación y el compromiso entre los empleados de tienda de la región, sentando las bases para futuras investigaciones sobre prácticas de gestión efectivas en Latino América.

Esta investigação examina a relação entre a satisfação com a comunicação percebida pelos empregados de duas cadeias de supermercados internacionais líderes na Argentina e o seu comprometimento organizacional. Especificamente, identifica quais as abordagens de comunicação que melhor explicam ou prevêem o comprometimento afetivo e de continuidade dos empregados com a sua organização.

O modelo de investigação combina uma versão adaptada e traduzida do questionário de satisfação com a comunicação de Downs e Hazen como variável independente e os componentes afetivo e contínuo do comprometimento organizacional, baseado no modelo de três componentes de Meyer e Allen, como variáveis dependentes. O estudo empírico e causal obteve respostas de 372 funcionários de lojas de duas cadeias multinacionais, uma de origem francesa e outra espanhola, localizadas na área metropolitana de Buenos Aires.

Os resultados sugerem que a gestão de comunicação é a que tem o maior impacto sobre o comprometimento afetivo (CA), enquanto a comunicação com os chefes diretos também se revelou significativa, embora em menor medida. Revela também que a melhoria das práticas de comunicação formal é crucial para os gestores que pretendem influenciar o CA dos empregados das lojas no dinâmico e desafiante panorama do retalho argentino.

Este estudo representa um esforço pioneiro que preenche uma lacuna na literatura organizacional, oferecendo abordagens práticas para desenvolver a satisfação com a comunicação e o comprometimento entre os funcionários de lojas da região, lançando as bases para futuras pesquisas sobre práticas de gestão eficazes na América Latina.

There is a lack of application of the adult learning theories as a framework to explore how mentors can encourage mentees to practice different workplace learning approaches. The purpose of this study is to construct and present evidence for the validity and reliability of a scale termed workplace learning in mentoring (WPLM).

Study 1 generated items for the WPLM through multiple phases, including input from graduate students (n = 132) and subject matter experts (n = 15). Study 2 focused on validating the scale using exploratory and confirmatory factor analyses to establish a final factor structure. A series of validation analyses (predictive, convergent and discriminatory) were conducted using regression, correlations and structural equation modeling (Sample 1 = 379; Sample 2 = 212).

In Study 1, the authors generated items and examined content validity, resulting in a four-factor, 20-item scale. Study 2 refined the final WPLM scale to three factors with 15 items. Validation analyses indicated that the WPLM had strong predictive, convergent and discriminatory validity. Specifically, it significantly predicted mentoring satisfaction and quality, converged with traditional, relational and negative mentorship constructs, and was distinct from relationship and personal learning in mentoring.

While this study advances the understanding of WPLM, future research should explore more diverse samples, as the participants were predominantly Caucasian from the global north. Further research should also examine the role of specific work contexts and how mentors create conditions for different learning approaches.

This study highlights the importance of mentors’ role in encouraging learning as an organizational outcome that enriches employees by enhancing their knowledge, skills and abilities.

Exposure to indoor air pollutants poses a significant health risk, contributing to various ailments such as respiratory and cardiovascular diseases. These unhealthy consequences are specifically alarming for athletes during exercise due to their higher respiratory rate. Therefore, studying, predicting and curtailing exposure to indoor air contaminants during athletic activities is essential for fitness facilities. The objective of this study is to develop a neural network model designed for predicting optimal (in terms of health) occupancy intervals using monitored indoor air quality (IAQ) data.

This research study presents an innovative approach employing a long short-term memory (LSTM) recurrent neural network (RNN) to determine optimal occupancy intervals for ensuring the safety and well-being of occupants. The dataset was collected over a 3-month monitoring campaign, encompassing 15 meteorological and indoor environmental parameters monitored. All the parameters were monitored in 5-min intervals, resulting in a total of 77,520 data points. The dataset collection parameters included the building’s ventilation methods as well as the level of occupancy. Initial preprocessing involved computing the correlation matrix and identifying highly correlated variables to serve as inputs for the LSTM network model.

The findings underscore the efficacy of the proposed artificial intelligence model in forecasting indoor conditions, yielding highly specific predicted time slots. Using the training dataset and established threshold values, the model effectively identifies benign periods for occupancy. Validation of the predicted time slots is conducted utilizing features chosen from the correlation matrix and their corresponding standard ranges. Essentially, this process determines the ratio of recommended to non-recommended timing intervals.

Humans do not have the capacity to process this data and make such a relevant decision, though the complexity of the parameters of IAQ imposes significant barriers to human decision-making, artificial intelligence and machine learning systems, which are different. Present research utilizing multilayer perceptron (MLP) and LSTM algorithms for evaluating indoor air pollution levels lacks the capability to predict specific time slots. This study aims to fill this gap in evaluation methodologies. Therefore, the utilized LSTM-RNN model can provide a day-ahead prediction of indoor air pollutants, making its competency far beyond the human being’s and regular sensors' capacities.

Based on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees’ commitment, as well as the moderating role of the person-environment (P-E) fit.

We conducted quantitative research using three psychometric questionnaires. We investigated a large sample (N = 1,032) of employees hired in Poland.

We found strong relationships between the OC, the employees’ fit and their commitment. Moreover, both supplementary and complementary fit significantly moderated the relationships between the majority of climate dimensions and, especially, affective commitment. Interestingly, highly fitted employees with longer tenure showed a stronger relationship between material climate dimensions and commitment compared to similarly fitted newcomers, for whom the most important were relationships with co-workers and superiors.

We analyzed only a subjective fit among employees working in Poland. Although it was beneficial for developing the OC knowledge of non-American sample, the results require cautious generalization.

Assessing a candidate’s fit with the organization through detailed interviews, behavioral questions or practical tasks during the selection process can improve candidates' and employees’ P-E fit. A better fit can increase commitment, even if the OC or other factors are not perfect. Socialization tactics aimed at strengthening the fit can facilitate better alignment with the climate and higher commitment among employees with longer tenure.

This study is the first to empirically verify the moderating role of the P-E fit on the relations between OC and organizational commitment. It also considers the comparison between more experienced employees and newcomers.

This study aims to explore means for promoting local and global innovation, where two mechanisms play a key role: R&D investments and training. The authors suggest that, given their different purposes, R&D investments and training moderate the relationships between knowledge sourcing and both local and global innovation in different ways.

The authors test the hypotheses on a sample of multinational corporations (MNCs) (headquarters of Brazilian multinationals and subsidiaries of foreign multinationals) operating in Brazil, an emerging market. Respondent companies were sourced from the Bovespa Stock Exchange list and a local Best Companies Ranking. Roughly 1,000 companies were invited to participate in an annual survey over an eight-year period (2012–2019) via an online questionnaire. The final sample comprises 108 observations from 87 companies. Hypotheses were tested using a hierarchical linear model in the software R. By measuring the variables at two points in time with a five-year gap, the authors can infer cause and effect relationships.

The results confirm all of the hypotheses. R&D investments positively moderate the relationship between knowledge sourcing and local innovation (H1) and negatively moderate the relationship between knowledge sourcing and global innovation (H2). Training has a positive moderating effect on the relationship between knowledge sourcing and global innovation (H3) and a negative moderating effect on the relationship between knowledge sourcing and local innovation (H4).

No one practice can enhance the effect of knowledge sourcing on both local innovation and global innovation. Firms looking to foster local innovation should concentrate on increasing R&D investments, while firms wishing to foster global innovation should focus on providing training to their employees.

This study contributes to the literature by discussing the particularities of local and global innovation and exploring mechanisms (i.e. R&D investments and training) that can foster or hinder local and global innovation. The authors advance the extant literature on location choices for R&D activities by exploring the mechanisms that affect the type of market targeted by such innovation (local or global), thereby addressing calls for more studies on how local knowledge activities affect overall MNC innovation. The authors also respond to calls for more studies on the role of human resource management (HRM) practices, such as training, in fostering innovation, especially in emerging markets.

This paper aims to enhance the predictability of stock returns. Existing studies have used investor sentiment to forecast stock returns. However, it is unclear whether high-frequency intraday investor sentiment can enhance the forecasting performance of low-frequency stock returns.

Thus, we employ the MIDAS model and the high-frequency intraday sentiment extracted from the Internet stock forum to forecast Chinese A-shares returns at daily frequency.

The results illustrate that high-frequency sentiment data are better than daily sentiment data in predicting daily stock returns, and the sentiment in non-trading hours has been proved superior to those in trading hours.

First, our study adds to the growing literature on investor sentiment. We are the first to construct a proxy for high-frequency investor sentiment using intraday postings collected from Chinese Internet stock forum. Second, we confirm that sentiment in non-trading hours has a stronger predictive ability than those in trading hours. Third, we also contribute to the performance comparison of MIDAS-class models. The good performance of U-MIDAS is confirmed in our empirical applications.