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1 – 10 of over 2000
Article
Publication date: 1 December 2000

W. Wang and H.B.A. Majid

This paper reports on the reliability data analysis and modelling of offshore oil platform plant. We first analysed the effectiveness of preventive maintenance to the plant…

1205

Abstract

This paper reports on the reliability data analysis and modelling of offshore oil platform plant. We first analysed the effectiveness of preventive maintenance to the plant concerned, and then identified the key sub‐units and major preventive maintenance activities to be modelled. A modelling technique called the delay time is then used to determine the optimal periodic inspection intervals. The analysis showed that preventive maintenance is generally effective, but a slight decrease of the periodic inspection intervals is favourable.

Details

Journal of Quality in Maintenance Engineering, vol. 6 no. 4
Type: Research Article
ISSN: 1355-2511

Keywords

Article
Publication date: 29 March 2011

Hamid Reza Golmakani and Fahimeh Fattahipour

This paper aims to address the effect of inspection intervals on cost function in condition‐based maintenance (CBM) and show how selecting an appropriate inspection scheme may…

Abstract

Purpose

This paper aims to address the effect of inspection intervals on cost function in condition‐based maintenance (CBM) and show how selecting an appropriate inspection scheme may reduce the cost associated to a CBM program.

Design/methodology/approach

In CBM, replacement policy is often defined as a threshold for replacement or leaving an item in operation until next inspection, depending on monitoring information. The control limit replacement policy framework, already reported by some research referred to in this paper, is utilized to determine the optimal replacement threshold. Having released the assumption that the inspections are performed at fixed and constant intervals, an iterative procedure is proposed to evaluate alternative inspection schemes and their associated total average cost of replacements and inspections.

Findings

The paper proposes an approach in which preventive and failure replacement costs as well as inspection cost are taken into account to determine the optimal replacement policy and an age‐based inspection scheme such that the total average cost of replacements and inspections is minimized.

Practical implications

In many practical situations where CBM is implemented, e.g. manufacturing processes, inspections require labor, specific test devices, and sometimes suspension of the operations. Thus, when inspection cost is considerable, by applying the proposed approach, one can obtain an inspection scheme that reduces the cost.

Originality/value

Using the approach proposed in the paper, a cost‐effective age‐based inspection scheme for a system under CBM is determined.

Details

Journal of Quality in Maintenance Engineering, vol. 17 no. 1
Type: Research Article
ISSN: 1355-2511

Keywords

Article
Publication date: 10 August 2023

M. Muzamil Naqshbandi, Sheik Meeran, Minseo Kim and Farooq Mughal

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning…

1164

Abstract

Purpose

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning organizational culture (LOC). In doing so, the authors evaluate the centrality of knowledge sharing (KS) in mediating this relationship.

Design/methodology/approach

A quantitative survey is undertaken to collect data from managers working in organizations operating in the UK. The authors use several statistical techniques to assess the psychometric properties of the measures and test the hypotheses using multiple regression executed with Preacher and Hayes’ Process macro.

Findings

The findings show that the AMO HR practices significantly facilitate the development of a LOC in the workplace, and KS among organizational members amplifies the effects of these HR practices in the process.

Originality/value

A LOC functions as an important source of organizational performance and effectiveness. It enhances the absorptive capacity of the organization to capture, share and transfer knowledge to optimize work. Hence, developing a culture that nurtures organizational learning could be a priority for managing HR. This study, therefore, extends the understanding of the role of AMO HR practices in fostering a learning culture – thus, providing managers with the essential knowledge to improve performance. The study also enriches the literature on HR practices, KS and LOC by integrating these three variables into a unifying framework.

Article
Publication date: 14 November 2023

Attia Aman-Ullah, Azelin Aziz, Antonio Ariza-Montes and Heesup Han

This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating…

Abstract

Purpose

This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating influence of job burnout between the work-family conflict and innovative work performance.

Design/methodology/approach

Data for the present study were collected through structured questionnaires from 285 employees working in the public and private sector universities. Data were analysed through SPSS and Smart-PLS.

Findings

Results confirmed the relationship between workplace tele pressure and innovative work performance, the mediating effect of work-family conflict between workplace tele pressure and innovative work performance and the moderating influence of job burnout between work-family conflicts and innovative work performance.

Originality/value

This study model is supported by the job demands-control model and effort-recovery theory, which is being tested for the first time to support the relationship between workplace tele pressure and innovative work performance. Further, the model “workplace tele pressure → work-family conflicts → job burnout → innovative work performance” was developed and tested for the first time to study the technology-based pressure in the education sector.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 6 May 2024

Kingsley Konadu, Abigail Opoku Mensah, Samuel Koomson, Ernest Mensah Abraham, Edmund Nana Kwame Nkrumah, Joshua Amuzu, Joan-Ark Manu Agyapong, Awo Essah Bempong and Abdulai Munkaila

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect…

Abstract

Purpose

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

Design/methodology/approach

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

Findings

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

Research limitations/implications

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Practical implications

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

Social implications

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

Originality/value

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

Details

International Journal of Ethics and Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 2 May 2024

Jiaxin (Sylvia) Wang and Xiaoxiao Fu

This study aims to examine the influence of perceived organizational support (POS) on boundary-spanning behaviors (BSBs) among frontline employees in the hospitality industry. It…

Abstract

Purpose

This study aims to examine the influence of perceived organizational support (POS) on boundary-spanning behaviors (BSBs) among frontline employees in the hospitality industry. It also considered perceived supervisory support (PSS) as a moderating factor within a conceptual model.

Design/methodology/approach

Data were gathered from 651 full-time hospitality employees across 12 hotels in China. The analysis of the data used confirmatory factor analysis and structural equation modeling.

Findings

The findings revealed that POS influences hospitality boundary spanners’ BSBs, specifically external representation (ER), internal influence (II) and service delivery (SD). In addition, PSS moderates the relationship between POS and these frontline employees’ behaviors.

Practical implications

This study offers practical strategies for hospitality professionals to enhance frontline employees’ BSBs and foster supportive workplaces that drive employee excellence. These strategies encompass cultivating a supportive organizational culture, implementing supportive measures, fostering a sense of belonging among employees and ensuring supervisors’ well-being and competence in supporting their teams during daily interactions. These actions effectively motivate customer-contact employees to excel in their performance.

Originality/value

Fostering a helpful attitude in frontline employees is crucial for service firms’ success. Hospitality organizations must provide support to achieve this. Few studies have explored how organizational support contributes positively to the BSBs of customer-contact employees. This study goes beyond oversimplification and delves into the nuanced interplay between perceived support (POS and PSS) and hospitality frontline employees’ BSBs, focusing on ER, II and SD. The moderated mediating model enhances the understanding of support dynamics in the organizational context.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 12
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 29 September 2023

Kingsley Konadu, Abigail Opoku Mensah, Samuel Koomson, Ernest Mensah Abraham, Joshua Amuzu and Joan-Ark Manu Agyapong

Senior executives and leaders of public sector institutions (PSIs) are responsible for the development, preservation or restoration of employee integrity (EI). This conceptual…

Abstract

Purpose

Senior executives and leaders of public sector institutions (PSIs) are responsible for the development, preservation or restoration of employee integrity (EI). This conceptual paper aims to address the direct impact of EI on work performance (WP). It also explores the interceding effects of job satisfaction (JS) and employee organisational identification (OI) and the context-conditional impact of purposeful leadership (PL).

Design/methodology/approach

This research builds a research framework coupled with suppositions by integrating literature from both theoretical and empirical works in the fields of integrity management, human resource management, performance management and leadership using a systematic literature review approach. Firstly, the authors explicitly express the authors’ list of goals through replicable design. Secondly, the authors find all research papers that would satisfy the requirements for inclusion. Thirdly, the authors evaluate the truthfulness of the results from the incorporated research, and, finally, the authors offer a summary and synthesis of the features and outcomes of the incorporated research.

Findings

This study finds that EI will be favourably linked to WP, and this encouraging connection will be favourably interceded by JS and OI, both independently and together. Also, PL will favourably moderate the EI–JS connection as well as the EI–OI linkage.

Research limitations/implications

This study provides a novel framework for specialists and academics in four multidisciplinary fields for improving the EI and WP of employees using JS and OI as strategic devices. It also considers the conditional influence of PL, which has been underexploited in the academic sphere. Thus, this research sets the stage for forthcoming academics to investigate this research framework empirically in diverse PSIs worldwide.

Practical implications

To guarantee that PSIs draw, grow and preserve workers who symbolise the beliefs of the institution, their leadership must uphold a “values-grounded approach” to all facets of its human resource practises – comprising recruitment, performance appraisals, training, leadership development platforms and promotions.

Social implications

This study reveals the importance of improving integrity in PSIs and the diverse mechanisms through which EI translates into WP. It also highlights the possible benefits that purposeful leaders can offer as well as the problems that they can potentially help mitigate.

Originality/value

This research adds to the sparse literature on the construct of PL within PSIs’ settings and offers a new conceptual model for boosting employee WP through the facilitating roles of JS and OI, both separately and together.

Details

International Journal of Ethics and Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 10 October 2020

Soraya Torkaman, Ghasem Barid Loghmani, Mohammad Heydari and Abdul-Majid Wazwaz

The purpose of this paper is to investigate a three-dimensional boundary layer flow with considering heat and mass transfer on a nonlinearly stretching sheet by using a novel…

Abstract

Purpose

The purpose of this paper is to investigate a three-dimensional boundary layer flow with considering heat and mass transfer on a nonlinearly stretching sheet by using a novel operational-matrix-based method.

Design/methodology/approach

The partial differential equations that governing the problem are converted into the system of nonlinear ordinary differential equations (ODEs) with considering suitable similarity transformations. A direct numerical method based on the operational matrices of integration and product for the linear barycentric rational basic functions is used to solve the nonlinear system of ODEs.

Findings

Graphical and tabular results are provided to illustrate the effect of various parameters involved in the problem on the velocity profiles, temperature distribution, nanoparticle volume fraction, Nusselt and Sherwood number and skin friction coefficient. Comparison between the obtained results, numerical results based on the Maple's dsolve (type = numeric) command and previous existing results affirms the efficiency and accuracy of the proposed method.

Originality/value

The motivation of the present study is to provide an effective computational method based on the operational matrices of the barycentric cardinal functions for solving the problem of three-dimensional nanofluid flow with heat and mass transfer. The convergence analysis of the presented scheme is discussed. The benefit of the proposed method (PM) is that, without using any collocation points, the governing equations are converted to the system of algebraic equations.

Details

International Journal of Numerical Methods for Heat & Fluid Flow, vol. 31 no. 3
Type: Research Article
ISSN: 0961-5539

Keywords

Abstract

Details

Applying Partial Least Squares in Tourism and Hospitality Research
Type: Book
ISBN: 978-1-78756-700-9

Article
Publication date: 3 May 2024

Kingsley Konadu, Samuel Koomson, Abigail Opoku Mensah, Ernest Mensah Abraham, Edmund Nana Kwame Nkrumah, Joshua Amuzu, Joan-Ark Manu Agyapong, Awo Essah Bempong and Ummu Markwei

Performance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems…

Abstract

Purpose

Performance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.

Design/methodology/approach

This paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.

Findings

As anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.

Research limitations/implications

This paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.

Practical implications

Human resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.

Social implications

This study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.

Originality/value

This paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

Details

International Journal of Public Leadership, vol. 20 no. 2
Type: Research Article
ISSN: 2056-4929

Keywords

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