Jacques H.W. Stevens and Jeroen M.M. Eijsink
Gives an elaboration of the systematic design approach on apractical level, i.e. the redsign of a fire hose reel. Describes theredsign process from the problem definition phase to…
Abstract
Gives an elaboration of the systematic design approach on a practical level, i.e. the redsign of a fire hose reel. Describes the redsign process from the problem definition phase to the detail design phase. Looks at methods and techniques used during the design process and presents the design results of every phase from design specification to the relevant details of the new design. These design result have been used in the frequent communication between the client and the external engineering bureau Stevens & Van Vreeland. Gives special attention to the DFA‐method because assembly is a very important aspect (cost saving) for this product. Analyses and compares the old and new product using DFA. The advantages were to show explicitly (in terms of costs and assembly time) the obtained improvements, to optimize details in the new design and to invent some efficient assembly methods and tools. Finally shows the achievement of a reduction of assembly costs of approximately 50 percent.
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Martin Götz and Ernest H. O’Boyle
The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and…
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The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).
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THE Programme of the Library Association Conference which reached us on April 22nd is one of much interest. Every year increases the difficulty of providing matter which has such…
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THE Programme of the Library Association Conference which reached us on April 22nd is one of much interest. Every year increases the difficulty of providing matter which has such appeal that members can say at the close that the time has been spent profitably. The pre‐print of the papers—a rather incomplete affair—raises the thought that Conference time could be better used than in discussions on such “Research Committee” matters as library vans and temporary buildings, excellent as we admit the enquiries and results of them to be. Yet this reflection is accompanied by the certainty that there have been few conferences which have not contributed something of material use to every participator and we still hold the view that more is learned in “a week at one than in months of hermit‐like seclusion.” That last quotation was written in the first edition of Brown's Manual and is valid to this day. Our representatives will write impressions after the event, not by way of detailed report, but as endeavouring to sum up what, if anything, material has been achieved. The report published by the Association usually gives the papers in extenso, but we wish its issue could be delayed long enough to provide more informative records of the discussions. As the best contributions occasionally come from the floor, the bare‐bones notes of the names of speakers and almost telegram‐like utterances they are supposed to have made, which have been the customary report, could be greatly improved.
Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280…
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Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other.