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The purpose of this paper is to present a method for generating a set of feasible, optimized production schedules for the erection process of compact shipyards building complex ship types.

A bi-objective mathematical model is developed based on the process constraints. A Pareto front of possible erection schedules is created using a the Non-dominated Sorting Genetic Algorithm II with a custom heuristic fitness function and constraint violation.

It was possible to consistently generate a wide variety of production schedules with superior performance to those manually created by shipyard planner in negligible computational time.

The set of optimized production schedules generated by the developed methodology can be used as a starting point by existing shipyard planners when drafting the initial erection planning for a new project. This allows the planners to consider wider variety of options in less time.

No other published approach for the automatic generation of optimized production schedules of the erection process is specifically tailored to the construction of complex ships.

The purpose of this paper is to introduce a comprehensive framework that covers the major dimensions of performance-oriented office environments including involved actors and performance parameters on the one hand, and the processes and success factors of implementation and change management of such workspace projects on the other hand, with their interaction to be considered as well. This framework can serve as a first guideline and rough “checklist” to support such projects, both in research and practice.

The framework was developed and refined by combining international literature analyses, industry experience from the authors and application of first conceptual ideas to a pilot project. The methodology of the whole endeavor, not only this paper, is a grounded theory approach, acknowledging the intermediate state of prior theory regarding workspace change projects. The framework will thus be further developed with additional case-based empirics in the future.

The framework addresses the design parameters (the content) of (re)developing performance-oriented office environments as well as the management (the processes) of this (re)development including its implementation. Due to the considerable number of dimensions and factors relevant for workspace projects in addition to their interaction and dependency as well as the individuality of situation and stakeholders, the probability of workspace project failure is high. Knowing the parameters of workspace change project success and measures to be tracked and checked during the design and implementation processes of such projects is therefore imperative. Suggestions for operationalizing the relevant factors are made. Equally important is to understand and address individual emotions and concerns of those being involved in or affected by the change situation, and to inform and include them adequately. The comprehensive framework provides a respective first overview.

The framework is conceptual, based on many sources. Yet, the exhaustive inclusion of all research on the many relevant factors is neither feasible nor intended. The paper rather tries to be comprehensive on the dimensions to be considered and to only exemplarily concretize how to handle this complexity in a manageable and practical way. Future research needs to test and adapt the proposed framework, to detail key performance indicators (KPIs), indicators and processes suggested, and to develop an according planning and controlling system.

The paper pictures key aspects for the effective design and change management of holistic workspace projects. KPIs as well as leading indicators are introduced that can be used to measure the various dimensions in an ongoing process throughout all phases of the project, enabling the organization to anticipate or at least rapidly react to problems arising. Accordingly, success factors for managing workspace change are collected and structured along the workspace dimensions including actors and performance.

The originality of this study lies in the approach to comprehensively integrating design and change management parameters of workspace projects, the explicit performance orientation and the inclusion of the multitude of actors (i.e. users, facilities management, Human Resources, ICT). Instead of the design and its implementation only being supported by change management, the organizational environment and its needs – like way of working, organization models, performance priorities and change capabilities – are driving the design, which constitutes a new approach in the design activity.

The purpose of this study is to examine the well-being initiatives and programs offered to full-time communication employees and identifies antecedents of employee subjective well-being and commitment in the workplace (e.g. organizational attention to mental health in the workplace and perceived organizational support, POS).

Guided by organizational support theory (OST), we conducted an online survey with 262 full-time communication professionals.

The data show that a variety of well-being initiatives and programs (e.g. mental health assistance programs and flexible working hours) are offered to communication employees, who receive this information from various sources (e.g. emails and announcements at employee meetings). Additionally, the number of well-being initiatives also positively predicted organizational attitudes and attention to mental health in the workplace. Supporting OST, attitudes and attention to mental health in the workplace positively predicted POS, which subsequently predicted subjective well-being and organizational commitment.

The study offers practical implications around the communication professionals’ experience in employee well-being and culture. Perspectives from internal communication teams will help organizations leverage their efficiency in creating a supportive work culture around mental well-being and contribute to the understanding of well-being in communication industries. Theoretically, we extended the range of OST, by testing the theory in a new context of communication professionals during the pandemic.

Although communication professionals carry a critical internal communication role in actively promoting employee mental health, well-being and healthy organizational cultures, very little research has been dedicated to investigating how they handle these subjects themselves. Therefore, this study provides original value by focusing on the perceptions, knowledge and action taken by communication professionals when responding to organizations’ well-being programs/initiatives offerings during the peak of COVID-19 and the factors that influence communication professionals’ subjective well-being.

Workplace health promotion (WHP) is an investment in human capital that can lead to substantial organizational and individual benefit. However, this depends on high participation rates, which are rarely reached. The aim of this article thus is to examine necessary conditions for WHP success by analyzing employee perceived determinants of participation.

Based on a qualitative study, a questionnaire was designed. The determinants of participation were assessed regarding underlying categories and importance via factor analysis.

Personal benefit, social aspects, information, uncomplicated use, security and autonomy plus time and participation in offer design emerged as relevant factors. For the population studied, uncomplicated use, personal benefit and information were rated as most important.

The study is based on determinants voiced by the workforce only, not expert-rated aspects. Moreover, it was carried out in small and medium-sized organizations, which are understudied regarding WHP. By reducing data using factor analysis, a basis for further research is created. Also, a basic questionnaire is suggested via the items employed that can help organizations to investigate the WHP-related wishes and needs that matter most to the workforce.