Nasiru Salihu, Poom Kumam, Sulaiman Mohammed Ibrahim and Huzaifa Aliyu Babando
Previous RMIL versions of the conjugate gradient method proposed in literature exhibit sufficient descent with Wolfe line search conditions, yet their global convergence depends…
Abstract
Purpose
Previous RMIL versions of the conjugate gradient method proposed in literature exhibit sufficient descent with Wolfe line search conditions, yet their global convergence depends on certain restrictions. To alleviate these assumptions, a hybrid conjugate gradient method is proposed based on the conjugacy condition.
Design/methodology/approach
The conjugate gradient (CG) method strategically alternates between RMIL and KMD CG methods by using a convex combination of the two schemes, mitigating their respective weaknesses. The theoretical analysis of the hybrid method, conducted without line search consideration, demonstrates its sufficient descent property. This theoretical understanding of sufficient descent enables the removal of restrictions previously imposed on versions of the RMIL CG method for global convergence result.
Findings
Numerical experiments conducted using a hybrid strategy that combines the RMIL and KMD CG methods demonstrate superior performance compared to each method used individually and even outperform some recent versions of the RMIL method. Furthermore, when applied to solve an image reconstruction model, the method exhibits reliable results.
Originality/value
The strategy used to demonstrate the sufficient descent property and convergence result of RMIL CG without line search consideration through hybrid techniques has not been previously explored in literature. Additionally, the two CG schemes involved in the combination exhibit similar sufficient descent structures based on the assumption regarding the norm of the search direction.
Details
Keywords
Malam Salihu Sabiu, Kabiru Jinjiri Ringim, Tang Swee Mei and Mohd Hasanur Raihan Joarder
The purpose of this paper is to investigate the influence of human resource management (HRM) practices, (recruitment and selection) and organizational performance (OP) through…
Abstract
Purpose
The purpose of this paper is to investigate the influence of human resource management (HRM) practices, (recruitment and selection) and organizational performance (OP) through mediation role of ethical climates (ECs) in Nigerian educational agencies.
Design/methodology/approach
Quantitative data were collected from 181 educational agencies represented by director of administration; SmartPLS-SEM was used in testing the relationship, as well as testing the mediating effect of ECs.
Findings
The results revealed strong support for the mediating role of ECs on the relationship between HRM practice (recruitment and selection) and OP.
Research limitations/implications
Policy makers and executives in educational agencies need to consider making appropriate decision in terms of effectively adopt and implement performance-based HRM practices that can encourage and create ethical behavior of employees’ and within organization. Through the adoption and utilization of these practices, educational agencies can enhance OP.
Practical implications
This study contributes to the understanding of the relationship between HRM and OP by clarifying a pathway between these variables. This study also generalizes consistent findings on the HRM practices and OP relationship to a different discipline and context, i.e. educational agencies.
Originality/value
This study adds to the domain of resource-based view by incorporating EC as a mediator between HRM practices and OP.