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The paper introduces a definition of the resource allocation system (RAS), using the Mesarovic goal‐seeking system description method. A RAS is represented by sets of resources, subjects, results, decisions and values, as well as outcome and performance functions. This concept can be considered as a generalization of existing approaches such as, e.g. “complex‐of‐operations” systems. For single‐objective and multi‐objective cases basic system properties are analysed. For continuous and discrete types of RAS's conditions allowing to decide the questions of their existence and uniqueness are derived. The final part of the paper deals with the mixed and non‐deterministic resource allocation systems. Possible extensions of the obtained results are also outlined.

The problem of optimal software reliability design is considered. Allocation models are usually used to compute the target reliability for each module of a software system to maximize the overall system reliability. This objective can also be achieved by employing redundancy, e.g. N‐version programming technique (NVP). A method bridging the allocation model and redundancy approach is derived. The proposed model simultaneously determines both the optimal amount of redundancy and target reliability for each module to achieve the best reliability while the total cost stays within the budget.

This study aimed to adapt existing text-mining techniques and propose a novel topic recognition approach for textual patient reviews.

The authors first transformed multilabel samples for adapting model training forms. Then, an improved method was proposed based on dynamic mixed sampling and transfer learning to improve the learning problem caused by imbalanced samples. Specifically, the training of our model was based on the framework of a convolutional neural network and self-trained Word2Vector on large-scale corpora.

Compared with the SVM and other CNN-based models, the CNN+ DMS + TL model proposed in this study has made significant improvement in F1 score.

The improved methods based on dynamic mixed sampling and transfer learning can adequately manage the learning problem caused by the skewed distribution of samples and achieve the effective and automatic topic recognition of textual patient reviews.

The peer-review history for this article is available at: https://publons.com/publon/10.1108/OIR-01-2021-0059.

This study aims to deal with the multi-mode resource-constrained project scheduling problem (MRCPSP) with the ability to transport resources among multiple sites, aiming to minimize the total completion time and the total cost of the project simultaneously.

To deal with the problem under consideration, a bi-objective optimization model is developed. All activities are interconnected by finish-start precedence relations, and pre-emption is not allowed. Then, the ɛ-constraint optimization method is used to solve 24 different-sized instances, ranging from 5 to 120 activities, and report the makespan, total cost and CPU time. A set of Pareto-optimal solutions are determined for some instances, and sensitivity analyses are performed to find the impact of changing parameters on objective values.

Results highlight the importance of resource transportability assumption on project completion time and cost, providing useful insights for decision makers and practitioners.

A novel bi-objective optimization model is proposed to deal with the multi-site MRCPSP, considering both the cost and time of resource transportation between multiple sites. To the best of the authors’ knowledge, none of the studies in the project scheduling area has yet addressed this problem.

The housing sector is one of the main sources of economic growth in both developing and developed countries. Although many methods for modeling house prices have been proposed, each has its own limitations. The present paper aims to propose gene expression programming (GEP) as a new approach for prediction of housing price.

This study introduces gene expression programming (GEP) as a new approach for predicting housing price. This is the first time that this metaheuristic method is used in the housing literature.

The housing price model based on the gene expression programming is compared with a least square regression model that is derived from a stepwise process. The results indicate that the GEP‐based model provides superior performance to the traditional regression.

Data used in this study is derived from the Household Income and Expenditure Survey (HIES) in Iran that is conducted by the Statistical Center of Iran (SCI). Housing price model is estimated by administering the questionnaires of this survey in Hamedan Province. To show the applicability of the derived model by GEP technique, it is verified applying parts of the data, namely test data sets that were not included in the modeling process.

The present study connects the literature on sustainable HRM with that on employability to investigate the relationship between sustainability-oriented human resource actions and organizational outcomes. More specifically, this study explores how training for employability affects the employer–employee relationship and employee retention. Furthermore, this study considers competitive intensity as a potential moderator in these relationships.

The analyses draw on the fourth European Company Survey (ECS 2019) with a sample of 21?869 firms with more than ten employees. Two separate logistic regression models were used to test the hypothesis.

The results show that training for employability contributes to improving the employer–employee relationship and that competitive intensity positively shapes this relationship. Contextually, training for employability reduces the overall employee retention of the firm.

Although this study supports the potential win–win nature of employability support, especially for companies that operate in competitive markets and an uncertain environment, it also highlights the existence of paradoxical sustainability tensions that should be managed by employers.

The increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?

The paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).

It was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.

The study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

The purpose of this paper is to gain more insight into the well‐being, health and performance of young intermediate educated employees. First, employees with low education (9 years or less), intermediate education (10‐14 years of education), and high education (15 years or more) are compared on a number of factors related to well‐being, health, and performance at work. Second, determinants of well‐being, health and performance are examined for the intermediate educated group, based on the Job Demands‐Resources model.

Data from The Netherlands Working Conditions Survey 2007 are used: the largest working conditions survey in The Netherlands. ANOVAs with post hoc Bonferroni corrections and linear regression analyses are used for the analyses.

Young intermediate educated employees differ from high educated employees with regard to job demands, job resources and health. They report less demands, but these demands still have an effect on well‐being and performance. They also report less resources, while these resources are important predictors of their health and performance: both directly and indirectly via job satisfaction and emotional exhaustion.

Cross‐sectional data are used and the theoretical model is tested using regression analyses. In a follow‐up study, longitudinal data and structural equation modelling will be used.

The study adds to the limited knowledge on young employees with intermediate education and gives insight into the processes that are important for their well‐being, health, and performance. The study shows that this group deserves the attention of both researchers and professionals.

Organisational clans and tribes are entities that prescribe the behaviour of collaborators on the basis of cultural values and norms. Consequently, this study aims to propose a management tool based on the analysis and interpretation of organisational clans and tribes.

With this purpose, first, the authors review the current status of the discussion about organisational clans and tribes, following a sequential mix-method approach that begins with a bibliometric analysis and end with a content review. Based on these results, in the second stage, the authors propose a conceptual tool that analyses clans and tribes in organisations to create and consolidate alliances. Then in the third stage, the authors apply this tool to the transformation of Medellin – a city that was first conceived as violent and now become a good place to live and travel.

By applying the tool proposed in this study, it is possible to analyse and understand how to transform disagreement into alliance and how clans and tribes – in addition to taking a leading role in organising – are jointly responsible for the results.

Clans and tribes of management are proposed as a tool for organisational management from the analysis and interpretation of clans and tribes in organisations. These clans and tribes of management allow for the intervention of clans and tribes of reference and their consequent emancipation, through organisational clans and tribes that arise naturally, by association or disintegration and that support the management of change required to create effective alliances. Thus, the strategy that should be followed to reinforce the management of changes in organisations is to align alliances with organisational clans and tribes.

Definir los clanes y las tribus organizacionales como aquellos que prescriben el comportamiento de los colaboradores a partir de los valores culturales y las normas, plantea la necesidad de proponer una herramienta de gestión a partir del análisis e interpretación de los clanes y las tribus organizacionales.

Para tal fin, se revisa -a través de un análisis bibliométrico- el estado reciente de la discusión sobre los clanes y las tribus organizacionales. Hasta proponer una herramienta conceptual de fácil aplicación, para la creación y consolidación de alianzas. Esta herramienta es posteriormente verificada para el caso de la transformación de la ciudad de Medellín, que paso de ser reconocida como una ciudad violenta para convertirse en un buen vividero y un destino por descubrir.

Con la aplicación de la herramienta propuesta en este estudio, se logra analizar y comprender como ha sido posible transformar la emancipación en alianza, y como los clanes y las tribus además de tener un rol protagónico en la organización son corresponsables de los resultados obtenidos.

Los clanes y tribus de gestión se proponen como una herramienta para la gestión organizacional que parte del análisis e interpretación de los clanes y tribus en las organizaciones. Estos clanes y tribus de gestión permiten la intervención de clanes y tribus de referencia y su consecuente emancipación, a través de clanes y tribus organizacionales que surgen de forma natural, por asociación o desintegración, y que apoyan la gestión del cambio necesario para crear alianzas efectivas. Así, la estrategia que debe seguirse para reforzar la gestión de los cambios en las organizaciones es alinear las alianzas con los clanes y tribus organizacionales.

The purpose of this paper is to investigate the early career values and individual factors of objective career success among graduates from a top-tier French business school.

The authors conducted a quantitative analysis of 629 graduates classified in three job markets according to income: the traditional business market, the alternative market and the high-potential business market. The graduation dates span a period of 12 years before the 2008 Recession.

The findings suggest that membership of each job market is associated with distinct early career values (when choosing/leaving the first job). Moreover, the authors confirm that the presence of a mentor, international experience, job-hopping and gender, all affect objective career success.

The paper discusses implications for business career development and higher business education.

The originality of this study lies in the identification of the individual factors of objective career success among French business graduates and the links between objective career success and early career values.