Samuel B. Lazarus, Antonios Tsourdos, Brian A. White, Peter Silson, Al Savvaris, Camille‐Alain Rabbath and Nicolas Lèchevin
This paper aims to describe a recently proposed algorithm in terrain‐based cooperative UAV mapping of the unknown complex obstacle in a stationary environment where the complex…
Abstract
Purpose
This paper aims to describe a recently proposed algorithm in terrain‐based cooperative UAV mapping of the unknown complex obstacle in a stationary environment where the complex obstacles are represented as curved in nature. It also aims to use an extended Kalman filter (EKF) to estimate the fused position of the UAVs and to apply the 2‐D splinegon technique to build the map of the complex shaped obstacles. The path of the UAVs are dictated by the Dubins path planning algorithm. The focus is to achieve a guaranteed performance of sensor based mapping of the uncertain environments using multiple UAVs.
Design/methodology/approach
An extended Kalman filter is used to estimate the position of the UAVs, and the 2‐D splinegon technique is used to build the map of the complex obstacle where the path of the UAVs are dictated by the Dubins path planning algorithm.
Findings
The guaranteed performance is quantified by explicit bounds of the position estimate of the multiple UAVs for mapping of the complex obstacles using 2‐D splinegon technique. This is a newly proposed algorithm, the most efficient and a robust way in terrain based mapping of the complex obstacles. The proposed method can provide mathematically provable and performance guarantees that are achievable in practice.
Originality/value
The paper describes the main contribution in mapping the complex shaped curvilinear objects using the 2‐D splinegon technique. This is a new approach where the fused EKF estimated positions are used with the limited number of sensors' measurements in building the map of the complex obstacles.
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John R. Cutcliffe and Kirk Zinck
Background: The introduction of antiviral agents, most particularly ‘highly active antiretroviral therapy’ (HAART), has changed the very nature of the care for persons with HIV…
Abstract
Background: The introduction of antiviral agents, most particularly ‘highly active antiretroviral therapy’ (HAART), has changed the very nature of the care for persons with HIV and/or AIDS, from preparing patients to die to assisting patients with living with a chronic illness. Despite this dramatic turnaround in prognosis, the limited literature available indicates that these individuals often do not have a high degree of hope for the future. Accordingly, this study seeks to explain how hope might be inspired and maintained in people living long‐term with HIV/AIDS (the so‐called ‘Lazarus Syndrome’). Design: The study used a modified Glaserian grounded theory method and was conducted in the United States of America. A total of 10 participants were selected by means of theoretical sampling. Methods: The study adhered to the principal features of Glaserian Grounded Theory, namely: (a) theory generation, not theory verification; (b) theoretical sampling; (c) the constant comparative method of data analysis; and (d) theoretical sensitivity (searching for/discovering the core variable, one which identifies the key psychosocial process and contains temporal dimensions or stages). Further, the authors ensured that the study was concerned with generating conceptual theory, not conceptual description. Findings/conclusion: The findings indicate that the key psychosocial problem (i.e. the maintenance of hope) is addressed through the core variable, ‘Turning from death to life: finding new meaning’. This parsimonious theory describes and explains a four‐stage process of hope maintenance consisting of the subcore variables: ‘Losing the Ontological Self’, ‘Turning from Death to Life’, ‘Finding Acceptance and Reconciliation’, and ‘Finding New Meaning’.
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Olusoji James George, Samuel Essien Okon and Godbless Akaighe
Emotional intelligence (EI) plays a vital role in work and non-work outcomes. Gaps exist in the role of contextual factor (i.e. perceived organisational support, POS) and personal…
Abstract
Purpose
Emotional intelligence (EI) plays a vital role in work and non-work outcomes. Gaps exist in the role of contextual factor (i.e. perceived organisational support, POS) and personal resource (i.e. psychological capital, PsyCap) in investigating employees’ EI. This current research draws on the cognitive–motivational–reactional theory of emotions and conservation of resources theory in examining the serial explanatory pathways between EI and work engagement.
Design/methodology/approach
Data were collected at three points of measurement from the public sector in Nigeria. The authors tested their serial mediation model with a sample of 528 public sector employees using PROCESS macro with a bias-corrected bootstrapping method.
Findings
The findings show that EI was positively related to work engagement. EI exerted an indirect effect on PsyCap via POS. The indirect effect of EI on work engagement was serially mediated by POS and PsyCap.
Practical implications
Organisations need to pay attention to the level of support they provide to employees, given that employees differ in their emotional appraisal and regulations. The way employees perceive organisational support is vital to helping them stimulate their personal resources towards work goals. This study further accentuates the fact that emotionally intelligent employees tend to understand how to manage their emotions and that of others in a way that leads to a higher level of work engagement.
Originality/value
This paper addresses gaps in the literature on EI and regulations in the changing and challenging world of work. In so doing, this paper contributes to the literature by deepening our understanding of the complex relationship between EI, POS, PsyCap and work engagement. Theoretical and practical implications for employees’ emotional appraisal and regulations are discussed.
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Kwasi Dartey-Baah, Samuel Howard Quartey and Grace Asiedua Osafo
Bank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender…
Abstract
Purpose
Bank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana.
Design/methodology/approach
Using a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test.
Findings
The results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs.
Research limitations/implications
The findings must be interpreted with caution because cross-sectional surveys are often criticised for causality issues. The causality issue here is that the use of cross-sectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific.
Practical implications
To reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress.
Social implications
A stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees' families and friends are often ignored by organisations.
Originality/value
The transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.
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Allison S. Gabriel, David F. Arena, Charles Calderwood, Joanna Tochman Campbell, Nitya Chawla, Emily S. Corwin, Maira E. Ezerins, Kristen P. Jones, Anthony C. Klotz, Jeffrey D. Larson, Angelica Leigh, Rebecca L. MacGowan, Christina M. Moran, Devalina Nag, Kristie M. Rogers, Christopher C. Rosen, Katina B. Sawyer, Kristen M. Shockley, Lauren S. Simon and Kate P. Zipay
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being…
Abstract
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.