Mohammad Esmaeili, Nathanaël Jarrassé, Wayne Dailey, Etienne Burdet and Domenico Campolo
The purpose of this paper is to propose a method to avoid hyperstaticity and eventually reduce the magnitude of undesired force/torques. The authors also study the influence of…
Abstract
Purpose
The purpose of this paper is to propose a method to avoid hyperstaticity and eventually reduce the magnitude of undesired force/torques. The authors also study the influence of hyperstaticity on human motor control during a redundant task.
Design/methodology/approach
Increasing the level of transparency of robotic interfaces is critical to haptic investigations and applications. This issue is particularly important to robotic structures that mimic the human counterpart's morphology and attach directly to the limb. Problems arise for complex joints such as the wrist, which cannot be accurately matched with a traditional mechanical joint. In such cases, mechanical differences between human and robotic joint cause hyperstaticity (i.e. over-constrained) which, coupled with kinematic misalignment, leads to uncontrolled force/torque at the joint. This paper focusses on the prono-supination (PS) degree of freedom of the forearm. The overall force and torque in the wrist PS rotation is quantified by means of a wrist robot.
Findings
A practical solution to avoid hyperstaticity and reduce the level of undesired force/torque in the wrist is presented. This technique is shown to reduce 75 percent of the force and 68 percent of the torque. It is also shown an over-constrained mechanism could alter human motor strategies.
Practical implications
The presented solution could be taken into account in the early phase of design of robots. It could also be applied to modify the fixation points of commercial robots in order to reduce the magnitude of reaction forces and avoid changes in motor strategy during the robotic therapy.
Originality/value
In this paper for the first time the authors study the effect of hyperstaticity on both reaction forces and human motor strategies.
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This research draws on qualitative interviews with primarily lower socioeconomic status (SES) public library internet users to illuminate their perceptions of economic benefits…
Abstract
This research draws on qualitative interviews with primarily lower socioeconomic status (SES) public library internet users to illuminate their perceptions of economic benefits afforded by the internet. This powerful evidence challenges utopian new technological theories. The results from this study allow for the comparison of perspectives from Millennials, Generation Xers, Boomers, and the Silent generation. These results suggest a disconnect between the cultural mythology around the internet as an all-powerful tool and the lived experiences of lower SES respondents. Lower SES participants primarily use the internet to train and educate themselves in areas where they would like to work in the process of applying for jobs using the internet. Participants recognized marginal benefits such as socialization and less burdensome job application processes. However, they struggled to identify significant job-related benefits when comparing applying for jobs online as opposed to applying for jobs in person. With the exception of millennials, all generational groups believed in the economic promise of the internet to make their lives easier given enough time. Millennials, however, challenged the techno-utopianism expressed by other generations. Only millennials recognized the realities of digital inequalities that make techno-utopian outcomes unattainable given broader economic realities for low-SES individuals.
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Mary A. Lemons and Coy A. Jones
Although companies spend millions of dollars each year in their attempts to comply with fair employment laws, many firms continue to have problems with employees who perceive…
Abstract
Although companies spend millions of dollars each year in their attempts to comply with fair employment laws, many firms continue to have problems with employees who perceive unfair treatment in promotion decisions. Procedural justice refers to the perceived fairness or equity of the procedures used in making decisions regarding the distribution of rewards, such as promotion. Previous research indicates a positive relationship between procedural justice and organizational commitment, but these findings relate to the effect of unfair selection decisions on organizational commitment, instead of specifically focusing on justice perceptions in promotion decisions. Because employee perceptions of unfairness may result in negative consequences for organizations, the purpose of this study was to examine the significance of procedural justice in promotion decisions in predicting organizational commitment. Regression analysis results indicate a significant main effect of the perceived fairness of the promotion‐decision system on organizational commitment. Implications for research and practitioners are discussed.
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Gino Cattani, Dirk Deichmann and Simone Ferriani
The journey of novelty – from the moment it arises to the time it takes hold – is as fascinating as it is problematic. A new entity, to be recognized as such, needs to be…
Abstract
The journey of novelty – from the moment it arises to the time it takes hold – is as fascinating as it is problematic. A new entity, to be recognized as such, needs to be differentiated from what existed before. However, novelty poses cognitive challenges that hamper its appreciation since it is difficult to form expectations about and make sense of something genuinely new. And since novel ideas, products, technologies, or organizational forms often violate existing practices and social structures, they are usually met with skepticism and resistance. In this introductory piece, we take stock of research into the challenges of generating, recognizing, and legitimating novelty. We review each paper in this volume and highlight the new perspectives and insights they offer about how individuals, teams, and organizations search for novelty, see novelty, and sustain novelty. Finally, we outline several research themes that, we believe, are worthy of further scholarly attention.
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Judith Overmier and Rhonda Harris Taylor
Introduces librarians to popular culture studies and emphasizes the importance of collection development of popular culture materials, both primary and secondary. Provides…
Abstract
Introduces librarians to popular culture studies and emphasizes the importance of collection development of popular culture materials, both primary and secondary. Provides strategies and identifies resources that can facilitate such collection development.
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Steven M. Elias and Rakesh Mittal
Although organizations change on a regular basis, much of what we know about the impacts of organizational change can best be described as macro‐level information. Only recently…
Abstract
Purpose
Although organizations change on a regular basis, much of what we know about the impacts of organizational change can best be described as macro‐level information. Only recently have scholars begun to examine the impact of organizational change at the level of the individual employee (i.e. micro level). The purpose of this paper is to assess the importance of a supervisor's support for a change initiative in relation to employee job satisfaction and job involvement.
Design/methodology/approach
This research made use of archival data. Police officers (n=88) were randomly selected from across the USA to complete phone interviews meant to assess, in part, supervisor support for a change from traditional policing to community policing, job satisfaction, and job involvement.
Findings
While supervisor support for the change initiative was found to be related to job satisfaction and job involvement, job satisfaction mediated the supervisor support‐job involvement relationship.
Research limitations/implications
The major limitation of this study is its small sample, which precluded the use of more advanced statistical techniques (i.e. structural equation modeling). The major implication is that both employees and the organization stand to benefit during a change initiative if the supervisor demonstrates his or her support for the initiative.
Originality/value
This research is of value given the prevalence of organizational change and the need for more research examining the impact of change on micro‐level issues.
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This project focuses specifically on how intercultural negotiating differences are evidenced communicatively. Evidence suggests that negotiators deal differently with…
Abstract
This project focuses specifically on how intercultural negotiating differences are evidenced communicatively. Evidence suggests that negotiators deal differently with internationals than domestics. Therefore, it is important to move beyond within‐culture comparisons as a basis for predicting intercultural negotiation processes. This paper tests empirically the endurance of culturally‐associated negotiation styles in inter‐cultural negotiations between Americans and Taiwanese. Results suggest that culture does exert some global effects in face‐to‐face encounters with cultural outsiders. Other aspects of negotiation are managed locally, so that predicted cultural differences do not emerge in interaction.
R. Arzu Kalemci, Ipek Kalemci-Tuzun and Ela Ozkan-Canbolat
The purpose of this paper is to increase the knowledge and understanding of organizational and supervisory support in the context of employee deviant workplace behavior (DWB) by…
Abstract
Purpose
The purpose of this paper is to increase the knowledge and understanding of organizational and supervisory support in the context of employee deviant workplace behavior (DWB) by examining the potential associations of employees’ cultural value orientations. This paper aims to: clarify DWB; review perceived organizational support (POS) and perceived supervisory support (PSS); discuss the meaning of employees’ cultural value orientations (individualism–collectivism, power distance and paternalism); use the fuzzy logic model to analyze relationships between DWB and POS, as well as PSS and employees’ cultural value orientations.
Design/methodology/approach
This research applies a fuzzy-set qualitative comparative analysis.
Findings
The results show the role of employee perceived organizational and supervisory support and cultural dimension (power distance and paternalism) configurations on employee DWB.
Originality/value
The main originality of this study is to further increase the understanding of organizational and supervisory support in the context of employee DWB by examining the potential associations of employees’ cultural value orientations. This study extends the previous research by providing evidence that organizational and supervisory support influences employees’ DWB.