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Employee mental health is a central issue in today's global workplace. This paper analyzes the effect of high performance work systems (HPWSs) on employee mental health. We integrate HPWS concepts with job demands‐resources (JD‐R) theory to examine competing theoretical perspectives—a positive HPWS influence and a negative HPWS influence on employee mental health. We examine employees' perceptions of psychological empowerment as an indicator of the motivational pathway of the JD‐R and work‐role overload as an indicator of the strain pathway to explain the differential effect of HPWSs on mental health. We also incorporate organizational identification theory to demonstrate how one's identification with the organization can either accentuate or attenuate feelings of both psychological empowerment and work‐role overload. Findings from a study of 999 employees in 174 South Korean organizations indicate that HPWSs are positively associated with employee mental health via employee perceptions of empowerment and that HPWSs are negatively associated with employee mental health through perceptions of work‐role overload. Furthermore, the study finds that organizational identification attenuates the relationship between HPWS and both empowerment and overload. Practice‐level post hoc analyses also reveal that the job design characteristics, pay level, and participative decision‐making are linked to empowerment. In addition, participative decision‐making is most strongly associated with work overload. [ABSTRACT FROM AUTHOR]

In the wake of a turbulent era over the past 3 years, characterized by the unprecedented challenges posed by the COVID‐19 pandemic, individuals have found themselves contending with the intersection of professional and personal responsibilities. The pursuit of luxury has given way to a collective nightmare, as work and family demands converged, each equally relentless and significant. Our paper focuses on the experiences of individuals who confronted and triumphed over these challenges. A sample of 368 professionals, predominantly working from home, was examined to explore the impact of high performance work systems and boundary management in a post‐pandemic landscape marked by blurred boundaries. Our findings support the notion that effective boundary management, encompassing the management of non‐work intruding on work and work encroaching on non‐work, significantly influences withdrawal behaviors. Our study reveals the importance of organizations fostering work practices that empower employees with the IT skills to navigate virtual technologies seamlessly. By doing so, organizations can enhance work‐life balance and mitigate withdrawal behaviors among their workforces. [ABSTRACT FROM AUTHOR]

This document emphasizes the importance of studying human resource management (HRM) in the public sector and provides a model called "public value creation" to guide research in this area. The authors argue that researchers should contextualize their studies in the public sector and propose three levels of contextualization. The document also includes summaries of six papers that cover various topics related to HRM and public sector performance. These topics include employee outcomes in hospitals, performance management in elderly care, HRM in primary schools, team working in vocational education, stress and turnover in international organizations, and performance appraisals in Chinese public universities. [Extracted from the article]

The development of the knowledge economy society has made enterprises pay more attention to the subjectivity and initiative of "people" in their human resource management practices, and the performance of employees is related to their level of work engagement. Therefore, this study is based on the impact of positive human resource practices on employee performance, and analyzes the mediating effect of work engagement through experimental data processing, scale design, and hypothesis testing. The results showed that: a) There is a significant positive correlation between positive human resource practices and employee performance, and the regression coefficients corresponding to work performance and relationship performance are both above 0.35 and 0.40. b) There is a significant correlation between positive human resource practices and work performance, and a significant correlation between positive human resource practices and work engagement. c) Work engagement plays a mediating role between positive human resource practices and work performance. Mastering the mediating effect of work engagement can effectively provide management insights for enterprises to promote human resource practices. [ABSTRACT FROM AUTHOR]

Integrating the literatures on strategic human resource management and organizational support theory, we examine the cross‐level relationship between high performance work systems (HPWS) at the team‐level and individual perceptions of organizational support (i.e., POS). In addition, we introduce a critical boundary condition, the HR department's organizational embodiment (HROE), which involves the extent to which employees identify the HR department with the organization. We propose that the cross‐level HPWS–POS relationship is moderated by HROE, such that the linkage between HPWS and POS is stronger when HROE is high. With a sample of 103 teams and 399 employees in South Korea, we find that HPWS utilization increases POS and that this relationship is stronger when HROE is high. We also find that HR department status and the favorable attitude of the HR head are antecedents to HROE. These findings suggest that HROE is a critical boundary condition for the relationship between HPWS and POS with subsequent effects on organizational commitment and job satisfaction. [ABSTRACT FROM AUTHOR]

This article explores the relationship between employee satisfaction and patient satisfaction in community health centers. The study found that employee compensation significantly influenced patient satisfaction, while factors such as supervision and work relationships did not have a significant impact. The research also examined various demographic factors and their correlation with patient satisfaction. The findings suggest the importance of considering compensation factors in strategies to improve patient satisfaction. Additionally, the article provides a list of references to other research articles related to patient satisfaction, healthcare services, and job satisfaction. Another article discussed in the document focuses on the impact of specific training on nurses' competence in evidence-based practice and the hospital practice environment. The study found that nurses who received training demonstrated higher levels of evidence-based practice competence, and a positive hospital practice environment was associated with higher levels of competence. [Extracted from the article]

PV power generation is developing fast in both centralized and distributed forms under the background of constructing a new power system with high penetration of renewable sources. However, the control performance and stability of the PV system is seriously affected by the interaction between PV internal control loops and the external power grid. The impact of the PV system on the reliability, stability, and power quality of power systems has restricted them to further participate in power supplies with a large capacity. Traditional control methods have become ineffective at dealing with these problems as the PV system becomes increasingly complex and nonlinear. Intelligent control as a more advanced technology has been integrated into the PV system to improve system control performance and stability. However, intelligent control for the PV system is still in the early stages due to the extensive calculation and intricate implementation of intelligent algorithms. Further investigations should be carried out to effectively combine intelligent control with the PV system to constitute an intelligent PV power system with multiple functions, high stability, and high-performance. This paper provides a systematic classification and detailed introduction of various intelligent optimization methods in a PV inverter system based on the traditional structure and typical control. The future trends and research topics are given to provide a reference for the intelligent optimization control in the PV system. [ABSTRACT FROM AUTHOR]

The fifth Industrial revolution (I5.0) prioritizes resilience and sustainability, integrating cognitive cyber-physical systems and advanced technologies to enhance machining processes. Numerous research studies have been conducted to optimize machining operations by identifying and reducing sources of uncertainty and estimating the optimal cutting parameters. Virtual modeling and Tool Condition Monitoring (TCM) methodologies have been developed to assess the cutting states during machining processes. With a precise estimation of cutting states, the safety margin necessary to deal with uncertainties can be reduced, resulting in improved process productivity. This paper reviews the recent advances in high-performance machining systems, with a focus on cyber-physical models developed for the cutting operation of difficult-to-cut materials using cemented carbide tools. An overview of the literature and background on the advances in offline and online process optimization approaches are presented. Process optimization objectives such as tool life utilization, dynamic stability, enhanced productivity, improved machined part quality, reduced energy consumption, and carbon emissions are independently investigated for these offline and online optimization methods. Addressing the critical objectives and constraints prevalent in industrial applications, this paper explores the challenges and opportunities inherent to developing a robust cyber–physical optimization system. [ABSTRACT FROM AUTHOR]

To date, scholars have given less attention to how inter-firm learning and human factors promote a circular supply chain for SMEs in emerging markets. Drawing upon the socio-technical system theory, this study explores how green supply chain learning, green organizational citizenship behavior, and green employee creativity contribute to circular supply chain performance. Findings from a survey of 153 firms in Ghana suggest that green supply chain learning does not have a significant impact on circular supply chain performance and green employee creativity, but it significantly relates to green organizational citizenship behavior. In addition, green organizational citizenship behavior and green employees' creativity have a significant effect on circular supply chain performance. Finally, green organizational citizenship behavior and green employee creativity jointly mediate the relationship between green supply chain learning and circular supply chain performance. The study offers insight into the factors that drive circular supply chain performance of small and medium enterprises in an emerging economy. [ABSTRACT FROM AUTHOR]

The systematic review of Business Information Modeling (BIM) plays a crucial role in understanding its significance and impact. This review allows for a comprehensive examination of the existing literature, highlighting the benefits, challenges, and success factors associated with BIM. There is a scarcity of studies dealing with this subject, and so a question about the most important advantages that will be obtained by the construction industry, especially the construction companies, as a result of the BIM application arises. Relevant previous studies were reviewed and their quality was evaluated using a systematic methodology. The current study was characterized by the use of the SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis technique. As far as is known, the current study is the first of its kind in the field of Iraqi project management. The results suggest that the BIM benefits include firm's growth, organizational performance, enhanced market value, employee motivation, and service quality. [ABSTRACT FROM AUTHOR]

Achieving successes in their career represents an important outcome for individuals and their employing organizations. Organizational management practices play an important role in fostering career success. Such practices as high performance work system has been adopted in organizations to enhance employee and organizational effectiveness. While HPWS has been found to correlate with a range of individual positive outcomes, its influence on career success has not been widely investigated. The current research adopts the Kaleidoscope Career Model to explain the impact of high-performance work system on subjective career success. To clarify the mechanism of impact, job crafting has been introduced as a possible mediating variable. Finally, employees' attribution of HPWS was expected to moderate the association between high-performance work system and job crafting in a moderated mediation model. Data from a two-wave survey provide supports for the proposed hypotheses. High-performance work system enables the employees to satisfy their career needs both directly and indirectly through job crafting. Career need satisfaction enhance the perception of career success. In addition, high-performance work system which is thought to be adopted to comply with external regulation reduce the positive link between such systems and job crafting. [ABSTRACT FROM AUTHOR]

The present study questions the indiscriminate use -- or misuse -- of job performance self-rating measures in work and organizational psychology. We provide evidence for systematic cognitive distortions in the traditional predictors (i.e., work engagement and work experience) of self-ratings of job performance. A cross-sectional study was conducted (N = 470) where employees were asked to fill in a questionnaire composed of self-report measures on job performance, work engagement, and systematic cognitive distortions. Findings suggest that highly engaged older (i.e., aging) employees tend to have optimistic judgments of their job performance which was reflected in higher levels of self-rated task performance. Likewise, adults with higher work experience (i.e., long-tenured) tend to adhere to social and organizational conventions in line with cognitive decision rules and systematic distortions which may lead to misjudgment of their contextual performance. [ABSTRACT FROM AUTHOR]

This paper examines the impact of leadership style on employee motivation, focusing on transformational leadership. Utilizing qualitative methodology, it finds a positive relationship between transformational leadership and motivation. This study reveals that transformational leader creates an inspiring environment through inspirational motivation, idealized influence, intellectual stimulation and individualized consideration, enhancing employee motivation. Consequently, motivated employee positively influences organizational performance. Overall, this literature review contributes to understanding of the vital linkages between leadership style, employee motivation, and organizational performance. [ABSTRACT FROM AUTHOR]

Static mixers are widely used in selective catalytic reduction (SCR) systems to improve the conversion efficiency and service life of the catalyst by better mixing ammonia and the exhaust stream. However, the structure of the mixer needs to be designed carefully to minimise the loss of the system pressure caused by its installation. In this work, experiments and simulations are conducted to evaluate the mixing performance of the static mixers and the system pressure loss. The simulations and experimental results have good agreement. Four novel static mixers are designed and compared with a commercial static mixer to demonstrate their performance. The results show that the box mixer can accomplish less pressure loss (690 Pa) and more homogenous mixing (CoV = 5.4%), and it can thus be used to improve the mixing of ammonia and the exhaust stream in SCR systems. [ABSTRACT FROM AUTHOR]

This research examines the impact of employees' experience of highperformance work systems (HPWS) on their innovative behavior. The study draws upon social exchange theory to propose that employees' experience of HPWS influences their innovative behavior directly and through sequential mediation of social capital development and knowledge-sharing behavior. Additionally, the study uses the Elaboration Likelihood Model to highlight that individuals' need for cognition strengthens the relationship between employees' knowledge-sharing and innovative behaviors. The study employed a timelagged quantitative research design with survey data from 262 job incumbents in professional service firms. The proposed model was tested using the PLSSEM two-stage approach. The findings of the study confirm the proposed direct and indirect relationships. Moreover, the findings also confirm that the need for cognition strengthens the relationship between knowledge-sharing and individual innovation behaviors. The study posits that employees' experience of HRM systems can influence their innovative behavior as a reciprocal exchange toward the employer. Moreover, this study presents a comprehensive model that highlights the interplay of social and cognitive factors that can influence the relationship between HPWS and employees' innovation behavior. This study also fills a gap in the existing literature by highlighting the antecedents of innovative behavior in professional service firms. [ABSTRACT FROM AUTHOR]

Numerous Malaysia policies underscore the need to build exceptional R&D capabilities as the key economic driver. This study acknowledges the influence of high-performance work practices (HPWP) on R&D innovativeness. Underpinned by social exchange theory, this study investigates the implementation of innovation-enhancing HPWP in Malaysian R&D organisations and their relationship with project performance. Survey data on R&D project performance and six dimensions of innovation-enhancing HPWP were collected from 210 project leaders and members. Results suggested that innovationenhancing HPWP implementation is still low as HPWP might be a relatively unknown practice in the R&D sector. Nevertheless, four HPWP dimensions were significant predictors of R&D project performance: employee recruitment, performance appraisal, reward and compensation, and employee participation. These findings will guide managers in developing relevant HPWPs to foster innovativeness. This includes a comprehensive audit of existing R&D people, processes, and products, and how these three 'Ps' can be streamlined into an innovation-enhancing HPWP. [ABSTRACT FROM AUTHOR]

A study has shown that there may be a gap in the mediating role of employee multitasking in the relationship between highperformance work systems, employee performance and compensation. Data from target employees was collected using a Google Form questionnaire. A total of 112 employee representatives from companies at PT Bina Karya Prima in the Jakarta and Bekasi areas, Indonesia took part in this research, the sample was selected using the purposive sampling method. The author used the SMART-PLS Structural Equation Model (SEM) to test the research model, and carried out validity and reliability tests using SPSS factor analysis. The findings of this research reveal that employee multitasking has a positive and significant effect on high-performance work systems and employee performance. Finally, there is a control variable, namely compensation. Compensation has a positive and significant effect on high-performance work systems and employee performance. Finally, we found that employee multitasking mediates the positive and significant relationship between highperformance work systems, employee performance and the relationship between high-performance work systems and employee performance on compensation control variables. To unlock the mystery surrounding the relationship between high-performance work systems and employee performance, this research includes the mediating role of employee multitasking and develops a new theoretical framework, namely compensation. [ABSTRACT FROM AUTHOR]

The objective of this study was to examine the mediating role of psychological safety in the relationship between high performance work systems (HPWS) and employee voice behavior. Moreover, this study examined the moderating effect of supportive leadership on the indirect effect of HPWS on voice behavior through psychological safety. Data were gathered in a survey of middle and lower level bank employees (N = 261). Data validity/reliability and estimations were performed by applying the principles of partial least squares structural equation modeling (PLS-SEM). The findings indicate that psychological safety mediates the link between HPWS and voice behavior, and supportive leadership enhances voice behavior by strengthening the effect of HPWS on psychological safety. This study contributes to organizational psychology literature by explaining how supportive leadership affects the indirect effect of HPWS on voice behavior through psychological safety. Study limitations are related to external validity and cross-sectional testing of data. [ABSTRACT FROM AUTHOR]

Objective: This study aims to investigate the effect of a high-performance work system (HPWS) and proactive personality on job performance and examine the role of psychological capital as mediation in the proposed research model. Design/Methods/Approach: This study adopts quantitative approaches by distributing cross-sectional surveys of multi-sector employees; 231 respondents were collected. The data collected underwent model evaluation and structural equation modeling using Smart PLS 3.2.9, employing the embedded two-stage approach. Findings: The statistical analysis indicates that High-Performance Work Systems (HPWS) and proactive personality directly impact job performance. Moreover, they also have an indirect positive impact through mediation by psychological capital. Originality: This study contributes to the existing literature by investigating the mediating role of psychological capital on the influence of HPWS and proactive personality on job performance in the context of workers in various industrial sectors in Indonesia. This study confirms that HPWS, proactive personality, and psychological capital positively impact employee job performance. It also supports the broaden-and-build theory of positive emotions and the JD-R model in Indonesian workplaces. Practical/Policy implication: The findings of this study can provide valuable insights, evidence, and knowledge to academics and Human resource managers. By implementing High-Performance Work Systems (HPWS), recruiting workers with a proactive personality, and improving employee job performance, organizations can build a solid human resource base that can contribute to achieving optimal organizational goals. Human resource managers are advised to develop policies that focus on recruitment, training, motivation, and enhancing opportunities while fostering a proactive personality among employees. It will encourage optimism, hope, resilience, and efficacy in performing tasks, improving organizational performance and outcomes. [ABSTRACT FROM AUTHOR]

The present study states that work engagement acts as a moderator in the relationship between employees' attention deficit hyperactivity disorder and employees' outcomes in a way that this negative relationship will be weak when work engagement is high. According to this study, ADHD has a negative impact on employees' outcomes i.e., in-role performance, organizational citizenship behavior, and job satisfaction. Work engagement is proposed to be a moderating variable that weakens the negative relationship between ADHD and the proposed employees' outcomes. Primary data has been collected to conduct the study. The population of the study comprises employees from a few public and private institutes of Islamabad, Rawalpindi, and Wah-Cantt (cities of Pakistan), while different banking, manufacturing, education, and service sectors (office work) have been covered. 259 questionnaires out of 300 have been collected due to non-response issues. The variables of the study i.e., employees' ADHD, work engagement, in-role performance, organizational citizenship behavior, and job satisfaction have been measured through a selfreport questionnaire. ADHD has been measured by an 18-item adult ADHD self-report scale (ASRS-v1.1) symptom checklist. The data has been analyzed through regression and moderation analyses. The study has been supported by, validates, and stresses the attentional control theory. The study states that ACT helps explain the workplace behavior of people whose capacity to control attention might be affected due to anxiety, ADHD, or certain other impairments. ACT states that people with a deficiency of attentional control (e.g., because of ADHD) exhibit lower performance as compared to employees who do not have this problem. The results of this study support and strengthen the given concepts associated with the attentional control theory. Each one of the nine hypotheses of the study has been supported. The study concluded in the realization that when work engagement of employees with attention deficit hyperactivity disorder increases by providing them with certain additional resources, it weakens the negative relationship between employees' attention deficit hyperactivity disorder and employees' outcomes. [ABSTRACT FROM AUTHOR]

This document is a bibliometric analysis of research on employee turnover. The study aims to analyze the scope of research on employee turnover and track its growth and development using the Scopus database. The researchers analyzed 1948 articles from 1957 to 2023 using various methods, including co-word analysis and thematic mapping. The findings revealed significant progress in the study of employee turnover and identified key components related to turnover behavior. The research provides insights for future scholars and has the potential to contribute to the understanding of employee turnover and its causes. [Extracted from the article]

Despite the unquestionable advantages of digital transformation (DT) in organizations, the very process of DT could have an impact on the level of stress of the employees. The negative effects of the digital transformation process can be observed during the implementation of information and communication technologies (ICT) solutions. They are further enhanced by the effects of COVID-19 pandemic, as digital transformation has accelerated to allow for remote work. Herein we distinguish between general stress at the workplace and the very specific type of stress, namely digital transformation stress (DTS). We assumed that this type of stress appears when rapid implementation of ICT solutions is introduced with time pressure and incertitude of further results. To quantify this phenomenon, we developed a new self-report scale—the Digital Transformation Stress Scale (DTSS), measuring employees' stress stemming from the process of digital transformation in organizations. The psychometric validity of the scale was evaluated in two studies: Study1 conducted at the beginning of COVID-19 pandemic in 2020 (N = 229) and Study 2 in 2021 (N = 558), after a year of mostly remote work. The results confirmed good reliability with Cronbach's Alpha α =.91 in Study 1 and α =.90 in Study 2 and assumed unidimensional factorial validity of the scale in both studies. All items of the scale had good difficulty and discrimination values evaluated in Item Response Theory, i.e., IRT approach. The scale showed predicted convergent validity as the indicator of the digital transformation stress moderately correlated with general stress at work. Moreover, the assumption that even employees with high ICT skills could be affected by DTS was confirmed. Additionally, the results indicated that digital transformation stress was significantly higher among employees who reported both issues: ongoing digital solutions projects at the workplace and high impact of COVID-19 pandemic on their work. The scale could be used in future work on measuring and counteracting digital transformation stress at the workplace. [ABSTRACT FROM AUTHOR]

The human factor is still an irreplaceable element bearing a competitive advantage in the changed conditions of the wood-processing industry created by Industrial Revolution 4.0. Their sophisticated use and motivation result in the company's higher performance potential, and satisfaction is reflected in higher employee loyalty. The study aims to evaluate the level of motivation of employees working in the wood-processing industry in selected Central European countries (Slovakia, the Czech Republic, and Ukraine) from the point of view of groups of motivation factors and then to compare them between countries in terms of gender and age. Differences in the mean values of the compared groups were tested, taking into account the confidence interval. The research was conducted at the beginning of 2021 when Ukraine has not been in a military conflict yet. The result of our findings is the knowledge that the most important motivation factors for Slovak employees in the wood-processing industry are those related to finance and employer-employee relationships. Czech employees also prefer the same motivation factors but place less emphasis on them. Employees of the wood-processing industry in Ukraine prefer motivation factors related to finance and career aspiration. From the point of view of motivation, the input qualitative parameters of rawwood material and its assessment in forest stands are also important. In globalization, the findings of our study can serve as insights for managers within the wood-processing industry. These insights can be particularly beneficial in enhancing the quality of human resource management, with a particular emphasis on bolstering employee motivation. [ABSTRACT FROM AUTHOR]

The study aimed at analyzing the micro and macro forces for change and designing organization development interventions for organizations in Pakistan. Business organizations in Pakistan have been facing performance issues during the last few decades for which a comprehensive strategy as appropriate organization development (OD) interventions in the form of flexible corporate structure to accommodate needs of the turbulent environment seems inevitable. A focus group of 10 experts as Plant managers, IT and social system developers, and HR and finance managers was conducted by the researchers. The study explored corporate ageing and innovative technology as force driving change in the corporate environment thereby leading to OD interventions accordingly. The study recommends ISO integrated management systems (IMS), total quality management (TQM), high performance work systems (HPWSs), executive coaching, information technology (IT), automation, employee training and development, and mergers and acquisitions (M&A) as useful OD interventions. [ABSTRACT FROM AUTHOR]

The State Civil Apparatus, or ASN, must operate at peak efficiency. High-Performance Work Systems (HPWS) may improve productivity both internally and externally. Aim this research, we examine how psychological well-being (PWB) affects work satisfaction and how it relates to Organizational Citizenship Behavior (OCB). Additionally, 42 Regional Apparatus Organizations (OPD) DKI Jakarta Provincial Government examine the function of PWB, organizational commitment, and work satisfaction as mediators for the HPWS-OCB interaction with ASN.Purposive sampling was used to choose the sample, and a current government servant with at least a year of service was the requirement. A survey was conducted in June 2023 to obtain the data, with 185 participants receiving 33 questions over Whatsapp. SEM-PLS, the data were evaluated using a structural equation model. As a consequence, PWB and organizational commitment are significantly impacted favorably by HPWS. The favorable HPWS-OCB interaction, which had a favorable but minor direct association, may be completely moderated by PWB. Organizational commitment is significantly enhanced by PWB, which will also lead to an increase in OCB. HPWS significantly impacts job satisfaction via organizational commitment and PWB mediation but is not significantly impacted by HPWS alone. Organizational commitment does not mediate the HPWS-OCB relationship and job satisfaction does not significantly affect OCB. The better government organizations implement HPWS in ASN management, the ASN's OCB will increase and ultimately lead to an increase in excellent service quality and organizational performance. [ABSTRACT FROM AUTHOR]

Purpose: This study empirically tests a conceptual framework that shows how integration practices are significantly associated with supply chain (SC) performance. This study also intends to achieve the following purposes: first, how the performance is influenced by the integration practices, i.e. internal and external; second, to measure the mediating effect of organizational antecedents (market orientation, learning orientation) between integration practices and firm's SC performance. Design/methodology/approach: In a noncontrived study environment, a cross-sectional study design was used with a questionnaire. The study used a stratified proportionate random sample of 205 managers from manufacturing firms in China. Six hypothesized relationships were examined using the structural equation modeling (SEM) technique in AMOS software, and five were shown to be valid. The proposed model was validated through various techniques. Findings: Results of this study indicate that both external and internal integration influence SC performance and confirms the mediating role of organizational antecedents between integration practices and SC performance. According to the findings, five out of the six hypotheses are accepted. Findings of this research also offer very expedient insights for the companies' management which can help them to ensure optimal output by giving due importance to external as well as internal integration. Research limitations/implications: The data for the study were only obtained from one province, which was Henan Province, and one industry, which was manufacturing; this constrained the generalizability of the study. The findings may be further validated in the future by expanding the scope of the studies to include various cultural contexts and types of businesses. Second, this study used data from a cross-sectional analysis; however, future research may potentially make use of a longitudinal design in order to more thoroughly confirm the findings. Practical implications: Findings of this study offer substantial managerial insights suggesting various ways to develop better internal as well as external integration to get better results. Management of the company should focus and give more importance to job rotation, trainings and management commitment as part of internal integration. Moreover, management should strive for improving the capabilities of integration in internal functions prior to external integration as internal collaboration, teamwork and interaction within the company are considered as a precondition to maintain integration with external stakeholders. It is also a social process which needs to be built up over a longer period of time. Originality/value: The authors contribute to the literature by experimentally evaluating the effects of integration practices on SC performance using a conceptual model drawn from current theories. The study also offer additional empirical evidence for Han et al. (2007), who found that SCI enhances firm performance through quality management in their analyses of the relationships between SCI, quality management practices and firm performance. [ABSTRACT FROM AUTHOR]

The spontaneous organizational citizenship behavior towards environment (OCBE) of employees in the workplace is crucial to businesses' green development and low-carbon transition. However, it was not considered how such behavior could be encouraged for enhanced firm performance. From the natural resource-based view theory perspective, this study tests a model that investigates how green supply chain management practices, green culture, top management commitment, and OCBE, and influences firm performance. A structural equation model (SEM) was utilized to test the hypotheses using 600 survey questionnaires collected from manufacturing firms. The results show that green supply chain management indirectly affects firm performance through green culture and top management commitment. The results reveal that green culture and top management commitment positively and significantly mediate the relationship between green supply chain management and firm performance. Furthermore, the findings show that OCBE has a direct effect on firm performance. Moreover, the results highlight that OCBE has a positive moderating effect on the association between green supply chain management and firm performance. Finally, the study's findings and implications are disclosed to be useful policy instruments for organizations, administrations, and other stakeholders. [ABSTRACT FROM AUTHOR]

With the development of high-performance computing and the expansion of large-scale multiprocessor systems, it is significant to study the reliability of systems. Probabilistic fault diagnosis is of practical value to the reliability analysis of multiprocessor systems. In this paper, we design a linear time diagnosis algorithm with the multiprocessor system whose threshold is set to 3, where the probability that any node is correctly diagnosed in the discrete state can be calculated. Furthermore, we give the probabilities that all nodes of a d-regular and d-connected graph can be correctly diagnosed in the continuous state under the Weibull fault distribution and the Chi-square fault distribution. We prove that they approach to 1, which implies that our diagnosis algorithm can correctly diagnose almost all nodes of the graph. [ABSTRACT FROM AUTHOR]

Managing performance is quite easy, but sustaining that performance is the real challenge for organizations in the 21st century. Hence, the research’s main objective is to examine the impact of high-performance work system on sustainable organizational success in small and medium business (SMEs). Moreover, for global business organizations to succeed innovation must be involved. Therefore, the study is mediated by the Innovative work behaviour. Data were obtained among 820 SME employees in Nigeria. The Analysis used Partial Least Square (PLS) to check the hypothesis. In order to introduce creativity or inspire workers to behave innovatively in the workplace, they need a sense of well-being to actively engage employee organisations. This research will allow managers to agree to invest in workers so that employees work successfully and display creative actions in order to achieve sustainable organisation. This study adds to the scientific management literature by exploring the phenomena sustainable lens innovation and high-performance work by the SMEs in concurrently improve innovation-specific skills, inspiration, and voice habits across employees, resulting in higher innovation efficiency. [ABSTRACT FROM AUTHOR]

Background: Unethical pro-organizational behavior is one of the factors in the development of any organization. These are behaviors that violate accepted social and moral standards. Research evidence shows that the unethical behavior of employees is increasing from day to day, and the behavior of managers, and supervisors and the domination of an inhuman atmosphere in the organization can provide the basis for the occurrence of unethical behavior on the part of employees. Aims: The aim of this study was to investigate the structural relationships between high-performance work systems and immoral Unethical pro-organizational behavior in the mediating role of multiple moral identities and psychological ownership. Methods: This study is a correlation study that was performed by structural equation modeling with partial least squares approach. The statistical population was the staff of the Ministry of Sports and Youth, from which 324 people were selected as the available research sample. The measurement tool of Aquino and Reed Moral Identity Questionnaire (2002); High-performance work systems Zachartos (2005) and the immoral meta-organizational behaviors of Amphos et al. (2010) were the research variables. The validity of the instruments was assessed using confirmatory factor analysis. The collected data were analyzed using the partial least squares method. Results: The findings of the research showed that the factor loading obtained between the predictor variables and the grand criterion was obtained from 0.4. Also, the results of a t-value greater than 1.96 were obtained. The GOF index in this model was 0.454, which indicated the strong fit of the structural equation model. The result of the Sobel test 9.45 and 10.54 confirmed the mediating role of moral identity and psychological model, respectively. Conclusion: Based on the results obtained in this study, managers should pay special attention to high-performance work systems to guide the behavior of employees in the organization. Also, managers should take steps to control the extra-organizational behaviors of their employees by paying attention to the structures of psychological ownership and moral identity.

Although vertical and horizontal fit in strategic human resource management are foundational to the links between a high-performance work system (HPWS) and organizational performance, little is known about how these two fits interact to affect organizational performance. We address this shortcoming while also advancing knowledge on each type of fit. We offer a more nuanced examination of vertical fit (which has typically been assessed with respect to organizations' broad strategic types) by focusing on the alignment of an HPWS with an organization's market entry timing mode—a key element of strategy. We propose that among organizations pursuing new product development, the effect of an HPWS on organizational performance is most positive under a fast-follower entry timing, followed by a first-mover and finally a fence-sitter entry timing. We then hypothesize that the benefit of vertical fit is magnified when the complementary human resources practices comprising an HPWS are implemented with greater internal consistency (or with similar intensities) across the ability, motivation, and opportunity domains—reflecting a positive interaction between vertical and horizontal fit in predicting the effectiveness of an HPWS. Analyses of four-wave nationally representative panel data yield strong support for our dual-alignment model of SHRM. [ABSTRACT FROM AUTHOR]

Managing performance is quite easy, but sustaining that performance is the real challenge for organizations in the 21st century. Hence, the research’s main objective is to examine the impact of high-performance work system on sustainable organizational success in small and medium business (SMEs). Moreover, for global business organizations to succeed innovation must be involved. Therefore, the study is mediated by the Innovative work behaviour. Data were obtained among 820 SME employees in Nigeria. The Analysis used Partial Least Square (PLS) to check the hypothesis. In order to introduce creativity or inspire workers to behave innovatively in the workplace, they need a sense of well-being to actively engage employee organisations. This research will allow managers to agree to invest in workers so that employees work successfully and display creative actions in order to achieve sustainable organisation. This study adds to the scientific management literature by exploring the phenomena sustainable lens innovation and high-performance work by the SMEs in concurrently improve innovation-specific skills, inspiration, and voice habits across employees, resulting in higher innovation efficiency.

Companies are increasingly adopting practices aimed at fostering intrapreneurial initiatives to ensure their survival, seize opportunities, and combat threats. This paper analyzes the effect of employee perceptions of high-performance work systems on intrapreneurial behavior, with potential mediation by knowledge management processes. It also analyzes possible moderation by human resource management (HRM) strength. Hypotheses were tested using partial least squares path modeling (PLS-PM) in Smart PLS 3.3. The analysis was conducted for a sample of 1,885 knowledge-intensive employees working in three banks in Ecuador. The results show that innovative behavior can be enhanced by implementing high-performance work systems. These systems promote sound knowledge management processes. These findings are relevant because they offer guidance to help practitioners promote intrapreneurship. They highlight the importance of high-performance work systems that enhance knowledge management processes, particularly knowledge sharing. The results also show that HRM strength moderates the relationships between high-performance work systems and intrapreneurial behavior and between knowledge management and intrapreneurial behavior. However, in the second of these relationships, the effect is the opposite of what is to be expected. This finding may indicate a need to consider this variable at the group, department, or even organizational level under a multilevel analysis approach. [ABSTRACT FROM AUTHOR]

Employee work engagement is an asset valued by today's organisations, not only as an indicator of well-being at work but also because it improves both employees' work performance and organisational performance. Knowing how employee work engagement can be fostered in the firm is therefore a subject of great interest to both academics and managers, but few studies have examined how organisational interventions positively affect employee work engagement. In this research, we focus on the relevance of organisations' human resource management to promote high levels of engagement among their employees. The theoretical framework guiding our research, Kahn's (1990) model, provides interesting insights into the mechanisms through which human resource management influences employee work engagement. By testing a multilevel model based on matched data from a sample of 146 HR managers and 504 employees in Spanish companies, our analyses show that high performance work systems have a positive influence on work engagement through the employee psychological conditions of meaningfulness, psychological safety and psychological availability. [ABSTRACT FROM AUTHOR]

Introduction: The integrated mutual gains model suggests five provisional sets of human resource management (HRM) practices that should benefit both employees and organizations and, as such, be explicitly designed to have a positive impact on wellbeing, which, in turn, can affect performance. Methods: An extensive review of the literature on scales that used a highperformance work system to assess HRM practices, as well as an extraction of items related to the theoretical dimensions of the integrated mutual gains model, were performed. Based on these preliminary steps, an initial scale with the 66 items found most relevant in the literature was developed and assessed regarding its factorial structure, internal consistency, and reliability over a two-week period. Results: Exploratory factorial analysis following test -retest resulted in a 42-item scale for measuring 11 HRM practices. Confirmatory factor analyses resulted in a 36-item instrument for measuring 10 HRM practices and showed adequate validity and reliability. Discussion: Even though the five provisional sets of practices were not validated, the practices that emerged from them were assembled into alternative sets of practices. These sets of practices reflect HRM activities that are considered conducive to employees' wellbeing and, consequently, their job performance. Consequently, the "High Wellbeing and Performance Work System Scale" was created. Nonetheless, future research is necessary to evaluate the predictive capacity of this new scale. [ABSTRACT FROM AUTHOR]