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Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Multiple factors contribute to the occurrences of disruptions in workflow management within the e-commerce system that focuses on the distribution of goods and other fast-moving consumer goods (FMCG). These disruptions have particularly affected and increased lead times and caused frequent shipment delays. The causes of these disruptions, especially in the context of distribution of goods and FMCG towards inventory control, have been widely speculated upon in recent years. Given the recent interruptions, the study presented in this paper used a methodology called statistical model analysis (SMA) to study the impact of human factors (HFs) on the system performance in a warehouse distribution system. A case study was taken on a particular company called ABC and XYZ to model the impact of some specific HF such as job fatigue, and job rotation to name a few and to uncover the underlying reasons behind the ongoing disruptions within the distribution system. Specifically, the result of this study aims to provide a data-driven understanding of these issues and one of the contributions of this study is to enhance our understanding of the significance of these HFs, rather than focusing on the equipment and materials as seen in prior research. Through this data-based approach study, stakeholders in operations management, e-commerce, and the supply chain system would be well-informed in many ways to resolve the challenges faced by humans in the system towards enhancing their overall system performance. [ABSTRACT FROM AUTHOR]

The current diverse opportunities available worldwide have caused an increase in the pursuit of changing jobs in the Philippines for greener pastures, leading to a decrease in organization efficiency due to career shifts or intentions for shifting. With the evident movement of workers, this study aimed to establish a model for determining the factors that influence job-seeking Filipino workers to shift careers and seek greener pastures by holistically analyzing variables using the Theory of Planned Behavior and the Value-Belief-Norm. A total of 210 valid responses among employees who shifted careers were collected through online surveys via social media platforms using purposive sampling. Partial least square structural equation modeling as the main multivariate tool was utilized to assess the hypothesized relationships. The findings of this study revealed that self-transcendence values in shaping personal norms and ascription to responsibility affected the intention to career shift or greener pasture-seeking behavior. In addition, subjective norms affected attitude, while organizational commitment negatively affected intention for greener pastures. It was seen that the factors that affect intention behavior the most among Filipinos were better opportunities, financial stability, workplace environment, and work–life balance—a notion that connects with the Protestant Work Ethics. It was evident that self-perception of a better career, growth, and overall profit merged to influence the intention of a career shift. It could be suggested that job rotation and job enhancement may reduce these intentions and lead to satisfaction among employees. Moreover, job roles may be reevaluated to identify (dis)satisfaction among employees, so the spearheading team may evaluate what actions are needed. Enhancement of skills and development through seminars and training may also be considered. [ABSTRACT FROM AUTHOR]

BACKGROUND: The implementation of the rotation system in the Chinese medical industry has achieved significant results. OBJECTIVES: The present study aims to 1) explore the strengths, weaknesses, opportunities and challenges of rotational nursing department implementation and 2) provide references for developing nursing staff's competencies in leadership, performance evaluation, quality of care, communication in relationships and human resources. METHODS: A total of 16 rotational nursing department staff members from a tertiary tuberculosis specialist hospital in Beijing were interviewed, and the interview data were analysed using a strengths, weaknesses, opportunities and threats analysis and class analysis. RESULTS: The advantages of the rotational nursing department included: (1) stimulating the nursing staff's enthusiasm and creativity; (2) strengthening the communication and collaboration between departments; (3) improving the detailed management of nursing quality; and (4) enhancing the nursing staff's comprehensive abilities. The disadvantages included: (1) the design of the rotation programme focusing on practice; (2) a lack of personalisation; and (3) imperfect performance assessment of the rotating staff. Opportunities included: (1) deepening the connotation of nursing job management and (2) developing the construction of nursing discipline and the need for personal career development and value realisation. Threats included the lack of a sound rotation management model to draw on. CONCLUSION: A rotational nursing department is conducive to enhancing the competence of nursing staff in management positions and providing new ideas for hospitals to select and train nursing management talents. By taking full advantage of the benefits of vertical nursing management, designing personalised rotation training programmes, building a diversified learning and training platform and developing a positive performance incentive mechanism is recommended to fully engage the role of rotation in nursing management talent training. [ABSTRACT FROM AUTHOR]

Kuningan District has been awarded the Meritocracy award with a good predicate. This award is given to assess the implementation of the merit system in the management of civil servants for local government agencies. The Kuningan District Civil Service and Human Resource Development Agency are expected to continue innovating in enhancing the implementation of the merit system. The method used in this research is qualitative research. Researchers conducted research using interview techniques. The theory used is the merit system theory according to Grundman in the U.S. Merit System Protection Board (2016). There are 9 indicators in the implementation of the merit system, namely Recruitment, Selection, and Advancement, Equity, Compensation, Conduct, Utilization, Retention, Employee Training and Development, Neutrality, Public Interest. The implementation of promotions and job rotations in the Kuningan District Civil Service and Human Resource Development Agency has applied the merit system. In its implementation, educational background, work record, and relevant skills also become specific requirements for a civil servant who will undergo promotions and job rotations. The research results show that the Kuningan District Civil Service and Human Resource Development Agency have optimized promotions and job rotations in accordance with the merit system. [ABSTRACT FROM AUTHOR]

Which is better for a firm, job rotation or specialization, can be considered as an endogenously formed worker-indivisible job matching problem. We model this problem as a firm's profit maximization problem under uncertainty, with and without overlapping generations. In both models, we show that among all possible job allocations, the rotation and specialization schemes are the only variations that can be optimal in terms of profits. Moreover, the rotation scheme is better when the productivity difference between post- and under-training workers is smaller, the uncertainty about job continuation in the future is more significant, or the slope of seniority wages is larger. The results indicate that firms in different environments prefer different worker-job matchings. [ABSTRACT FROM AUTHOR]

Background: Public health initiatives require coordinated efforts from healthcare, social services and other service providers. Organisational theory tells us that trust is essential for reaching collaborative effectiveness. This paper explores the drivers for initiating and sustaining trust in a temporary public health partnership, in response to a sudden health threat. Methods: This qualitative study analysed the formation process of a multisector partnership for a Covid-19 contact tracing service. Data was collected through 12 interviews, two focus groups, one feedback workshop, and an online survey with workforce members from all seven partner organisations. Purposive maximum variation sampling was used to capture the reflections and experiences of workforce members from all seven partner organisations. A deductive code scheme was used to identify drivers for building and sustaining trust in inter-organisational collaboration. Results: Relational mechanisms emanating from the commitment to the common aim, shared norms and values, and partnership structures affected trust-building. Shared values and the commitment to the common aim appeared to channel partners' behaviour when interacting, resulting in being perceived as a fair, reliable and supportive partner. Shared values were congruent with the design of the partnership in terms of governance structure and communication lines reflecting flat hierarchies and shared decision-making power. Tensions between partner organisations arose when shared values were infringed. Conclusions: When managing trust in a collaboration, partners should consider structural components like governance structure, organisational hierarchy, and communication channels to ensure equal power distribution. Job rotation, recruitment of candidates with the desired personality traits and attitudes, as well as training and development, encourage inter-organisational networking among employees, which is essential for building and strengthening relationships with partner organisations. Partners should also be aware of managing relational dynamics, channelling behaviours through shared values, objectives and priorities and fostering mutual support and equality among partner organisations. [ABSTRACT FROM AUTHOR]

Objective: The importance of career path planning in organizations has increased and has been recognized across various domains. The aim of this research was to present a model for professional career path planning for essential and key human resources. Methodology: The methodology of this research was quantitative-qualitative, employing a survey approach with a practical orientation. The study population consisted of managers and employees of Saipa automotive group companies. The data collected through questionnaires were analyzed using descriptive statistics for demographic characteristics and inferential statistics (single-sample t-test, paired t-test, confirmatory factor analysis, and structural equation modeling) in SPSS and LISREL software. The current status of the study population was evaluated using a one-sample t-test, and the significance of each indicator across the five dimensions was examined. Findings: The results showed that individual needs, job rotation, job characteristics, job promotion, and organizational needs are of high importance in the current situation, respectively. Additionally, the results of the second-order factor analysis indicated that the dimensions of career path planning in terms of importance according to respondents are: 1-Job rotation with a factor load of 0.94, 2-Individual needs with a factor load of 0.91, 3-Job characteristics with a factor load of 0.90, 4-Job promotion with a factor load of 0.89, and 5-Organizational needs with a factor load of 0.85. Conclusion: It can be concluded that job rotation and the needs of organization employees in professional career path planning are of significant importance, which warrants special attention. [ABSTRACT FROM AUTHOR]

Purpose: This study involved all employees of PT Indomarco Prismatama, and the purpose of this study was to determine how job rotation and work teams affect employee performance. Design/methodology/approach: The study used a saturated sample and collected 44 respondents who had all the necessary data to test. This research data comes from a survey conducted to employees and processed using the SPSS version 25 program. Findings: The results showed that job rotation has no effect and is not significant on employee performance, while work teams have an effect and are significant on employee performance. Research limitations/implications: This study also has several limitations such as difficulty in obtaining respondents who are willing to fully participate in the study. Practical implications: Companies can improve employee performance by implementing effective job rotation and forming cohesive work teams. Job rotation can prevent burnout and improve employee skills, while cohesive work teams can strengthen collaboration and productivity. Thus, management needs to consider optimal rotation and team building strategies to achieve better employee performance. Originality/value: This title has significant originality as it combines two important variables in human resource management, namely job rotation and work teams, and analyzes their impact specifically on employee performance. The value of this title lies in the potential of the research to provide new insights into how job rotation strategies and work team dynamics can influence employee productivity and effectiveness in an ever-evolving work environment. Paper type: Research paper

The design of work is a crucial consideration for production workers in terms of performance, satisfaction, and motivation. This aspect has garnered increasing attention in research, particularly with the rise of automation and the transition to Industry 4.0-enabled smart factories. Work design is influenced by both internal and external performance-shaping factors (PSFs). Internal factors include human, machine and task elements and traits, which HR specialists can structure to enhance efficiency and productivity in manufacturing. External PSFs, such as physical, psychological, social and organizational factors, also play a significant role in shaping production work. This study aims to understand the impact of personal characteristics of production workers in an automated factory. The research findings are extrapolated on an Industry 4.0 framework to establish a productive work design. Data collection is conducted through a quantitative survey, and non-parametric analysis of variance tests are employed to assess significant relationships. The results indicate a better perception of the pace of operations (µ = 4.19) and feedback (µ = 4.47) among elder workers. Additionally, educated workers express significant perceptions regarding external PSFs such as supervision (µ = 4.39), health and safety (µ = 4.25), job rotation (µ = 3.91) and pay and welfare (µ = 3.58). Aspiration, motivation and organizational commitment emerge as crucial work design attributes for experienced and married workers. These findings contribute to understanding the structure of modern work design in the context of Industry 4.0, aiming to enhance performance and worker productivity. The study proposes an advanced Industry 4.0 work design framework, empowering HR specialists to develop effective strategies and optimize work distribution. [ABSTRACT FROM AUTHOR]

Productivity and concerns regarding the well-being of workers exposed to vibrations stand as significant topics within labor-intensive sectors. In particular, this study contributes to the existing research by analyzing the problem with linkages among worker skill level, production rates, and vibration exposure. A bi-objective mixed integer linear programming model was employed to optimize both productivity and the exposure to hand-arm vibration in the manufacturing workplace. A sensitivity analysis was carried out to examine the impact of key parameters on the trade-off between productivity and vibration exposure. The results demonstrate the model's effectiveness in determining the best job rotation schedules by achieving optimal productivity and vibration exposure for low and medium problem sizes. Moreover, the numerical case study points out that strengthening the workforce by adding more proficient skilled workers can maintain a good level of productivity with a decreased likelihood of excessive vibration exposure. [ABSTRACT FROM AUTHOR]

This project focused on applying ergonomic principles in heavy equipment manufacturing industry to improve worker safety and productivity. The literature review revealed that ergonomic interventions can have a significant impact on worker safety, productivity, and overall job satisfaction. Two commonly used ergonomic analysis methods, REBA and RULA, were explained in detail, along with other ergonomic interventions such as job rotation, redesigning workspaces, and the use of external fixtures and automation. The project specifically focused on the use of external fixtures to eliminate the need for workers to perform certain tasks manually. This solution not only ensured worker safety but also increased productivity and efficiency. It is recommended that ergonomic principles be integrated into the overall design and production process of heavy equipment manufacturing industries to ensure worker safety and productivity. This could involve training programs for workers and management to increase awareness and understanding of ergonomic principles, as well as the ongoing evaluation and improvement of working conditions based on feedback from workers and analysis of work processes. [ABSTRACT FROM AUTHOR]

This paper addresses scheduling challenges in software development organizations, specifically focusing on a novel version of the software project scheduling problem (SPSP). This enhanced model incorporates the dynamics of learning and forgetting phenomena, crucial in maintaining employee competencies, particularly when unexpected events such as absenteeism or shifts in project priorities occur. The paper introduces a new declarative reference model for SPSP, aimed at proactively managing the assignment of versatile programmers to tasks within an portfolio of IT projects, while considering the effects of forgetting. Implemented within a constraints programming environment, this model facilitates decision making in project management for software companies. It serves to find feasible solutions and identify conditions necessary to meet specified expectations. The effectiveness of the proposed SPSP model is demonstrated through numerical examples. [ABSTRACT FROM AUTHOR]

Rotation programs are widely used in our society. For instance, a job rotation program is an HR strategy where employees rotate between two or more jobs in the same business. We study rotation programs within the standard implementation framework under complete information. We introduce the notion of implementation in ordered cycles, where each ordered cycle is a rotation program for an assignment problem. When the designer would like to attain a Pareto efficient goal, we provide sufficient conditions for its implementation in ordered cycles. However, when, for instance, every employee transitions through all different lateral jobs before rotating back to his original one, the conditions fully characterize the class of Pareto efficient goals that are implementable in ordered cycles. [ABSTRACT FROM AUTHOR]

Copyright of Revista Virtual Universidad Católica del Norte is the property of Revista Virtual Universidad Catolica del Norte and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

From the current global changes and the rapid development of innovation and technology, personnel development according to the previous approach may be insufficient for work. It is necessary to increase the skills of the workforce and improve work efficiency for higher quality. This research aims to study the training and development of human resources in the hotel industry in Nakhon Ratchasima Province at present, to study innovations in training and human resource development in the hotel industry and the ASEAN hotel industry standard framework, and to propose the innovation model for training and development of human resources in the hotel industry from the ASEAN standard framework. The findings suggest implementing the innovation model of resources training and development in the hotel industry by integrating modern technology and training techniques into use in developing staff in various forms that are in accordance with the ASEAN standard framework and hotel service standards to increase the hotel service quality and staff performance. The quantitative approach was employed by using structural equation modeling for path analysis. The data was collected by using questionnaires from 400 samplings from hotel staff in Nakhon Ratchasima Province. The model is consistent with empirical material in statistical significance. It can confirm that seven significant factors directly affect service performance which are job rotation, blended learning, practice training, classroom training, study tour for learning, learning through playing games, and teaching respectively and the new model was proposed for innovative development and training for the hotel staff. This research proposes an innovation process for hotels to implement the use of technology and techniques for human resources training and development. It can increase staff service performance, lead to positive guest experience and satisfaction, and lead to hotel revenue. However, the potential, the different hotel contexts and characteristics, and its organizational culture should be considered for the implementation. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ilmu Manajemen Terapan (JIMT). is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The transition from projects to operations requires a spanning from more temporary, goal‐oriented, and evolving organizational forms to more permanent, routine, and ongoing organizational forms. A question of practical and theoretical significance is how to organize the transition to operations in large inter‐organizational projects. To answer this question, we conducted a longitudinal case study of Beijing Daxing International Airport, which is the largest transportation hub in China to date, and provides rich evidence for successfully managing the transition to operations. By analyzing the organizational design strategy, structures, processes, and management of people in the transition, we provide a synthetic framework for designing the transition to operations in large inter‐organizational projects. The framework provides a set of considerations to design organizational boundaries that build connections, emphasize coordination, and achieve continuity between projects and operations. This study contributes to the nexus of operations management and project management and the organizational design of large inter‐organizational projects. Highlights: The transition should be designed to achieve continuity between projects and operations, emphasizing coordination, information exchange, and reconciling temporary and permanent organizational forms.Ad hoc integrated organizations should be designed to manage transitions, emphasizing concurrent leadership, and job rotation in temporary (project) and permanent (operations) organizations.The framework moves from capabilities to actions by providing strong owners with the building blocks for designing the transition of large projects to operations (strategy, structure, process, people). [ABSTRACT FROM AUTHOR]

Purpose: Interrelationships among some common factors of human resource (HR) management and quality management are still unexplored. Changes in work patterns due to the Covid-19 pandemic have aroused interest in some of these factors, such as working-hours, work pressure, work–life balance practices, job satisfaction. The purpose of this study is to explore the interrelationships among such factors. Specifically, the influence of work hours, work pressure, job rotation and work–life balance on job satisfaction is evaluated both directly and under the mediating influence of working conditions. Design/methodology/approach: A questionnaire-based survey was conducted in Indonesia among diversified organisations. A total of 432 responses were gathered, and they were examined using hypothesis testing and partial least square based structural equation modelling. Findings: The study confirms the statistically proven impact of work pressure, job rotations and work–life-balance practices on working conditions. Job rotations, work–life balance practices and working conditions directly influenced job satisfaction. Work pressure did not influence job satisfaction directly, but it significantly influenced working conditions, which eventually affected job satisfaction. Working hours neither affected working conditions nor job satisfaction in a significant manner. Practical implications: Covid-19 necessitated working from home, which is a peculiar work–life balance situation. The findings are helpful for organisations in planning strategies related to work–life-balance, working hours, multi-skilling, working conditions and other quality of work life factors in both regular working conditions and under Covid-19 conditions. Social implications: The proven influence of work pressure and work–life-balance practices may result in the formation of informal organisations, social groups and increased social networking. As working hours are not diagnosed as an influencing factor for job satisfaction, organisations may think about increasing them, affecting the social fabric of the working community. Originality/value: Previously unexplored interrelationships among various quality of work life factors are established. Under Covid-19 circumstances, factors such as working hours, work–life-balance and work pressure are investigated in a novel manner. The factors and their interrelationships are important to both quality management professionals and HR professionals. [ABSTRACT FROM AUTHOR]

Job rotation is characterized as periodic shifts of personnel from one position to another in the context of the organization, it refers to the primary issue of the corporate strategic human resource planning process. Its importance is clear since it helps to enrich the worker's portfolios, competencies, capabilities, and capacities. Job rotation has been extensively studied by prior researchers. However, rare attention has been given to its conventional features, and its benefits for employee career planning and development in corporations, particularly in Asian developing nations. This research aims to determine the association between job rotation and employee job performance while employed by Mobilink, mostly in Peshawar. It offers a wide variety of cellular and telecommunication services. Convenience sampling has been used to gather insights into employees' reactions to job rotation practices in organizational settings. The acquired data was evaluated using SPSS multiple regression analysis. work rotation has a considerable and good influence on employee work performance at Mobilink, KPK, Pakistan, according to the findings. It contributes to knowledge by expanding the literature on the relationship between work rotation and employee job performance in Mobilink. The research's managerial implications assist organizations in incorporating procedural rotational techniques into their corporate strategy, which improves employee productivity. [ABSTRACT FROM AUTHOR]

In the article, the authors define the main tasks that should be solved by job rotation in the public (civil) service. Also, the authors proposed a system of functions as results of the personnel management process, which should be possessed by job rotation. The research was carried out in the paradigm of formation of professional mobility of personnel. The authors summarized that the following job rotation tasks are most common in practice: formation of professional competence, enrichment of professionalism, professional suitability; acquisition of competencies of related positions; transfer of personnel to other positions in order to determine the most optimal option for their placement; prevention of professional deformation; formation of personnel reserve; prevention of corruption. It is noted that suitability for job rotation also depends on the effectiveness of the previous professionalization process in terms of assessing the general professional mobility of the candidate as his ability to relatively quickly acquire relevant job competencies and switch to individual innovation in work. From a functional point of view, job rotation should be used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and subsequent professional evaluation; professional motivation; professional adaptation; for professional activation; continuous education (training) and professional education. It was concluded that the new vision of the functional purpose of job rotation consists in the fact that it can be productively used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and professional evaluation; professional motivation; professional adaptation; professional activation; continuous education (training) and professional education.

The increasing trend of retirement age in Europe represents a critical phenomenon for manufacturing and material handling activities, where repetitive activities, involving the handling of different loads at various frequencies, are usually required. These tasks can lead to occupational diseases and work-related musculoskeletal disorders, which can affect more heavily older workers, due to their decreased functional and physical capacities. On the other side, older workers positively contribute to the manufacturing processes through their expertise and their skills developed over time. This paper introduces a bi-objective mathematical model useful to assign different workers exposed to the risk of repetitive work to various workstations. A person-job fit approach is proposed, which analyses the workers' physical capacities, competencies and mental and relational skills together with the requirements of each workstation in terms of capabilities and ergonomic load. The aim is to define the activities scheduling through two objectives: the first one considering the matches among workers abilities and workstations activities, the second one reducing the ergonomic risk of repetitive work by varying the assignments during the work shift. The method is also applied to an industrial case, whose results show its applicability and potential benefits, in terms of ergonomics and overall efficiency improvement. [ABSTRACT FROM AUTHOR]

Background: The study aimed to analyze the relationship between training and local government performance in the Kikuube district. Methodology: A descriptive, correlational, and cross-sectional survey was employed among Kikuube District staff employees, service commissioners, and political leaders at the district headquarters. Simple random sampling techniques and purposive samplings were used to select respondents to participate in this study. Simple random to give every employee an opportunity and a purposive sampling technique on selecting the only service commission staff in the district and the Chairperson Local council five- Kikuube district with in-depth information regarding the study variables, were used to obtain 120 participants in the study. The researcher administered questionnaires and interview guides to get the information. Results: Out of 120 participants, findings revealed that 75.5% (mean response of 2.0 with a standard deviation of 0.5) of the respondents agreed that training of staff motivates employees to produce quality work and services at Kikuube District Local government. Conclusion: There is a significant relationship between employee training and the performance of the Kikuube district local government. Recommendation: Kikuube district local government should pass a resolution for continuous training of employees about evolving demands in the work field for further motivation, innovativeness, and creativity to stimulate the performance of employees leading to improved local government performance.

As organizações vêm adotando a técnica job rotation como forma de ampliar as habilidades e competências de seus colaboradores. Nesta perspectiva, o presente estudo teve como objetivo geral analisar a aplicabilidade do Job Rotation como estratégia de Recursos Humanos no contexto de uma organização em Boa Vista/RR. A pesquisa foi realizada na empresa Studio Z calçados, localizada em Shopping Center da periferia de Boa Vista/RR. A metodologia utilizada constituiu-se em um estudo de único caso. Quanto à abordagem, tratou de abordagens quantitativa e qualitativa. Quanto aos objetivos de pesquisa, foi de caráter exploratório. Foi realizada entrevista semiestruturada com o gerente geral da empresa e um questionário estruturado foi aplicado aos colaboradores. Através dos resultados foi possível alcançar os objetivos propostos e identificar que a aplicabilidade do job rotation apresenta benefícios e resultados positivos tanto para empresa quanto para seus colaboradores, principalmente pelo fato de criar possibilidades para que todos fiquem a par dos setores e funções existentes na organização. Ademais, com a implementação da rotação de trabalho os colaboradores desempenham atividades podendo expandir suas habilidades e competências, adquirindo uma visão de totalidade da organização.

This study aims to determine the effect of job rotation, organizational citizenship behavior, and physical work environment on employee performance at Level III Hospital Brawijaya Surabaya. The population in this study were all employees of Level III Hospital Brawijaya Surabaya. The sampling method used in this study is non-probability sampling with the technique used is purposive sampling. The method of data collection was done by distributing questionnaires to the employees of the Hospital, totaling 280 employees. This study uses multiple linear regression analysis. Based on the results of this study, it can be concluded that the variables of job rotation, organizational citizenship behavior, and physical work environment have a positive and significant effect on employee performance at the hospital. The implications of this research are suggested to the hospital to be able to more often implement a work rotation system for employees in a coordinated or routine manner both in quantity and a predetermined period of time so that employees can develop more, avoid feeling bored/saturated when working and have the opportunity to increase rank. In addition, pay attention to the problem of lighting in the workplace, because unclear lighting can cause tired eyes, headaches, and work fatigue due to stress so that good lighting can help employees to be more enthusiastic when working, be more productive, and focus on doing work. The hospital also builds a pleasant working atmosphere by frequently communicating among co-workers, because good communication between coworkers or with leaders will help minimize conflicts in the organization so that a conducive atmosphere in the organization, mutual respect and helping colleagues work when facing difficulties can be achieved [ABSTRACT FROM AUTHOR]

A 28-year-old female laboratory technologist who was exposed to highly concentrated inorganic arsenic for 7 years, 25 hours a week, presented with left breast cancer. When most epidemiologic evidence reported by the International Agency for Research on Cancer (IARC) supported the relationship between arsenic exposure and cancers of lung, skin and bladder; literature had documented increased risk of breast cancer in specific populational subgroups due to the estrogen-like activity of arsenic. The existing available control measures are restricted to the administrative control such as training and job rotation, hence making the causal assessment of occupational cancer is challenging due to the lack of relevant data on the worker's biological monitoring and environmental exposure monitoring data, together with the insufficient genetic composition information like Breast Cancer Genes1 (BRCA1). Moreover, the poor work practice and hygiene had made the exposure through dermal contact and digestion possible. The interpretation of work causal relationship while distinct occupational cancer from those of non-occupational must consider individual susceptibility as lowlevel short-period exposure might increase the risk for certain worker. Therefore, a systematically collected medical surveillance data along with industry hygiene data is highly recommended in order to assist in the refinement of human dose-response relationship of specific work carcinogen. [ABSTRACT FROM AUTHOR]

In light of the impact of the COVID-19 epidemic on organizations and company human resource policies, multiple changes have been made to employee work behaviors. This paper developed a concept model on career plateaus, job burnout, work engagement, and turnover intention and examined it through a non-random sampling survey of 285 employees at resorts in Macao. The results revealed that career plateaus positively impact job burnout and turnover intention, and job burnout positively impacts turnover intention. The study found that career plateau negatively impacts work engagement and positively impacts turnover intention, and work engagement negatively influences turnover intention. Job burnout and work engagement partially mediate the relationship between career plateau and turnover intention. Training negatively moderates career plateau toward work engagement, and job rotation moderates career plateau toward turnover intention. Accordingly, organizations should consider the impact on employees' careers when designing training and job rotation policies in response to the epidemic. [ABSTRACT FROM AUTHOR]

Introduction: Employees are placed in various job rotations between two or more tasks or vocations at regular intervals to ensure that they are exposed to all elements of the company. Job rotation is a methodical approach that permits employees to avoid boredom while also allowing them to develop and grow. Both management and personnel objectives are met with this strategy. It aids in the identification of employee potential and abilities. Through job rotation, employees are exposed to all aspects of the company. Employee abilities and competencies are evaluated ahead of time to ensure that the employee is deployed in the best possible position. However, it does permit the pursuit of personal interests while gaining practical knowledge in a variety of industries or processes. The present study was undertaken with an aim to assess the effect of job rotation on the nursing staff in a private hospital of Vadodara. Methodology: The study was cross-sectional in nature where the perception of the nursing staff was gathered through a structured questionnaire. The questionnaire assessed the perception of the staff on a five point likert scale from strongly agree to strongly disagree. The sample size of the study was 126. Mann Whitney Test and Kruskal Wallis test was used to assess the effect of job rotation with respect to gender and age, years of experience respectively. The statistical analysis was undertaken at 95% confidence level with statistical significance at a p value of less than 0.05. Results: The results depicted that there was no difference in the perception towards effect of job rotation with respect to gender and age group. However, with respect to job rotation not interrupting the employees' work life and no effect on personal life, there was statistical significant difference with respect to the years of experience of the nursing staff as the p value was less than 0.05. Conclusion: Job rotation, in their opinion, causes frequent interruptions in both the job and personal life of those who participate in it. The nurses working in the hospital came up with appropriate job rotation ideas that took into consideration their age and years of experience. It appears that most of the criteria indicate that the nursing staff members were satisfied with their job rotation, which lends support to the findings of the study. [ABSTRACT FROM AUTHOR]

Objective: This study analyzes how authoritarian leaders use the judicial system to solve the principal–agent problem in the government hierarchy. We argue that autocrats recentralize court personnel to enhance the central government's monitoring power over local officials. Methods: Our empirical analysis takes advantage of a judicial personnel rotation reform in which the Chinese Communist Party recentralized court personnel by rotating provincial‐level court leaders in 14 out of 31 provinces. Results: Panel data analysis shows that judicial recentralization increased adjudicated administrative lawsuits by nearly 30 percent. We also demonstrate that the enhancement in judicial responsiveness is not driven by alternative channels such as learning or the substitution between different ways of petitions. Conclusion: This study explores the dilemma faced by authoritarian leaders in balancing the need for an effective court system to address local governance issues while maintaining control, highlighting the compromise solution of recentralizing local judiciaries to partially insulate them from local interference. [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 purpose of job rotation policies is to create a talent pool for the organization along with mutual training of employees. Ensuring that a planned job transfer benefits both the employee and the organization requires considering the organization and the company's value chain. The current research is conducted to design a job rotation implementation model based on the organization, methods, and value chain of Iran's National Gas Company. The qualitative research method is based on foundational data theorizing. Semi-structured interviews were used to collect information, and data analysis was conducted using the Strauss and Corbin method and the paradigm model. Sampling was performed theoretically and with the benefit of targeted (judgmental) and snowball (chain) techniques, based on which 18 interviews were conducted with knowledgeable professors and experts in human resources management and public administration. The results of the data analysis obtained from the interviews during the open, axial, and selective coding led to the creation of a job rotation implementation model based on the foundation's data theory, including 6 main dimensions, 64 sub-dimensions, and 186 characteristics. [ABSTRACT FROM AUTHOR]

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We add to our understanding of the optimal method of judicial selection by exploiting an unusual feature in North Carolina: judges rotate location every 6 months. This allows us to identify the existence and source of sentencing variation over the electoral cycle. We show that when elections approach, felony sentences rise. This increase is found exclusively when judges are sentencing in their district of election, and only when elections are contested. When judges hear cases outside their home district, sentences do not significantly vary over the electoral cycle. Our results show that electoral sentencing cycles can be explained by strategic sentencing by judges in an attempt to please voters. The unique setting allows us to reject alternative behavioral or contextual explanations for the rise in sentences as elections approach. (JEL K42). [ABSTRACT FROM AUTHOR]

The importance of effective sales and marketing working relationships is well known and this article examines the effectiveness of various coordination mechanisms used to improve this cross-functional relationship. Six coordination mechanisms are measured to identify their effect on sales and marketing conflict and collaboration, which in turn influence business performance. The results reveal that not all coordination mechanisms are equally effective. Structuring sales and marketing as a single unit and creating cross-functional project teams improve the interface, as do providing opportunities for job rotation and establishing cross-functional meetings. However, employing cross-functional training and co-locating sales and marketing do not influence this working relationship. Finally, reducing conflict and increasing collaboration between sales and marketing is shown to independently, and positively, influence business performance. [ABSTRACT FROM AUTHOR]

This paper deals with a declarative model of the performance of employees conducting variably repetitive tasks based on the assumption of aging competences. An analytical model is used to consider refreshing the competences of the team's multi-skilled members and shaping the structure of staff's competences to maximize their mutual substitutability in processes typical for a multi-item lot-size production. Its impact on maintaining the skill level of employees is important in cases of an unplanned event, e.g., caused by employee absenteeism and/or a change in the priorities of orders carried out, disrupting the task of software companies. The developed model implemented in the constraint programming environment enables the formulation of decision-making versions of both the problem of analysis (seeking an answer to the question to discover whether there is a solution that meets the given expectations) and synthesis (seeking an answer to the question, assuming there is a solution that meets the given expectations). The potential of the proposed reference model-based approach is illustrated with examples. [ABSTRACT FROM AUTHOR]

This study examined intention for international assignment among workers in Ghana by modelling the role of motivators, demotivators and cultural disposition on such intentions. The cross-sectional survey design was used to sample 723 workers drawn from Northern Ghana. Data were collected with a self-administered questionnaire. The Partial Least Square-Structural Equation Modelling was used to analyse the data collected. The study found from individual workers' and developing economy perspectives that cultural disposition influences motivation for accepting international assignments and expatriates' intention to accept international assignments. Motivation and demotivation among workers were also found to have had a statistically significant relationship between expatriate intention and significantly mediated the relationship between cultural disposition and expatriate intention to participate in international assignments. Cultural disposition was, however, found to have a non-significance relationship with expatriates' intention to accept an international assignment. It is therefore recommended that human resource managers should make international assignments attractive for workers and expose workers to cross-cultural training through job rotations, working in teams and experiential training. It is expected that such opportunities prepare individuals for an international assignment. [ABSTRACT FROM AUTHOR]

Schools are dynamic environments surrounded by static brick and mortar. Schools are a complex entanglement of systems clinging to normalcy led and composed of individuals seeking growth and progress. There is constant turnover as students move through the systems, gaining mastery, seeking support, and receiving guidance. Employees similarly move often as they change roles and responsibilities, as cultures emerge and evolve, and as individuals retire, are hired, or move on to other positions, commonly referred to as "job rotation." This constant change affects a school's culture and climate as each is achieved through sustained efforts. When change is present within the school leadership, specifically those identified as assistant principals within their organizational hierarchy, the impact on school culture may be even more dramatic than the effects felt with the turnover of students and teachers. [ABSTRACT FROM AUTHOR]

Copyright of IUG Journal of Economics & Business is the property of Islamic University of Gaza and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article analyses patterns of persistence in both vertical and horizontal educational mismatch in the early career of university graduates in Spain, with particular emphasis on the mediating role of job mobility. We explore whether educational mismatch is a stepping stone towards better-matched positions or whether graduates get trapped in mismatched jobs. Our results show that job mobility partially corrects educational mismatch (supporting the stepping stone hypothesis), but there is still a strong persistence in educational mismatches four years after graduation (the trap hypothesis). Vertical mismatch is, overall, less persistent than horizontal mismatch, in part because some horizontally mismatched graduates lack incentives to make corrective movements across employers because of compensating job features that keep them in their first jobs. Job rotation and poor accumulation of employment experience challenge the correcting role of job mobility in educational mismatch risk. These results reflect relevant features of the Spanish labour market: segmentation, intensive job turnover and high youth unemployment. [ABSTRACT FROM AUTHOR]