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The challenges encapsulated in the 'War for Sales Talent' are symbolic of the struggles inherent in the recruitment, nurturing, and retention of sales professionals. While extant research provides valuable insights into facets like hiring practices, selection criteria, coaching, and training strategies, a noticeable void persists in guiding salespeople as they navigate beyond the initial ramp-up period in a new role. By interconnecting survey responses from a cohort of 200 service salespeople with 18–24 months of tenure, this investigation brings to light the facets of effort—encompassing prospecting, conversion, retention, and growth—that exert an influence on the change in year-over-year revenue following a salesperson's first complete sales cycle post-onboarding. The results underscore the significance of conversion and growth efforts, revealing their robust impact on the net change in sales revenue. In challenging existing paradigms, this study proposes a conceptual shift in understanding sales effort. Rather than adhering to the prevailing unidimensional viewpoint, the findings advocate for recognizing sales effort as a multi-dimensional construct with competing demands. This nuanced perspective contributes to a more comprehensive understanding of the factors influencing revenue growth for salespeople transitioning from the ramp-up period toward a sustainable, growth-oriented trajectory. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association 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 recent COVID-19 pandemic created an unpredictable environment regarding the safety operations of sport and recreation organizations. This study was designed to examine how safety climate and organizational innovativeness could promote preferred organizational behavior outcomes in college campus sport and recreation centers. A total of 227 sport and recreation employees were recruited through the National Intramural and Recreational Sports Association. With the collected data, we employed structural equation modeling to assess the research hypotheses. The results indicated that safety climate and innovativeness positively influenced job engagement, therefore leading to enhanced safety compliance and employee innovativeness, which ultimately resulted in higher levels of organizational performance. Peer safety compliance was also found to be a moderator in the relationship between job engagement and safety compliance. In this study, the authors offer new insights into sport organizational performance by emphasizing safety and innovation. [ABSTRACT FROM AUTHOR]

While interfunctional collaboration remains well-studied within the marketing literature, this research is the first to empirically explore the effects of sales–supply chain management (S-SCM) collaboration among salespeople selling internationally. Survey data from 310 international salespeople provide initial empirical evidence showing that S-SCM collaboration can positively predict international salesperson performance outcomes. To show that the effect is unique and provide rare empirical evidence, the authors simultaneously account for the effects of multiple forms of cross-functional collaboration (i.e., sales–marketing collaboration and sales–research and development collaboration). Matching the survey responses with objective country-level data, the authors also find that the value of S-SCM collaboration varies across countries. In particular, the positive effects of S-SCM collaboration were amplified by logistics capacity (or "logistics friendliness") at the country level. The study's findings also indicate that the positive performance returns provided by S-SCM collaboration are even stronger for international salespeople focused on customer acquisition (vs. customer retention). Broadly, the study implies that, for optimal firm performance, those who are responsible for managing global supply chains should coordinate activities with those responsible for selling to global customers. [ABSTRACT FROM AUTHOR]

As instability becomes the norm, supply chain management is becoming increasingly complex and critical. As a result, supply chain managers must adapt to complex situations. Managing instability is a key expectation for these managers. One way to help them to manage this instability is to study resilience. Resilience is related to in the literature as the ability of a system to resist, adapt and recover from disruptions. Measuring and controlling supply chain resilience has therefore become a key issue for managers, especially in a context of instability. In 2013, the World Economic Forum [2013. Global Risks 2013. Davos, Switzerland: World Economic Forum] highlighted in its study, this priority for the surveyed companies to master this concept of resilience. To address this need, this paper presents an innovative approach to disruption and resilience management based on physics principles. It considers disruptions as forces that impact supply chain performance. These forces are created as a result of changes in the internal or external attributes of the supply chain. In this approach, supply chain performance is represented and visualised as a physical trajectory modelled in the framework of its performance indicators. Thus, disturbances are considered as forces that displace and deviate the supply chain's performance trajectory in its performance framework. [ABSTRACT FROM AUTHOR]

A central idea in the behavioral theory of the firm is that when an organization's performance falls below aspirations, a search for solutions is triggered. While this aspiration-based model has dominated the empirical literature, it is only one of two Carnegie School accounts of how firms use performance feedback to regulate behavior. We call the second account the belief-based model. This model focuses on the characteristics of the choice alternatives faced by firms and the challenges inherent in evaluating them. Using a computational approach, we demonstrate that the predictions of the belief-based model may explain instances where search increases, rather than decreases, as performance improves. This behavioral pattern, both above and below the aspiration, is prevalent in empirical research but not well accounted for using the aspiration-based model alone. We then develop the integrated discovery and evaluation of alternatives (IDEA) model of problemistic search, which integrates the two models and identifies the organizational and environmental factors that induce one or the other constituent submodels. We highlight the implications for empirical research on performance feedback and extensions to account for additional theoretical constructs, such as affect and politics. [ABSTRACT FROM AUTHOR]

Although digital transformation has aroused the interest of scholars and practitioners, how to reach a win-win situation between economic and carbon performance in the context of carbon neutrality has not been well addressed. Based on organizational information processing theory, this study investigates how digital transformation affects economic and carbon performance via low-carbon operations management practices (LOMP) and the moderating role of CEO ambivalence. We test research hypotheses using hierarchical regression analysis by collecting data from 297 Chinese manufacturing firms. Our results reveal that all three dimensions of LOMP mediate the impact of digital transformation on carbon performance, and low-carbon products mediate the impact of digital transformation on economic performance. In addition, CEO ambivalence weakens the impacts of digital transformation on three dimensions of LOMP. The findings extend the digital transformation and LOMP literature and provide theoretical guidance for managers to achieve the goals of economic development and carbon reduction. [ABSTRACT FROM AUTHOR]

Today's business systems are faced with an increased intensity of changes from the environment, growing complexity and increased competition, which affects the increase in the level of risk in all areas of management and execution of business processes. Therefore, Risk Management (RM) discipline and practice is increasingly applied in almost all types of business systems. RM is the systematic approach of identifying, estimating and reducing threats or uncertainties that may influence organizations. This article presents the proposed model for monitoring and managing business risks, including strategic and operational goals, organizational responsibility and management, business performance, internal audit and internal control, application of information systems and the success of business processes. The research was conducted on a sample of 387 respondents, employed in manufacturing and service companies. The research results show that organizations that accept the proposed model have a chance to successfully manage risks in their business processes. [ABSTRACT FROM AUTHOR]

Perusing the ways to drive sustainable business performance is at the forefront of research. However, recent studies call for deeper research into evolving phenomena of 'sustainability' to provide ultimate contribution in the UNESCO sustainability agenda, 2030. Therefore, the current study attempts to identify the role of green constructs (consists of green motives, sustainability-oriented values, green dynamic capabilities, and green practices) in creation of sustainable business performance through the mediation of green value co-creation and green innovation. Moreover, the study is intended to identify the moderating role of top management support and knowledge sharing to strengthen the direct association of green constructs and sustainable business performance. Quantitative research approach was used to collect the data from employees (executive level) of manufacturing organizations located in Pakistan. Following the positivism paradigm, the survey technique (close-ended questionnaire) was cast off to obtain 449 valid responses (showing an 87% response rate) from the targeted sample. PLS-SEM was used to test the hypothesis about direct and indirect association of green constructs and sustainable business performance. Results acquiesced that green capabilities are the significant and imperative facets of manufacturing organizations that enable them to co-create value for their ultimate stakeholders and green innovation, which in turn leads to sustainable business performance. To theoretically corroborate our empirical findings, the study unified the comprehensive moderated mediation framework of top management support and knowledge sharing, because neither standpoint alone can elucidate an extant research model. [ABSTRACT FROM AUTHOR]

The case is based on the current performance management system (PMS) followed by THDC India Ltd. (THDCIL). It intends to provide inputs about the importance of sound and objective performance management as a key HR subsystem that helps in planning, measuring and integrating performance, contributing towards organizational and business objectives, and developing a collaborative organizational culture. The case portrays an incident of performance review grievance between a superior (Mr Ajay Kumar) and a subordinate (Mr Prashant Kumar) and shows an organization's struggle to handle an inefficient performance planning claim by a subordinate. Despite creating a clear mandate and SMART (specific, measurable, attainable, realistic and timely) PMS goals, the HR team and employees are continuously showing resistance to discuss and develop SMART KRAs and KPIs collaboratively. It further talks about the issues in the performance planning process regarding goal setting, providing regular feedback and managing performance effectively while actively engaging employees. It also states how an incident about the unsatisfactory appraisal rating of Mr Prashant Kumar led to organizational chaos and employee dissatisfaction. It further provides insights into managing an aggrieved manager using performance review discussion and coaching. It also intends to give students an insight into the different steps in designing and modifying performance management to suit business requirements. The case may help students appreciate the different roles played by HR, such as employee champion, administrative expert, strategic partner and change agent for aligning and achieving individual, team and organizational goals and objectives. They would also gain knowledge and skills to understand the role of HR in designing, executing and managing the PMS by analysing a real-life situation. [ABSTRACT FROM AUTHOR]

Since the early 1990s, proto-punk rock musician Iggy Pop has regularly appeared onscreen in supporting and cameo roles. While a rock star's presence across media is hardly novel, the brevity of Pop's screen performances rests its meaning and value upon a rejection of conventional stardom, persisting through the peripheries of moving image media rather than building a marquee status. This article explains the economic and cultural logic of such appearances via the work of Pop's manager, Art Collins, who focused on maintaining Pop's status through a combination of decisively brief screen appearances and song licencing that augmented his existing persona. Using archival and textual analysis of Pop's and Collins's endeavours, I argue that Pop's case lends insight into a managerial approach to stardom prevalent across entertainment media industries wherein stars are expected to maintain market presence across media contexts rather than pursue fame within a delimited cultural field. A growing managerial logic in entertainment media culture shifted the status of stars from workers contracted to autonomous industries to flexible labourers whose efforts are rendered in the service of self-branding. These developments made the cameo performance into an ideal labour strategy that maximises a star's flexibility. [ABSTRACT FROM AUTHOR]

IMPACT: The authors put forward a relational public service agenda which involves investing in infrastructure, focusing on appropriate scaling of change, balancing specialism and generalism in public service roles and functions, and pursuing improvement through engaged research endeavours. This shift requires new thinking, tools and research in terms of measurement, learning and evaluation practice in public service. The authors argue this constitutes a basis for academic public administration to prospectively engage in scholarship which addresses the complex challenges confronting our societies in coming years. Governments face increasing calls to radically reform public services around human relationships. The authors describe how New Public Management's (NPM) legacy of transactionalism has denatured waves of public service reforms, making them unfit for contemporary governance. Contrasting academic and practitioner perspectives on public service reform, the authors describe a burgeoning movement towards relational ways of conceptualizing and enacting the management and delivery of public services. Taking stock of this, the authors put forward a broad research agenda into relational public services. Academics must play a much more active role in this movement than they did during the NPM era—not merely describing and classifying change, but actively and directly shaping a future-focused prospective public service reform agenda. [ABSTRACT FROM AUTHOR]

IMPACT: Navigating the introduction of performance management systems in administrative contexts which are characterized by a top-down reform emphasis can be a major challenge for public managers. This article provides important insights to both general and human resources (HR) managers, operating at the local level, who need to facilitate reform implementation. The authors highlight the crucial role played by organizational subcultures, emphasizing the need to balance artifacts that merely mimic a results-based culture, such as output-based measures and outcome-based metrics (coherent with an innovation-base culture), while fostering employee engagement rooted in a group culture. Moreover, the authors offer guidance to HR managers on sustaining the process of performance management system implementation through leadership development programmes and HR practices aimed at measuring and monitoring organizational subcultures. Based on a structural equation modeling (SEM) analysis with 300 employees of a local public administration, the authors investigated whether and how different organizational subcultures relate to perceived levels of performance. Perceived performance was found to be associated with innovation and group subcultures, whereas no evidence of a significant relationship with results and rules subcultures was found. Following the assumptions of person-organization (P-O) fit theory, the mediational effect of employee engagement in such relationships was also tested. [ABSTRACT FROM AUTHOR]

In the era of digital transformation, businesses must innovate and adapt to sustain a competitive edge. This dynamic environment compels a reevaluation of traditional management practices, highlighting the need for highly flexible systems. Flexibility, defined as the ability to adapt organizational resources, processes, and strategies in response to environmental changes such as rapid technological advancements, is crucial. Our systematic review of 47 studies investigates how digital transformation influences performance measurement systems across various industries and global contexts. We found that digital transformation fosters the dynamism and adaptability of these systems. This study integrates strategic, organizational, and information systems flexibility concepts that are essential for effective adaptation and resilience. Our findings underscore the shifts towards decision-making agility, inclusivity, and sustainability, stressing the significant role of human resources in adapting to digital imperatives. We advocate for a comprehensive approach that fosters digital literacy, upholds ethical standards, promotes continuous skill development, and enhances strategic adaptability. Practical implications suggest integrating digital technologies into performance strategies, utilizing real-time metrics for agile decision-making and emphasizing ethical and sustainable practices to improve transparency and stakeholder trust. These strategies are crucial for optimizing performance in the digital age. [ABSTRACT FROM AUTHOR]

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.)

This study presents a conceptual model of mediation effects that Entrepreneurial Orientation (EO) has on relationship between Enterprise Risk Management (ERM) and organizational performance. Empirical evidence suggests a very limited scope of ERM relation to performance, but full mediation effect of EO dimension innovation and proactivity is confirmed on relation between ERM strategic factor and new product development. Our research contributes scientifically because it is the first research that explores how ERM and EO interwind in companies. From the practical point of view, our results may be valuable to managers aiming to increase company's resilience by introducing innovation or are in the process of encouraging a more proactive behaviour. According to our findings, they may benefit from establishment of a sound ERM strategic framework prior to entering innovation or proactivity process, in terms of new product development. [ABSTRACT FROM AUTHOR]

Purpose: Value-based healthcare suggested using patient-reported information to complement the information available in the medical records and administrative healthcare data to provide insights into patients' perceptions of satisfaction, experience and self-reported outcomes. However, little attention has been devoted to questions about factors fostering the use of patient-reported information to create value at the system level. Design/methodology/approach: Action research design is carried out to elicit possible triggers using the case of patient-reported experience and outcome data for breast cancer women along their clinical pathway in the clinical breast network of Tuscany (Italy). Findings: The case shows that communication and engagement of multi-stakeholder representation are needed for making information actionable in a multi-level, multispecialty care pathway organized in a clinical network; moreover, political and managerial support from higher level governance is a stimulus for legitimizing the use for quality improvement. At the organizational level, an external facilitator disclosing and discussing real-world uses of collected data is a trigger to link measures to action. Also, clinical champion(s) and clear goals are key success factors. Nonetheless, resource munificent and dedicated information support tools together with education and learning routines are enabling factors. Originality/value: Current literature focuses on key factors that impact performance information use often considering unidimensional performance and internal sources of information. The use of patient/user-reported information is not yet well-studied especially in supporting quality improvement in multi-stakeholder governance. The work appears relevant for the implications it carries, especially for policymakers and public sector managers when confronting the gap in patient-reported measures for quality improvement. [ABSTRACT FROM AUTHOR]

Inconsistencies between performance data from laboratory‐prepared and field samples have been widely reported. These inconsistencies often result in inaccurate condition prediction, which leads to inefficient maintenance planning. Traditional pavement management systems (PMS) do not have the appropriate means (e.g., mechanistic solutions, extensive data handling facilities, etc.) to consider these data inconsistencies. With the growing demand for sustainable materials, there is a need for more self‐learning systems that could quickly transfer laboratory‐based information to field‐based information inside the PMS. The article aims to present a future‐ready machine learning‐based framework for analyzing the differences between laboratory and field‐prepared samples. Developed on the basis of data obtained from field and laboratory data, the gradient‐boosting decision trees‐based framework was able to establish a good relationship between laboratory performance and field performance (R2test > 80 for all models). At the same time, the framework could also show more complex relationships that are often not considered in practice. [ABSTRACT FROM AUTHOR]

This research aimed to explore the interplay between the central and peripheral aspects of gaming and their correlation with internet gaming disorder (IGD) in predicting indicators of psychological distress. The study proposed that the core and peripheral characteristics of gaming serve as confounding variables affecting the direct relationship between IGD and psychological distress. Employing a longitudinal design spanning two distinct timeframes, the research involved 100 esports players from Malaysia, all of whom had participated in at least one official tournament. The outcomes revealed that both the core and peripheral attributes of gaming significantly predicted stress, anxiety, and depression. However, IGD exhibited a significant predictive association only with stress. Notably, the study also detected the confounding effects of core and peripheral characteristics in the direct link between IGD and stress. These results imply that core and peripheral gaming traits should be interpreted as individual differences that amplify susceptibility to IGD and its associated psychological distress indicators. Moreover, the findings suggested that IGD might not be a prominent concern for esports players, potentially due to their training in performance management as athletes. The paper explores further implications stemming from these findings. [ABSTRACT FROM AUTHOR]

Our study investigates the relevance and application of key performance indicators (KPIs) and key risk indicators (KRIs) in business management from 1992 to 2023 through a comprehensive bibliometric analysis performed in RStudio using the Bibliometrix platform and in VOSviewer. Utilizing data from the Web of Science database, we identify trends, key themes, and influential research in this domain, observing an annual growth rate of 17.76%. Our analyses include the top 10 most globally cited documents, word clouds based on authors' keywords and Keywords Plus, clustering by coupling, co-occurrence networks, and factorial analysis. Our findings reveal a significant increase in research interest post-2004, with sustainability and corporate social responsibility emerging as central themes. We confirm positive correlations between KPIs, improved organizational performance, and effective risk management via KRIs. This research underscores the importance of international collaboration and diverse thematic exploration in advancing the field. [ABSTRACT FROM AUTHOR]

Manufacturing management and operations place heavy emphasis on monitoring and improving production performance. This supervision is accomplished through strategies of manufacturing performance management, a set of measurements and methods used to monitor production conditions. Over the last 30 years, the most prevalent measurement of traditional performance management has been overall equipment effectiveness, a percentile summary metric of a machine's utilization. The technologies encapsulated by Industry 4.0 have expanded the ability to gather, process, and store vast quantities of data, creating the opportunity to innovate on how performance is measured. A new method of managing manufacturing performance utilizing Industry 4.0 technologies has been proposed by McKinsey & Company (New York City, NY, USA), and software tools have been developed by PTC Inc. (Boston, MA, USA) to aid in performing what they both call digital performance management. To evaluate this new approach, the digital performance management tool was deployed on a Festo (Esslingen, Germany) Cyber-Physical Lab (FCPL), an educational mock production environment, and compared to a digitally enabled traditional performance management solution. Results from a multi-day production period displayed an increased level of detail in both the data presented to the user and the insights gained from the digital performance management solution as compared to the traditional approach. The time unit measurements presented by digital performance management paint a clear picture of what and where losses are occurring during production and the impact of those losses. This is contrasted by the single summary metric of a traditional performance management approach, which easily obfuscates the constituent data and requires further investigation to determine what and where production losses are occurring. [ABSTRACT FROM AUTHOR]

The failure of banks to safeguard customers' funds has become a substantial issue that has affected public impressions on social media. One of the strategies to ensure the company's reputation is performing impression management. This study aims to assess the financial performance impact of using impression management on banking's Twitter. This study collected 6712 tweets from banks listed on the Indonesia Stock Exchange in 2019. The regression shows no influence on financial performance when banks post a lot of their achievements and accomplishments. However, being a friendly bank can have a favourable impact on financial performance. Empirically, this study contributes to explaining the influence of impression management categories on social media on financial performance, implying that firms should make the most of their social media communications to manage public impressions. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Professional Business Review (JPBReview) is the property of AOS: ESTRATEGIA & INOVACAO 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 systematic review paper examines the relationship between artificial intelligence and human resource development in organisations. The study aims to understand AI's symbiotic role in improving HRD functions like training and development, organisational development, career development, performance management, and workforce planning in the last two decades. It highlights how AI revolutionises HRD, including performance management, learning and development, and workforce planning. The paper also covers the role HRD plays in facilitating AI adoption. This paper closes the gap between AI and HRD by highlighting the benefits of this symbiotic relationship. The work poses crucial research questions to guide future investigations. The questions cover how HRD is essential for ensuring the smooth adoption of AI to boost human capital by focusing on HRD and how AI can strengthen HRD by improving critical functions. By employing HRD practices to improve AI adoption and AI to improve HRD function, this research aims to increase our understanding of how AI and HRD need to work together in synergy. [ABSTRACT FROM AUTHOR]

This article examines the effect of user review ratings and sentiment in review comments on restaurant profitability. In addition, the effects of sentiment in review comments in a local versus a foreign language are compared. User sentiments are mined from 63,904 Dutch and 42,980 English TripAdvisor review comments for restaurants in Flanders (the Dutch-speaking region of Belgium). The article exploits the availability of detailed firm-level financial reports, which are mandatory for all Belgian companies. This facilitates the investigation of bottom-line profitability, which is the ultimate measure of success, and at the same time, the inclusion of firm-specific control variables in the regression analyses. Findings suggest positive sentiment toward restaurants in general and that variations in sentiment impact profitability. Sentiment in review comments is highly significant and has a larger impact than review ratings. In addition, comments in the local language (Dutch) are more impactful than comments in a global language (English). Overall results suggest that, rather than focusing solely on quantitative ratings, restaurateurs should focus on users' qualitative review comments, actively managing them to help drive restaurant performance. To the authors' knowledge, this is the first study to empirically assess how review ratings, sentiment in review comments, and language of review comments impact bottom-line restaurant performance, adding to the literature supporting proactive online reputation management. [ABSTRACT FROM AUTHOR]

This conceptual paper considers doctoral candidate mindset and effective doctoral supervision. I explore mindset through a Critical Mobilities lens to posit two mindsets that candidates inhabit on their doctoral journey: transit and connectivity (Kesselring, (2006). Pioneering mobilities: New patterns of movement and motility in a mobile world. Environment & Planning A, 38(2), 269–279. ). I suggest management of doctoral research in the UK and internationally predisposes doctoral candidates and their supervisors to a 'transit mindset' which focuses on completion. On the other hand, a 'connectivity mindset' of exploration better enables critical and creative thinking. While both mindsets are necessary for the production of a high-quality thesis, a connectivity mindset can be more uncomfortable for both supervisors and doctoral candidates in the context of the neoliberal performance management culture. With the aim of supporting better doctoral research and doctoral experience, the paper theorises three manifestations of connectivity mindset that supervisors may encounter. These are: 'rhizomic thinking' which the supervisory team can identify and support in their supervisee; the 'nomadic space' which is created between supervisor and supervisee when they share a connectivity mindset; and a 'third space' that is entered into by supervisors and supervisees, when a shared connectivity mindset incorporates personal experiences, feelings and needs. The paper concludes with six areas of focus for development of supervisory practice. [ABSTRACT FROM AUTHOR]

Although many performance practices have been operated to enhance government department performance, the outcomes of performance practices have caused some challenges. An important concept in performance management is 'overload'; public employees suffer from the high workload in the operation of many performance management systems. This study first identifies the concept of 'evaluation overload' in managing performance evaluation systems and tests how this overload affects organizational performance. The results indicate that a heavy workload in evaluative processes has direct and indirect impacts on the perceived and archival organizational performance of central agencies in South Korea. [ABSTRACT FROM AUTHOR]

The pandemic has placed unprecedented pressures upon staff and students alike. Yet performance management of academics including Student Evaluation of Teaching (SET) persists. The American Association of University Professors (AAUP) has intervened on this issue. We develop new methods enabling better treatment of pandemic-era SET. Analysis of UK National Student Survey (NSS) data suggests 85% of institutions meet reasonable performance expectations during the pandemic. Results emphasize the need for a more sensitive treatment of pandemic-era SET. [ABSTRACT FROM AUTHOR]

Given the complex presentation of multi-source information and the intertwining and fusion of task types, multitasking and task interruptions have become the norm of human-machine cooperative operations in complex industrial systems. Aiming to address nested and overlapping multitasking and task interruptions, this study investigated their interaction mechanisms on task performance and cognitive load. The study utilized AX-CPT and VFT to form a multitasking situation, and simple math problems with positive and negative judgments to form a task interruption. It tested the task performance of 30 subjects under task interruptions (with interruption vs. without interruption) with different task types (single task vs. multitasking) and analyzed the interaction effects of multitasking and task interruptions on task performance and cognitive load. Finally, the study aimed to verify the moderating role of individual resilience. The results showed that (1) multitasking resulted in a significant decrease in correctness, a significant increase in reaction time, and a significant increase in cognitive load; (2) Task interruptions significantly increased reaction time and cognitive load, while they decreased task correctness only during monotasking; this effect was not significant in multitasking; (3) Moderate and high resilience significantly modulated the increase in cognitive load associated with task interruptions during multitasking. These findings are instrumental in optimizing human-machine collaborative job scheduling, enhancing workflow efficiency, identifying the equilibrium between task performance and cognitive load, and providing crucial support for task management and performance improvement. [ABSTRACT FROM AUTHOR]

AbstractThis comparative study, constituting Part B of our extensive investigation into robust optimization (RO) in inventory management, builds on the foundational insights from Part A’s survey. It conducts a thorough analysis of various RO formulations and algorithms, emphasizing their practical application, efficacy, and computational considerations in inventory management contexts. This study is meticulously structured to address the pivotal inquiries identified in Part A, encompassing the effective representation of uncertainty, the selection of optimal decision criteria, the influence of decision rules on inventory management performance, computational challenges, and the adaptability of these methods to evolving technological and market conditions. This research juxtaposes theoretical findings with empirical data, offering a comprehensive evaluation of the strengths, limitations, and practical implications of each robust inventory model discussed in the literature. This investigation not only complements the survey in Part A but also serves as a standalone, in-depth contribution to robust inventory management. [ABSTRACT FROM AUTHOR]

AbstractThis study aimed to assess the relationship between management commitment, psychological empowerment, and job performance among Palestinian academic employees in higher education institutions. A multi-wave survey was utilized and 665 academics were recruited from several public and private universities in West Bank, in which the stratified sampling method was adopted to select universities. Findings demonstrated that participants reported moderate levels of management commitment and job performance and agreeable levels of psychological empowerment. Management commitment and psychological empowerment positively correlated with job performance (p < 0.01). However, management commitment had a direct influence on job performance and management commitment had a relationship with psychological empowerment (p < 0.01). Thus, strategies should be carried out to enhance management commitment and psychological empowerment to improve job performance among academic staff. [ABSTRACT FROM AUTHOR]

The paper explores the potential role of Machine learning (ML) in supporting the development of a company's Performance Management System (PMS). In more details, it investigates the capability of ML to moderate the complexity related to the identification of the business value drivers (methodological complexity) and the related measures (analytical complexity). A second objective is the analysis of the main issues arising in applying ML to performance management. The research, developed through an action research design, shows that ML can moderate complexity by (1) reducing the subjectivity in the identification of the business value drivers; (2) accounting for cause-effect relationships between business value drivers and performance; (3) balancing managerial interpretability vs. predictivity of the approach. It also shows that the realisation of such benefits requires a combined understanding of the ML techniques and of the performance management model of the company to frame and validate the algorithm in light of the context in which the organisation operates. The paper contributes to the literature analysing the role of business analytics in the field of performance management and it provides new insights into the potential benefits of introducing an ML-based PMS and the issues to consider to increase its effectiveness. [ABSTRACT FROM AUTHOR]

Background: Healthcare systems are transforming into learning health systems that use data-driven and research-informed approaches to achieve continuous improvement. One of these approaches is the use of clinical pathways, which are tools to standardize care for a specific population and improve healthcare quality. Evaluating the maturity of clinical pathways is necessary to inform pathway development teams and health system decision makers about required pathway revisions or implementation supports. In an effort to improve the development, implementation, and sustainability of provincial clinical pathways, we developed a clinical pathways maturity evaluation matrix. To explore the initial content and face validity of the matrix, we used it to evaluate a case pathway within a provincial health authority in Saskatchewan, Canada. Methods: By using iterative consensus-based processes, we gathered feedback from stakeholders including patient and family partners, policy makers, clinicians, and quality improvement specialists, to rank, retain, or remove enablers and sub-enablers of the draft matrix. We tested the matrix on the Chronic Pain Pathway (CPP) for primary care in a local pilot area and revised the matrix based on feedback from the CPP development team leader. Results: The final matrix contains five enablers (i.e., Design, Ownership and Performer, Infrastructure, Performance Management, and Culture), 20 sub-enablers, and three trajectory definitions for each sub-enabler. Supplemental documents were created for six sub-enablers. The CPP scored 15 out of 40 possible points of maturity. Although the pathway scored highest in the Design enabler (10/12), it requires more attention in several areas, specifically the Ownership and Performer and the Performance Management enablers, each of which scored zero. Additionally, the Infrastructure and Culture enablers scored 2/4 and 3/8 points, respectively. These areas of the CPP are in need of improvement in order to enhance the overall maturity of the CPP. Conclusions: We developed a clinical pathways maturity matrix to evaluate the various dimensions of clinical pathways' development and implementation. The goals of this initial work were to develop and validate a tool to assess the maturity and readiness of new or existing pathways and to track pathways' revisions and improvements. [ABSTRACT FROM AUTHOR]

This work describes an approach to enhance container orchestration platforms with an autonomous and dynamic rescheduling system that aims at improving application service time by co-locating highly interdependent containers for network delay reduction. Unreasonable container consolidation may however lead to host CPU saturation, in turn impairing the service time. The multiobjective approach proposed in this work aims to improve application service-time by minimizing both inter-server network traffic and CPU throttling on overloaded servers. To this extent, the Simulated Annealing combinatorial optimization heuristic is used and compared on its relative performance towards the optimal solution obtained by Mathematical Programming. Additionally, the impact of the proposed system is validated on a Kubernetes cluster hosting three concurrent applications, and this under varying load scenarios. The proposed rescheduling system systematically i) improves the application service-time (up to 27.2% from our experiments) and ii) surpasses the improvement reached by the Kubernetes descheduler. [ABSTRACT FROM AUTHOR]

In this paper, a beta-phase gallium oxide (β -Ga2O3) vertical FinFET with diamond-gate has been studied by Silvaco-ATLAS simulation. The diamond-gate structure achieves adjustable pin (p-insulator-n) junction owing to the diamond-SiO2-Ga2O3 heterostructure. This design also enhances heat dissipation by virtue of the high thermal conductivity of the diamond. Compared to conventional FinFETs, the diamond-gate FinFET (DG-FinFET) reduces the static operating temperature rise by around 17.30%. Additionally, due to its greater heat dissipation capacity, DG-FinFETs provide a 5.84% increase in current density at 1 kA cm−2 current density level. The structural changes in the diamond-gate also result in a significant reduction in the gate-source capacitance (C GS). At 1 MHz operating frequency and the same gate voltage, DG-FinFETs have 69.29% less gate-source charge (Q GS), 70.80% less charge/discharge delay time, 73.70% less switching loss, and 57.15% less conduction loss. Overall, the simulation and analysis presented in this work indicate a promising advancement of the DG-FinFET structure in high-power and rapid switching applications. [ABSTRACT FROM AUTHOR]

Organizations are increasingly replacing performance ratings with continuous feedback systems. The current study assesses how people react to continuous performance feedback in terms of its content and sources concerning their performance, motivation to improve, and task engagement. A task-based experiment was conducted with 36 participants who received continuous feedback. The participants were divided into two groups, receiving either quantitative or qualitative feedback content. Feedback was delivered through computer-mediated, person-mediated, or no source. The results highlight that person-mediated feedback, regardless of content, positively influenced performance, motivation, and task engagement. On the other hand, quantitative feedback only showed a positive association with performance. These findings suggest that qualitative feedback is more effective, enhancing motivation and engagement. Managers should prioritize person-mediated feedback to optimize performance, as it yields superior outcomes compared to computer-mediated feedback. However, further research is required to comprehensively understand the effectiveness of continuous performance feedback and its specific characteristics. [ABSTRACT FROM AUTHOR]

The Performance Diagnostic Checklist (PDC) is an indirect assessment tool used to identify the variables supporting problematic employee performance. The tool includes four domains; based on PDC results, an assessment-based intervention targeting one or more of these domains is evaluated. In recent years, PDC variants such as the PDC-Human Services (PDC-HS), the PDC-Safety, and the PDC-Parent have been developed. The purpose of this study is to review the research that has employed the PDC and its variants. We found twenty-eight published studies which have used the PDC or one of its variants. The PDC-HS has been most commonly used, followed by the PDC, the PDC-Safety, and PDC-Parent. The PDC and its variants have most often been completed with supervisors of employees exhibiting performance concerns. Many studies have identified multiple PDC domains as problematic, although domains representing antecedents and consequences are most commonly indicated. Interventions have typically been developed based on the highest scoring domain. Few studies have collected data on social validity or maintenance of intervention effects. Overall, results support the utility of the PDC and its variants, but also highlight PDC-related topics in need of additional research [ABSTRACT FROM AUTHOR]

With the increasing volume of data on the web, distributed file systems such as HDFS are widely used to provide efficient, fast and reliable access to the ever-growing volumes of data. Parameter tuning, a core performance management task, directly affects the performance of storage systems. However, large, non-linear, discrete and non-digital storage system configuration parameters significantly increase the storage system parameter tuning burden. Traditional manual tuning methods rely on a lot of a priori knowledge and have high tuning costs. In this paper, we propose a Smart gambler (SG) algorithm based on a simulated environment and Hill Climbing to reduce the probability of falling into a local optimum. In comparative experiments on publicly available datasets, SG achieves an average improvement of 3.14 % and 5.02 % in the highest tuning value over search algorithms such as Genetic Algorithm and an average time saving of 32.1 % and 50.6 % in tuning time for both workloads, respectively. [ABSTRACT FROM AUTHOR]

Connected devices in IoT continuously generate monitoring and measurement data to be delivered to application servers or end-users. Transmitting IoT data through networks would lead to congestion and long delays. NDN is an emerging network paradigm based on name-identified data known to be an appropriate architecture for supporting IoT networks. In-network caching is one of the main advantages of NDN, a major issue discussed in many studies. One of the significant challenges for some IoT data is the transiency nature, making the data caching mechanism different. IoT data such as ambient monitoring in urban areas and tracking current traffic conditions are often transient, which means these data have a limited lifetime and then expire. In the proposed approach, data placement is decided upon based on the data lifetime and node position. Data lifetime is an essential property that must be involved in caching methods; consequently, the data are classified based on the data lifetime, and specific nodes are selected for caching according to defined classes and nodes' positions in topology. Based on the proposed scheme, the nodes with the highest outgoing interface count or the edge nodes are selected for data caching. By considering both data lifetime and node location, we determine the suitable caching location for each data class separately. In addition, we remove data that has a short lifetime and is not suitable for caching from the caching mechanism of NDN nodes. By considering both the cache and data placements for transient data, a more comprehensive view is grasped in improving the caching performance. This issue, which has not been addressed in the available studies run on IoT data caching, can lead to the appropriate use of available storage and reduce redundancy. Eventually, the simulation results performed by the ndnSIM simulator show the proposed method could improve the cache mechanism efficiency in terms of both delay and hit ratio. Comparison results of the proposed method with CE2 and Btw indicate that this method can provide a reduction in average delay and an increase in cache hit ratio. [ABSTRACT FROM AUTHOR]

Outbreak response to quarantine pathogens and pests in the European Union (EU) is regulated by the EU Plant Health Law, but the performance of outbreak management plans in terms of their effectiveness and efficiency has been quantified only to a limited extent. As a case study, the disease dynamics of almond leal' scorch, caused by Xylella fastidiosa, in the affected area of Alicante, Spain, were approximated using an individual-based spatial epidemiological model. The emergence of this outbreak was dated based on phylogenetic studies, and official surveys were used to delimit the current extent of thé disease. Different survey strategies and disease control measures were compared to determine their effectiveness and efficiency for outbreak management in relation to a baseline scenario without interventions. One-step and two-step survey approaches were compared with different confidence levels, buffer zone sizes, and eradication radii, including those set by the EU legislation for X. fastidiosa. The effect of disease control interventions was also considered by decreasing the transmission rate in the buffer zone. All outbreak management plans reduced the number of infected trees (effectiveness), but large differences were observed in the number of susceptible trees not eradicated (efficiency). The two-step survey approach, high confidence level, and the reduction in lhe transmission rate increased the efficiency. Only the outbreak management plans with the two-step survey approach removed infected trees completely, but they required greater survey efforts. Although control measures reduced disease spread, surveillance was the key factor in the effectiveness and efficiency of the outbreak management plans. [ABSTRACT FROM AUTHOR]

Background & Objective: The role of Nurse Managers (NMs) is at the core of the successful implementation of performance management practices in hospitals. Although effective performance planning practices are crucial to the success of every organization, the implementation of the plans is equally important. This study aims to assess the performance execution practices of NMs from the perspective of nurses in a teaching hospital. Material & Methods: A cross-sectional study was conducted to examine the performance execution practices of NMs in a teaching hospital between 2017 and 2018. Quantitative data was collected using a modified structured questionnaire based on the Aguinis model of performance management. The study sampled 341 nurses using a proportionately stratified sampling technique from the 12 sub-Budget Management Committees (sub-BMCs). Data was analyzed using descriptive (mean, standard deviation, frequencies, and percentages) and inferential statistics (standard multiple regression). Results: The results of the study show that the overall performance execution practices were above average, with a total mean score of 3.23 and a standard deviation of 1.93. Again, 54.5% of the nurses were satisfied with the performance execution practices of their nurse manager. Results from the multiple regression indicate that NM's training (β = 0.206, p < 0.001) and interpersonal relations (β = 0.314, p < 0.001) between NM and nurses had a significant positive effect on execution practices, whereas nurses' years of work (β = -0.204, p < 0.001) with their manager had a significant negative effect. However, performance execution practices are challenged by poor supervision, inadequate human and material resources, and a lack of performance management training, as indicated by respondents. Conclusion: The findings showed that the performance execution practices were above average from the nurses point of view. Therefore, NMs should be equipped with the necessary skills through periodic in-service training and adequate resources. This will foster a positive environment for nurse education and the implementation of performance execution practices. [ABSTRACT FROM AUTHOR]

The aim of this study is to determine the mediating role of transformational leadership in the effect of strategic human resources management on the performance level in organizations. The data obtained from 412 participants were processedinto the SPSS package program and normality test, reliability and validity test, factor analysis, correlation and regressionanalyzes were applied to these data. As a result of the research, it was revealed that transformational leadership has a significant and positive effect on the effect of strategic human resources management on the performance level of the organization. Transformational leadership has been shown to add positive value when evaluated in terms of performance. Besides, in this research, in addition to the impact of HRRM on performance, transformational leadership has an impact on HRCM. In addition to these implications, transformational leadership also has an effect on performance. As a result, it was concluded in the research that one of the dominant factorsthat increases and affects performance is transformational leadership. [ABSTRACT FROM AUTHOR]

The study analysed the challenges to food security in the Almaty region and developed practical recommendations in this area, using the experience of other countries as an example. The developed model includes assessments of threats to food security in the Almaty region, monitoring of international experience in improving the regulation of food security issues, and practical application of innovative approaches to enterprise performance management, given the state of food security. This model includes theoretical and practical recommendations, in particular, a set of methods to protect the economy from the crisis. [ABSTRACT FROM AUTHOR]

In this article, a framework model is introduced and recommended for the implementation of a 360-degree feedback performance appraisal system as a civil servant performance appraisal system approach that is effective in creating innovative work behaviors, performance appraisal fairness, commitment, and individual performance improvement, thus supporting the creation of individual change and organizational development.This paper selects an exploratory study using a theoretical approach based on performance management, and a practical experience approach from the application of a civil servant performance appraisal system in government organizations. The data analysis method used is a qualitative research method.This article is based on the results of a study of the theory of a 360- degree feedback performance appraisal system, practical experience in government organizations that still use a formal civil servant performance appraisal system, and the latest government regulations on performance management of civil servants in Indonesia which should have been implemented as a basis for assesment the performance of civil servant.This paper fulfills the identified need to present an integrated model of a 360-Degree Feedback Performance Assessment System with Individual Development and Organizational Development for Government Institutions. To the best of the researcher's knowledge, this is the first study to show that the developed model can support behavior change and individual performance improvement for each Civil Servant. [ABSTRACT FROM AUTHOR]

This study aims to study the effect of outcome-based performance management on the performance of state civil servants, and also examine the role of perceived organizational support in mediating the relationship of outcomebased performance management to the performance of civil servants in the Aceh government. In addition, this study also examines the role of employee sincerity in involving themselves in moderating the relationship between exogenous and endogenous variables.From a total of 505 questionnaires distributed, as many as 435 respondents returned the questionnaires and 84 of them were declared invalid, so that the total questionnaire used in this study was 351. outcome-based performance managementin the Aceh government environment, it has a significant positive effect and is the only antecedent that is considered to be able to directly improve employee performance. Outcome-based performance management in the Aceh government environment positively and significantly affects employees' perceptions of their institutions where they believe that the organization supports them in achieving performance. The results of this study are expected to contribute to enriching the repertoire of knowledge, especially in the field of performance management.Outcome-based performance management is a performance management practice that has never been applied before in government institutions in Indonesia. [ABSTRACT FROM AUTHOR]