Emerging Issues in Occupational Health Psychology

This book compiles the cutting-edge research published in the Special Issue “Emerging Issues in Occupational Health Psychology” (International Journal of Environmental Research and Public Health). The articles included in this book use strong and innovative theoretical approaches to provide evidence regarding the importance of working characteristics and resources to promote healthier and more sustainable environments in which employees can be happy and productive

State-of-the-Art Review and Synthesis: A Requirement-based Roadmap for Standardized Predictive Maintenance Automation Using Digital Twin Technologies

Recent digital advances have popularized predictive maintenance (PMx), offering enhanced efficiency, automation, accuracy, cost savings, and independence in maintenance. Yet, it continues to face numerous limitations such as poor explainability, sample inefficiency of data-driven methods, complexity of physics-based methods, and limited generalizability and scalability of knowledge-based methods. This paper proposes leveraging Digital Twins (DTs) to address these challenges and enable automated PMx adoption at larger scales. While we argue that DTs have this transformative potential, they have not yet reached the level of maturity needed to bridge these gaps in a standardized way. Without a standard definition for such evolution, this transformation lacks a solid foundation upon which to base its development. This paper provides a requirement-based roadmap supporting standardized PMx automation using DT technologies. A systematic approach comprising two primary stages is presented. First, we methodically identify the Informational Requirements (IRs) and Functional Requirements (FRs) for PMx, which serve as a foundation from which any unified framework must emerge. Our approach to defining and using IRs and FRs to form the backbone of any PMx DT is supported by the track record of IRs and FRs being successfully used as blueprints in other areas, such as for product development within the software industry. Second, we conduct a thorough literature review spanning fields to determine the ways in which these IRs and FRs are currently being used within DTs, enabling us to point to the specific areas where further research is warranted to support the progress and maturation of requirement-based PMx DTs.Comment: (1)This work has been submitted to the IEEE for possible publication. Copyright may be transferred without notice, after which this version may no longer be accessibl

Trust and psychological empowerment in global virtual teams: quantitative ethnography research

Although global virtual teams are becoming more commonplace because of their many benefits, they are also challenged by a lack of interpersonal and emotional trust between team members. Based on this problem, this study adopted a quantitative ethnographic methodology to explore team members\u27 perceptions of the relationship between trust and psychological empowerment components, such as the meaning of work, competence, self-determination, and impact, in global virtual teams. In addition, this study examined how the team members\u27 perceptions of trust and psychological empowerment differ based on their attributes. To achieve this research purpose, the researcher collected data via semi-structured interviews with 16 employees in global virtual teams of five consulting firms headquartered in the U.S. and South Korea. This study utilized the Epistemic Network Analysis (ENA) as an analysis tool to investigate the perception patterns of participants. As a result, the study found that trust is primarily linked to competence, responsible behavior, and communication between employees. In contrast, competence is related to communication, recognition, self−determination, and impact on the team or society. Furthermore, the study found the differences in employees\u27 perceptions according to characteristics−age, gender, nationality, working period, and role−excluding the expertise realm. The findings could aid organizations in developing strategies for global virtual teams and contribute to developing academic fields related to psychological empowerment and trust. More research is needed on segmented global virtual team types, cultural diversity, and team leadership

Prise en compte de la flexibilité des ressources humaines dans la planification et l’ordonnancement des activités industrielles

Le besoin croissant de réactivité dans les différents secteurs industriels face à la volatilité des marchés soulève une forte demande de la flexibilité dans leur organisation. Cette flexibilité peut être utilisée pour améliorer la robustesse du planning de référence d’un programme d’activités donné. Les ressources humaines de l’entreprise étant de plus en plus considérées comme le coeur des structures organisationnelles, elles représentent une source de flexibilité renouvelable et viable. Tout d’abord, ce travail a été mis en oeuvre pour modéliser le problème d’affectation multi-périodes des effectifs sur les activités industrielles en considérant deux dimensions de la flexibilité: L’annualisation du temps de travail, qui concerne les politiques de modulation d’horaires, individuels ou collectifs, et la polyvalence des opérateurs, qui induit une vision dynamique de leurs compétences et la nécessité de prévoir les évolutions des performances individuelles en fonction des affectations successives. La nature dynamique de l’efficacité des effectifs a été modélisée en fonction de l’apprentissage par la pratique et de la perte de compétence pendant les périodes d’interruption du travail. En conséquence, nous sommes résolument placés dans un contexte où la durée prévue des activités n’est plus déterministe, mais résulte du nombre des acteurs choisis pour les exécuter, en plus des niveaux de leur expérience. Ensuite, la recherche a été orientée pour répondre à la question : « quelle genre, ou quelle taille, de problème pose le projet que nous devons planifier? ». Par conséquent, les différentes dimensions du problème posé sont classées et analysés pour être évaluées et mesurées. Pour chaque dimension, la méthode d’évaluation la plus pertinente a été proposée : le travail a ensuite consisté à réduire les paramètres résultants en composantes principales en procédant à une analyse factorielle. En résultat, la complexité (ou la simplicité) de la recherche de solution (c’est-à-dire de l’élaboration d’un planning satisfaisant pour un problème donné) peut être évaluée. Pour ce faire, nous avons développé une plate-forme logicielle destinée à résoudre le problème et construire le planning de référence du projet avec l’affectation des ressources associées, plate-forme basée sur les algorithmes génétiques. Le modèle a été validé, et ses paramètres ont été affinés via des plans d’expériences pour garantir la meilleure performance. De plus, la robustesse de ces performances a été étudiée sur la résolution complète d’un échantillon de quatre cents projets, classés selon le nombre de leurs tâches. En raison de l’aspect dynamique de l’efficacité des opérateurs, le présent travail examine un ensemble de facteurs qui influencent le développement de leur polyvalence. Les résultats concluent logiquement qu’une entreprise en quête de flexibilité doit accepter des coûts supplémentaires pour développer la polyvalence de ses opérateurs. Afin de maîtriser ces surcoûts, le nombre des opérateurs qui suivent un programme de développement des compétences doit être optimisé, ainsi que, pour chacun d’eux, le degré de ressemblance entre les nouvelles compétences développées et les compétences initiales, ou le nombre de ces compétences complémentaires (toujours pour chacun d’eux), ainsi enfin que la façon dont les heures de travail des opérateurs doivent être réparties sur la période d’acquisition des compétences. Enfin, ce travail ouvre la porte pour la prise en compte future des facteurs humains et de la flexibilité des effectifs pendant l’élaboration d’un planning de référence. ABSTRACT : The growing need of responsiveness for manufacturing companies facing the market volatility raises a strong demand for flexibility in their organization. This flexibility can be used to enhance the robustness of a baseline schedule for a given programme of activities. Since the company personnel are increasingly seen as the core of the organizational structures, they provide the decision-makers with a source of renewable and viable flexibility. First, this work was implemented to model the problem of multi-period workforce allocation on industrial activities with two degrees of flexibility: the annualizing of the working time, which offers opportunities of changing the schedules, individually as well as collectively. The second degree of flexibility is the versatility of operators, which induces a dynamic view of their skills and the need to predict changes in individual performances as a result of successive assignments. The dynamic nature of workforce’s experience was modelled in function of learning-by-doing and of oblivion phenomenon during the work interruption periods. We firmly set ourselves in a context where the expected durations of activities are no longer deterministic, but result from the number and levels of experience of the workers assigned to perform them. After that, the research was oriented to answer the question “What kind of problem is raises the project we are facing to schedule?”: therefore the different dimensions of the project are inventoried and analysed to be measured. For each of these dimensions, the related sensitive assessment methods have been proposed. Relying on the produced correlated measures, the research proposes to aggregate them through a factor analysis in order to produce the main principal components of an instance. Consequently, the complexity or the easiness of solving or realising a given scheduling problem can be evaluated. In that view, we developed a platform software to solve the problem and construct the project baseline schedule with the associated resources allocation. This platform relies on a genetic algorithm. The model has been validated, moreover, its parameters has been tuned to give the best performance, relying on an experimental design procedure. The robustness of its performance was also investigated, by a comprehensive solving of four hundred instances of projects, ranked according to the number of their tasks. Due to the dynamic aspect of the workforce’s experience, this research work investigates a set of different parameters affecting the development of their versatility. The results recommend that the firms seeking for flexibility should accept an amount of extra cost to develop the operators’ multi functionality. In order to control these over-costs, the number of operators who attend a skill development program should be optimised, as well as the similarity of the new developed skills relative to the principal ones, or the number of the additional skills an operator may be trained to, or finally the way the operators’ working hours should be distributed along the period of skill acquisition: this is the field of investigations of the present work which will, in the end, open the door for considering human factors and workforce’s flexibility in generating a work baseline program

Considering the flexibility of human resources in planning and scheduling industrial activities

The growing need of responsiveness for manufacturing companies facing the market volatility raises a strong demand for flexibility in their organization. This flexibility can be used to enhance the robustness of a baseline schedule for a given programme of activities. Since the company personnel are increasingly seen as the core of the organizational structures, they provide the decision-makers with a source of renewable and viable flexibility. First, this work was implemented to model the problem of multi-period workforce allocation on industrial activities with two degrees of flexibility: the annualizing of the working time, which offers opportunities of changing the schedules, individually as well as collectively. The second degree of flexibility is the versatility of operators, which induces a dynamic view of their skills and the need to predict changes in individual performances as a result of successive assignments. The dynamic nature of workforce’s experience was modelled in function of learning-by-doing and of oblivion phenomenon during the work interruption periods. We firmly set ourselves in a context where the expected durations of activities are no longer deterministic, but result from the number and levels of experience of the workers assigned to perform them. After that, the research was oriented to answer the question “What kind of problem is raises the project we are facing to schedule?”: therefore the different dimensions of the project are inventoried and analysed to be measured. For each of these dimensions, the related sensitive assessment methods have been proposed. Relying on the produced correlated measures, the research proposes to aggregate them through a factor analysis in order to produce the main principal components of an instance. Consequently, the complexity or the easiness of solving or realising a given scheduling problem can be evaluated. In that view, we developed a platform software to solve the problem and construct the project baseline schedule with the associated resources allocation. This platform relies on a genetic algorithm. The model has been validated, moreover, its parameters has been tuned to give the best performance, relying on an experimental design procedure. The robustness of its performance was also investigated, by a comprehensive solving of four hundred instances of projects, ranked according to the number of their tasks. Due to the dynamic aspect of the workforce’s experience, this research work investigates a set of different parameters affecting the development of their versatility. The results recommend that the firms seeking for flexibility should accept an amount of extra cost to develop the operators’ multi functionality. In order to control these over-costs, the number of operators who attend a skill development program should be optimised, as well as the similarity of the new developed skills relative to the principal ones, or the number of the additional skills an operator may be trained to, or finally the way the operators’ working hours should be distributed along the period of skill acquisition: this is the field of investigations of the present work which will, in the end, open the door for considering human factors and workforce’s flexibility in generating a work baseline program

The motivation of temporary sales people in selected IT / telecom companies in Hong Kong

This thesis narrates a story in the study of a phenomenon in the search of an explanation of the motivation of temporary sales people [promoter] in information technology and telecommunication companies in Hong Kong. The use of these non-permanent sales force in Hong Kong is becoming popular but there is a lack of guidelines for motivating them. Given the exploratory nature of the study and limited prior empirical research on the topic and organizational settings, a qualitative approach was adopted. Grounded research and modified grounded theory were used as a discovery tools to guide the overall study. Triangulation of data collection methods was used; and data were collected from both employers and employees from focus group and in-depth interviews. Constant comparative method was adopted in data analysis. Data were first compared to data and the resulting categories were compared to each other and to the extant motivational theories, rendering into a tentative conceptual framework. It was found that the promoters’ resources comprised internal resourcefulness and connectedness, along with the preemptive situational factors of organization, were fueling the promoters’ meaning-ascription and job-crafting motivation-process