Can food waste behavior be managed within the B2B workplace and beyond? The roles of quality of green communication and dual mediation paths

Food waste is becoming increasingly a crucial issue to organizations, but little is known about workplace food waste reduction among frontline employees in the business-to-business (B2B) context regardless of the salience of frontline employees with such a behavior as green intermediaries in B2B supply chains. Our research seeks to fill this gap by investigating how and when quality of green communication in the B2B workplace influences frontline employees' workplace and household food waste behavior, as well as the relationship between these two types of food waste behavior among frontline employees. The dataset for this study came from sales employees in manufacturing companies based in Vietnam. The results unveiled the roles of employees' green role identity and harmonious environmental passion as the dual mediation paths for the relationship between quality of green communication and employees' intention to reduce food waste, which in turn attenuated both their workplace and household food waste behavior. The positive relationship was noted between employees' workplace food waste behavior and their household food waste behavior. The results further demonstrated the boundary condition role of household leftovers reuse routines to enhance the link between intention to reduce food waste and food waste behavior. The implications are discussed on initiatives for reducing B2B frontline employees' food waste behavior, thereby transforming them into green agents in B2B supply chains.     

New Technology and the New Man: Mass Production and Information Technology in Paper Mills

The experiences of men working in a computer-mediated workplace in Ontario are contrasted with men employed in a mass production paper mill in Qu"bec in order to analyse the association between technological change and male subcultures. Both statistical and interview data were used in this study.     

建立综合质量系数并纳入产量考核中的作用探讨

通过对公司质量管理问题分析，提出了建立“综合质量系数”并纳入产量考核中，解决了生产过程产量和质量的矛盾问题，端正和处理好了质量、产量、效益的关系。通过在车间实施，取得了明显的效果。     

The dynamics of just-in-time

This article analyses the impact of just-in-time production on the three resources of machines, materials and people, and suggests that JIT entails a redistribution of slack between these resources. The impact of JIT on an organization's human resources is particularly problematical; pressures towards both increased variety and intensity of work are apparent.     

石油企业"零缺陷"质量管理初探

“零缺陷”质量管理是现代企业的新型管理理念。在市场经济体制环境下，把“零缺陷”作为质量管理目标引入石油企业．使石油企业摆脱“管理危机”，降低生产成本，在日益激烈的市场竞争中形成持续发展的强劲实力。     

Trust and Workplace Performance

Using European Company Survey data, this article explores the relationship between trust and establishment performance under works councils, on the one hand, and union bodies on the other. Trust is initially measured using the individual survey respondent's assessment of the ‘contribution’ of the other side. Although the rating of the employee representative is favoured over that of management as less subject to feedback from performance, the potential endogeneity of employee trust in management is also modelled. Next, a preferred inverse measure of trust (or dissonance) is constructed from the discrepancy between the assessments of the two sides of the quality of workplace industrial relations. Employee trust is associated throughout with improved establishment performance, and conversely for the dissonance counterpart. In their presence, neither type of workplace representation is superior to the other.     

Industrial Relations Climate and Union Commitment: An Evaluation of Workplace‐Level Effects

This paper examines the relationship between industrial relations (IR) climate and union commitment. Using a multi‐workplace sample from North East England, aggregation analysis provided support for treating IR climate as a workplace‐level variable, and workplace IR climate was negatively associated with union commitment. However, IR climate moderated none of the relationships between individual‐level antecedents and union commitment.     

“三提一降”管理模式在井下作业系统的实践

在井下作业系统实施的“三提一降”管理新模式，通过实施“提升素质、提高质量、提高效率、降低成本”4项措施，把握精细化、系统化、集约化、一体化管理内涵，取得了队伍结构初步优化、施工效率明显提升、工程质量得到保证、增收节支效果突出等良好管理效果，是促进井下作业系统解困扭亏、解决深层次矛盾、保障油田增储稳产、理顺内部管理流程的重要途径，不仅提升了系统的管理水平，同时，也有力保障了油田千万吨生产任务的完成。     

Workplace Transformation and the Disposable Workplace: Employee Involvement in Australia

Employee involvement (EI) programs should mainly appear either where "workplace transformation" occurs or where managers create a "disposable workplace." Cluster analysis of Australian workplace data supports the notion that transformed and disposable workplaces are distinct from one another and from traditional workplaces. These workplace categories are related to the reported incidence of EI programs as hypothesized. (JEL J41, J51, 553)     

Workplace Flexibilities,Job Satisfaction and Union Membership in the US Workforce

Using individual‐level data from the 2008 National Study of the Changing Workforce, we quantify how workers' job satisfaction levels correlate with five schedule‐based workplace flexibilities. The data permit us to control for numerous variables that might otherwise explain variation in the probability of job satisfaction, including, but not limited to, income, benefits, stress, depression, job control and individual preferences over flexibilities. Conditional on this control set, we find that workplace flexibilities correlate with an 8.1 per cent increase in job satisfaction. The relationship between job satisfaction and workplace flexibilities prevails through several sensitivity analyses, bias assessments and a propensity score matching analysis. We also explore how job satisfaction, union membership and workplace flexibilities intermix; we find that workplace flexibilities may function as a partial substitute for union membership.     

A revised EMQ/JIT production-run model: An examination of inventory and production costs

Production-runs are an important cost minimizing scheduling and production planning activity. Commonly used classic lot-sizing models (i.e., economic manufacturing quantity or EMQ models) do not reflect current just-in-time (JIT) lot-sizing cost realities. The purpose of this paper is to present a cost comparison of the classic EMQ model and a revised EMQ/JIT model to show efficacy of a more cost inclusive model.     

Cost Accounting and Performance Measurement in a Just-in-Time Production Environment

There are normative statements in the literature, backed up by case observations and anecdotal evidence, which indicate that manufacturing companies operating just-in-time (JIT) production management systems should also change their cost accounting systems and place greater reliance on non-financial performance indicators. This study provides empirical evidence suggesting that JIT manufacturing companies which have made some degree of modification to their costing system demonstrate higher performance than JIT companies which have not made changes. The results also suggest that greater use of non-financial performance indicators is associated with higher performance irrespective of the production management system adopted.     

Multidimensional latent traits of perceived organizational innovation: Differences between Thai and Egyptian employees

A new approach, the multidimensional latent regression (MLR) approach of item response theory, is employed to evaluate the dimensions of individual employee creativity, workplace atmosphere, and workplace innovative activity. Based on the MLR concept, the relationships among the measurement scales of these variables are tested for their unidimensionality versus multidimensionality. Multidimensionality was found. While workplace atmosphere is closely linked to workplace innovative activity, individual employee creativity forms its own dimension but is still positively linked to the other two measures. To achieve an accurate comparison between the two groups of Thai and Egyptian employees who have the same levels of agreement with the scale items, it is necessary to adjust the scores of Egyptian employees downwards.

论国资委的"超政府性"和"准企业性"

本文从分析国有资产的特征及国有资产经营的内在合理性出发,借鉴西方较为成熟的中央银行机制和现代公司治理结构,揭示国资委在机构定位上的“超政府性”以及在治理结构和运行机制上的“准企业性”,试图为已组建的国资委的规范运作提供相应的理论支撑,从总体上规范国有资产经营管理体制及其运行。     

Globalization,Human Resource Practices and Innovation: Recent Evidence from the Canadian Workplace and Employee Survey

This study examines the triangular relationship that connects the degree to which a workplace is internationally engaged, the extent to which it innovates, and the human resource practices it adopts. By pooling various years of data from the Canadian Workplace and Employee Survey, a nationally representative data set, we found that certain practices, such as variable pay and autonomy training, are more likely to be used in international workplaces. We subsequently found that for an international workplace, the use of variable pay contributes very little to workplace innovation while autonomy training has a positive relationship with innovation.     

The economics of industrial R & D

The relationship between research and commercial operation is examined in terms of production using a simple Cobb-Douglas production function, where output is expressed in terms of inputs of labour, capital and‘technical progress’. The model was tested in a single company environment by multiple regression analysis of output as the dependent variable on various measures of research, labour and capital. The results of the regression analysis are in full agreement with the model as outlined and the assumption that output is dependent simultaneously on labour, capital and the cumulative research investment.     

Fighting for Life: South African HIV/AIDS Peer Educators as a New Industrial Relations Actor?

This article examines HIV/AIDS peer educators in South African workplaces, drawing on research in five companies with large peer educator programmes. The research indicates that peer educators are primarily focused on reducing new HIV infections and ‘normalizing’ the epidemic by promoting change in the behaviour of individuals — a feature that is not accounted for by theories of workplace mobilization based on collective action. Similarly, their role is inadequately explained by theories on the emergence of new workplace actors based on the changing nature of work, shifting identity salience in society, and the nexus between workplace and communities as opportunities for union regeneration. After outlining the profile and activities of workplace HIV/AIDS peer educators, attention is paid to their motivations and methods of action, their relationship to management and unions, and the way in which they straddle workplace and community. The implications of this and the possible trajectory of workplace peer educators as a new industrial relations actor are discussed.     

U-shaped production lines: A review of theory and practice

Most writers describe the U-shaped production line as the special type of cellular manufacturing used in just-in-time (JIT) production systems. JIT is defined to be an umbrella term for a number of techniques whose purpose is to improve product quality and cost by eliminating all waste in the production system. The U-line arranges machines around a U-shaped line in the order in which production operations are performed. Operators work inside the U-line. One operator supervises both the entrance and the exit of the line. Machine-work is separated from operator-work so that machines work independently as much as possible. Standard operation charts specify exactly how all work is done. U-lines may be simple or complex. U-lines are rebalanced periodically when production requirements change. The U-line satisfies the flow manufacturing principle. This requires operators to be multi-skilled to operate several different machines or processes. It also requires operators to work standing up and walking. When setup times are negligible, U-lines are operated as mixed-model lines where each station is able to produce any product in any cycle. When setup times are larger, multiple U-lines are formed and dedicated to different products. 114 US and Japanese U-lines are examined in this study. The average U-line has 10.2 machines and 3.4 operators. About one-quarter of all U-lines are manned by one operator and so run in chase mode. The reported benefits are impressive. Productivity improved by an average of 76%. WIP dropped by 86%. Leadtime shrunk by 75%. Defective rates dropped by 83%.     

Debt, Operating Margin, and Investment In Workplace Safety

We investigate how a firm's financial performance affects workplace safety. We provide empirical estimates of the relationship between a firm's financial condition and its investment in workplace safety using plant-level proxies for safety performance from OSHA records for thirteen large U.S. industries for the period 1972-87. Our results suggest that, at the lowest levels of operating margins, firms with higher operating margins have safer workplaces. Firms with more debt also have safer workplaces, but only when operating margins are relatively low. These results are consistent with a number of theoretical models in which financial factors influence operating decisions.     

<Emphasis Type="Italic">Guanxi</Emphasis> circle and organizational citizenship behavior: Context of a Chinese workplace

According to leader-member exchange (LMX) theory, good vertical working relations encourage organizational citizenship behavior (OCB) that benefits organizations. But how does supervisor-subordinate guanxi influence employees’ extra-role behaviors in relation to organizational interests? To answer this question, this paper examines a particular structural phenomenon in the context of the Chinese workplace. Guanxi circles (the phenomenon under investigation) are ego-centered guanxi networks with a powerful person at the center. Although a circle leader and his or her group members exchange favors for private goals, they need to actively balance their own interests with the interests of people/groups outside the guanxi circle; so as to maintain a harmonious relationship with the larger network. For this reason, extra-role performance benefiting the larger network is encouraged in the management of a guanxi circle. By studying survey data from China, we demonstrate how a wide variety of circle roles facilitate extra-role performance, and ultimately benefit the organization as a whole. Circle bridges have higher OCB toward organizations (OCB-O) than peripheral members of a circle, who in turn have higher OCB-O than core members of the same circle.