WorldWideScience

Sample records for resource job scheduling

  1. Job Scheduling with Efficient Resource Monitoring in Cloud Datacenter

    Directory of Open Access Journals (Sweden)

    Shyamala Loganathan

    2015-01-01

    Full Text Available Cloud computing is an on-demand computing model, which uses virtualization technology to provide cloud resources to users in the form of virtual machines through internet. Being an adaptable technology, cloud computing is an excellent alternative for organizations for forming their own private cloud. Since the resources are limited in these private clouds maximizing the utilization of resources and giving the guaranteed service for the user are the ultimate goal. For that, efficient scheduling is needed. This research reports on an efficient data structure for resource management and resource scheduling technique in a private cloud environment and discusses a cloud model. The proposed scheduling algorithm considers the types of jobs and the resource availability in its scheduling decision. Finally, we conducted simulations using CloudSim and compared our algorithm with other existing methods, like V-MCT and priority scheduling algorithms.

  2. Revisiting Symbiotic Job Scheduling

    OpenAIRE

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

    International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

  3. Collectives for Multiple Resource Job Scheduling Across Heterogeneous Servers

    Science.gov (United States)

    Tumer, K.; Lawson, J.

    2003-01-01

    Efficient management of large-scale, distributed data storage and processing systems is a major challenge for many computational applications. Many of these systems are characterized by multi-resource tasks processed across a heterogeneous network. Conventional approaches, such as load balancing, work well for centralized, single resource problems, but breakdown in the more general case. In addition, most approaches are often based on heuristics which do not directly attempt to optimize the world utility. In this paper, we propose an agent based control system using the theory of collectives. We configure the servers of our network with agents who make local job scheduling decisions. These decisions are based on local goals which are constructed to be aligned with the objective of optimizing the overall efficiency of the system. We demonstrate that multi-agent systems in which all the agents attempt to optimize the same global utility function (team game) only marginally outperform conventional load balancing. On the other hand, agents configured using collectives outperform both team games and load balancing (by up to four times for the latter), despite their distributed nature and their limited access to information.

  4. Hybrid job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1995-01-01

    We consider the problem of scheduling jobs in a hybrid job shop. We use the term 'hybrid' to indicate that we consider a lot of extensions of the classic job shop, such as transportation times, multiple resources, and setup times. The Shifting Bottleneck procedure can be generalized to deal with

  5. Scheduling preemptable jobs on identical processors under varying availability of an additional continuous resource

    Directory of Open Access Journals (Sweden)

    Różycki Rafał

    2016-09-01

    Full Text Available In this work we consider a problem of scheduling preemptable, independent jobs, characterized by the fact that their processing speeds depend on the amounts of a continuous, renewable resource allocated to jobs at a time. Jobs are scheduled on parallel, identical machines, with the criterion of minimization of the schedule length. Since two categories of resources occur in the problem: discrete (set of machines and continuous, it is generally called a discrete-continuous scheduling problem. The model studied in this paper allows the total available amount of the continuous resource to vary over time, which is a practically important generalization that has not been considered yet for discrete-continuous scheduling problems. For this model we give some properties of optimal schedules on a basis of which we propose a general methodology for solving the considered class of problems. The methodology uses a two-phase approach in which, firstly, an assignment of machines to jobs is defined and, secondly, for this assignment an optimal continuous resource allocation is found by solving an appropriate mathematical programming problem. In the approach various cases are considered, following from assumptions made on the form of the processing speed functions of jobs. For each case an iterative algorithm is designed, leading to an optimal solution in a finite number of steps.

  6. Ant colony optimisation for scheduling of flexible job shop with multi-resources requirements

    Directory of Open Access Journals (Sweden)

    Kalinowski Krzysztof

    2017-01-01

    Full Text Available The paper presents application of ant colony optimisation algorithm for scheduling multi-resources operations in flexible job shop type of production systems. Operations that require the participation of two or more resources are common in industrial practice, when planning are subject not only machines, but also other additional resources (personnel, tools, etc.. Resource requirements of operation are indicated indirectly by resource groups. The most important parameters of the resource model and resource groups are also described. A basic assumptions for ant colony algorithm used for scheduling in the considered model with multiresources requirements of operations is discussed. The main result of the research is the schema of metaheuristic that enables searching best-score solutions in manufacturing systems satisfying presented constraints.

  7. Flexible Job-Shop Scheduling with Dual-Resource Constraints to Minimize Tardiness Using Genetic Algorithm

    Science.gov (United States)

    Paksi, A. B. N.; Ma'ruf, A.

    2016-02-01

    In general, both machines and human resources are needed for processing a job on production floor. However, most classical scheduling problems have ignored the possible constraint caused by availability of workers and have considered only machines as a limited resource. In addition, along with production technology development, routing flexibility appears as a consequence of high product variety and medium demand for each product. Routing flexibility is caused by capability of machines that offers more than one machining process. This paper presents a method to address scheduling problem constrained by both machines and workers, considering routing flexibility. Scheduling in a Dual-Resource Constrained shop is categorized as NP-hard problem that needs long computational time. Meta-heuristic approach, based on Genetic Algorithm, is used due to its practical implementation in industry. Developed Genetic Algorithm uses indirect chromosome representative and procedure to transform chromosome into Gantt chart. Genetic operators, namely selection, elitism, crossover, and mutation are developed to search the best fitness value until steady state condition is achieved. A case study in a manufacturing SME is used to minimize tardiness as objective function. The algorithm has shown 25.6% reduction of tardiness, equal to 43.5 hours.

  8. Practical job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1998-01-01

    The Shifting Bottleneck procedure is an intuitive and reasonably good approximation algorithm for the notoriously difficult classical job shop scheduling problem. The principle of decomposing a classical job shop problem into a series of single-machine problems can also easily be applied to job shop

  9. Multi-core job submission and grid resource scheduling for ATLAS AthenaMP

    CERN Document Server

    Crooks, D; The ATLAS collaboration; Harrington, R; Purdie, S; Severini, H; Skipsey, S; Tsulaia, V; Washbrook, A

    2012-01-01

    AthenaMP is the multi-core implementation of the ATLAS software framework and allows the efficient sharing of memory pages between multiple threads of execution. This has now been validated for production and delivers a significant reduction on overall memory footprint with negligible CPU overhead. Before AthenaMP can be routinely run on the LHC Computing Grid, it must be determined how the computing resources available to ATLAS can best exploit the notable improvements delivered by switching to this multi-process model. In particular, there is a need to identify and assess the potential impact of scheduling issues where single core and multi-core job queues have access to the same underlying resources. A study into the effectiveness and scalability of AthenaMP in a production environment will be presented. Submitting AthenaMP tasks to the Tier-0 and candidate Tier-2 sites will allow detailed measurement of worker node performance and also highlight the relative performance of local resource management system...

  10. Integrating job scheduling and constrained network routing

    DEFF Research Database (Denmark)

    Gamst, Mette

    2010-01-01

    This paper examines the NP-hard problem of scheduling jobs on resources such that the overall profit of executed jobs is maximized. Job demand must be sent through a constrained network to the resource before execution can begin. The problem has application in grid computing, where a number...

  11. Integrated Job Scheduling and Network Routing

    DEFF Research Database (Denmark)

    Gamst, Mette; Pisinger, David

    2013-01-01

    We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number of resou...... indicate that the algorithm can be used as an actual scheduling algorithm in the Grid or as a tool for analyzing Grid performance when adding extra machines or jobs. © 2012 Wiley Periodicals, Inc.......We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number...... of resources which must be sent to the executing machine through a network with limited capacity. A job cannot start before all of its resources have arrived at the machine. The scheduling problem is formulated as a Mixed Integer Program (MIP) and proved to be NP-hard. An exact solution approach using Dantzig...

  12. Job scheduling in a heterogenous grid environment

    Energy Technology Data Exchange (ETDEWEB)

    Oliker, Leonid; Biswas, Rupak; Shan, Hongzhang; Smith, Warren

    2004-02-11

    Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

  13. Multi-core job submission and grid resource scheduling for ATLAS AthenaMP

    CERN Multimedia

    CERN. Geneva

    2012-01-01

    A study into the effectiveness and scalability of AthenaMP in a production environment will be presented. Submitting AthenaMP tasks to the Tier-0 and candidate Tier-2 sites will allow detailed measurement of worker node performance and also highlight the relative performance of local resource management system...

  14. On the Integrated Job Scheduling and Constrained Network Routing Problem

    DEFF Research Database (Denmark)

    Gamst, Mette

    This paper examines the NP-hard problem of scheduling a number of jobs on a finite set of machines such that the overall profit of executed jobs is maximized. Each job demands a number of resources, which must be sent to the executing machine via constrained paths. Furthermore, two resource demand...

  15. Constraint-based job shop scheduling with ILOG SCHEDULER

    NARCIS (Netherlands)

    Nuijten, W.P.M.; Le Pape, C.

    1998-01-01

    We introduce constraint-based scheduling and discuss its main principles. An approximation algorithm based on tree search is developed for the job shop scheduling problem using ILOG SCHEDULER. A new way of calculating lower bounds on the makespan of the job shop scheduling problem is presented and

  16. Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations

    CERN Document Server

    Toporkov, Victor; Tselishchev, Alexey; Yemelyanov, Dmitry; Potekhin, Petr

    2015-01-01

    In this work, we consider the problems of job flow distribution and ranked job framework forming within a model of cycle scheduling in Grid virtual organizations. The problem of job flow distribution is solved in terms of jobs and computing resource domains compatibility. A coefficient estimating such compatibility is introduced and studied experimentally. Two distribution strategies are suggested. Job framework forming is justified with such quality of service indicators as an average job execution time, a number of required scheduling cycles, and a number of job execution declines. Two methods for job selection and scheduling are proposed and compared: the first one is based on the knapsack problem solution, while the second one utilizes the mentioned compatibility coefficient. Along with these methods we present experimental results demonstrating the efficiency of proposed approaches and compare them with random job selection.

  17. Scheduling job shop - A case study

    Science.gov (United States)

    Abas, M.; Abbas, A.; Khan, W. A.

    2016-08-01

    The scheduling in job shop is important for efficient utilization of machines in the manufacturing industry. There are number of algorithms available for scheduling of jobs which depend on machines tools, indirect consumables and jobs which are to be processed. In this paper a case study is presented for scheduling of jobs when parts are treated on available machines. Through time and motion study setup time and operation time are measured as total processing time for variety of products having different manufacturing processes. Based on due dates different level of priority are assigned to the jobs and the jobs are scheduled on the basis of priority. In view of the measured processing time, the times for processing of some new jobs are estimated and for efficient utilization of the machines available an algorithm is proposed and validated.

  18. A hybrid job-shop scheduling system

    Science.gov (United States)

    Hellingrath, Bernd; Robbach, Peter; Bayat-Sarmadi, Fahid; Marx, Andreas

    1992-01-01

    The intention of the scheduling system developed at the Fraunhofer-Institute for Material Flow and Logistics is the support of a scheduler working in a job-shop. Due to the existing requirements for a job-shop scheduling system the usage of flexible knowledge representation and processing techniques is necessary. Within this system the attempt was made to combine the advantages of symbolic AI-techniques with those of neural networks.

  19. Job shop scheduling by local search

    NARCIS (Netherlands)

    Aarts, E.H.L.; Lenstra, J.K.; Laarhoven, van P.J.M.; Ulder, N.L.J.

    1992-01-01

    We present a computational performance analysis of local search algorithms for job shop scheduling. The algorithms under investigation are iterative improvement, simulated annealing, threshold accepting and genetic local search. Our study shows that simulated annealing performs best in the sense

  20. Performance analysis of job scheduling policies in parallel supercomputing environments

    Energy Technology Data Exchange (ETDEWEB)

    Naik, V.K.; Squillante, M.S. [IBM T.J. Watson Research Center, Yorktown Heights, NY (United States); Setia, S.K. [George Mason Univ., Fairfax, VA (United States). Dept. of Computer Science

    1993-12-31

    In this paper the authors analyze three general classes of scheduling policies under a workload typical of largescale scientific computing. These policies differ in the manner in which processors are partitioned among the jobs as well as the way in which jobs are prioritized for execution on the partitions. Their results indicate that existing static schemes do not perform well under varying workloads. Adaptive policies tend to make better scheduling decisions, but their ability to adjust to workload changes is limited. Dynamic partitioning policies, on the other hand, yield the best performance and can be tuned to provide desired performance differences among jobs with varying resource demands.

  1. Job demands-resources model

    OpenAIRE

    Bakker, Arnold; Demerouti, Eva

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and is inspired by job design and job stress theories. JD-R theory explains how job demands and resources have unique and multiplicative e...

  2. Time-constrained project scheduling with adjacent resources

    NARCIS (Netherlands)

    Hurink, Johann L.; Kok, A.L.; Paulus, J.J.; Schutten, Johannes M.J.

    We develop a decomposition method for the Time-Constrained Project Scheduling Problem (TCPSP) with adjacent resources. For adjacent resources the resource units are ordered and the units assigned to a job have to be adjacent. On top of that, adjacent resources are not required by single jobs, but by

  3. Time-constrained project scheduling with adjacent resources

    NARCIS (Netherlands)

    Hurink, Johann L.; Kok, A.L.; Paulus, J.J.; Schutten, Johannes M.J.

    2008-01-01

    We develop a decomposition method for the Time-Constrained Project Scheduling Problem (TCPSP) with Adjacent Resources. For adjacent resources the resource units are ordered and the units assigned to a job have to be adjacent. On top of that, adjacent resources are not required by single jobs, but by

  4. Flexible job shop scheduling problem in manufacturing

    OpenAIRE

    Curralo, Ana; Pereira, Ana I.; Barbosa, José; Leitão, Paulo

    2013-01-01

    This paper addresses a real assembly cell: the AIP-PRIMECA cell at the Université de Valenciennes et du Hainaut-Cambrésis, in France. This system can be viewed as a Flexible Job Shop, leading to the formulation of a Flexible Job Shop Scheduling Problem (FJSSP).

  5. Job schedul in Grid batch farms

    International Nuclear Information System (INIS)

    Gellrich, Andreas

    2014-01-01

    We present here a study for a scheduler which cooperates with the queueing system TORQUE and is tailored to the needs of a HEP-dominated large Grid site with around 10000 jobs slots. Triggered by severe scaling problems of MAUI, a scheduler, referred to as MYSCHED, was developed and put into operation. We discuss conceptional aspects as well as experiences after almost two years of running.

  6. Scheduling Maintenance Jobs in Networks

    OpenAIRE

    Abed, Fidaa; Chen, Lin; Disser, Yann; Groß, Martin; Megow, Nicole; Meißner, Julie; Richter, Alexander T.; Rischke, Roman

    2017-01-01

    We investigate the problem of scheduling the maintenance of edges in a network, motivated by the goal of minimizing outages in transportation or telecommunication networks. We focus on maintaining connectivity between two nodes over time; for the special case of path networks, this is related to the problem of minimizing the busy time of machines. We show that the problem can be solved in polynomial time in arbitrary networks if preemption is allowed. If preemption is restricted to integral t...

  7. Job shop scheduling by local search

    NARCIS (Netherlands)

    Vaessens, R.J.M.; Aarts, E.H.L.; Lenstra, J.K.

    1994-01-01

    We survey solution methods for the job shop scheduling problem with an emphasis on local search. We discuss both cleterministic and randomized local search methods as well as the applied neighborhoods. We compare the computational performance of the various methods in terms of their effectiveness

  8. Job demands-resources model

    NARCIS (Netherlands)

    A.B. Bakker (Arnold); E. Demerouti (Eva)

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker &

  9. Overlap Algorithms in Flexible Job-shop Scheduling

    Directory of Open Access Journals (Sweden)

    Celia Gutierrez

    2014-06-01

    Full Text Available The flexible Job-shop Scheduling Problem (fJSP considers the execution of jobs by a set of candidate resources while satisfying time and technological constraints. This work, that follows the hierarchical architecture, is based on an algorithm where each objective (resource allocation, start-time assignment is solved by a genetic algorithm (GA that optimizes a particular fitness function, and enhances the results by the execution of a set of heuristics that evaluate and repair each scheduling constraint on each operation. The aim of this work is to analyze the impact of some algorithmic features of the overlap constraint heuristics, in order to achieve the objectives at a highest degree. To demonstrate the efficiency of this approach, experimentation has been performed and compared with similar cases, tuning the GA parameters correctly.

  10. Job-related resources and the pressures of working life.

    Science.gov (United States)

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life. Copyright © 2012 Elsevier Inc. All rights reserved.

  11. Selection and scheduling of jobs with time-dependent duration

    OpenAIRE

    DM Seegmuller; SE Visagie; HC de Kock; WJ Pienaar

    2007-01-01

    In this paper two mathematical programming models, both with multiple objective functions, are proposed to solve four related categories of job scheduling problems. All four of these categories have the property that the duration of the jobs is dependent on the time of implementation and in some cases the preceding job. Furthermore, some jobs (restricted to subsets of the total pool of jobs) can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemen...

  12. Parallelization and scheduling of data intensive particle physics analysis jobs on clusters of PCs

    CERN Document Server

    Ponce, S

    2004-01-01

    Summary form only given. Scheduling policies are proposed for parallelizing data intensive particle physics analysis applications on computer clusters. Particle physics analysis jobs require the analysis of tens of thousands of particle collision events, each event requiring typically 200ms processing time and 600KB of data. Many jobs are launched concurrently by a large number of physicists. At a first view, particle physics jobs seem to be easy to parallelize, since particle collision events can be processed independently one from another. However, since large amounts of data need to be accessed, the real challenge resides in making an efficient use of the underlying computing resources. We propose several job parallelization and scheduling policies aiming at reducing job processing times and at increasing the sustainable load of a cluster server. Since particle collision events are usually reused by several jobs, cache based job splitting strategies considerably increase cluster utilization and reduce job ...

  13. Job shop scheduling with makespan objective: A heuristic approach

    Directory of Open Access Journals (Sweden)

    Mohsen Ziaee

    2014-04-01

    Full Text Available Job shop has been considered as one of the most challenging scheduling problems and there are literally tremendous efforts on reducing the complexity of solution procedure for solving job shop problem. This paper presents a heuristic method to minimize makespan for different jobs in a job shop scheduling. The proposed model is based on a constructive procedure to obtain good quality schedules, very quickly. The performance of the proposed model of this paper is examined on standard benchmarks from the literature in order to evaluate its performance. Computational results show that, despite its simplicity, the proposed heuristic is computationally efficient and practical approach for the problem.

  14. Selection and scheduling of jobs with time-dependent duration

    Directory of Open Access Journals (Sweden)

    DM Seegmuller

    2007-06-01

    Full Text Available In this paper two mathematical programming models, both with multiple objective functions, are proposed to solve four related categories of job scheduling problems. All four of these categories have the property that the duration of the jobs is dependent on the time of implementation and in some cases the preceding job. Furthermore, some jobs (restricted to subsets of the total pool of jobs can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemented during the given time period.

  15. An improved ant colony optimization algorithm with fault tolerance for job scheduling in grid computing systems.

    Directory of Open Access Journals (Sweden)

    Hajara Idris

    Full Text Available The Grid scheduler, schedules user jobs on the best available resource in terms of resource characteristics by optimizing job execution time. Resource failure in Grid is no longer an exception but a regular occurring event as resources are increasingly being used by the scientific community to solve computationally intensive problems which typically run for days or even months. It is therefore absolutely essential that these long-running applications are able to tolerate failures and avoid re-computations from scratch after resource failure has occurred, to satisfy the user's Quality of Service (QoS requirement. Job Scheduling with Fault Tolerance in Grid Computing using Ant Colony Optimization is proposed to ensure that jobs are executed successfully even when resource failure has occurred. The technique employed in this paper, is the use of resource failure rate, as well as checkpoint-based roll back recovery strategy. Check-pointing aims at reducing the amount of work that is lost upon failure of the system by immediately saving the state of the system. A comparison of the proposed approach with an existing Ant Colony Optimization (ACO algorithm is discussed. The experimental results of the implemented Fault Tolerance scheduling algorithm show that there is an improvement in the user's QoS requirement over the existing ACO algorithm, which has no fault tolerance integrated in it. The performance evaluation of the two algorithms was measured in terms of the three main scheduling performance metrics: makespan, throughput and average turnaround time.

  16. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

    Science.gov (United States)

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  17. Job schedulers for Big data processing in Hadoop environment: testing real-life schedulers using benchmark programs

    Directory of Open Access Journals (Sweden)

    Mohd Usama

    2017-11-01

    Full Text Available At present, big data is very popular, because it has proved to be much successful in many fields such as social media, E-commerce transactions, etc. Big data describes the tools and technologies needed to capture, manage, store, distribute, and analyze petabyte or larger-sized datasets having different structures with high speed. Big data can be structured, unstructured, or semi structured. Hadoop is an open source framework that is used to process large amounts of data in an inexpensive and efficient way, and job scheduling is a key factor for achieving high performance in big data processing. This paper gives an overview of big data and highlights the problems and challenges in big data. It then highlights Hadoop Distributed File System (HDFS, Hadoop MapReduce, and various parameters that affect the performance of job scheduling algorithms in big data such as Job Tracker, Task Tracker, Name Node, Data Node, etc. The primary purpose of this paper is to present a comparative study of job scheduling algorithms along with their experimental results in Hadoop environment. In addition, this paper describes the advantages, disadvantages, features, and drawbacks of various Hadoop job schedulers such as FIFO, Fair, capacity, Deadline Constraints, Delay, LATE, Resource Aware, etc, and provides a comparative study among these schedulers.

  18. Fog computing job scheduling optimization based on bees swarm

    Science.gov (United States)

    Bitam, Salim; Zeadally, Sherali; Mellouk, Abdelhamid

    2018-04-01

    Fog computing is a new computing architecture, composed of a set of near-user edge devices called fog nodes, which collaborate together in order to perform computational services such as running applications, storing an important amount of data, and transmitting messages. Fog computing extends cloud computing by deploying digital resources at the premise of mobile users. In this new paradigm, management and operating functions, such as job scheduling aim at providing high-performance, cost-effective services requested by mobile users and executed by fog nodes. We propose a new bio-inspired optimization approach called Bees Life Algorithm (BLA) aimed at addressing the job scheduling problem in the fog computing environment. Our proposed approach is based on the optimized distribution of a set of tasks among all the fog computing nodes. The objective is to find an optimal tradeoff between CPU execution time and allocated memory required by fog computing services established by mobile users. Our empirical performance evaluation results demonstrate that the proposal outperforms the traditional particle swarm optimization and genetic algorithm in terms of CPU execution time and allocated memory.

  19. Exact and heuristic solution approaches for the Integrated Job Scheduling and Constrained Network Routing Problem

    DEFF Research Database (Denmark)

    Gamst, M.

    2014-01-01

    problem. The methods are computationally evaluated on test instances arising from telecommunications with up to 500 jobs and 500 machines. Results show that solving the integrated job scheduling and constrained network routing problem to optimality is very difficult. The exact solution approach performs......This paper examines the problem of scheduling a number of jobs on a finite set of machines such that the overall profit of executed jobs is maximized. Each job has a certain demand, which must be sent to the executing machine via constrained paths. A job cannot start before all its demands have...... arrived at the machine. Furthermore, two resource demand transmissions cannot use the same edge in the same time period. The problem has application in grid computing, where a number of geographically distributed machines work together for solving large problems. The machines are connected through...

  20. Job shop scheduling problem with late work criterion

    Science.gov (United States)

    Piroozfard, Hamed; Wong, Kuan Yew

    2015-05-01

    Scheduling is considered as a key task in many industries, such as project based scheduling, crew scheduling, flight scheduling, machine scheduling, etc. In the machine scheduling area, the job shop scheduling problems are considered to be important and highly complex, in which they are characterized as NP-hard. The job shop scheduling problems with late work criterion and non-preemptive jobs are addressed in this paper. Late work criterion is a fairly new objective function. It is a qualitative measure and concerns with late parts of the jobs, unlike classical objective functions that are quantitative measures. In this work, simulated annealing was presented to solve the scheduling problem. In addition, operation based representation was used to encode the solution, and a neighbourhood search structure was employed to search for the new solutions. The case studies are Lawrence instances that were taken from the Operations Research Library. Computational results of this probabilistic meta-heuristic algorithm were compared with a conventional genetic algorithm, and a conclusion was made based on the algorithm and problem.

  1. [Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

    Science.gov (United States)

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

    The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p job demands and personal resources [F(3.474) = 3.021; p job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

  2. Scheduling Agreeable Jobs On A Single Machine To Minimize ...

    African Journals Online (AJOL)

    Journal of Applied Science and Technology ... (NP) scheduling of number of jobs on a single machine to minimize weighted number of early and tardy jobs where the earliest start times and latest due date are agreeable (i.e. earliest start time must increase in the same sequence as latest due dates) has been considered.

  3. Decentralized Job Scheduling in the Cloud Based on a Spatially Generalized Prisoner’s Dilemma Game

    Directory of Open Access Journals (Sweden)

    Gąsior Jakub

    2015-12-01

    Full Text Available We present in this paper a novel distributed solution to a security-aware job scheduling problem in cloud computing infrastructures. We assume that the assignment of the available resources is governed exclusively by the specialized brokers assigned to individual users submitting their jobs to the system. The goal of this scheme is allocating a limited quantity of resources to a specific number of jobs minimizing their execution failure probability and total completion time. Our approach is based on the Pareto dominance relationship and implemented at an individual user level. To select the best scheduling strategies from the resulting Pareto frontiers and construct a global scheduling solution, we developed a decision-making mechanism based on the game-theoretic model of Spatial Prisoner’s Dilemma, realized by selfish agents operating in the two-dimensional cellular automata space. Their behavior is conditioned by the objectives of the various entities involved in the scheduling process and driven towards a Nash equilibrium solution by the employed social welfare criteria. The performance of the scheduler applied is verified by a number of numerical experiments. The related results show the effectiveness and scalability of the scheme in the presence of a large number of jobs and resources involved in the scheduling process.

  4. Backfilling with Fairness and Slack for Parallel Job Scheduling

    Energy Technology Data Exchange (ETDEWEB)

    Sodan, Angela C; Wei Jin, E-mail: acsodan@uwindsor.ca [University of Windsor, Computer Science, Windsor, Ontario (Canada)

    2010-11-01

    Parallel job scheduling typically combines a basic policy like FCFS with backfilling, i.e. moving jobs to an earlier than their regular scheduling position if they do not delay the jobs ahead in the queue according to the rules of the backfilling approach applied. Commonly used are conservative and easy backfilling which either have worse response times but better predictability or better response times and poor predictability. The paper proposes a relaxation of conservative backfilling by permitting to shift jobs within certain constraints to backfill more jobs and reduce fragmentation and subsequently obtain better response times. At the same time, deviation from fairness is kept low and predictability remains high. The results of the experimentation evaluation show that the goals are met, with response-time performance lying as expected between conservative and easy backfilling.

  5. Backfilling with Fairness and Slack for Parallel Job Scheduling

    International Nuclear Information System (INIS)

    Sodan, Angela C; Wei Jin

    2010-01-01

    Parallel job scheduling typically combines a basic policy like FCFS with backfilling, i.e. moving jobs to an earlier than their regular scheduling position if they do not delay the jobs ahead in the queue according to the rules of the backfilling approach applied. Commonly used are conservative and easy backfilling which either have worse response times but better predictability or better response times and poor predictability. The paper proposes a relaxation of conservative backfilling by permitting to shift jobs within certain constraints to backfill more jobs and reduce fragmentation and subsequently obtain better response times. At the same time, deviation from fairness is kept low and predictability remains high. The results of the experimentation evaluation show that the goals are met, with response-time performance lying as expected between conservative and easy backfilling.

  6. Religiousness in times of job insecurity: job demand or resource?

    NARCIS (Netherlands)

    Schreurs, B.; van Emmerik, H.; De Cuyper, N.; Probst, T.; van den Heuvel, M.; Demerouti, E.

    2014-01-01

    Purpose - Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  7. Religiousness in times of job insecurity : job demand or resource?

    NARCIS (Netherlands)

    Schreurs, B.H.J.; Emmerik, van I.J.H.; Cuyper, De N.; Probst, T.; van den Heuvel, Machteld; Demerouti, E.

    2014-01-01

    Purpose : Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact

  8. Reciprocal Relationships between Job Resources, Personal Resources, and Work Engagement

    Science.gov (United States)

    Xanthopoulou, Despoina; Bakker, Arnold B.; Demerouti, Evangelia; Schaufeli, Wilmar B.

    2009-01-01

    This study examined longitudinal relationships between job resources, personal resources, and work engagement. On the basis of Conservation of Resources theory, we hypothesized that job resources, personal resources, and work engagement are reciprocal over time. The study was conducted among 163 employees, who were followed-up over a period of 18…

  9. Scheduling Parallel Jobs Using Migration and Consolidation in the Cloud

    Directory of Open Access Journals (Sweden)

    Xiaocheng Liu

    2012-01-01

    Full Text Available An increasing number of high performance computing parallel applications leverages the power of the cloud for parallel processing. How to schedule the parallel applications to improve the quality of service is the key to the successful host of parallel applications in the cloud. The large scale of the cloud makes the parallel job scheduling more complicated as even simple parallel job scheduling problem is NP-complete. In this paper, we propose a parallel job scheduling algorithm named MEASY. MEASY adopts migration and consolidation to enhance the most popular EASY scheduling algorithm. Our extensive experiments on well-known workloads show that our algorithm takes very good care of the quality of service. For two common parallel job scheduling objectives, our algorithm produces an up to 41.1% and an average of 23.1% improvement on the average response time; an up to 82.9% and an average of 69.3% improvement on the average slowdown. Our algorithm is robust even in terms that it allows inaccurate CPU usage estimation and high migration cost. Our approach involves trivial modification on EASY and requires no additional technique; it is practical and effective in the cloud environment.

  10. Data location-aware job scheduling in the grid. Application to the GridWay metascheduler

    International Nuclear Information System (INIS)

    Delgado Peris, Antonio; Hernandez, Jose; Huedo, Eduardo; Llorente, Ignacio M

    2010-01-01

    Grid infrastructures constitute nowadays the core of the computing facilities of the biggest LHC experiments. These experiments produce and manage petabytes of data per year and run thousands of computing jobs every day to process that data. It is the duty of metaschedulers to allocate the tasks to the most appropriate resources at the proper time. Our work reviews the policies that have been proposed for the scheduling of grid jobs in the context of very data-intensive applications. We indicate some of the practical problems that such models will face and describe what we consider essential characteristics of an optimum scheduling system: aim to minimise not only job turnaround time but also data replication, flexibility to support different virtual organisation requirements and capability to coordinate the tasks of data placement and job allocation while keeping their execution decoupled. These ideas have guided the development of an enhanced prototype for GridWay, a general purpose metascheduler, part of the Globus Toolkit and member of the EGEE's RESPECT program. Current GridWay's scheduling algorithm is unaware of data location. Our prototype makes it possible for job requests to set data needs not only as absolute requirements but also as functions for resource ranking. As our tests show, this makes it more flexible than currently used resource brokers to implement different data-aware scheduling algorithms.

  11. Adaptive resource allocation for efficient patient scheduling

    NARCIS (Netherlands)

    Vermeulen, Ivan B.; Bohte, Sander M.; Elkhuizen, Sylvia G.; Lameris, Han; Bakker, Piet J. M.; La Poutré, Han

    2009-01-01

    Efficient scheduling of patient appointments on expensive resources is a complex and dynamic task. A resource is typically used by several patient groups. To service these groups, resource capacity is often allocated per group, explicitly or implicitly. Importantly, due to fluctuations in demand,

  12. The impact of job crafting on job demands, job resources, and well-being

    NARCIS (Netherlands)

    Tims, M.; Bakker, A.B.; Derks, D.

    2013-01-01

    This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job Demands-Resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes

  13. Job shop scheduling by simulated annealing

    NARCIS (Netherlands)

    Laarhoven, van P.J.M.; Aarts, E.H.L.; Lenstra, J.K.

    1992-01-01

    We describe an approximation algorithm for the problem of finding the minimum makespan in a job shop. The algorithm is based on simulated annealing, a generalization of the well known iterative improvement approach to combinatorial optimization problems. The generalization involves the acceptance of

  14. A multi-criteria model for maintenance job scheduling

    Directory of Open Access Journals (Sweden)

    Sunday A. Oke

    2007-12-01

    Full Text Available This paper presents a multi-criteria maintenance job scheduling model, which is formulated using a weighted multi-criteria integer linear programming maintenance scheduling framework. Three criteria, which have direct relationship with the primary objectives of a typical production setting, were used. These criteria are namely minimization of equipment idle time, manpower idle time and lateness of job with unit parity. The mathematical model constrained by available equipment, manpower and job available time within planning horizon was tested with a 10-job, 8-hour time horizon problem with declared equipment and manpower available as against the required. The results, analysis and illustrations justify multi-criteria consideration. Thus, maintenance managers are equipped with a tool for adequate decision making that guides against error in the accumulated data which may lead to wrong decision making. The idea presented is new since it provides an approach that has not been documented previously in the literature.

  15. Multiobjective Variable Neighborhood Search algorithm for scheduling independent jobs on computational grid

    Directory of Open Access Journals (Sweden)

    S. Selvi

    2015-07-01

    Full Text Available Grid computing solves high performance and high-throughput computing problems through sharing resources ranging from personal computers to super computers distributed around the world. As the grid environments facilitate distributed computation, the scheduling of grid jobs has become an important issue. In this paper, an investigation on implementing Multiobjective Variable Neighborhood Search (MVNS algorithm for scheduling independent jobs on computational grid is carried out. The performance of the proposed algorithm has been evaluated with Min–Min algorithm, Simulated Annealing (SA and Greedy Randomized Adaptive Search Procedure (GRASP algorithm. Simulation results show that MVNS algorithm generally performs better than other metaheuristics methods.

  16. Application of Job Demands-Resources model in research on relationships between job satisfaction, job resources, individual resources and job demands

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

    Full Text Available Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05. The analysis of variance (ANOVA indicated that job resources and job demands [F(1.474 = 4.004; F(1.474 = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474 = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474 = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1 in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001 or low (p = 0.0157; 2 when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001. Conclusion: The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees. Med Pr 2013;64(2:217–225

  17. The comparison of predictive scheduling algorithms for different sizes of job shop scheduling problems

    Science.gov (United States)

    Paprocka, I.; Kempa, W. M.; Grabowik, C.; Kalinowski, K.; Krenczyk, D.

    2016-08-01

    In the paper a survey of predictive and reactive scheduling methods is done in order to evaluate how the ability of prediction of reliability characteristics influences over robustness criteria. The most important reliability characteristics are: Mean Time to Failure, Mean Time of Repair. Survey analysis is done for a job shop scheduling problem. The paper answers the question: what method generates robust schedules in the case of a bottleneck failure occurrence before, at the beginning of planned maintenance actions or after planned maintenance actions? Efficiency of predictive schedules is evaluated using criteria: makespan, total tardiness, flow time, idle time. Efficiency of reactive schedules is evaluated using: solution robustness criterion and quality robustness criterion. This paper is the continuation of the research conducted in the paper [1], where the survey of predictive and reactive scheduling methods is done only for small size scheduling problems.

  18. Community Resources and Job Placement

    Science.gov (United States)

    Preston, Jim

    1977-01-01

    In cooperation with the chamber of commerce, various businesses, associations, and other community agencies, the Sarasota schools (Florida) supplement their own job placement and follow-up efforts with community job development strategies for placing high school graduates. (JT)

  19. Online Algorithms for Parallel Job Scheduling and Strip Packing

    NARCIS (Netherlands)

    Hurink, Johann L.; Paulus, J.J.

    We consider the online scheduling problem of parallel jobs on parallel machines, $P|online{−}list,m_j |C_{max}$. For this problem we present a 6.6623-competitive algorithm. This improves the best known 7-competitive algorithm for this problem. The presented algorithm also applies to the problem

  20. No-Wait Job Shop Scheduling, a Constraint Propagation Approach

    NARCIS (Netherlands)

    Lennartz, P.M.

    2006-01-01

    Multi-machine scheduling problems have earned themselves a reputation of intractability. In this thesis we try to solve a special kind of these problems, the so-called no-wait job shop problems. In an instance of this problem-class we are given a number of operations that are to be executed on a

  1. Application of Job Demands-Resources model in research on relationships between job satisfaction, job resources, individual resources and job demands

    OpenAIRE

    Adrianna Potocka; Małgorzata Waszkowska

    2013-01-01

    Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with...

  2. A note on resource allocation scheduling with group technology and learning effects on a single machine

    Science.gov (United States)

    Lu, Yuan-Yuan; Wang, Ji-Bo; Ji, Ping; He, Hongyu

    2017-09-01

    In this article, single-machine group scheduling with learning effects and convex resource allocation is studied. The goal is to find the optimal job schedule, the optimal group schedule, and resource allocations of jobs and groups. For the problem of minimizing the makespan subject to limited resource availability, it is proved that the problem can be solved in polynomial time under the condition that the setup times of groups are independent. For the general setup times of groups, a heuristic algorithm and a branch-and-bound algorithm are proposed, respectively. Computational experiments show that the performance of the heuristic algorithm is fairly accurate in obtaining near-optimal solutions.

  3. The impact of job crafting on job demands, job resources, and well-being.

    Science.gov (United States)

    Tims, Maria; Bakker, Arnold B; Derks, Daantje

    2013-04-01

    This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

  4. A multi-group and preemptable scheduling of cloud resource based on HTCondor

    Science.gov (United States)

    Jiang, Xiaowei; Zou, Jiaheng; Cheng, Yaodong; Shi, Jingyan

    2017-10-01

    Due to the features of virtual machine-flexibility, easy controlling and various system environments, more and more fields utilize the virtualization technology to construct the distributed system with the virtual resources, also including high energy physics. This paper introduce a method used in high energy physics that supports multiple resource group and preemptable cloud resource scheduling, combining virtual machine with HTCondor (a batch system). It makes resource controlling more flexible and more efficient and makes resource scheduling independent of job scheduling. Firstly, the resources belong to different experiment-groups, and the type of user-groups mapping to resource-groups(same as experiment-group) is one-to-one or many-to-one. In order to make the confused group simply to be managed, we designed the permission controlling component to ensure that the different resource-groups can get the suitable jobs. Secondly, for the purpose of elastically allocating resources for suitable resource-group, it is necessary to schedule resources like scheduling jobs. So this paper designs the cloud resource scheduling to maintain a resource queue and allocate an appropriate amount of virtual resources to the request resource-group. Thirdly, in some kind of situations, because of the resource occupied for a long time, resources need to be preempted. This paper adds the preemption function for the resource scheduling that implement resource preemption based on the group priority. Additionally, the way to preempting is soft that when virtual resources are preempted, jobs will not be killed but also be held and rematched later. It is implemented with the help of HTCondor, storing the held job information in scheduler, releasing the job to idle status and doing second matcher. In IHEP (institute of high energy physics), we have built a batch system based on HTCondor with a virtual resources pool based on Openstack. And this paper will show some cases of experiment JUNO

  5. ADAPTATION OF JOHNSON SEQUENCING ALGORITHM FOR JOB SCHEDULING TO MINIMISE THE AVERAGE WAITING TIME IN CLOUD COMPUTING ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    SOUVIK PAL

    2016-09-01

    Full Text Available Cloud computing is an emerging paradigm of Internet-centric business computing where Cloud Service Providers (CSPs are providing services to the customer according to their needs. The key perception behind cloud computing is on-demand sharing of resources available in the resource pool provided by CSP, which implies new emerging business model. The resources are provisioned when jobs arrive. The job scheduling and minimization of waiting time are the challenging issue in cloud computing. When a large number of jobs are requested, they have to wait for getting allocated to the servers which in turn may increase the queue length and also waiting time. This paper includes system design for implementation which is concerned with Johnson Scheduling Algorithm that provides the optimal sequence. With that sequence, service times can be obtained. The waiting time and queue length can be reduced using queuing model with multi-server and finite capacity which improves the job scheduling model.

  6. Advance Resource Provisioning in Bulk Data Scheduling

    Energy Technology Data Exchange (ETDEWEB)

    Balman, Mehmet

    2012-10-01

    Today?s scientific and business applications generate mas- sive data sets that need to be transferred to remote sites for sharing, processing, and long term storage. Because of increasing data volumes and enhancement in current net- work technology that provide on-demand high-speed data access between collaborating institutions, data handling and scheduling problems have reached a new scale. In this paper, we present a new data scheduling model with ad- vance resource provisioning, in which data movement operations are defined with earliest start and latest comple- tion times. We analyze time-dependent resource assign- ment problem, and propose a new methodology to improve the current systems by allowing researchers and higher-level meta-schedulers to use data-placement as-a-service, so they can plan ahead and submit transfer requests in advance. In general, scheduling with time and resource conflicts is NP-hard. We introduce an efficient algorithm to organize multiple requests on the fly, while satisfying users? time and resource constraints. We successfully tested our algorithm in a simple benchmark simulator that we have developed, and demonstrated its performance with initial test results.

  7. GLOA: A New Job Scheduling Algorithm for Grid Computing

    Directory of Open Access Journals (Sweden)

    Zahra Pooranian

    2013-03-01

    Full Text Available The purpose of grid computing is to produce a virtual supercomputer by using free resources available through widespread networks such as the Internet. This resource distribution, changes in resource availability, and an unreliable communication infrastructure pose a major challenge for efficient resource allocation. Because of the geographical spread of resources and their distributed management, grid scheduling is considered to be a NP-complete problem. It has been shown that evolutionary algorithms offer good performance for grid scheduling. This article uses a new evaluation (distributed algorithm inspired by the effect of leaders in social groups, the group leaders' optimization algorithm (GLOA, to solve the problem of scheduling independent tasks in a grid computing system. Simulation results comparing GLOA with several other evaluation algorithms show that GLOA produces shorter makespans.

  8. EFFICIENT MULTI-OBJECTIVE EVOLUTIONARY ALGORITHM FOR JOB SHOP SCHEDULING

    Institute of Scientific and Technical Information of China (English)

    Lei Deming; Wu Zhiming

    2005-01-01

    A new representation method is first presented based on priority rules. According to this method, each entry in the chromosome indicates that in the procedure of the Giffler and Thompson (GT) algorithm, the conflict occurring in the corresponding machine is resolved by the corresponding priority rule. Then crowding-measure multi-objective evolutionary algorithm (CMOEA) is designed,in which both archive maintenance and fitness assignment use crowding measure. Finally the comparisons between CMOEA and SPEA in solving 15 scheduling problems demonstrate that CMOEA is suitable to job shop scheduling.

  9. Scheduling Non-Preemptible Jobs to Minimize Peak Demand

    Directory of Open Access Journals (Sweden)

    Sean Yaw

    2017-10-01

    Full Text Available This paper examines an important problem in smart grid energy scheduling; peaks in power demand are proportionally more expensive to generate and provision for. The issue is exacerbated in local microgrids that do not benefit from the aggregate smoothing experienced by large grids. Demand-side scheduling can reduce these peaks by taking advantage of the fact that there is often flexibility in job start times. We focus attention on the case where the jobs are non-preemptible, meaning once started, they run to completion. The associated optimization problem is called the peak demand minimization problem, and has been previously shown to be NP-hard. Our results include an optimal fixed-parameter tractable algorithm, a polynomial-time approximation algorithm, as well as an effective heuristic that can also be used in an online setting of the problem. Simulation results show that these methods can reduce peak demand by up to 50% versus on-demand scheduling for household power jobs.

  10. Application of Tabu Search Algorithm in Job Shop Scheduling

    Directory of Open Access Journals (Sweden)

    Betrianis Betrianis

    2010-10-01

    Full Text Available Tabu Search is one of local search methods which is used to solve the combinatorial optimization problem. This method aimed is to make the searching process of the best solution in a complex combinatorial optimization problem(np hard, ex : job shop scheduling problem, became more effective, in a less computational time but with no guarantee to optimum solution.In this paper, tabu search is used to solve the job shop scheduling problem consists of 3 (three cases, which is ordering package of September, October and November with objective of minimizing makespan (Cmax. For each ordering package, there is a combination for initial solution and tabu list length. These result then  compared with 4 (four other methods using basic dispatching rules such as Shortest Processing Time (SPT, Earliest Due Date (EDD, Most Work Remaining (MWKR dan First Come First Served (FCFS. Scheduling used Tabu Search Algorithm is sensitive for variables changes and gives makespan shorter than scheduling used by other four methods.

  11. A hybrid algorithm for flexible job-shop scheduling problem with setup times

    Directory of Open Access Journals (Sweden)

    Ameni Azzouz

    2017-01-01

    Full Text Available Job-shop scheduling problem is one of the most important fields in manufacturing optimization where a set of n jobs must be processed on a set of m specified machines. Each job consists of a specific set of operations, which have to be processed according to a given order. The Flexible Job Shop problem (FJSP is a generalization of the above-mentioned problem, where each operation can be processed by a set of resources and has a processing time depending on the resource used. The FJSP problems cover two difficulties, namely, machine assignment problem and operation sequencing problem. This paper addresses the flexible job-shop scheduling problem with sequence-dependent setup times to minimize two kinds of objectives function: makespan and bi-criteria objective function. For that, we propose a hybrid algorithm based on genetic algorithm (GA and variable neighbourhood search (VNS to solve this problem. To evaluate the performance of our algorithm, we compare our results with other methods existing in literature. All the results show the superiority of our algorithm against the available ones in terms of solution quality.

  12. Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

    OpenAIRE

    NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performa...

  13. An improved sheep flock heredity algorithm for job shop scheduling and flow shop scheduling problems

    Directory of Open Access Journals (Sweden)

    Chandramouli Anandaraman

    2011-10-01

    Full Text Available Job Shop Scheduling Problem (JSSP and Flow Shop Scheduling Problem (FSSP are strong NP-complete combinatorial optimization problems among class of typical production scheduling problems. An improved Sheep Flock Heredity Algorithm (ISFHA is proposed in this paper to find a schedule of operations that can minimize makespan. In ISFHA, the pairwise mutation operation is replaced by a single point mutation process with a probabilistic property which guarantees the feasibility of the solutions in the local search domain. A Robust-Replace (R-R heuristic is introduced in place of chromosomal crossover to enhance the global search and to improve the convergence. The R-R heuristic is found to enhance the exploring potential of the algorithm and enrich the diversity of neighborhoods. Experimental results reveal the effectiveness of the proposed algorithm, whose optimization performance is markedly superior to that of genetic algorithms and is comparable to the best results reported in the literature.

  14. Scheduling of resource-constrained projects

    CERN Document Server

    Klein, Robert

    2000-01-01

    Project management has become a widespread instrument enabling organizations to efficiently master the challenges of steadily shortening product life cycles, global markets and decreasing profit margins. With projects increasing in size and complexity, their planning and control represents one of the most crucial management tasks. This is especially true for scheduling, which is concerned with establishing execution dates for the sub-activities to be performed in order to complete the project. The ability to manage projects where resources must be allocated between concurrent projects or even sub-activities of a single project requires the use of commercial project management software packages. However, the results yielded by the solution procedures included are often rather unsatisfactory. Scheduling of Resource-Constrained Projects develops more efficient procedures, which can easily be integrated into software packages by incorporated programming languages, and thus should be of great interest for practiti...

  15. Multiagent scheduling method with earliness and tardiness objectives in flexible job shops.

    Science.gov (United States)

    Wu, Zuobao; Weng, Michael X

    2005-04-01

    Flexible job-shop scheduling problems are an important extension of the classical job-shop scheduling problems and present additional complexity. Such problems are mainly due to the existence of a considerable amount of overlapping capacities with modern machines. Classical scheduling methods are generally incapable of addressing such capacity overlapping. We propose a multiagent scheduling method with job earliness and tardiness objectives in a flexible job-shop environment. The earliness and tardiness objectives are consistent with the just-in-time production philosophy which has attracted significant attention in both industry and academic community. A new job-routing and sequencing mechanism is proposed. In this mechanism, two kinds of jobs are defined to distinguish jobs with one operation left from jobs with more than one operation left. Different criteria are proposed to route these two kinds of jobs. Job sequencing enables to hold a job that may be completed too early. Two heuristic algorithms for job sequencing are developed to deal with these two kinds of jobs. The computational experiments show that the proposed multiagent scheduling method significantly outperforms the existing scheduling methods in the literature. In addition, the proposed method is quite fast. In fact, the simulation time to find a complete schedule with over 2000 jobs on ten machines is less than 1.5 min.

  16. PENGARUH JOB DEMANDS, JOB RESOURCES DAN PERSONAL RESOURCES TERHADAP WORK ENGAGEMENT

    OpenAIRE

    Diah Restu Ayu; M. Syamsul Maarif; Anggraini Sukmawati

    2015-01-01

    The purposes of this study were to identify the influence of job demands, job resources and personal resources toward work engagement, define the best predictors of work engagement and the influence of work engagement towards turnover intention. Structural equation modeling was used in this research to estimate the influence of variables simultaneously. This research was conducted to 116 samples of manufacturing employees. The results showed that job demands have direct effect to work engagem...

  17. Job hindrances, job resources, and safety performance: The mediating role of job engagement.

    Science.gov (United States)

    Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  18. Extended precedence preservative crossover for job shop scheduling problems

    Science.gov (United States)

    Ong, Chung Sin; Moin, Noor Hasnah; Omar, Mohd

    2013-04-01

    Job shop scheduling problems (JSSP) is one of difficult combinatorial scheduling problems. A wide range of genetic algorithms based on the two parents crossover have been applied to solve the problem but multi parents (more than two parents) crossover in solving the JSSP is still lacking. This paper proposes the extended precedence preservative crossover (EPPX) which uses multi parents for recombination in the genetic algorithms. EPPX is a variation of the precedence preservative crossover (PPX) which is one of the crossovers that perform well to find the solutions for the JSSP. EPPX is based on a vector to determine the gene selected in recombination for the next generation. Legalization of children (offspring) can be eliminated due to the JSSP representation encoded by using permutation with repetition that guarantees the feasibility of chromosomes. The simulations are performed on a set of benchmarks from the literatures and the results are compared to ensure the sustainability of multi parents recombination in solving the JSSP.

  19. Constraint satisfaction adaptive neural network and heuristics combined approaches for generalized job-shop scheduling.

    Science.gov (United States)

    Yang, S; Wang, D

    2000-01-01

    This paper presents a constraint satisfaction adaptive neural network, together with several heuristics, to solve the generalized job-shop scheduling problem, one of NP-complete constraint satisfaction problems. The proposed neural network can be easily constructed and can adaptively adjust its weights of connections and biases of units based on the sequence and resource constraints of the job-shop scheduling problem during its processing. Several heuristics that can be combined with the neural network are also presented. In the combined approaches, the neural network is used to obtain feasible solutions, the heuristic algorithms are used to improve the performance of the neural network and the quality of the obtained solutions. Simulations have shown that the proposed neural network and its combined approaches are efficient with respect to the quality of solutions and the solving speed.

  20. A neural network approach to job-shop scheduling.

    Science.gov (United States)

    Zhou, D N; Cherkassky, V; Baldwin, T R; Olson, D E

    1991-01-01

    A novel analog computational network is presented for solving NP-complete constraint satisfaction problems, i.e. job-shop scheduling. In contrast to most neural approaches to combinatorial optimization based on quadratic energy cost function, the authors propose to use linear cost functions. As a result, the network complexity (number of neurons and the number of resistive interconnections) grows only linearly with problem size, and large-scale implementations become possible. The proposed approach is related to the linear programming network described by D.W. Tank and J.J. Hopfield (1985), which also uses a linear cost function for a simple optimization problem. It is shown how to map a difficult constraint-satisfaction problem onto a simple neural net in which the number of neural processors equals the number of subjobs (operations) and the number of interconnections grows linearly with the total number of operations. Simulations show that the authors' approach produces better solutions than existing neural approaches to job-shop scheduling, i.e. the traveling salesman problem-type Hopfield approach and integer linear programming approach of J.P.S. Foo and Y. Takefuji (1988), in terms of the quality of the solution and the network complexity.

  1. Job Demands-Resources Interventions

    NARCIS (Netherlands)

    J. Van Wingerden (Jessica)

    2016-01-01

    markdownabstractThe main aim of this dissertation was to examine whether positive organizational interventions based on JD-R theory can enhance employees’ work engagement and performance. This thesis presented five empirical intervention studies from different perspectives; (a) a personal resources

  2. Performance comparison of some evolutionary algorithms on job shop scheduling problems

    Science.gov (United States)

    Mishra, S. K.; Rao, C. S. P.

    2016-09-01

    Job Shop Scheduling as a state space search problem belonging to NP-hard category due to its complexity and combinational explosion of states. Several naturally inspire evolutionary methods have been developed to solve Job Shop Scheduling Problems. In this paper the evolutionary methods namely Particles Swarm Optimization, Artificial Intelligence, Invasive Weed Optimization, Bacterial Foraging Optimization, Music Based Harmony Search Algorithms are applied and find tuned to model and solve Job Shop Scheduling Problems. To compare about 250 Bench Mark instances have been used to evaluate the performance of these algorithms. The capabilities of each these algorithms in solving Job Shop Scheduling Problems are outlined.

  3. Emergency Radiology Practice Patterns: Shifts, Schedules, and Job Satisfaction.

    Science.gov (United States)

    Hanna, Tarek N; Shekhani, Haris; Lamoureux, Christine; Mar, Hanna; Nicola, Refky; Sliker, Clint; Johnson, Jamlik-Omari

    2017-03-01

    To assess the practice environment of emergency radiologists with a focus on schedule, job satisfaction, and self-perception of health, wellness, and diagnostic accuracy. A survey drawing from prior radiology and health care shift-work literature was distributed via e-mail to national societies, teleradiology groups, and private practices. The survey remained open for 4 weeks in 2016, with one reminder. Data were analyzed using hypothesis testing and logistic regression modeling. Response rate was 29.6% (327/1106); 69.1% of respondents (n = 226) were greater than 40 years old, 73% (n = 240) were male, and 87% (n = 284) practiced full time. With regard to annual overnight shifts (NS): 36% (n = 118) did none, 24.9% (n = 81) did 182 or more, and 15.6% (n = 51) did 119. There was a significant association between average NS worked per year and both perceived negative health effects (P impact on memory (P job enjoyment and number of annual NS (P job" for radiologists who work no NS is 2.21 times greater than for radiologists who work at least 119 NS, when shift length is held constant. Radiologists with 11+ years of experience who work no NS or 1 to 100 NS annually have lower odds of feeling overwhelmed when compared with those working the same number of NS with job satisfaction and negative health self-perception. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  4. Single-machine scheduling of proportionally deteriorating jobs by two agents

    OpenAIRE

    S Gawiejnowicz; W-C Lee; C-L Lin; C-C Wu

    2011-01-01

    We consider a problem of scheduling a set of independent jobs by two agents on a single machine. Every agent has its own subset of jobs to be scheduled and uses its own optimality criterion. The processing time of each job proportionally deteriorates with respect to the starting time of the job. The problem is to find a schedule that minimizes the total tardiness of the first agent, provided that no tardy job is allowed for the second agent. We prove basic properties of the problem and give a...

  5. Review of job shop scheduling research and its new perspectives under Industry 4.0

    OpenAIRE

    Zhang, Jian; Ding, Guofu; Zou, Yisheng; Qin, Sheng-feng; Fu, Jianlin

    2017-01-01

    Traditional job shop scheduling is concentrated on centralized scheduling or semi-distributed scheduling. Under the Industry 4.0, the scheduling should deal with a smart and distributed manufacturing system supported by novel and emerging manufacturing technologies such as mass customization, Cyber-Physics Systems, Digital Twin, and SMAC (Social, Mobile, Analytics, Cloud). The scheduling research needs to shift its focus to smart distributed scheduling modeling and optimization. In order to t...

  6. Job demands, job resources, and behavior in times of sickness

    DEFF Research Database (Denmark)

    Schneider, Daniel; Winter, Vera; Schreyögg, Jonas

    2017-01-01

    BACKGROUND: The concept of presenteeism, that is, employees coming to work despite being sick, has recently received more attention in the literature. Presenteeism not only threatens employees' health but also substantially drains productivity and drives considerable costs. When they are sick......, employees have the choice of whether to go to work or to stay at home. Therefore, determinants of (sickness) absenteeism and presenteeism should be examined simultaneously. Nursing homes are faced with a particularly high prevalence of both absenteeism and presenteeism and are therefore a relevant object...... of investigation. PURPOSE: The aim of our study is to analyze the effect of job demands and job resources on absenteeism, presenteeism, and the tendency to choose one behavior (being absent or being present in times of sickness) rather than the other over the last 12 months. To do so, we identify the determinants...

  7. Does self-scheduling increase nurses' job satisfaction? An integrative literature review.

    Science.gov (United States)

    Koning, Clare

    2014-09-25

    Flexible work schedules give nurses the freedom and control to manage the demands of work and home, allow organisations to meet their staffing needs and can improve job satisfaction. This article reports the results of an integrative review of published peer-reviewed research and personal narratives that examined nurses' perceptions of the relationship between job satisfaction and a self-scheduling system. Results suggest that self-scheduling is one of a number of factors that influence job satisfaction, but that implementing and sustaining such a system can be challenging. The review also found that self-scheduling programmes underpin more flexible work schedules and can benefit nurses and their organisations.

  8. A RELATIONAL DATABASE APPROACH TO THE JOB SHOP SCHEDULING PROBLEM

    Directory of Open Access Journals (Sweden)

    P. Lindeque

    2012-01-01

    Full Text Available

    ENGLISH ABSTRACT: This paper will attempt to illuminate the advantages of an approach to the job shop scheduling problem using priority based search algorithms and database technology. It will use as basis a system developed for and implemented at a large manufacturing plant. The paper will also attempt to make some predictions as to future developments in these techniques and look at the possibility of including new technologies such as expert systems.

    AFRIKAANSE OPSOMMING: Die voordele en toepaslikheid van prioriteits-gebaseerde soek-algoritmes en databasisstelsels op die taakwerkswinkelprobleem sal in hierdie artikel uitgelig word. 'n Stelsel wat by 'n groot vervaardigingsonderneming geimplementeer is, sal as uitgangspunt gebruik word. Toekomstige ontwikkelings in bogenoemde tegnieke en die moontlike insluiting van ekspertstelsels sal ook ondersoek word.

  9. Two-Agent Scheduling to Minimize the Maximum Cost with Position-Dependent Jobs

    Directory of Open Access Journals (Sweden)

    Long Wan

    2015-01-01

    Full Text Available This paper investigates a single-machine two-agent scheduling problem to minimize the maximum costs with position-dependent jobs. There are two agents, each with a set of independent jobs, competing to perform their jobs on a common machine. In our scheduling setting, the actual position-dependent processing time of one job is characterized by variable function dependent on the position of the job in the sequence. Each agent wants to fulfil the objective of minimizing the maximum cost of its own jobs. We develop a feasible method to achieve all the Pareto optimal points in polynomial time.

  10. Job demands, job resources, and self-regulatory behavior : exploring the issue of match

    NARCIS (Netherlands)

    Tooren, van den M.

    2011-01-01

    In the field of Industrial and Organizational psychology, several job stress models have been developed that aim to explain the relation between job demands, job resources, and job strain. One of these job stress models is the Demand-Induced Strain Compensation (DISC) Model. The aim of this thesis

  11. Job Demands, Job Resources, and Flexible Competence: The Mediating Role of Teachers’ Profession

    NARCIS (Netherlands)

    Evers, Arnoud; Van der Heijden, Béatrice; Kreijns, Karel; Vermeulen, Marjan

    2017-01-01

    Building upon previous research that focused on the relationships between job demands, job resources, and employee psychological well-being, this longitudinal research makes a unique contribution by relating job demands and job resources to teachers’ professional development (TPD) at work and

  12. A tabu search algorithm for scheduling a single robot in a job-shop environment

    NARCIS (Netherlands)

    Hurink, Johann L.; Knust, S.

    1999-01-01

    We consider a single-machine scheduling problem which arises as a subproblem in a job-shop environment where the jobs have to be transported between the machines by a single transport robot. The robot scheduling problem may be regarded as a generalization of the travelling-salesman problem with time

  13. A tabu search algorithm for scheduling a single robot in a job-shop environment

    NARCIS (Netherlands)

    Hurink, Johann L.; Knust, Sigrid

    2002-01-01

    We consider a single-machine scheduling problem which arises as a subproblem in a job-shop environment where the jobs have to be transported between the machines by a single transport robot. The robot scheduling problem may be regarded as a generalization of the travelling-salesman problem with time

  14. On-line scheduling on a single machine : maximizing the number of early jobs

    NARCIS (Netherlands)

    Hoogeveen, J.A.; Potts, C.N.; Woeginger, G.J.

    2000-01-01

    This note deals with the scheduling problem of maximizing the number of early jobs on a single machine. We investigate the on-line version of this problem in the Preemption-Restart model. This means that jobs may be preempted, but preempting results in all the work done on this job so far being

  15. On-line scheduling of two-machine open shops where jobs arrive over time

    NARCIS (Netherlands)

    Chen, B.; Vestjens, A.P.A.; Woeginger, G.J.

    1998-01-01

    We investigate the problem of on-line scheduling two-machine open shops with the objective of minimizing the makespan.Jobs arrive independently over time, and the existence of a job is not known until its arrival. In the clairvoyant on-line model, the processing requirement of every job becomes

  16. A genetic algorithm-based job scheduling model for big data analytics.

    Science.gov (United States)

    Lu, Qinghua; Li, Shanshan; Zhang, Weishan; Zhang, Lei

    Big data analytics (BDA) applications are a new category of software applications that process large amounts of data using scalable parallel processing infrastructure to obtain hidden value. Hadoop is the most mature open-source big data analytics framework, which implements the MapReduce programming model to process big data with MapReduce jobs. Big data analytics jobs are often continuous and not mutually separated. The existing work mainly focuses on executing jobs in sequence, which are often inefficient and consume high energy. In this paper, we propose a genetic algorithm-based job scheduling model for big data analytics applications to improve the efficiency of big data analytics. To implement the job scheduling model, we leverage an estimation module to predict the performance of clusters when executing analytics jobs. We have evaluated the proposed job scheduling model in terms of feasibility and accuracy.

  17. Simultaneous Scheduling of Jobs, AGVs and Tools Considering Tool Transfer Times in Multi Machine FMS By SOS Algorithm

    Science.gov (United States)

    Sivarami Reddy, N.; Ramamurthy, D. V., Dr.; Prahlada Rao, K., Dr.

    2017-08-01

    This article addresses simultaneous scheduling of machines, AGVs and tools where machines are allowed to share the tools considering transfer times of jobs and tools between machines, to generate best optimal sequences that minimize makespan in a multi-machine Flexible Manufacturing System (FMS). Performance of FMS is expected to improve by effective utilization of its resources, by proper integration and synchronization of their scheduling. Symbiotic Organisms Search (SOS) algorithm is a potent tool which is a better alternative for solving optimization problems like scheduling and proven itself. The proposed SOS algorithm is tested on 22 job sets with makespan as objective for scheduling of machines and tools where machines are allowed to share tools without considering transfer times of jobs and tools and the results are compared with the results of existing methods. The results show that the SOS has outperformed. The same SOS algorithm is used for simultaneous scheduling of machines, AGVs and tools where machines are allowed to share tools considering transfer times of jobs and tools to determine the best optimal sequences that minimize makespan.

  18. Integrated multi-resource planning and scheduling in engineering project

    Directory of Open Access Journals (Sweden)

    Samer Ben Issa

    2017-01-01

    Full Text Available Planning and scheduling processes in project management are carried out sequentially in prac-tice, i.e. planning project activities first without visibility of resource limitation, and then schedul-ing the project according to these pre-planned activities. This is a need to integrate these two pro-cesses. In this paper, we use Branch and Bound approach for generating all the feasible and non-feasible project schedules with/without activity splitting, and with a new criterion called “the Minimum Moments of Resources Required around X-Y axes (MMORR”, we select the best feasible project schedule to integrate plan processing and schedule processing for engineering projects. The results illustrate that this integrated approach can effectively select the best feasible project schedule among alternatives, improves the resource utilization, and shortens the project lead time.

  19. Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

  20. Variable Neighborhood Search for Parallel Machines Scheduling Problem with Step Deteriorating Jobs

    Directory of Open Access Journals (Sweden)

    Wenming Cheng

    2012-01-01

    Full Text Available In many real scheduling environments, a job processed later needs longer time than the same job when it starts earlier. This phenomenon is known as scheduling with deteriorating jobs to many industrial applications. In this paper, we study a scheduling problem of minimizing the total completion time on identical parallel machines where the processing time of a job is a step function of its starting time and a deteriorating date that is individual to all jobs. Firstly, a mixed integer programming model is presented for the problem. And then, a modified weight-combination search algorithm and a variable neighborhood search are employed to yield optimal or near-optimal schedule. To evaluate the performance of the proposed algorithms, computational experiments are performed on randomly generated test instances. Finally, computational results show that the proposed approaches obtain near-optimal solutions in a reasonable computational time even for large-sized problems.

  1. The job demands-resources model of burnout

    NARCIS (Netherlands)

    Demerouti, E.; Nachreiner, F.; Bakker, A.B.; Schaufeli, W.B.

    2001-01-01

    The job demands - resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources, that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working

  2. Job demand and job resources as predictors of absence duration and frequency

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.; Boer, de E.; Schaufeli, W.B.

    2003-01-01

    This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and

  3. Computer-aided resource planning and scheduling for radiological services

    Science.gov (United States)

    Garcia, Hong-Mei C.; Yun, David Y.; Ge, Yiqun; Khan, Javed I.

    1996-05-01

    There exists tremendous opportunity in hospital-wide resource optimization based on system integration. This paper defines the resource planning and scheduling requirements integral to PACS, RIS and HIS integration. An multi-site case study is conducted to define the requirements. A well-tested planning and scheduling methodology, called Constrained Resource Planning model, has been applied to the chosen problem of radiological service optimization. This investigation focuses on resource optimization issues for minimizing the turnaround time to increase clinical efficiency and customer satisfaction, particularly in cases where the scheduling of multiple exams are required for a patient. How best to combine the information system efficiency and human intelligence in improving radiological services is described. Finally, an architecture for interfacing a computer-aided resource planning and scheduling tool with the existing PACS, HIS and RIS implementation is presented.

  4. Minimizing tardiness for job shop scheduling under uncertainties

    OpenAIRE

    Yahouni , Zakaria; Mebarki , Nasser; Sari , Zaki

    2016-01-01

    International audience; —Many disturbances can occur during the execution of a manufacturing scheduling process. To cope with this drawback , flexible solutions are proposed based on the offline and the online phase of the schedule. Groups of permutable operations is one of the most studied flexible scheduling methods bringing flexibility as well as quality to a schedule. The online phase of this method is based on a human-machine system allowing to choose in real-time one schedule from a set...

  5. Recent Research Trends in Genetic Algorithm Based Flexible Job Shop Scheduling Problems

    OpenAIRE

    Amjad, Muhammad Kamal; Butt, Shahid Ikramullah; Kousar, Rubeena; Ahmad, Riaz; Agha, Mujtaba Hassan; Faping, Zhang; Anjum, Naveed; Asgher, Umer

    2018-01-01

    Flexible Job Shop Scheduling Problem (FJSSP) is an extension of the classical Job Shop Scheduling Problem (JSSP). The FJSSP is known to be NP-hard problem with regard to optimization and it is very difficult to find reasonably accurate solutions of the problem instances in a rational time. Extensive research has been carried out in this area especially over the span of the last 20 years in which the hybrid approaches involving Genetic Algorithm (GA) have gained the most popularity. Keeping in...

  6. Genetic algorithm and neural network hybrid approach for job-shop scheduling

    OpenAIRE

    Zhao, Kai; Yang, Shengxiang; Wang, Dingwei

    1998-01-01

    Copyright @ 1998 ACTA Press This paper proposes a genetic algorithm (GA) and constraint satisfaction adaptive neural network (CSANN) hybrid approach for job-shop scheduling problems. In the hybrid approach, GA is used to iterate for searching optimal solutions, CSANN is used to obtain feasible solutions during the iteration of genetic algorithm. Simulations have shown the valid performance of the proposed hybrid approach for job-shop scheduling with respect to the quality of solutions and ...

  7. Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships: An Analysis Across Sectors.

    Science.gov (United States)

    Van den Broeck, Anja; Elst, Tinne Vander; Baillien, Elfi; Sercu, Maarten; Schouteden, Martijn; De Witte, Hans; Godderis, Lode

    2017-04-01

    The aim of this study was to gain insight in the importance of job demands and resources and the validity of the Job Demands Resources Model across sectors. We used one-way analyses of variance to examine mean differences, and multi-group Structural Equation Modeling analyses to test the strength of the relationships among job demands, resources, burnout, and work engagement across the health care, industry, service, and public sector. The four sectors differed in the experience of job demands, resources, burnout, and work engagement, but they did not vary in how (strongly) job demands and resources associated with burnout and work engagement. More attention is needed to decrease burnout and increase work engagement, particularly in industry, service, and the public sector. The Job Demands-Resources model may be helpful in this regard, as it is valid across sectors.

  8. A Comparison of the DISASTER (Trademark) Scheduling Software with a Simultaneous Scheduling Algorithm for Minimizing Maximum Tardiness in Job Shops

    Science.gov (United States)

    1993-09-01

    goal ( Heizer , Render , and Stair, 1993:94). Integer Prgronmming. Integer programming is a general purpose approach used to optimally solve job shop...Scheduling," Operations Research Journal. 29, No 4: 646-667 (July-August 1981). Heizer , Jay, Barry Render and Ralph M. Stair, Jr. Production and Operations

  9. Unit-time scheduling problems with time dependent resources

    NARCIS (Netherlands)

    Tautenhahn, T.; Woeginger, G.

    1997-01-01

    We investigate the computational complexity of scheduling problems, where the operations consume certain amounts of renewable resources which are available in time-dependent quantities. In particular, we consider unit-time open shop problems and unit-time scheduling problems with identical parallel

  10. One-machine job-scheduling with non-constant capacity - Minimizing weighted completion times

    NARCIS (Netherlands)

    Amaddeo, H.F.; Amaddeo, H.F.; Nawijn, W.M.; van Harten, Aart

    1997-01-01

    In this paper an n-job one-machine scheduling problem is considered, in which the machine capacity is time-dependent and jobs are characterized by their work content. The objective is to minimize the sum of weighted completion times. A necessary optimality condition is presented and we discuss some

  11. SYSTEMATIC LITERATURE REVIEW ON RESOURCE ALLOCATION AND RESOURCE SCHEDULING IN CLOUD COMPUTING

    OpenAIRE

    B. Muni Lavanya; C. Shoba Bindu

    2016-01-01

    The objective the work is intended to highlight the key features and afford finest future directions in the research community of Resource Allocation, Resource Scheduling and Resource management from 2009 to 2016. Exemplifying how research on Resource Allocation, Resource Scheduling and Resource management has progressively increased in the past decade by inspecting articles, papers from scientific and standard publications. Survey materialized in three-fold process. Firstly, investigate on t...

  12. A novel discrete PSO algorithm for solving job shop scheduling problem to minimize makespan

    Science.gov (United States)

    Rameshkumar, K.; Rajendran, C.

    2018-02-01

    In this work, a discrete version of PSO algorithm is proposed to minimize the makespan of a job-shop. A novel schedule builder has been utilized to generate active schedules. The discrete PSO is tested using well known benchmark problems available in the literature. The solution produced by the proposed algorithms is compared with best known solution published in the literature and also compared with hybrid particle swarm algorithm and variable neighborhood search PSO algorithm. The solution construction methodology adopted in this study is found to be effective in producing good quality solutions for the various benchmark job-shop scheduling problems.

  13. Job control and social support as coping resources in job satisfaction.

    Science.gov (United States)

    Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

    2004-04-01

    This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.

  14. Selection and scheduling of jobs with time-dependent duration

    African Journals Online (AJOL)

    †Department of Logistics, University of Stellenbosch, Private Bag X1, ... station must apply to occupy the test station and sometimes may even choose ... are considered where the job duration and cost are dependent on the time and sequence.

  15. Solving Flexible Job-Shop Scheduling Problem Using Gravitational Search Algorithm and Colored Petri Net

    Directory of Open Access Journals (Sweden)

    Behnam Barzegar

    2012-01-01

    Full Text Available Scheduled production system leads to avoiding stock accumulations, losses reduction, decreasing or even eliminating idol machines, and effort to better benefitting from machines for on time responding customer orders and supplying requested materials in suitable time. In flexible job-shop scheduling production systems, we could reduce time and costs by transferring and delivering operations on existing machines, that is, among NP-hard problems. The scheduling objective minimizes the maximal completion time of all the operations, which is denoted by Makespan. Different methods and algorithms have been presented for solving this problem. Having a reasonable scheduled production system has significant influence on improving effectiveness and attaining to organization goals. In this paper, new algorithm were proposed for flexible job-shop scheduling problem systems (FJSSP-GSPN that is based on gravitational search algorithm (GSA. In the proposed method, the flexible job-shop scheduling problem systems was modeled by color Petri net and CPN tool and then a scheduled job was programmed by GSA algorithm. The experimental results showed that the proposed method has reasonable performance in comparison with other algorithms.

  16. Skipping Strategy (SS) for Initial Population of Job-Shop Scheduling Problem

    Science.gov (United States)

    Abdolrazzagh-Nezhad, M.; Nababan, E. B.; Sarim, H. M.

    2018-03-01

    Initial population in job-shop scheduling problem (JSSP) is an essential step to obtain near optimal solution. Techniques used to solve JSSP are computationally demanding. Skipping strategy (SS) is employed to acquire initial population after sequence of job on machine and sequence of operations (expressed in Plates-jobs and mPlates-jobs) are determined. The proposed technique is applied to benchmark datasets and the results are compared to that of other initialization techniques. It is shown that the initial population obtained from the SS approach could generate optimal solution.

  17. Effects of resource management regimes on project schedule

    NARCIS (Netherlands)

    Al-Jibouri, Saad H.S.

    2002-01-01

    This paper deals with the problem of resource scheduling within given resource constraints on a sectionalised construction project. A computer model has been developed which realistically simulates the progress of projects. A project has been selected and divided into sections whereby section

  18. Nurses' exhaustion: the role of flow at work between job demands and job resources.

    Science.gov (United States)

    Zito, Margherita; Cortese, Claudio G; Colombo, Lara

    2016-01-01

    In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.

  19. Safety behavior: Job demands, job resources, and perceived management commitment to safety.

    Science.gov (United States)

    Hansez, Isabelle; Chmiel, Nik

    2010-07-01

    The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related "routine" safety violations and "situational" safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and "routine" violations and work engagement with "routine" and "situational" violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes.

  20. Retention of women accountants: The interaction of job demands and job resources

    Directory of Open Access Journals (Sweden)

    Stella Ribeiro

    2016-05-01

    Full Text Available Orientation: Most CEOs in South Africa are chartered accountants (CAs. Retaining women CAs might therefore lead to an increase in women in leadership. The Job Demands-Resources model presents a framework to investigate organisational job-related factors that promote or deter voluntary turnover of women CAs. Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions. Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them. Research design, approach, and method: The study consisted of a sample (n = 851 of women CAs in public practice firms nationally in South Africa. We used structural equation modelling together with moderated regression analysis. Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work–family conflict and turnover intentions; and growth opportunities, on the relationship between job insecurity and turnover intentions. Practical/managerial implications: No job resource measured could buffer the impact of job overload on turnover intentions. Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms (Big Four Accountancy Firms using the JD-R model. Few studies have investigated the

  1. Communication, Scheduling, and Resource Management in SINA

    NARCIS (Netherlands)

    Tripathi, A.; Aksit, Mehmet

    1988-01-01

    In this article we present the object-oriented constructs for communication and concurrent programming in the SINA programming language. The object encapsulation mechanism of SINA allows implementations of hierarchically structured resource management systems and alleviates some of the problems that

  2. Preventive maintenance optimization for a multi-component system under changing job shop schedule

    International Nuclear Information System (INIS)

    Zhou Xiaojun; Lu Zhiqiang; Xi Lifeng

    2012-01-01

    Variability and small lot size is a common feature for many discrete manufacturing processes designed to meet a wide array of customer needs. Because of this, job shop schedule often has to be continuously updated in reaction to changes in production plan. Generally, the aim of preventive maintenance is to ensure production effectiveness and therefore the preventive maintenance models must have the ability to be adaptive to changes in job shop schedule. In this paper, a dynamic opportunistic preventive maintenance model is developed for a multi-component system with considering changes in job shop schedule. Whenever a job is completed, preventive maintenance opportunities arise for all the components in the system. An optimal maintenance practice is dynamically determined by maximizing the short-term cumulative opportunistic maintenance cost savings for the system. The numerical example shows that the scheme obtained by the proposed model can effectively address the preventive maintenance scheduling problem caused by the changes in job shop schedule and is more efficient than the ones based on two other commonly used preventive maintenance models.

  3. Resource allocation in IT projects: using schedule optimization

    Directory of Open Access Journals (Sweden)

    Michael Chilton

    2014-01-01

    Full Text Available Resource allocation is the process of assigning resources to tasks throughout the life of a project. Despite sophisticated software packages devoted to keeping track of tasks, resources and resource assignments, it is often the case that project managers find some resources over-allocated and therefore unable to complete the assigned work in the allotted amount of time. Most scheduling software has provisions for leveling resources, but the techniques for doing so simply add time to the schedule and may cause delays in tasks that are critical to the project in meeting deadlines. This paper presents a software application that ensures that resources are properly balanced at the beginning of the project and eliminates the situation in which resources become over-allocated. It can be used in a multi-project environment and reused throughout the project as tasks, resource assignments and availability, and the project scope change. The application utilizes the bounded enumeration technique to formulate an optimal schedule for which both the task sequence and resource availability are taken into account. It is run on a database server to reduce the running time and make it a viable application for practitioners.

  4. Comparing Mixed & Integer Programming vs. Constraint Programming by solving Job-Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Renata Melo e Silva de Oliveira

    2015-03-01

    Full Text Available Scheduling is a key factor for operations management as well as for business success. From industrial Job-shop Scheduling problems (JSSP, many optimization challenges have emerged since de 1960s when improvements have been continuously required such as bottlenecks allocation, lead-time reductions and reducing response time to requests.  With this in perspective, this work aims to discuss 3 different optimization models for minimizing Makespan. Those 3 models were applied on 17 classical problems of examples JSSP and produced different outputs.  The first model resorts on Mixed and Integer Programming (MIP and it resulted on optimizing 60% of the studied problems. The other models were based on Constraint Programming (CP and approached the problem in two different ways: a model CP1 is a standard IBM algorithm whereof restrictions have an interval structure that fail to solve 53% of the proposed instances, b Model CP-2 approaches the problem with disjunctive constraints and optimized 88% of the instances. In this work, each model is individually analyzed and then compared considering: i Optimization success performance, ii Computational processing time, iii Greatest Resource Utilization and, iv Minimum Work-in-process Inventory. Results demonstrated that CP-2 presented best results on criteria i and ii, but MIP was superior on criteria iii and iv and those findings are discussed at the final section of this work.

  5. Job demands, job resources and work engagement of academic staff in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    S Rothmann

    2006-10-01

    Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471 were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES and the Job Demands-Resources Scale (JDRS were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload impacted on dedication of academics at low and moderate levels of organisational support.

  6. Aircraft Stand Allocation with Associated Resource Scheduling

    DEFF Research Database (Denmark)

    Justesen, Tor Fog; Larsen, Jesper; Lusby, Richard Martin

    -rounds simultaneously claim the same resource are handled implicitly. To solve the model, a heuristic based on linear programming is developed. The heuristic iteratively solves a relaxed, restricted version of the problem, adding extra variables at each iteration if needed. The additional variables are identified...... by a cost-based partial enumeration of the possible variables for each turn-round and the heuristic stops when the first feasible solution is encountered. The heuristic has been tested on real data from Copenhagen Airport with a special focus on tactical day-to-day planning. The results show that the method...... generates high-quality feasible solutions within reasonable time for tactical planning....

  7. Cultural-Based Genetic Tabu Algorithm for Multiobjective Job Shop Scheduling

    Directory of Open Access Journals (Sweden)

    Yuzhen Yang

    2014-01-01

    Full Text Available The job shop scheduling problem, which has been dealt with by various traditional optimization methods over the decades, has proved to be an NP-hard problem and difficult in solving, especially in the multiobjective field. In this paper, we have proposed a novel quadspace cultural genetic tabu algorithm (QSCGTA to solve such problem. This algorithm provides a different structure from the original cultural algorithm in containing double brief spaces and population spaces. These spaces deal with different levels of populations globally and locally by applying genetic and tabu searches separately and exchange information regularly to make the process more effective towards promising areas, along with modified multiobjective domination and transform functions. Moreover, we have presented a bidirectional shifting for the decoding process of job shop scheduling. The computational results we presented significantly prove the effectiveness and efficiency of the cultural-based genetic tabu algorithm for the multiobjective job shop scheduling problem.

  8. A new genetic algorithm for flexible job-shop scheduling problems

    International Nuclear Information System (INIS)

    Driss, Imen; Mouss, Kinza Nadia; Laggoun, Assia

    2015-01-01

    Flexible job-shop scheduling problem (FJSP), which is proved to be NP-hard, is an extension of the classical job-shop scheduling problem. In this paper, we propose a new genetic algorithm (NGA) to solve FJSP to minimize makespan. This new algorithm uses a new chromosome representation and adopts different strategies for crossover and mutation. The proposed algorithm is validated on a series of benchmark data sets and tested on data from a drug manufacturing company. Experimental results prove that the NGA is more efficient and competitive than some other existing algorithms.

  9. A new genetic algorithm for flexible job-shop scheduling problems

    Energy Technology Data Exchange (ETDEWEB)

    Driss, Imen; Mouss, Kinza Nadia; Laggoun, Assia [University of Batna, Batna (Algeria)

    2015-03-15

    Flexible job-shop scheduling problem (FJSP), which is proved to be NP-hard, is an extension of the classical job-shop scheduling problem. In this paper, we propose a new genetic algorithm (NGA) to solve FJSP to minimize makespan. This new algorithm uses a new chromosome representation and adopts different strategies for crossover and mutation. The proposed algorithm is validated on a series of benchmark data sets and tested on data from a drug manufacturing company. Experimental results prove that the NGA is more efficient and competitive than some other existing algorithms.

  10. Generation of Look-Up Tables for Dynamic Job Shop Scheduling Decision Support Tool

    Science.gov (United States)

    Oktaviandri, Muchamad; Hassan, Adnan; Mohd Shaharoun, Awaluddin

    2016-02-01

    Majority of existing scheduling techniques are based on static demand and deterministic processing time, while most job shop scheduling problem are concerned with dynamic demand and stochastic processing time. As a consequence, the solutions obtained from the traditional scheduling technique are ineffective wherever changes occur to the system. Therefore, this research intends to develop a decision support tool (DST) based on promising artificial intelligent that is able to accommodate the dynamics that regularly occur in job shop scheduling problem. The DST was designed through three phases, i.e. (i) the look-up table generation, (ii) inverse model development and (iii) integration of DST components. This paper reports the generation of look-up tables for various scenarios as a part in development of the DST. A discrete event simulation model was used to compare the performance among SPT, EDD, FCFS, S/OPN and Slack rules; the best performances measures (mean flow time, mean tardiness and mean lateness) and the job order requirement (inter-arrival time, due dates tightness and setup time ratio) which were compiled into look-up tables. The well-known 6/6/J/Cmax Problem from Muth and Thompson (1963) was used as a case study. In the future, the performance measure of various scheduling scenarios and the job order requirement will be mapped using ANN inverse model.

  11. The job demands-resources model of burnout.

    Science.gov (United States)

    Demerouti, E; Bakker, A B; Nachreiner, F; Schaufeli, W B

    2001-06-01

    The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

  12. A controlled genetic algorithm by fuzzy logic and belief functions for job-shop scheduling.

    Science.gov (United States)

    Hajri, S; Liouane, N; Hammadi, S; Borne, P

    2000-01-01

    Most scheduling problems are highly complex combinatorial problems. However, stochastic methods such as genetic algorithm yield good solutions. In this paper, we present a controlled genetic algorithm (CGA) based on fuzzy logic and belief functions to solve job-shop scheduling problems. For better performance, we propose an efficient representational scheme, heuristic rules for creating the initial population, and a new methodology for mixing and computing genetic operator probabilities.

  13. Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

    Science.gov (United States)

    Iguchi, Aya

    2016-01-01

    Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

  14. Optimal investment and scheduling of distributed energy resources with uncertainty in electric vehicles driving schedules

    Energy Technology Data Exchange (ETDEWEB)

    Cardoso, Goncalo [Technical Univ. of Lisbon (Portugal); Stadler, Michael [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Center for Energy and Innovation Technologies (Austria); Bozchalui, Mohammed C. [NEC Laboratories American Inc., Irving, TX (United States); Sharma, Ratnesh [NEC Laboratories American Inc., Irving, TX (United States); Marnay, Chris [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Barbosa-Povoa, Ana [Technical Univ. of Lisbon (Portugal); Ferrao, Paulo [Technical Univ. of Lisbon (Portugal)

    2013-12-06

    The large scale penetration of electric vehicles (EVs) will introduce technical challenges to the distribution grid, but also carries the potential for vehicle-to-grid services. Namely, if available in large enough numbers, EVs can be used as a distributed energy resource (DER) and their presence can influence optimal DER investment and scheduling decisions in microgrids. In this work, a novel EV fleet aggregator model is introduced in a stochastic formulation of DER-CAM [1], an optimization tool used to address DER investment and scheduling problems. This is used to assess the impact of EV interconnections on optimal DER solutions considering uncertainty in EV driving schedules. Optimization results indicate that EVs can have a significant impact on DER investments, particularly if considering short payback periods. Furthermore, results suggest that uncertainty in driving schedules carries little significance to total energy costs, which is corroborated by results obtained using the stochastic formulation of the problem.

  15. Multi-objective flexible job-shop scheduling problem using modified discrete particle swarm optimization.

    Science.gov (United States)

    Huang, Song; Tian, Na; Wang, Yan; Ji, Zhicheng

    2016-01-01

    Taking resource allocation into account, flexible job shop problem (FJSP) is a class of complex scheduling problem in manufacturing system. In order to utilize the machine resources rationally, multi-objective particle swarm optimization (MOPSO) integrating with variable neighborhood search is introduced to address FJSP efficiently. Firstly, the assignment rules (AL) and dispatching rules (DR) are provided to initialize the population. And then special discrete operators are designed to produce new individuals and earliest completion machine (ECM) is adopted in the disturbance operator to escape the optima. Secondly, personal-best archives (cognitive memories) and global-best archive (social memory), which are updated by the predefined non-dominated archive update strategy, are simultaneously designed to preserve non-dominated individuals and select personal-best positions and the global-best position. Finally, three neighborhoods are provided to search the neighborhoods of global-best archive for enhancing local search ability. The proposed algorithm is evaluated by using Kacem instances and Brdata instances, and a comparison with other approaches shows the effectiveness of the proposed algorithm for FJSP.

  16. Solving a large-scale precedence constrained scheduling problem with elastic jobs using tabu search

    DEFF Research Database (Denmark)

    Pedersen, C.R.; Rasmussen, R.V.; Andersen, Kim Allan

    2007-01-01

    exploitation of the elastic jobs and solve the problem using a tabu search procedure. Finding an initial feasible solution is in general -complete, but the tabu search procedure includes a specialized heuristic for solving this problem. The solution method has proven to be very efficient and leads......This paper presents a solution method for minimizing makespan of a practical large-scale scheduling problem with elastic jobs. The jobs are processed on three servers and restricted by precedence constraints, time windows and capacity limitations. We derive a new method for approximating the server...... to a significant decrease in makespan compared to the strategy currently implemented....

  17. Solving a large-scale precedence constrained scheduling problem with elastic jobs using tabu search

    DEFF Research Database (Denmark)

    Pedersen, C.R.; Rasmussen, R.V.; Andersen, Kim Allan

    2007-01-01

    This paper presents a solution method for minimizing makespan of a practical large-scale scheduling problem with elastic jobs. The jobs are processed on three servers and restricted by precedence constraints, time windows and capacity limitations. We derive a new method for approximating the server...... exploitation of the elastic jobs and solve the problem using a tabu search procedure. Finding an initial feasible solution is in general -complete, but the tabu search procedure includes a specialized heuristic for solving this problem. The solution method has proven to be very efficient and leads...

  18. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Directory of Open Access Journals (Sweden)

    Margherita Zito

    Full Text Available Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand, and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  19. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction

    Science.gov (United States)

    Zito, Margherita; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

  20. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Science.gov (United States)

    Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  1. Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

    OpenAIRE

    Brauchli, Rebecca; Jenny, Gregor J.; Füllemann, Désirée; Bauer, Georg F.

    2015-01-01

    Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate?selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model ...

  2. Performance expectations, personal resources, and job resources : how do they predict work engagement?

    NARCIS (Netherlands)

    Barbier, M.; Hansez, I.; Chmiel, N.; Demerouti, E.

    2013-01-01

    Research on work engagement has mainly focused on the role of job and personal resources and has ignored the possible impact of personal demands workers develop with regard to their work. The aim of our study was to test the reciprocal relationships that job resources, personal resources, and

  3. Managing job stress among nurses : what kind of job resources do we need?

    NARCIS (Netherlands)

    Tooren, van den M.; Jonge, de J.

    2008-01-01

    Aim. This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several

  4. The job crafting intervention: effects on job resources, self-efficacy, and affective well-being

    NARCIS (Netherlands)

    van den Heuvel, M.; Demerouti, E.; Peeters, M.C.W.

    2015-01-01

    This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting

  5. The job crafting intervention : Effects on job resources, self-efficacy, and affective well-being

    NARCIS (Netherlands)

    van den Heuvel, Machteld; Demerouti, Evangelia; Peeters, Maria|info:eu-repo/dai/nl/07487893X

    2015-01-01

    This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting

  6. Joint effects of job demands and job resources on vocational teachers’ innovative work behavior

    NARCIS (Netherlands)

    Messmann, G.; Stoffers, J.M.M.; Heijden, B.I.J.M. van der; Mulder, R.H.; Stoffers, J.; Mulder, R.

    2017-01-01

    PURPOSE - The purpose of this paper is to investigate interactions of job demands and job resources in the facilitation of innovative work behavior (IWB). In particular, the paper aims at researching interactive effects of psychological empowerment and participative safety and their potential to

  7. Occupational stress in (inter)action: the interplay between job demands and job resources

    NARCIS (Netherlands)

    Vegchel, van N.; Jonge, de J.; Landsbergis, P.A.

    2005-01-01

    The present study addresses theoretical issues involving different interaction effects between job demands and job resources, accompanied by a thorough empirical test of interaction terms in the demand-control (DC) model and the effort-reward imbalance (ERI) model in relation to employee health and

  8. Washington's marine oil spill compensation schedule - simplified resource damage assessment

    International Nuclear Information System (INIS)

    Geselbracht, L.; Logan, R.

    1993-01-01

    The Washington State Preassessment Screening and Oil Spill Compensation Schedule Rule (Chapter 173-183 Washington Administrative Code), which simplifies natural resource damage assessment for many oil spill cases, became effective in May 1992. The approach described in the rule incorporates a number of preconstructed rankings that rate environmental sensitivity and the propensity of spilled oil to cause environmental harm. The rule also provides guidance regarding how damages calculated under the schedule should be reduced to take into account actions taken by the responsible party that reduce environmental injury. To apply the compensation schedule to marine estuarine spills, the resource trustees need only collect a limited amount of information such as type of product spilled, number of gallons spilled, compensation schedule subregions the spill entered, season of greatest spill impact, percent coverage of habitats affected by the spill, and actions taken by the responsible party. The result of adding a simplified tool to the existing assortment of damage assessment approaches is that resource trustees will now be able to assess damages for most oil spill cases and shift more effort than was possible in the past to resource restoration

  9. Neighbourhood generation mechanism applied in simulated annealing to job shop scheduling problems

    Science.gov (United States)

    Cruz-Chávez, Marco Antonio

    2015-11-01

    This paper presents a neighbourhood generation mechanism for the job shop scheduling problems (JSSPs). In order to obtain a feasible neighbour with the generation mechanism, it is only necessary to generate a permutation of an adjacent pair of operations in a scheduling of the JSSP. If there is no slack time between the adjacent pair of operations that is permuted, then it is proven, through theory and experimentation, that the new neighbour (schedule) generated is feasible. It is demonstrated that the neighbourhood generation mechanism is very efficient and effective in a simulated annealing.

  10. Distributed energy resources scheduling considering real-time resources forecast

    DEFF Research Database (Denmark)

    Silva, M.; Sousa, T.; Ramos, S.

    2014-01-01

    grids and considering day-ahead, hour-ahead and realtime time horizons. This method considers that energy resources are managed by a VPP which establishes contracts with their owners. The full AC power flow calculation included in the model takes into account network constraints. In this paper......, distribution function errors are used to simulate variations between time horizons, and to measure the performance of the proposed methodology. A 33-bus distribution network with large number of distributed resources is used....

  11. Preemptive scheduling of independent jobs on identical parallel machines subject to migration delays

    NARCIS (Netherlands)

    Fishkin, A.V.; Jansen, K.; Sevastyanov, S.V.; Sitters, R.A.; Leonardi, S.

    2005-01-01

    We present hardness and approximation results for the problem of scheduling n independent jobs on m identical parallel machines subject to a migration delay d so as to minimize the makespan. We give a sharp threshold on the value of d for which the complexity of the problem changes from polynomial

  12. Sequencing, lot sizing and scheduling in job shops: the common cycle approach

    NARCIS (Netherlands)

    Ouenniche, J.; Boctor, F.F.

    1998-01-01

    This paper deals with the multi-product, finite horizon, static demand, sequencing, lot sizing and scheduling problem in a job shop environment where the objective is to minimize the sum of setup and inventory holding costs while satisfying the demand with no backlogging. To solve this problem, we

  13. Preemptive scheduling of independent jobs on identical parallel machines subject to migration delays

    NARCIS (Netherlands)

    Sevastyanov, S. V.; Sitters, R. A.; Fishkin, A.V.

    2010-01-01

    We present hardness and approximation results for the problem of preemptive scheduling of n independent jobs on m identical parallel machines subject to a migration delay d with the objective to minimize the makespan. We give a sharp threshold on the value of d for which the complexity of the

  14. Hybrid Genetic Algorithm with Multiparents Crossover for Job Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Noor Hasnah Moin

    2015-01-01

    Full Text Available The job shop scheduling problem (JSSP is one of the well-known hard combinatorial scheduling problems. This paper proposes a hybrid genetic algorithm with multiparents crossover for JSSP. The multiparents crossover operator known as extended precedence preservative crossover (EPPX is able to recombine more than two parents to generate a single new offspring distinguished from common crossover operators that recombine only two parents. This algorithm also embeds a schedule generation procedure to generate full-active schedule that satisfies precedence constraints in order to reduce the search space. Once a schedule is obtained, a neighborhood search is applied to exploit the search space for better solutions and to enhance the GA. This hybrid genetic algorithm is simulated on a set of benchmarks from the literatures and the results are compared with other approaches to ensure the sustainability of this algorithm in solving JSSP. The results suggest that the implementation of multiparents crossover produces competitive results.

  15. Flexible job-shop scheduling based on genetic algorithm and simulation validation

    Directory of Open Access Journals (Sweden)

    Zhou Erming

    2017-01-01

    Full Text Available This paper selects flexible job-shop scheduling problem as the research object, and Constructs mathematical model aimed at minimizing the maximum makespan. Taking the transmission reverse gear production line of a transmission corporation as an example, genetic algorithm is applied for flexible jobshop scheduling problem to get the specific optimal scheduling results with MATLAB. DELMIA/QUEST based on 3D discrete event simulation is applied to construct the physical model of the production workshop. On the basis of the optimal scheduling results, the logical link of the physical model for the production workshop is established, besides, importing the appropriate process parameters to make virtual simulation on the production workshop. Finally, through analyzing the simulated results, it shows that the scheduling results are effective and reasonable.

  16. Profit-based conventional resource scheduling with renewable energy penetration

    Science.gov (United States)

    Reddy, K. Srikanth; Panwar, Lokesh Kumar; Kumar, Rajesh; Panigrahi, B. K.

    2017-08-01

    Technological breakthroughs in renewable energy technologies (RETs) enabled them to attain grid parity thereby making them potential contenders for existing conventional resources. To examine the market participation of RETs, this paper formulates a scheduling problem accommodating energy market participation of wind- and solar-independent power producers (IPPs) treating both conventional and RETs as identical entities. Furthermore, constraints pertaining to penetration and curtailments of RETs are restructured. Additionally, an appropriate objective function for profit incurred by conventional resource IPPs through reserve market participation as a function of renewable energy curtailment is also proposed. The proposed concept is simulated with a test system comprising 10 conventional generation units in conjunction with solar photovoltaic (SPV) and wind energy generators (WEG). The simulation results indicate that renewable energy integration and its curtailment limits influence the market participation or scheduling strategies of conventional resources in both energy and reserve markets. Furthermore, load and reliability parameters are also affected.

  17. Job demands, job resources and safety outcomes: The roles of emotional exhaustion and safety compliance.

    Science.gov (United States)

    Li, Feng; Jiang, Li; Yao, Xiang; Li, YongJuan

    2013-03-01

    The aim of this study was to assess the effectiveness of the job demands-resources (JD-R) model in explaining the relationship of job demands and resources with safety outcomes (i.e., workplace injuries and near-misses). We collected self-reported data from 670 crude oil production workers from three sub-companies of a major oilfield company in China. The results of a structural equation analysis indicated that job demands (psychological and physical demands) and job resources (decision latitude, supervisor support and coworker support) could affect emotional exhaustion and safety compliance, and thus influence the occurrence of injuries and near-misses. The implications of the present findings regarding both the JD-R model and occupational safety research were discussed. Copyright © 2012 Elsevier Ltd. All rights reserved.

  18. Positive engagement and job resources in dental practice.

    Science.gov (United States)

    Gorter, Ronald C; Te Brake, Hans J H M; Hoogstraten, Johan; Eijkman, Michiel A J

    2008-02-01

    The aim of this study is to determine the level of engagement among dentists, and subsequently, to investigate which dental job resources are positively correlated with engagement. By stratifying on gender, age, and region, a representative sample of 848 general dental practitioners was drawn at random, plus an extra group of 95 female dentists for gender comparison purposes. Engagement was assessed using the Utrecht Work Engagement Scale (UWES), consisting of three subscales: Vigor, Dedication; and Absorption. Job resources were measured using the Dentists' Experienced Job Resources Scale (DEJRS). Six hundred and thirty two dentists (67%) responded, 76% male and 25% female. Mean age: 44.6 years (SD = 9.0). Engagement: Dedication and Absorption mean scores were higher among dentists when compared with manual norm scores, based upon a variety of professions, whereas Vigor mean scores were comparable to manual norm scores. Job resources:'Immediate results / Aesthetics' and '(Long term) Patient results' showed highest mean scores among all dentists. Gender differences were found on '(Long term) Patient results' and 'Patient care'. Engagement and job resources: All DEJRS subscales and the full scale showed statistically significant positive correlations (pmcc) with the UWES subscales. Dentists showed relatively high mean scores on an engagement measure when compared with manual norm scores. No gender differences in mean scores were found. Job resources most valued were 'Immediate results / Aesthetics'. The job resources, 'Idealism/Pride' and 'Patient care', showed most predictive value with regard to engagement among dentists. In order to prevent burnout, it is recommended to raise dentists' awareness of the importance to create sufficient time and space for stimulating aspects in their work.

  19. Optimal investment and scheduling of distributed energy resources with uncertainty in electric vehicle driving schedules

    International Nuclear Information System (INIS)

    Cardoso, G.; Stadler, M.; Bozchalui, M.C.; Sharma, R.; Marnay, C.; Barbosa-Póvoa, A.; Ferrão, P.

    2014-01-01

    The large scale penetration of electric vehicles (EVs) will introduce technical challenges to the distribution grid, but also carries the potential for vehicle-to-grid services. Namely, if available in large enough numbers, EVs can be used as a distributed energy resource (DER) and their presence can influence optimal DER investment and scheduling decisions in microgrids. In this work, a novel EV fleet aggregator model is introduced in a stochastic formulation of DER-CAM [1], an optimization tool used to address DER investment and scheduling problems. This is used to assess the impact of EV interconnections on optimal DER solutions considering uncertainty in EV driving schedules. Optimization results indicate that EVs can have a significant impact on DER investments, particularly if considering short payback periods. Furthermore, results suggest that uncertainty in driving schedules carries little significance to total energy costs, which is corroborated by results obtained using the stochastic formulation of the problem. - Highlights: • This paper introduces a new EV aggregator model in the DER-CAM model and expands it with a stochastic formulation. • The model is used to analyze the impact of EVs in DER investment decisions in a large office building. • The uncertainty in EV driving patterns is considered through scenarios based on data from a daily commute driving survey. • Results indicate that EVs have a significant impact in optimal DER decisions, particularly when looking at short payback periods. • Furthermore, results indicate that uncertainty in EV driving schedules has little impact on DER investment decisions

  20. JOB SHOP SCHEDULING BIOBJETIVO MEDIANTE ENFRIAMIENTO SIMULADO Y ENFOQUE DE PARETO JOB-SHOP SCHEDULING: BIO-OBJECTIVE THROUGH SIMULATED COOLING AND PARETO PRINCIPLE

    Directory of Open Access Journals (Sweden)

    Juan Carlos Osorio

    2012-12-01

    Full Text Available El problema del scheduling es uno de los problemas más ampliamente tratados en la literatura; sin embargo, es un problema complejo NP hard. Cuando, además, se involucra más de un objetivo, este problema se convierte en uno de los más complejos en el campo de la investigación de operaciones. Se presenta entonces un modelo biobjetivo para el job shop scheduling que incluye el makespan y el tiempo de flujo medio. Para resolver el modelo se ha utilizado una propuesta que incluye el uso del meta-heurístico Recocido Simulado (SA y el enfoque de Pareto. Este modelo es evaluado en tres problemas presentados en la literatura de tamaños 6x6, 10x5 y 10x10. Los resultados del modelo se comparan con otros meta-heurísticos y se encuentra que este modelo presenta buenos resultados en los tres problemas evaluados.The scheduling problem is one of the most widely treated problems in literature; however, it is an NP hard complex problem. Also, when more than one objective is involved, this problem becomes one of the most complex ones in the field of operations research. A bio-objective model is then emerged for the Job-Shop Scheduling, including makespan and mean flow time. For solving the model a proposal which includes the use of Simulated Annealing (SA metaheuristic and Pareto Principle. This model is evaluated in three problems described in literature with the following sizes: 6x6, 10x5 and 10x10. Results of the model are compared to other metaheuristics and it has been found that this model shows good results in the three problems evaluated.

  1. Genetic algorithm parameters tuning for resource-constrained project scheduling problem

    Science.gov (United States)

    Tian, Xingke; Yuan, Shengrui

    2018-04-01

    Project Scheduling Problem (RCPSP) is a kind of important scheduling problem. To achieve a certain optimal goal such as the shortest duration, the smallest cost, the resource balance and so on, it is required to arrange the start and finish of all tasks under the condition of satisfying project timing constraints and resource constraints. In theory, the problem belongs to the NP-hard problem, and the model is abundant. Many combinatorial optimization problems are special cases of RCPSP, such as job shop scheduling, flow shop scheduling and so on. At present, the genetic algorithm (GA) has been used to deal with the classical RCPSP problem and achieved remarkable results. Vast scholars have also studied the improved genetic algorithm for the RCPSP problem, which makes it to solve the RCPSP problem more efficiently and accurately. However, for the selection of the main parameters of the genetic algorithm, there is no parameter optimization in these studies. Generally, we used the empirical method, but it cannot ensure to meet the optimal parameters. In this paper, the problem was carried out, which is the blind selection of parameters in the process of solving the RCPSP problem. We made sampling analysis, the establishment of proxy model and ultimately solved the optimal parameters.

  2. Evaluation and Selection of Best Priority Sequencing Rule in Job Shop Scheduling using Hybrid MCDM Technique

    Science.gov (United States)

    Kiran Kumar, Kalla; Nagaraju, Dega; Gayathri, S.; Narayanan, S.

    2017-05-01

    Priority Sequencing Rules provide the guidance for the order in which the jobs are to be processed at a workstation. The application of different priority rules in job shop scheduling gives different order of scheduling. More experimentation needs to be conducted before a final choice is made to know the best priority sequencing rule. Hence, a comprehensive method of selecting the right choice is essential in managerial decision making perspective. This paper considers seven different priority sequencing rules in job shop scheduling. For evaluation and selection of the best priority sequencing rule, a set of eight criteria are considered. The aim of this work is to demonstrate the methodology of evaluating and selecting the best priority sequencing rule by using hybrid multi criteria decision making technique (MCDM), i.e., analytical hierarchy process (AHP) with technique for order preference by similarity to ideal solution (TOPSIS). The criteria weights are calculated by using AHP whereas the relative closeness values of all priority sequencing rules are computed based on TOPSIS with the help of data acquired from the shop floor of a manufacturing firm. Finally, from the findings of this work, the priority sequencing rules are ranked from most important to least important. The comprehensive methodology presented in this paper is very much essential for the management of a workstation to choose the best priority sequencing rule among the available alternatives for processing the jobs with maximum benefit.

  3. Solving multi-objective job shop scheduling problems using a non-dominated sorting genetic algorithm

    Science.gov (United States)

    Piroozfard, Hamed; Wong, Kuan Yew

    2015-05-01

    The efforts of finding optimal schedules for the job shop scheduling problems are highly important for many real-world industrial applications. In this paper, a multi-objective based job shop scheduling problem by simultaneously minimizing makespan and tardiness is taken into account. The problem is considered to be more complex due to the multiple business criteria that must be satisfied. To solve the problem more efficiently and to obtain a set of non-dominated solutions, a meta-heuristic based non-dominated sorting genetic algorithm is presented. In addition, task based representation is used for solution encoding, and tournament selection that is based on rank and crowding distance is applied for offspring selection. Swapping and insertion mutations are employed to increase diversity of population and to perform intensive search. To evaluate the modified non-dominated sorting genetic algorithm, a set of modified benchmarking job shop problems obtained from the OR-Library is used, and the results are considered based on the number of non-dominated solutions and quality of schedules obtained by the algorithm.

  4. Using Optimization Models for Scheduling in Enterprise Resource Planning Systems

    Directory of Open Access Journals (Sweden)

    Frank Herrmann

    2016-03-01

    Full Text Available Companies often use specially-designed production systems and change them from time to time. They produce small batches in order to satisfy specific demands with the least tardiness. This imposes high demands on high-performance scheduling algorithms which can be rapidly adapted to changes in the production system. As a solution, this paper proposes a generic approach: solutions were obtained using a widely-used commercially-available tool for solving linear optimization models, which is available in an Enterprise Resource Planning System (in the SAP system for example or can be connected to it. In a real-world application of a flow shop with special restrictions this approach is successfully used on a standard personal computer. Thus, the main implication is that optimal scheduling with a commercially-available tool, incorporated in an Enterprise Resource Planning System, may be the best approach.

  5. An Evaluation of Parallel Job Scheduling for ASCI Blue-Pacific

    International Nuclear Information System (INIS)

    Franke, H.; Jann, J.; Moreira, J.; Pattnaik, P.; Jette, M.

    1999-01-01

    In this paper we analyze the behavior of a gang-scheduling strategy that we are developing for the ASCI Blue-Pacific machines. Using actual job logs for one of the ASCI machines we generate a statistical model of the current workload with hyper Erlang distributions. We then vary the parameters of those distributions to generate various workloads, representative of different operating points of the machine. Through simulation we obtain performance parameters for three different scheduling strategies: (i) first-come first-serve, (ii) gang-scheduling, and (iii) backfilling. Our results show that backfilling, can be very effective for the common operating points in the 60-70% utilization range. However, for higher utilization rates, time-sharing techniques such as gang-scheduling offer much better performance

  6. Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care

    Science.gov (United States)

    Kossek, Ellen Ernst; Piszczek, Matthew M.; Mcalpine, Kristie L.; Hammer, Leslie B.; Burke, Lisa

    2016-01-01

    Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. PMID:27721517

  7. Human Resource Management Practices, Job Satisfaction and Organizational Commitment

    OpenAIRE

    Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

    2014-01-01

    The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....

  8. Resource Allocation in a Repetitive Project Scheduling Using Genetic Algorithm

    Science.gov (United States)

    Samuel, Biju; Mathew, Jeeno

    2018-03-01

    Resource Allocation is procedure of doling out or allocating the accessible assets in a monetary way and productive way. Resource allocation is the scheduling of the accessible assets and accessible exercises or activities required while thinking about both the asset accessibility and the total project completion time. Asset provisioning and allocation takes care of that issue by permitting the specialist co-ops to deal with the assets for every individual demand of asset. A probabilistic selection procedure has been developed in order to ensure various selections of chromosomes

  9. Expert System and Heuristics Algorithm for Cloud Resource Scheduling

    Directory of Open Access Journals (Sweden)

    Mamatha E

    2017-03-01

    Full Text Available Rule-based scheduling algorithms have been widely used on cloud computing systems and there is still plenty of room to improve their performance. This paper proposes to develop an expert system to allocate resources in cloud by using Rule based Algorithm, thereby measuring the performance of the system by letting the system adapt new rules based on the feedback. Here performance of the action helps to make better allocation of the resources to improve quality of services, scalability and flexibility. The performance measure is based on how the allocation of the resources is dynamically optimized and how the resources are utilized properly. It aims to maximize the utilization of the resources. The data and resource are given to the algorithm which allocates the data to resources and an output is obtained based on the action occurred. Once the action is completed, the performance of every action is measured that contains how the resources are allocated and how efficiently it worked. In addition to performance, resource allocation in cloud environment is also considered.

  10. Parallel Branch-and-Bound Methods for the Job Shop Scheduling

    DEFF Research Database (Denmark)

    Clausen, Jens; Perregaard, Michael

    1998-01-01

    Job-shop scheduling (JSS) problems are among the more difficult to solve in the class of NP-complete problems. The only successful approach has been branch-and-bound based algorithms, but such algorithms depend heavily on good bound functions. Much work has been done to identify such functions...... for the JSS problem, but with limited success. Even with recent methods, it is still not possible to solve problems substantially larger than 10 machines and 10 jobs. In the current study, we focus on parallel methods for solving JSS problems. We implement two different parallel branch-and-bound algorithms...

  11. Job shop scheduling model for non-identic machine with fixed delivery time to minimize tardiness

    Science.gov (United States)

    Kusuma, K. K.; Maruf, A.

    2016-02-01

    Scheduling non-identic machines problem with low utilization characteristic and fixed delivery time are frequent in manufacture industry. This paper propose a mathematical model to minimize total tardiness for non-identic machines in job shop environment. This model will be categorized as an integer linier programming model and using branch and bound algorithm as the solver method. We will use fixed delivery time as main constraint and different processing time to process a job. The result of this proposed model shows that the utilization of production machines can be increase with minimal tardiness using fixed delivery time as constraint.

  12. The Effects of Machine Load Sitnations on Performance of Job Shop and Group Scheduling

    OpenAIRE

    Torkul, O.

    2018-01-01

    Perfonnance of job shop and group scheduling ndermulti­natch work input environment was exarnined against two nachine load (light and high load) situations. n order to conduct the analysis, a deterministic computer ;im ulation program was written and used. A job shop {JS) model is applied to the shop floor area and :ompared with a simulation of a similar proposal except hat group technology (GT) model was used in the shop loor area instead. )etailed analysis of the results from applying diffe...

  13. The Effects of Machine Load Sitnations on Performance of Job Shop and Group Scheduling

    OpenAIRE

    O.TORKUL TORKUL

    1998-01-01

    Perfonnance of job shop and group scheduling ndermulti­natch work input environment was exarnined against two nachine load (light and high load) situations. n order to conduct the analysis, a deterministic computer ;im ulation program was written and used. A job shop {JS) model is applied to the shop floor area and :ompared with a simulation of a similar proposal except hat group technology (GT) model was used in the shop loor area instead. )etailed analysis of the results from applying diffe...

  14. [Factors associated with job satisfaction of human resources in healthcare].

    Science.gov (United States)

    Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В

    Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (pJob satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.

  15. Neural nets for job-shop scheduling, will they do the job?

    NARCIS (Netherlands)

    Rooda, J.E.; Willems, T.M.; Goodwin, G.C.; Evans, R.J.

    1993-01-01

    A neural net structure has been developed which is capable of solving deterministic jobshop scheduling problems, part of the large class of np-complete problems. The problem was translated in an integer linear-programming format which facilitated translation in an adequate neural net structure. Use

  16. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

    The study revealed that administrators' human resources management effectiveness has a significant influence on ... opportunity for academic publication and administrators' staff relationship. .... enhance professional development. This is true ...

  17. A Distributed Particle Swarm Optimization Zlgorithmfor Flexible Job-hop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    LIU Sheng--hui

    2017-06-01

    Full Text Available According to the characteristics of the Flexible job shop scheduling problem the minimum makespan as measures we proposed a distributed particle swarm optimization algorithm aiming to solve flexible job shop scheduling problem. The algorithm adopts the method of distributed ideas to solve problems and we are established for two multi agent particle swarm optimization model in this algorithm it can solve the traditional particle swarm optimization algorithm when making decisions in real time according to the emergencies. Finally some benthmark problems were experimented and the results are compared with the traditional algorithm. Experimental results proved that the developed distributed PSO is enough effective and efficient to solve the FJSP and it also verified the reasonableness of the multi}gent particle swarm optimization model.

  18. A modified genetic algorithm with fuzzy roulette wheel selection for job-shop scheduling problems

    Science.gov (United States)

    Thammano, Arit; Teekeng, Wannaporn

    2015-05-01

    The job-shop scheduling problem is one of the most difficult production planning problems. Since it is in the NP-hard class, a recent trend in solving the job-shop scheduling problem is shifting towards the use of heuristic and metaheuristic algorithms. This paper proposes a novel metaheuristic algorithm, which is a modification of the genetic algorithm. This proposed algorithm introduces two new concepts to the standard genetic algorithm: (1) fuzzy roulette wheel selection and (2) the mutation operation with tabu list. The proposed algorithm has been evaluated and compared with several state-of-the-art algorithms in the literature. The experimental results on 53 JSSPs show that the proposed algorithm is very effective in solving the combinatorial optimization problems. It outperforms all state-of-the-art algorithms on all benchmark problems in terms of the ability to achieve the optimal solution and the computational time.

  19. A Simulated Annealing-Based Heuristic Algorithm for Job Shop Scheduling to Minimize Lateness

    Directory of Open Access Journals (Sweden)

    Rui Zhang

    2013-04-01

    Full Text Available A decomposition-based optimization algorithm is proposed for solving large job shop scheduling problems with the objective of minimizing the maximum lateness. First, we use the constraint propagation theory to derive the orientation of a portion of disjunctive arcs. Then we use a simulated annealing algorithm to find a decomposition policy which satisfies the maximum number of oriented disjunctive arcs. Subsequently, each subproblem (corresponding to a subset of operations as determined by the decomposition policy is successively solved with a simulated annealing algorithm, which leads to a feasible solution to the original job shop scheduling problem. Computational experiments are carried out for adapted benchmark problems, and the results show the proposed algorithm is effective and efficient in terms of solution quality and time performance.

  20. A Hybrid Differential Evolution and Tree Search Algorithm for the Job Shop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Rui Zhang

    2011-01-01

    Full Text Available The job shop scheduling problem (JSSP is a notoriously difficult problem in combinatorial optimization. In terms of the objective function, most existing research has been focused on the makespan criterion. However, in contemporary manufacturing systems, due-date-related performances are more important because they are essential for maintaining a high service reputation. Therefore, in this study we aim at minimizing the total weighted tardiness in JSSP. Considering the high complexity, a hybrid differential evolution (DE algorithm is proposed for the problem. To enhance the overall search efficiency, a neighborhood property of the problem is discovered, and then a tree search procedure is designed and embedded into the DE framework. According to the extensive computational experiments, the proposed approach is efficient in solving the job shop scheduling problem with total weighted tardiness objective.

  1. Recent Research Trends in Genetic Algorithm Based Flexible Job Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Muhammad Kamal Amjad

    2018-01-01

    Full Text Available Flexible Job Shop Scheduling Problem (FJSSP is an extension of the classical Job Shop Scheduling Problem (JSSP. The FJSSP is known to be NP-hard problem with regard to optimization and it is very difficult to find reasonably accurate solutions of the problem instances in a rational time. Extensive research has been carried out in this area especially over the span of the last 20 years in which the hybrid approaches involving Genetic Algorithm (GA have gained the most popularity. Keeping in view this aspect, this article presents a comprehensive literature review of the FJSSPs solved using the GA. The survey is further extended by the inclusion of the hybrid GA (hGA techniques used in the solution of the problem. This review will give readers an insight into use of certain parameters in their future research along with future research directions.

  2. Efficient Resource Scheduling by Exploiting Relay Cache for Cellular Networks

    Directory of Open Access Journals (Sweden)

    Chun He

    2015-01-01

    Full Text Available In relay-enhanced cellular systems, throughput of User Equipment (UE is constrained by the bottleneck of the two-hop link, backhaul link (or the first hop link, and access link (the second hop link. To maximize the throughput, resource allocation should be coordinated between these two hops. A common resource scheduling algorithm, Adaptive Distributed Proportional Fair, only ensures that the throughput of the first hop is greater than or equal to that of the second hop. But it cannot guarantee a good balance of the throughput and fairness between the two hops. In this paper, we propose a Two-Hop Balanced Distributed Scheduling (TBS algorithm by exploiting relay cache for non-real-time data traffic. The evolved Node Basestation (eNB adaptively adjusts the number of Resource Blocks (RBs allocated to the backhaul link and direct links based on the cache information of relays. Each relay allocates RBs for relay UEs based on the size of the relay UE’s Transport Block. We also design a relay UE’s ACK feedback mechanism to update the data at relay cache. Simulation results show that the proposed TBS can effectively improve resource utilization and achieve a good trade-off between system throughput and fairness by balancing the throughput of backhaul and access link.

  3. A Variable Interval Rescheduling Strategy for Dynamic Flexible Job Shop Scheduling Problem by Improved Genetic Algorithm

    Directory of Open Access Journals (Sweden)

    Lei Wang

    2017-01-01

    Full Text Available In real-world manufacturing systems, production scheduling systems are often implemented under random or dynamic events like machine failure, unexpected processing times, stochastic arrival of the urgent orders, cancellation of the orders, and so on. These dynamic events will lead the initial scheduling scheme to be nonoptimal and/or infeasible. Hence, appropriate dynamic rescheduling approaches are needed to overcome the dynamic events. In this paper, we propose a dynamic rescheduling method based on variable interval rescheduling strategy (VIRS to deal with the dynamic flexible job shop scheduling problem considering machine failure, urgent job arrival, and job damage as disruptions. On the other hand, an improved genetic algorithm (GA is proposed for minimizing makespan. In our improved GA, a mix of random initialization population by combining initialization machine and initialization operation with random initialization is designed for generating high-quality initial population. In addition, the elitist strategy (ES and improved population diversity strategy (IPDS are used to avoid falling into the local optimal solution. Experimental results for static and several dynamic events in the FJSP show that our method is feasible and effective.

  4. Job resources and emotional exhaustion: The mediating role of learning opportunities

    NARCIS (Netherlands)

    Ruysseveldt, J. van; Verboon, P.; Smulders, P.G.W.

    2011-01-01

    The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We

  5. Heuristic and Exact Algorithms for the Two-Machine Just in Time Job Shop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Mohammed Al-Salem

    2016-01-01

    Full Text Available The problem addressed in this paper is the two-machine job shop scheduling problem when the objective is to minimize the total earliness and tardiness from a common due date (CDD for a set of jobs when their weights equal 1 (unweighted problem. This objective became very significant after the introduction of the Just in Time manufacturing approach. A procedure to determine whether the CDD is restricted or unrestricted is developed and a semirestricted CDD is defined. Algorithms are introduced to find the optimal solution when the CDD is unrestricted and semirestricted. When the CDD is restricted, which is a much harder problem, a heuristic algorithm is proposed to find approximate solutions. Through computational experiments, the heuristic algorithms’ performance is evaluated with problems up to 500 jobs.

  6. Emotional job demands and the role of matching job resources: a cross-sectional survey study among health care workers.

    Science.gov (United States)

    de Jonge, Jan; Le Blanc, Pascale M; Peeters, Maria C W; Noordam, Hanneke

    2008-10-01

    Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. To test the moderating role of matching (i.e. emotional) and non-matching (i.e. cognitive) job resources in the relation between emotional job demands and employee health/well-being (i.e. emotional exhaustion, employee creativity, and work motivation). A cross-sectional survey with anonymous questionnaires was conducted. A large organization for residential elderly care with eight locations in an urban area in the Netherlands. Questionnaires were distributed to 1259 health care workers, of which 826 people returned the questionnaire (66% response rate). In addition to descriptive statistics, multivariate multiple regression analysis (LISREL 8.54) with cross-validation was conducted. Findings showed that emotional job resources moderated the relation between emotional job demands and health/well-being outcomes. Firstly, emotional job resources were able to moderate the relation between emotional job demands and emotional exhaustion. Secondly, both emotional job resources and, to a lesser extent, cognitive job resources were able to moderate the relation between emotional job demands and positive well-being outcomes (i.e. employee creativity and work motivation). Finally, cross-validation showed that parameter estimates did not vary across subsamples. Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being. Providing health care workers with more, preferably matching, job resources could make emotional job demands less stressful, and even stimulating and challenging. Future longitudinal studies should investigate the interplay of emotional job demands and (matching) job resources more profoundly.

  7. Two-Agent Single-Machine Scheduling of Jobs with Time-Dependent Processing Times and Ready Times

    Directory of Open Access Journals (Sweden)

    Jan-Yee Kung

    2013-01-01

    Full Text Available Scheduling involving jobs with time-dependent processing times has recently attracted much research attention. However, multiagent scheduling with simultaneous considerations of jobs with time-dependent processing times and ready times is relatively unexplored. Inspired by this observation, we study a two-agent single-machine scheduling problem in which the jobs have both time-dependent processing times and ready times. We consider the model in which the actual processing time of a job of the first agent is a decreasing function of its scheduled position while the actual processing time of a job of the second agent is an increasing function of its scheduled position. In addition, each job has a different ready time. The objective is to minimize the total completion time of the jobs of the first agent with the restriction that no tardy job is allowed for the second agent. We propose a branch-and-bound and several genetic algorithms to obtain optimal and near-optimal solutions for the problem, respectively. We also conduct extensive computational results to test the proposed algorithms and examine the impacts of different problem parameters on their performance.

  8. Study on multi-objective flexible job-shop scheduling problem considering energy consumption

    Directory of Open Access Journals (Sweden)

    Zengqiang Jiang

    2014-06-01

    Full Text Available Purpose: Build a multi-objective Flexible Job-shop Scheduling Problem(FJSP optimization model, in which the makespan, processing cost, energy consumption and cost-weighted processing quality are considered, then Design a Modified Non-dominated Sorting Genetic Algorithm (NSGA-II based on blood variation for above scheduling model.Design/methodology/approach: A multi-objective optimization theory based on Pareto optimal method is used in carrying out the optimization model. NSGA-II is used to solve the model.Findings: By analyzing the research status and insufficiency of multi-objective FJSP, Find that the difference in scheduling will also have an effect on energy consumption in machining process and environmental emissions. Therefore, job-shop scheduling requires not only guaranteeing the processing quality, time and cost, but also optimizing operation plan of machines and minimizing energy consumption.Originality/value: A multi-objective FJSP optimization model is put forward, in which the makespan, processing cost, energy consumption and cost-weighted processing quality are considered. According to above model, Blood-Variation-based NSGA-II (BVNSGA-II is designed. In which, the chromosome mutation rate is determined after calculating the blood relationship between two cross chromosomes, crossover and mutation strategy of NSGA-II is optimized and the prematurity of population is overcome. Finally, the performance of the proposed model and algorithm is evaluated through a case study, and the results proved the efficiency and feasibility of the proposed model and algorithm.

  9. Exploring Supervisor-Related Job Resources as Mediators between Supervisor Conflict and Job Attitudes in Hospital Employees

    Directory of Open Access Journals (Sweden)

    Achim Elfering

    2017-03-01

    Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

  10. Hybrid Discrete Differential Evolution Algorithm for Lot Splitting with Capacity Constraints in Flexible Job Scheduling

    Directory of Open Access Journals (Sweden)

    Xinli Xu

    2013-01-01

    Full Text Available A two-level batch chromosome coding scheme is proposed to solve the lot splitting problem with equipment capacity constraints in flexible job shop scheduling, which includes a lot splitting chromosome and a lot scheduling chromosome. To balance global search and local exploration of the differential evolution algorithm, a hybrid discrete differential evolution algorithm (HDDE is presented, in which the local strategy with dynamic random searching based on the critical path and a random mutation operator is developed. The performance of HDDE was experimented with 14 benchmark problems and the practical dye vat scheduling problem. The simulation results showed that the proposed algorithm has the strong global search capability and can effectively solve the practical lot splitting problems with equipment capacity constraints.

  11. A Flexible Job Shop Scheduling Problem with Controllable Processing Times to Optimize Total Cost of Delay and Processing

    Directory of Open Access Journals (Sweden)

    Hadi Mokhtari

    2015-11-01

    Full Text Available In this paper, the flexible job shop scheduling problem with machine flexibility and controllable process times is studied. The main idea is that the processing times of operations may be controlled by consumptions of additional resources. The purpose of this paper to find the best trade-off between processing cost and delay cost in order to minimize the total costs. The proposed model, flexible job shop scheduling with controllable processing times (FJCPT, is formulated as an integer non-linear programming (INLP model and then it is converted into an integer linear programming (ILP model. Due to NP-hardness of FJCPT, conventional analytic optimization methods are not efficient. Hence, in order to solve the problem, a Scatter Search (SS, as an efficient metaheuristic method, is developed. To show the effectiveness of the proposed method, numerical experiments are conducted. The efficiency of the proposed algorithm is compared with that of a genetic algorithm (GA available in the literature for solving FJSP problem. The results showed that the proposed SS provide better solutions than the existing GA.

  12. Job demands, job resources, and work engagement of Japanese employees: a prospective cohort study.

    Science.gov (United States)

    Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Shimazu, Akihito; Tomioka, Kimiko; Nakanishi, Mayuko

    2013-05-01

    Research on the prospective association of job demands and job resources with work engagement is still limited in Asian countries, such as Japan. The purpose of the present study was to investigate the prospective association of job demands (i.e., psychological demands and extrinsic effort) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), based on the job demands-control (JD-C) [or demand-control-support (DCS)] model and the effort-reward imbalance (ERI) model, with work engagement among Japanese employees. The participants included 423 males and 672 females from five branches of a manufacturing company in Japan. Self-administered questionnaires, including the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance Questionnaire (ERIQ), the nine-item Utrecht Work Engagement Scale (UWES-9), and demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the UWES-9 was used again to assess work engagement. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics and work engagement at baseline, higher psychological demands and decision latitude were positively and significantly associated with greater work engagement at follow-up (β = 0.054, p = 0.020 for psychological demands and β = 0.061, p = 0.020 for decision latitude). Having higher psychological demands and decision latitude may enhance work engagement among Japanese employees.

  13. Positive engagement and job resources in dental practice

    NARCIS (Netherlands)

    Gorter, R.C.; te Brake, J.H.M.; Hoogstraten, J.; Eijkman, M.A.J.

    2008-01-01

    Objectives: The aim of this study is to determine the level of engagement among dentists, and subsequently, to investigate which dental job resources are positively correlated with engagement. Methods: By stratifying on gender, age, and region, a representative sample of 848 general dental

  14. The job demands-resources model : state of the art

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.

    2007-01-01

    Purpose - The purpose of this paper is to give a state-of-the art overview of the Job Demands-Resources (JD-R) model Design/methodology/approach - The strengths and weaknesses of the demand-control model and the effort-reward imbalance model regarding their predictive value for employee well being

  15. Job resources and employee engagement : A cross-national study

    NARCIS (Netherlands)

    Farndale, E.; Murrer, I.N.J.

    2015-01-01

    Purpose In light of increasing globalization of workforces, the purpose of this paper is to explore the moderating effect of country on the relationship between job resources and employee engagement. Design/methodology/approach Questionnaire responses from 19,260 employees of a large multinational

  16. Human resources management and lecturer's job satisfaction in ...

    African Journals Online (AJOL)

    The study examines the extent to which the management of human resources by the administrators influence lecturers' job satisfaction in tertiary institutions in Akwa Ibom and Cross River States, Nigeria. The ex-post-facto research design was used for the study. The population of the study was 2286 lecturers from nine (9) ...

  17. Engaging leadership in the job demands-resources model

    NARCIS (Netherlands)

    Schaufeli, Wilmar B.|info:eu-repo/dai/nl/073779563

    2015-01-01

    Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels

  18. Job demands-resources theory: taking stock and looking forward

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.

    2017-01-01

    The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles

  19. The Job Demands?Resources model: Challenges for future research

    NARCIS (Netherlands)

    E. Demerouti (Eva); A.B. Bakke (Arnold B.)

    2011-01-01

    textabstractMotivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working

  20. The Job Demands-Resources model: challenges for future research

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.

    2011-01-01

    Motivation: The motivation of this overview is to present the state of the art of Job Demands–Resources (JD–R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and

  1. Work orientations in the job demands-resources model

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Fried, Y.

    2012-01-01

    Purpose – This study aims to examine the role of instrumental vs intrinsic work orientations in the job demands-resources (JD-R) model. Design/methodology – Using a sample of 123 employees, the authors investigated longitudinally whether an instrumental work orientation moderates the motivational

  2. Worker flexibility in a parallel dual resource constrained job shop

    NARCIS (Netherlands)

    Yue, H.; Slomp, J.; Molleman, E.; van der Zee, D.J.

    2008-01-01

    In this paper we investigate cross-training policies in a dual resource constraint (DRC) parallel job shop where new part types are frequently introduced into the system. Each new part type introduction induces the need for workers to go through a learning curve. A cross-training policy relates to

  3. Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes.

    Science.gov (United States)

    Brauchli, Rebecca; Jenny, Gregor J; Füllemann, Désirée; Bauer, Georg F

    2015-01-01

    Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate-selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

  4. Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

    Directory of Open Access Journals (Sweden)

    Rebecca Brauchli

    2015-01-01

    Full Text Available Studies using the Job Demands-Resources (JD-R model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

  5. The Job Demands-Resources model: Further evidence for the buffering effect of personal resources

    Directory of Open Access Journals (Sweden)

    Maxime A. Tremblay

    2011-05-01

    Research purpose: Using the Job Demands-Resources (JD-R model as a theoretical framework, the present study examined the role of compassion satisfaction, conceptualised as a personal resource, in buffering the relationship between job demands and job strain. Motivation for the study: Accordingly, four demanding aspects of the job (i.e. role overload, insufficiency, ambiguity and conflict and one personal resource (i.e. compassion satisfaction were used to test the central hypothesis that the interaction between (high job demands and (low personal resources produces the highest levels of anxiety and depression as indicators of job strain. Research design, approach and method: Hypotheses were tested amongst 122 military chaplains. Main findings: Results showed that compassion satisfaction partially moderated the relationship between job demands and job strain. More specifically, when compassion satisfaction was high, the effect of role overload on job strain was significantly reduced. However, the relationships between the other three role stressors and job strain were not offset by compassion satisfaction. Practical/managerial implications: The theoretical and practical implications of these findings for the JD-R model are discussed. Contribution/value-add: Despite the limitations of this study, the present findings still have important implications for future research and practice. Our findings highlight the fact that the empowerment of employees’ personal resources, as outlined in the JD-R model, may not only be of value for employees to thrive, but may also be particularly beneficial in terms of compassion satisfaction being viewed as a protective factor to adverse working conditions.

  6. Accumulative job demands and support for strength use : Fine-tuning the job demands-resources model using conservation of resources theory

    NARCIS (Netherlands)

    van Woerkom, M.; Bakker, A.B.; Nishii, L.H.

    2016-01-01

    Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands—that of strengths use. We test the idea that employees who are

  7. The Impact of the Implementation Cost of Replication in Data Grid Job Scheduling

    Directory of Open Access Journals (Sweden)

    Babar Nazir

    2018-05-01

    Full Text Available Data Grids deal with geographically-distributed large-scale data-intensive applications. Schemes scheduled for data grids attempt to not only improve data access time, but also aim to improve the ratio of data availability to a node, where the data requests are generated. Data replication techniques manage large data by storing a number of data files efficiently. In this paper, we propose centralized dynamic scheduling strategy-replica placement strategies (CDSS-RPS. CDSS-RPS schedule the data and task so that it minimizes the implementation cost and data transfer time. CDSS-RPS consists of two algorithms, namely (a centralized dynamic scheduling (CDS and (b replica placement strategy (RPS. CDS considers the computing capacity of a node and finds an appropriate location for the job. RPS attempts to improve file access time by using replication on the basis of number of accesses, storage capacity of a computing node, and response time of a requested file. Extensive simulations are carried out to demonstrate the effectiveness of the proposed strategy. Simulation results demonstrate that the replication and scheduling strategies improve the implementation cost and average access time significantly.

  8. FFTF and Advanced Reactors Transition Program Resource Loaded Schedule

    Energy Technology Data Exchange (ETDEWEB)

    GANTT, D.A.

    2000-10-31

    This Resource Load Schedule (RLS) addresses two missions. The Advanced Reactors Transition (ART) mission, funded by DOE-EM, is to transition assigned, surplus facilities to a safe and compliant, low-cost, stable, deactivated condition (requiring minimal surveillance and maintenance) pending eventual reuse or D&D. Facilities to be transitioned include the 309 Building Plutonium Recycle Test Reactor (PRTR) and Nuclear Energy Legacy facilities. This mission is funded through the Environmental Management (EM) Project Baseline Summary (PBS) RL-TP11, ''Advanced Reactors Transition.'' The second mission, the Fast Flux Test Facility (FFTF) Project, is funded through budget requests submitted to the Office of Nuclear Energy, Science and Technology (DOE-NE). The FFTF Project mission is maintaining the FFTF, the Fuels and Materials Examination Facility (FMEF), and affiliated 400 Area buildings in a safe and compliant standby condition. This mission is to preserve the condition of the plant hardware, software, and personnel in a manner not to preclude a plant restart. This revision of the Resource Loaded Schedule (RLS) is based upon the technical scope in the latest revision of the following project and management plans: Fast Flux Test Facility Standby Plan (Reference 1); Hanford Site Sodium Management Plan (Reference 2); and 309 Building Transition Plan (Reference 4). The technical scope, cost, and schedule baseline is also in agreement with the concurrent revision to the ART Fiscal Year (FY) 2001 Multi-Year Work Plan (MYWP), which is available in an electronic version (only) on the Hanford Local Area Network, within the ''Hanford Data Integrator (HANDI)'' application.

  9. A Pareto archive floating search procedure for solving multi-objective flexible job shop scheduling problem

    Directory of Open Access Journals (Sweden)

    J. S. Sadaghiani

    2014-04-01

    Full Text Available Flexible job shop scheduling problem is a key factor of using efficiently in production systems. This paper attempts to simultaneously optimize three objectives including minimization of the make span, total workload and maximum workload of jobs. Since the multi objective flexible job shop scheduling problem is strongly NP-Hard, an integrated heuristic approach has been used to solve it. The proposed approach was based on a floating search procedure that has used some heuristic algorithms. Within floating search procedure utilize local heuristic algorithms; it makes the considered problem into two sections including assigning and sequencing sub problem. First of all search is done upon assignment space achieving an acceptable solution and then search would continue on sequencing space based on a heuristic algorithm. This paper has used a multi-objective approach for producing Pareto solution. Thus proposed approach was adapted on NSGA II algorithm and evaluated Pareto-archives. The elements and parameters of the proposed algorithms were adjusted upon preliminary experiments. Finally, computational results were used to analyze efficiency of the proposed algorithm and this results showed that the proposed algorithm capable to produce efficient solutions.

  10. Comparative study of heuristics algorithms in solving flexible job shop scheduling problem with condition based maintenance

    Directory of Open Access Journals (Sweden)

    Yahong Zheng

    2014-05-01

    Full Text Available Purpose: This paper focuses on a classic optimization problem in operations research, the flexible job shop scheduling problem (FJSP, to discuss the method to deal with uncertainty in a manufacturing system.Design/methodology/approach: In this paper, condition based maintenance (CBM, a kind of preventive maintenance, is suggested to reduce unavailability of machines. Different to the simultaneous scheduling algorithm (SSA used in the previous article (Neale & Cameron,1979, an inserting algorithm (IA is applied, in which firstly a pre-schedule is obtained through heuristic algorithm and then maintenance tasks are inserted into the pre-schedule scheme.Findings: It is encouraging that a new better solution for an instance in benchmark of FJSP is obtained in this research. Moreover, factually SSA used in literature for solving normal FJSPPM (FJSP with PM is not suitable for the dynamic FJSPPM. Through application in the benchmark of normal FJSPPM, it is found that although IA obtains inferior results compared to SSA used in literature, it performs much better in executing speed.Originality/value: Different to traditional scheduling of FJSP, uncertainty of machines is taken into account, which increases the complexity of the problem. An inserting algorithm (IA is proposed to solve the dynamic scheduling problem. It is stated that the quality of the final result depends much on the quality of the pre-schedule obtained during the procedure of solving a normal FJSP. In order to find the best solution of FJSP, a comparative study of three heuristics is carried out, the integrated GA, ACO and ABC. In the comparative study, we find that GA performs best in the three heuristic algorithms. Meanwhile, a new better solution for an instance in benchmark of FJSP is obtained in this research.

  11. Comparison of job stress and obesity in nurses with favorable and unfavorable work schedules.

    Science.gov (United States)

    Han, Kihye; Trinkoff, Alison M; Storr, Carla L; Geiger-Brown, Jeanne; Johnson, Karen L; Park, Sungae

    2012-08-01

    To compare obesity-related factors between female nurses with favorable work schedules (WSs) and unfavorable WSs. In a cross-sectional study, 1724 female nurses were stratified by WS (favorable vs unfavorable). For each schedule type, the odds of obesity were related to health behaviors, home demands, and job stress using logistic regression models. Among nurses with unfavorable WSs, healthy behaviors (exercise, sleep) were inversely associated with obesity, whereas for those with favorable WSs, obese nurses reported significantly more unhealthy behaviors (smoking, alcohol use; odds ratio [OR], 1.19; 95% confidence interval [CI], 1.02-1.38), more physical lifting of children/dependents (OR, 1.43; 95% CI, 1.06-1.93), having more nurse input into their jobs (OR, 1.21; 95% CI, 1.02-1.44), yet less boss support at work (OR, 0.83; 95% CI, 0.68-0.99). Considering impacts of WSs on obesity and potential obesity-related health outcomes, healthful scheduling should be provided to nurses.

  12. MIP Models and Hybrid Algorithms for Simultaneous Job Splitting and Scheduling on Unrelated Parallel Machines

    Science.gov (United States)

    Ozmutlu, H. Cenk

    2014-01-01

    We developed mixed integer programming (MIP) models and hybrid genetic-local search algorithms for the scheduling problem of unrelated parallel machines with job sequence and machine-dependent setup times and with job splitting property. The first contribution of this paper is to introduce novel algorithms which make splitting and scheduling simultaneously with variable number of subjobs. We proposed simple chromosome structure which is constituted by random key numbers in hybrid genetic-local search algorithm (GAspLA). Random key numbers are used frequently in genetic algorithms, but it creates additional difficulty when hybrid factors in local search are implemented. We developed algorithms that satisfy the adaptation of results of local search into the genetic algorithms with minimum relocation operation of genes' random key numbers. This is the second contribution of the paper. The third contribution of this paper is three developed new MIP models which are making splitting and scheduling simultaneously. The fourth contribution of this paper is implementation of the GAspLAMIP. This implementation let us verify the optimality of GAspLA for the studied combinations. The proposed methods are tested on a set of problems taken from the literature and the results validate the effectiveness of the proposed algorithms. PMID:24977204

  13. MIP models and hybrid algorithms for simultaneous job splitting and scheduling on unrelated parallel machines.

    Science.gov (United States)

    Eroglu, Duygu Yilmaz; Ozmutlu, H Cenk

    2014-01-01

    We developed mixed integer programming (MIP) models and hybrid genetic-local search algorithms for the scheduling problem of unrelated parallel machines with job sequence and machine-dependent setup times and with job splitting property. The first contribution of this paper is to introduce novel algorithms which make splitting and scheduling simultaneously with variable number of subjobs. We proposed simple chromosome structure which is constituted by random key numbers in hybrid genetic-local search algorithm (GAspLA). Random key numbers are used frequently in genetic algorithms, but it creates additional difficulty when hybrid factors in local search are implemented. We developed algorithms that satisfy the adaptation of results of local search into the genetic algorithms with minimum relocation operation of genes' random key numbers. This is the second contribution of the paper. The third contribution of this paper is three developed new MIP models which are making splitting and scheduling simultaneously. The fourth contribution of this paper is implementation of the GAspLAMIP. This implementation let us verify the optimality of GAspLA for the studied combinations. The proposed methods are tested on a set of problems taken from the literature and the results validate the effectiveness of the proposed algorithms.

  14. Resource Allocation and Outpatient Appointment Scheduling Using Simulation Optimization

    Directory of Open Access Journals (Sweden)

    Carrie Ka Yuk Lin

    2017-01-01

    Full Text Available This paper studies the real-life problems of outpatient clinics having the multiple objectives of minimizing resource overtime, patient waiting time, and waiting area congestion. In the clinic, there are several patient classes, each of which follows different treatment procedure flow paths through a multiphase and multiserver queuing system with scarce staff and limited space. We incorporate the stochastic factors for the probabilities of the patients being diverted into different flow paths, patient punctuality, arrival times, procedure duration, and the number of accompanied visitors. We present a novel two-stage simulation-based heuristic algorithm to assess various tactical and operational decisions for optimizing the multiple objectives. In stage I, we search for a resource allocation plan, and in stage II, we determine a block appointment schedule by patient class and a service discipline for the daily operational level. We also explore the effects of the separate strategies and their integration to identify the best possible combination. The computational experiments are designed on the basis of data from a study of an ophthalmology clinic in a public hospital. Results show that our approach significantly mitigates the undesirable outcomes by integrating the strategies and increasing the resource flexibility at the bottleneck procedures without adding resources.

  15. Volunteers in Circles of Support and Accountability Job Demands, Job Resources, and Outcome.

    Science.gov (United States)

    Höing, Mechtild; Bogaerts, Stefan; Vogelvang, Bas

    2017-09-01

    In Circles of Support and Accountability (CoSA), volunteers support a medium- to high-risk sex offender in his process toward desistance by developing a long-term empathic relationship. More knowledge is needed about the impact of this work on volunteers themselves. In a sample of 40 Dutch CoSA volunteers-at the time constituting 37% of the national population of 108 then active CoSA volunteers-we measured outcome in terms of volunteer satisfaction, determination to continue, compassion satisfaction, burnout and secondary stress, vicarious growth, civic capacities, and professional skills. We explored theoretically derived predictors of positive and negative outcome, and conceptualized them within the Job Demands-Resources model (JD-R). Volunteers reported mainly positive effects, especially high levels of volunteer satisfaction, compassion satisfaction, and determination to continue. Results indicated that job demands and most of the internal job resources were of minor importance. External job resources, especially social support and connectedness, were associated with positive outcome. Connectedness mediated the effect of social support on compassion satisfaction.

  16. Job demands, resources and mental health in UK prison officers.

    Science.gov (United States)

    Kinman, G; Clements, A J; Hart, J

    2017-08-01

    Research findings indicate that working as a prison officer can be highly stressful, but the aspects of work that predict their mental health status are largely unknown. To examine, using elements of the demands-resources model, the extent to which work pressure and several potential resources (i.e. control, support from managers and co-workers, role clarity, effective working relationships and positive change management) predict mental health in a sample of UK prison officers. The Health and Safety Executive Management Standards Indicator Tool was used to measure job demands and resources. Mental health was assessed by the General Health Questionnaire-28. The effects of demands and resources on mental health were examined via linear regression analysis with GHQ score as the outcome. The study sample comprised 1267 prison officers (86% male). Seventy-four per cent met 'caseness' criteria for mental health problems. Job demands, poor interpersonal relationships, role ambiguity and, to a lesser extent, low job control and poor management of change were key predictors of mental health status. The findings of this study can help occupational health practitioners and psychologists develop structured interventions to improve well-being among prison officers. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

  17. Iterated greedy algorithms to minimize the total family flow time for job-shop scheduling with job families and sequence-dependent set-ups

    Science.gov (United States)

    Kim, Ji-Su; Park, Jung-Hyeon; Lee, Dong-Ho

    2017-10-01

    This study addresses a variant of job-shop scheduling in which jobs are grouped into job families, but they are processed individually. The problem can be found in various industrial systems, especially in reprocessing shops of remanufacturing systems. If the reprocessing shop is a job-shop type and has the component-matching requirements, it can be regarded as a job shop with job families since the components of a product constitute a job family. In particular, sequence-dependent set-ups in which set-up time depends on the job just completed and the next job to be processed are also considered. The objective is to minimize the total family flow time, i.e. the maximum among the completion times of the jobs within a job family. A mixed-integer programming model is developed and two iterated greedy algorithms with different local search methods are proposed. Computational experiments were conducted on modified benchmark instances and the results are reported.

  18. Single machine total completion time minimization scheduling with a time-dependent learning effect and deteriorating jobs

    Science.gov (United States)

    Wang, Ji-Bo; Wang, Ming-Zheng; Ji, Ping

    2012-05-01

    In this article, we consider a single machine scheduling problem with a time-dependent learning effect and deteriorating jobs. By the effects of time-dependent learning and deterioration, we mean that the job processing time is defined by a function of its starting time and total normal processing time of jobs in front of it in the sequence. The objective is to determine an optimal schedule so as to minimize the total completion time. This problem remains open for the case of -1 < a < 0, where a denotes the learning index; we show that an optimal schedule of the problem is V-shaped with respect to job normal processing times. Three heuristic algorithms utilising the V-shaped property are proposed, and computational experiments show that the last heuristic algorithm performs effectively and efficiently in obtaining near-optimal solutions.

  19. Parallel-aware, dedicated job co-scheduling within/across symmetric multiprocessing nodes

    Science.gov (United States)

    Jones, Terry R.; Watson, Pythagoras C.; Tuel, William; Brenner, Larry; ,Caffrey, Patrick; Fier, Jeffrey

    2010-10-05

    In a parallel computing environment comprising a network of SMP nodes each having at least one processor, a parallel-aware co-scheduling method and system for improving the performance and scalability of a dedicated parallel job having synchronizing collective operations. The method and system uses a global co-scheduler and an operating system kernel dispatcher adapted to coordinate interfering system and daemon activities on a node and across nodes to promote intra-node and inter-node overlap of said interfering system and daemon activities as well as intra-node and inter-node overlap of said synchronizing collective operations. In this manner, the impact of random short-lived interruptions, such as timer-decrement processing and periodic daemon activity, on synchronizing collective operations is minimized on large processor-count SPMD bulk-synchronous programming styles.

  20. An Artificial Bee Colony Algorithm for the Job Shop Scheduling Problem with Random Processing Times

    Directory of Open Access Journals (Sweden)

    Rui Zhang

    2011-09-01

    Full Text Available Due to the influence of unpredictable random events, the processing time of each operation should be treated as random variables if we aim at a robust production schedule. However, compared with the extensive research on the deterministic model, the stochastic job shop scheduling problem (SJSSP has not received sufficient attention. In this paper, we propose an artificial bee colony (ABC algorithm for SJSSP with the objective of minimizing the maximum lateness (which is an index of service quality. First, we propose a performance estimate for preliminary screening of the candidate solutions. Then, the K-armed bandit model is utilized for reducing the computational burden in the exact evaluation (through Monte Carlo simulation process. Finally, the computational results on different-scale test problems validate the effectiveness and efficiency of the proposed approach.

  1. A Review On Job Shop Scheduling Using Non-Conventional Optimization Algorithm

    OpenAIRE

    K.Mallikarjuna; Venkatesh.G

    2014-01-01

    A great deal of research has been focused on solving job shop scheduling problem (∫J), over the last four decades, resulting in a wide variety of approaches. Recently much effort has been concentrated on hybrid methods to solve ∫J, as a single technique cannot solve this stubborn problem. As a result much effort has recently been concentrated on techniques that lead to combinatorial optimization methods and a meta-strategy which guides the search out of local optima. In this p...

  2. Optimal Scheduling for Retrieval Jobs in Double-Deep AS/RS by Evolutionary Algorithms

    Directory of Open Access Journals (Sweden)

    Kuo-Yang Wu

    2013-01-01

    Full Text Available We investigate the optimal scheduling of retrieval jobs for double-deep type Automated Storage and Retrieval Systems (AS/RS in the Flexible Manufacturing System (FMS used in modern industrial production. Three types of evolutionary algorithms, the Genetic Algorithm (GA, the Immune Genetic Algorithm (IGA, and the Particle Swarm Optimization (PSO algorithm, are implemented to obtain the optimal assignments. The objective is to minimize the working distance, that is, the shortest retrieval time travelled by the Storage and Retrieval (S/R machine. Simulation results and comparisons show the advantages and feasibility of the proposed methods.

  3. Proposed algorithm to improve job shop production scheduling using ant colony optimization method

    Science.gov (United States)

    Pakpahan, Eka KA; Kristina, Sonna; Setiawan, Ari

    2017-12-01

    This paper deals with the determination of job shop production schedule on an automatic environment. On this particular environment, machines and material handling system are integrated and controlled by a computer center where schedule were created and then used to dictate the movement of parts and the operations at each machine. This setting is usually designed to have an unmanned production process for a specified interval time. We consider here parts with various operations requirement. Each operation requires specific cutting tools. These parts are to be scheduled on machines each having identical capability, meaning that each machine is equipped with a similar set of cutting tools therefore is capable of processing any operation. The availability of a particular machine to process a particular operation is determined by the remaining life time of its cutting tools. We proposed an algorithm based on the ant colony optimization method and embedded them on matlab software to generate production schedule which minimize the total processing time of the parts (makespan). We test the algorithm on data provided by real industry and the process shows a very short computation time. This contributes a lot to the flexibility and timelines targeted on an automatic environment.

  4. Antecedents of Psychological Contract Breach: The Role of Job Demands, Job Resources, and Affect.

    Directory of Open Access Journals (Sweden)

    Tim Vantilborgh

    Full Text Available While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive affect. Positive and negative affect, in turn, influence the likelihood that psychological contract breaches are perceived. We conducted two experience sampling studies to test our hypotheses: the first using daily surveys in a sample of volunteers, the second using weekly surveys in samples of volunteers and paid employees. Our results confirm that job demands and resources are associated with negative and positive affect respectively. Mediation analyses revealed that people who experienced high job resources were less likely to report psychological contract breach, because they experienced high levels of positive affect. The mediating role of negative affect was more complex, as it increased the likelihood to perceive psychological contract breach, but only in the short-term.

  5. Antecedents of Psychological Contract Breach: The Role of Job Demands, Job Resources, and Affect.

    Science.gov (United States)

    Vantilborgh, Tim; Bidee, Jemima; Pepermans, Roland; Griep, Yannick; Hofmans, Joeri

    2016-01-01

    While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive affect. Positive and negative affect, in turn, influence the likelihood that psychological contract breaches are perceived. We conducted two experience sampling studies to test our hypotheses: the first using daily surveys in a sample of volunteers, the second using weekly surveys in samples of volunteers and paid employees. Our results confirm that job demands and resources are associated with negative and positive affect respectively. Mediation analyses revealed that people who experienced high job resources were less likely to report psychological contract breach, because they experienced high levels of positive affect. The mediating role of negative affect was more complex, as it increased the likelihood to perceive psychological contract breach, but only in the short-term.

  6. The Job Demands?Resources model: Challenges for future research

    OpenAIRE

    Demerouti, Eva; Bakke, Arnold B.

    2011-01-01

    textabstractMotivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studie...

  7. Self-Efficacy and Workaholism as Initiators of the Job Demands-Resources Model

    Science.gov (United States)

    Guglielmi, Dina; Simbula, Silvia; Schaufeli, Wilmar B.; Depolo, Marco

    2012-01-01

    Purpose: This study aims to investigate school principals' well-being by using the job demands-resources (JD-R) model as a theoretical framework. It aims at making a significant contribution to the development of this model by considering not only job demands and job resources, but also the role of personal resources and personal demands as…

  8. The Job Demands-Resources Model in China: Validation and Extension

    NARCIS (Netherlands)

    Hu, Q.

    2014-01-01

    The Job Demands-Resources (JD-R) Model assumes that employee health and well-being result from the interplay between job demands and job resources. Based on its openheuristic nature, the JD-R model can be applied to various occupational settings, irrespective of the particular demands and resources

  9. The Job Demands-Resources Model: An Analysis of Additive and Joint Effects of Demands and Resources

    Science.gov (United States)

    Hu, Qiao; Schaufeli, Wilmar B.; Taris, Toon W.

    2011-01-01

    The present study investigated the additive, synergistic, and moderating effects of job demands and job resources on well-being (burnout and work engagement) and organizational outcomes, as specified by the Job Demands-Resources (JD-R) model. A survey was conducted among two Chinese samples: 625 blue collar workers and 761 health professionals. A…

  10. A Bee Evolutionary Guiding Nondominated Sorting Genetic Algorithm II for Multiobjective Flexible Job-Shop Scheduling

    Directory of Open Access Journals (Sweden)

    Qianwang Deng

    2017-01-01

    Full Text Available Flexible job-shop scheduling problem (FJSP is an NP-hard puzzle which inherits the job-shop scheduling problem (JSP characteristics. This paper presents a bee evolutionary guiding nondominated sorting genetic algorithm II (BEG-NSGA-II for multiobjective FJSP (MO-FJSP with the objectives to minimize the maximal completion time, the workload of the most loaded machine, and the total workload of all machines. It adopts a two-stage optimization mechanism during the optimizing process. In the first stage, the NSGA-II algorithm with T iteration times is first used to obtain the initial population N, in which a bee evolutionary guiding scheme is presented to exploit the solution space extensively. In the second stage, the NSGA-II algorithm with GEN iteration times is used again to obtain the Pareto-optimal solutions. In order to enhance the searching ability and avoid the premature convergence, an updating mechanism is employed in this stage. More specifically, its population consists of three parts, and each of them changes with the iteration times. What is more, numerical simulations are carried out which are based on some published benchmark instances. Finally, the effectiveness of the proposed BEG-NSGA-II algorithm is shown by comparing the experimental results and the results of some well-known algorithms already existed.

  11. A Bee Evolutionary Guiding Nondominated Sorting Genetic Algorithm II for Multiobjective Flexible Job-Shop Scheduling.

    Science.gov (United States)

    Deng, Qianwang; Gong, Guiliang; Gong, Xuran; Zhang, Like; Liu, Wei; Ren, Qinghua

    2017-01-01

    Flexible job-shop scheduling problem (FJSP) is an NP-hard puzzle which inherits the job-shop scheduling problem (JSP) characteristics. This paper presents a bee evolutionary guiding nondominated sorting genetic algorithm II (BEG-NSGA-II) for multiobjective FJSP (MO-FJSP) with the objectives to minimize the maximal completion time, the workload of the most loaded machine, and the total workload of all machines. It adopts a two-stage optimization mechanism during the optimizing process. In the first stage, the NSGA-II algorithm with T iteration times is first used to obtain the initial population N , in which a bee evolutionary guiding scheme is presented to exploit the solution space extensively. In the second stage, the NSGA-II algorithm with GEN iteration times is used again to obtain the Pareto-optimal solutions. In order to enhance the searching ability and avoid the premature convergence, an updating mechanism is employed in this stage. More specifically, its population consists of three parts, and each of them changes with the iteration times. What is more, numerical simulations are carried out which are based on some published benchmark instances. Finally, the effectiveness of the proposed BEG-NSGA-II algorithm is shown by comparing the experimental results and the results of some well-known algorithms already existed.

  12. Flexible Job Shop Scheduling Problem Using an Improved Ant Colony Optimization

    Directory of Open Access Journals (Sweden)

    Lei Wang

    2017-01-01

    Full Text Available As an extension of the classical job shop scheduling problem, the flexible job shop scheduling problem (FJSP plays an important role in real production systems. In FJSP, an operation is allowed to be processed on more than one alternative machine. It has been proven to be a strongly NP-hard problem. Ant colony optimization (ACO has been proven to be an efficient approach for dealing with FJSP. However, the basic ACO has two main disadvantages including low computational efficiency and local optimum. In order to overcome these two disadvantages, an improved ant colony optimization (IACO is proposed to optimize the makespan for FJSP. The following aspects are done on our improved ant colony optimization algorithm: select machine rule problems, initialize uniform distributed mechanism for ants, change pheromone’s guiding mechanism, select node method, and update pheromone’s mechanism. An actual production instance and two sets of well-known benchmark instances are tested and comparisons with some other approaches verify the effectiveness of the proposed IACO. The results reveal that our proposed IACO can provide better solution in a reasonable computational time.

  13. Variable Neighbourhood Search and Mathematical Programming for Just-in-Time Job-Shop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Sunxin Wang

    2014-01-01

    Full Text Available This paper presents a combination of variable neighbourhood search and mathematical programming to minimize the sum of earliness and tardiness penalty costs of all operations for just-in-time job-shop scheduling problem (JITJSSP. Unlike classical E/T scheduling problem with each job having its earliness or tardiness penalty cost, each operation in this paper has its earliness and tardiness penalties, which are paid if the operation is completed before or after its due date. Our hybrid algorithm combines (i a variable neighbourhood search procedure to explore the huge feasible solution spaces efficiently by alternating the swap and insertion neighbourhood structures and (ii a mathematical programming model to optimize the completion times of the operations for a given solution in each iteration procedure. Additionally, a threshold accepting mechanism is proposed to diversify the local search of variable neighbourhood search. Computational results on the 72 benchmark instances show that our algorithm can obtain the best known solution for 40 problems, and the best known solutions for 33 problems are updated.

  14. A random-key encoded harmony search approach for energy-efficient production scheduling with shared resources

    Science.gov (United States)

    Garcia-Santiago, C. A.; Del Ser, J.; Upton, C.; Quilligan, F.; Gil-Lopez, S.; Salcedo-Sanz, S.

    2015-11-01

    When seeking near-optimal solutions for complex scheduling problems, meta-heuristics demonstrate good performance with affordable computational effort. This has resulted in a gravitation towards these approaches when researching industrial use-cases such as energy-efficient production planning. However, much of the previous research makes assumptions about softer constraints that affect planning strategies and about how human planners interact with the algorithm in a live production environment. This article describes a job-shop problem that focuses on minimizing energy consumption across a production facility of shared resources. The application scenario is based on real facilities made available by the Irish Center for Manufacturing Research. The formulated problem is tackled via harmony search heuristics with random keys encoding. Simulation results are compared to a genetic algorithm, a simulated annealing approach and a first-come-first-served scheduling. The superior performance obtained by the proposed scheduler paves the way towards its practical implementation over industrial production chains.

  15. Multi-objective generation scheduling with hybrid energy resources

    Science.gov (United States)

    Trivedi, Manas

    In economic dispatch (ED) of electric power generation, the committed generating units are scheduled to meet the load demand at minimum operating cost with satisfying all unit and system equality and inequality constraints. Generation of electricity from the fossil fuel releases several contaminants into the atmosphere. So the economic dispatch objective can no longer be considered alone due to the environmental concerns that arise from the emissions produced by fossil fueled electric power plants. This research is proposing the concept of environmental/economic generation scheduling with traditional and renewable energy sources. Environmental/economic dispatch (EED) is a multi-objective problem with conflicting objectives since emission minimization is conflicting with fuel cost minimization. Production and consumption of fossil fuel and nuclear energy are closely related to environmental degradation. This causes negative effects to human health and the quality of life. Depletion of the fossil fuel resources will also be challenging for the presently employed energy systems to cope with future energy requirements. On the other hand, renewable energy sources such as hydro and wind are abundant, inexhaustible and widely available. These sources use native resources and have the capacity to meet the present and the future energy demands of the world with almost nil emissions of air pollutants and greenhouse gases. The costs of fossil fuel and renewable energy are also heading in opposite directions. The economic policies needed to support the widespread and sustainable markets for renewable energy sources are rapidly evolving. The contribution of this research centers on solving the economic dispatch problem of a system with hybrid energy resources under environmental restrictions. It suggests an effective solution of renewable energy to the existing fossil fueled and nuclear electric utilities for the cheaper and cleaner production of electricity with hourly

  16. Day-ahead resource scheduling including demand response for electric vehicles

    DEFF Research Database (Denmark)

    Soares, Joao; Morais, Hugo; Sousa, Tiago

    2014-01-01

    Summary form only given. The energy resource scheduling is becoming increasingly important, as the use of distributed resources is intensified and massive gridable vehicle (V2G) use is envisaged. This paper presents a methodology for day-ahead energy resource scheduling for smart grids considering...

  17. [Job Satisfaction: a quality indicator in nursing human resource management].

    Science.gov (United States)

    Siqueira, Vera Thânia Alves; Kurcgant, Paulina

    2012-02-01

    This descriptive study addresses the job satisfaction of nurse managers and clinical nurses working at the Hematology and Hemotherapy Services of a public hospital in São Paulo. The study objectives were to identify the factors that caused job satisfaction among nurse managers and clinical nurses, and support the results in the development of indicators to evaluate the quality of nursing human resource management. The components of the study were: autonomy, interaction, professional status, job requirements, organizational norms and remuneration. Participants were 44 nurses. Data were collected using a Job Satisfaction Index (JSI) questionnaire. In conclusion, this study permitted the identification of the clinical nurse group, which was the most satisfied, with a JSI of 10.5; the managerial group scored 10.0. Regarding the satisfaction levels in regards to the current activity, 88.9% of the nurse managers reported feeling satisfied, as did 90.9% of clinical nurses. For both groups, autonomy was the component with the highest level of professional satisfaction.

  18. Near-Optimal Heuristics for Just-In-Time Jobs Maximization in Flow Shop Scheduling

    Directory of Open Access Journals (Sweden)

    Helio Yochihiro Fuchigami

    2018-04-01

    Full Text Available The number of just-in-time jobs maximization in a permutation flow shop scheduling problem is considered. A mixed integer linear programming model to represent the problem as well as solution approaches based on enumeration and constructive heuristics were proposed and computationally implemented. Instances with up to 10 jobs and five machines are solved by the mathematical model in an acceptable running time (3.3 min on average while the enumeration method consumes, on average, 1.5 s. The 10 constructive heuristics proposed show they are practical especially for large-scale instances (up to 100 jobs and 20 machines, with very good-quality results and efficient running times. The best two heuristics obtain near-optimal solutions, with only 0.6% and 0.8% average relative deviations. They prove to be better than adaptations of the NEH heuristic (well-known for providing very good solutions for makespan minimization in flow shop for the considered problem.

  19. Solving project scheduling problems by minimum cut computations

    NARCIS (Netherlands)

    Möhring, R.H.; Schulz, A.S.; Stork, F.; Uetz, Marc Jochen

    In project scheduling, a set of precedence-constrained jobs has to be scheduled so as to minimize a given objective. In resource-constrained project scheduling, the jobs additionally compete for scarce resources. Due to its universality, the latter problem has a variety of applications in

  20. Job demands-resources theory: Taking stock and looking forward.

    Science.gov (United States)

    Bakker, Arnold B; Demerouti, Evangelia

    2017-07-01

    The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  1. Automatic programming via iterated local search for dynamic job shop scheduling.

    Science.gov (United States)

    Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

    2015-01-01

    Dispatching rules have been commonly used in practice for making sequencing and scheduling decisions. Due to specific characteristics of each manufacturing system, there is no universal dispatching rule that can dominate in all situations. Therefore, it is important to design specialized dispatching rules to enhance the scheduling performance for each manufacturing environment. Evolutionary computation approaches such as tree-based genetic programming (TGP) and gene expression programming (GEP) have been proposed to facilitate the design task through automatic design of dispatching rules. However, these methods are still limited by their high computational cost and low exploitation ability. To overcome this problem, we develop a new approach to automatic programming via iterated local search (APRILS) for dynamic job shop scheduling. The key idea of APRILS is to perform multiple local searches started with programs modified from the best obtained programs so far. The experiments show that APRILS outperforms TGP and GEP in most simulation scenarios in terms of effectiveness and efficiency. The analysis also shows that programs generated by APRILS are more compact than those obtained by genetic programming. An investigation of the behavior of APRILS suggests that the good performance of APRILS comes from the balance between exploration and exploitation in its search mechanism.

  2. Burnout: Job Resources and Job Demands Associated With Low Personal Accomplishment in United States Radiology Residents.

    Science.gov (United States)

    Guenette, Jeffrey P; Smith, Stacy E

    2018-06-01

    We aimed to identify job resources and job demands associated with measures of personal accomplishment (PA) in radiology residents in the United States. A 34-item online survey was administered between May and June 2017 to U.S. radiology residents and included the 8 Likert-type PA questions from the Maslach Burnout Inventory-Human Services Survey, 19 visual analog scale job demands-resources questions, and 7 demographic questions. Multiple linear regression was calculated to predict PA based on job demands-resources. Effects of binomial demographic factors on PA scores were compared with independent-samples t tests. Effects of categorical demographic factors on PA scores were compared with one-way between-subjects analysis of variance tests. A linear regression was calculated to evaluate the relationship of age on PA scores. "The skills and knowledge that I am building are important and helpful to society" (P = 2 × 10 -16 ), "I have good social support from my co-residents" (P = 4 × 10 -5 ), and "I regularly receive adequate constructive feedback" (P = 4 × 10 -6 ) all positively correlated with PA. PA scores were significantly lower for individuals who were single vs those married or partnered (P = .01). Radiology residents score higher in the PA domain of burnout when they receive adequate constructive feedback, have good co-resident social support, and feel that the skills and knowledge they are building are important to society. Improving constructive feedback mechanisms, enabling resident-only social time, and supporting opportunities that reinforce the importance of their contributions may therefore improve radiology residents' sense of PA. Copyright © 2018. Published by Elsevier Inc.

  3. A matter of match? an experiment on choosing specific job resources in different demanding work situations

    NARCIS (Netherlands)

    Tooren, van den M.; Jonge, de J.; Dormann, C.

    2012-01-01

    Though research on the demand-induced strain compensation (DISC) model has suggested that the type of job resources people employ to deal with job demands may have serious implications for job stress theory and practice, not much is known about the choices people make regarding the investment of job

  4. A matter of match? An experiment on choosing specific job resources in different demanding work situations

    NARCIS (Netherlands)

    van den Tooren, M.; de Jonge, J.; Dormann, C.

    2012-01-01

    Though research on the demand-induced strain compensation (DISC) model has suggested that the type of job resources people employ to deal with job demands may have serious implications for job stress theory and practice, not much is known about the choices people make regarding the investment of job

  5. Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory.

    Science.gov (United States)

    van Woerkom, Marianne; Bakker, Arnold B; Nishii, Lisa H

    2016-01-01

    Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism. In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism. Our sample consisted of 832 employees from 96 departments (response rate = 40.3%) of a Dutch mental health care organization. Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way. Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism. Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands. We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands. (c) 2016 APA, all rights reserved).

  6. Job Pressure and SES-contingent Buffering: Resource Reinforcement, Substitution, or the Stress of Higher Status?

    Science.gov (United States)

    Koltai, Jonathan; Schieman, Scott

    2015-06-01

    Analyses of the 2008 National Study of the Changing Workforce demonstrate that job pressure is associated with greater anxiety and job dissatisfaction. In this paper we ask, What conditions protect workers? The conventional buffering hypothesis in the Job-Demands Resource (JD-R) model predicts that job resources should attenuate the relationship. We test whether the conventional buffering hypothesis depends on socioeconomic status (SES). Support for conventional buffering is evident only for job dissatisfaction--and that generalizes across SES. When anxiety is assessed, however, we observe an SES contingency: Job resources attenuate the positive association between job pressure and anxiety among workers with lower SES, but exacerbate it among those with higher SES. We discuss the implications of this SES-contingent pattern for theoretical scenarios about "resource reinforcement," "resource substitution," and the "stress of higher status." Future research should consider SES indicators as potential contingencies in the relationship between job conditions and mental health. © American Sociological Association 2015.

  7. Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

    Science.gov (United States)

    McVicar, Andrew

    2016-03-01

    To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

  8. Job Burnout and its Association With Work Schedules and Job Satisfaction Among Iranian Nurses in a Public Hospital: A Questionnaire Survey

    Directory of Open Access Journals (Sweden)

    Asghari

    2016-08-01

    Full Text Available Background Job burnout, defined as a syndrome derived from prolonged exposure to stressors at work, is often observed in health care workers. Shift work and job satisfaction are considered two of the occupational risks for burnout in nurses. Nurses have stress and health complaints. In addition, nurses are likely to job burnout. Objectives The current study aimed to determine the prevalence of job burnout and its association with work schedules and job satisfaction among Iranian nurses in a public hospital. Methods This cross-sectional study was conducted in one of the largest Iranian public hospitals among 362 nurses (response rate: 80.44% in Tehran, Iran. The Maslach burnout inventory (MBI-22 and demographic factors questionnaire were used in the present study. The relationship between job burnout with work schedules and job satisfaction was investigated with multiple logistic regression analysis. Results The mean age and work experience of the participants were 36.14 ± 8.59 and 15.23 ±9.30 years, respectively. The result indicated a relatively high prevalence of burnout (particularly, personal accomplishment among the study population. In general, 64.4% of participants reported low personal accomplishment level. The nurses engaged in shift work reported higher levels of emotional exhaustion (odds ratio (OR = 1.02, 95% confidence interval (CI = 1.006 - 1.041, P-value = 0.008; there was no relationship between work schedules with depersonalization and personal accomplishment. The result showed significant relationship between job satisfaction and emotional exhaustion (OR = 0.945, 95% CI = 0.928 - 0.963, P-value < 0.001 and personal accomplishment (OR = 1.003, 95% CI = 1.014 - 1.058, P-value = 0.001. Conclusions The current study revealed that the Iranian nurses are exposed to a considerable risk of personal accomplishment. Also, job burnout is in association with shift working and low job satisfaction level. In this regard, working pressure

  9. A Work Psychological Model that Works: Expanding the Job Demands-Resources Model

    NARCIS (Netherlands)

    Xanthopoulou, D.

    2007-01-01

    The main purpose of the current thesis was to test and expand the recently developed Job Demands-Resources (JD-R) model. The advantage of this model is that it recognizes the uniqueness of each work environment, which has its own specific job demands and job resources. According to the JD-R model,

  10. A multigroup analysis of the job demands-resources model in four home care organizations

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.; Taris, A.W. (Toon); Schaufeli, W.B.; Schreurs, Paul J.G.

    2003-01-01

    The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops when certain job demands are high and when job resources are limited because such negative working

  11. A novel integrated condition-based maintenance and stochastic flexible job shop scheduling problem

    DEFF Research Database (Denmark)

    Rahmati, Seyed Habib A.; Ahmadi, Abbas; Govindan, Kannan

    2018-01-01

    the level of the system optimization. By means of this equipment, managers can benefit from a condition-based maintenance (CBM) for monitoring and managing their system. The chief aim of the paper is to develop a stochastic maintenance problem based on CBM activities engaged with a complex applied......Integrated consideration of production planning and maintenance processes is a real world assumption. Specifically, by improving the monitoring equipment such as various sensors or product-embedded information devices in recent years, joint assessment of these processes is inevitable for enhancing...... production problem called flexible job shop scheduling problem (FJSP). This integrated problem considers two maintenance scenarios in terms of corrective maintenance (CM) and preventive maintenance (PM). The activation of scenario is done by monitoring the degradation condition of the system and comparing...

  12. Three hybridization models based on local search scheme for job shop scheduling problem

    Science.gov (United States)

    Balbi Fraga, Tatiana

    2015-05-01

    This work presents three different hybridization models based on the general schema of Local Search Heuristics, named Hybrid Successive Application, Hybrid Neighborhood, and Hybrid Improved Neighborhood. Despite similar approaches might have already been presented in the literature in other contexts, in this work these models are applied to analyzes the solution of the job shop scheduling problem, with the heuristics Taboo Search and Particle Swarm Optimization. Besides, we investigate some aspects that must be considered in order to achieve better solutions than those obtained by the original heuristics. The results demonstrate that the algorithms derived from these three hybrid models are more robust than the original algorithms and able to get better results than those found by the single Taboo Search.

  13. Multi-objective flexible job shop scheduling problem using variable neighborhood evolutionary algorithm

    Science.gov (United States)

    Wang, Chun; Ji, Zhicheng; Wang, Yan

    2017-07-01

    In this paper, multi-objective flexible job shop scheduling problem (MOFJSP) was studied with the objects to minimize makespan, total workload and critical workload. A variable neighborhood evolutionary algorithm (VNEA) was proposed to obtain a set of Pareto optimal solutions. First, two novel crowded operators in terms of the decision space and object space were proposed, and they were respectively used in mating selection and environmental selection. Then, two well-designed neighborhood structures were used in local search, which consider the problem characteristics and can hold fast convergence. Finally, extensive comparison was carried out with the state-of-the-art methods specially presented for solving MOFJSP on well-known benchmark instances. The results show that the proposed VNEA is more effective than other algorithms in solving MOFJSP.

  14. Bi-Objective Flexible Job-Shop Scheduling Problem Considering Energy Consumption under Stochastic Processing Times.

    Science.gov (United States)

    Yang, Xin; Zeng, Zhenxiang; Wang, Ruidong; Sun, Xueshan

    2016-01-01

    This paper presents a novel method on the optimization of bi-objective Flexible Job-shop Scheduling Problem (FJSP) under stochastic processing times. The robust counterpart model and the Non-dominated Sorting Genetic Algorithm II (NSGA-II) are used to solve the bi-objective FJSP with consideration of the completion time and the total energy consumption under stochastic processing times. The case study on GM Corporation verifies that the NSGA-II used in this paper is effective and has advantages to solve the proposed model comparing with HPSO and PSO+SA. The idea and method of the paper can be generalized widely in the manufacturing industry, because it can reduce the energy consumption of the energy-intensive manufacturing enterprise with less investment when the new approach is applied in existing systems.

  15. A Hybrid Multiobjective Evolutionary Approach for Flexible Job-Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Jian Xiong

    2012-01-01

    Full Text Available This paper addresses multiobjective flexible job-shop scheduling problem (FJSP with three simultaneously considered objectives: minimizing makespan, minimizing total workload, and minimizing maximal workload. A hybrid multiobjective evolutionary approach (H-MOEA is developed to solve the problem. According to the characteristic of FJSP, a modified crowding distance measure is introduced to maintain the diversity of individuals. In the proposed H-MOEA, well-designed chromosome representation and genetic operators are developed for FJSP. Moreover, a local search procedure based on critical path theory is incorporated in H-MOEA to improve the convergence ability of the algorithm. Experiment results on several well-known benchmark instances demonstrate the efficiency and stability of the proposed algorithm. The comparison with other recently published approaches validates that H-MOEA can obtain Pareto-optimal solutions with better quality and/or diversity.

  16. REPAIR SHOP JOB SCHEDULING WITH PARALLEL OPERATORS AND MULTIPLE CONSTRAINTS USING SIMULATED ANNEALING

    Directory of Open Access Journals (Sweden)

    N. Shivasankaran

    2013-04-01

    Full Text Available Scheduling problems are generally treated as NP andash; complete combinatorial optimization problems which is a multi-objective and multi constraint one. Repair shop Job sequencing and operator allocation is one such NP andash; complete problem. For such problems, an efficient technique is required that explores a wide range of solution space. This paper deals with Simulated Annealing Technique, a Meta - heuristic to solve the complex Car Sequencing and Operator Allocation problem in a car repair shop. The algorithm is tested with several constraint settings and the solution quality exceeds the results reported in the literature with high convergence speed and accuracy. This algorithm could be considered as quite effective while other heuristic routine fails.

  17. Project Scheduling Heuristics-Based Standard PSO for Task-Resource Assignment in Heterogeneous Grid

    OpenAIRE

    Chen, Ruey-Maw; Wang, Chuin-Mu

    2011-01-01

    The task scheduling problem has been widely studied for assigning resources to tasks in heterogeneous grid environment. Effective task scheduling is an important issue for the performance of grid computing. Meanwhile, the task scheduling problem is an NP-complete problem. Hence, this investigation introduces a named “standard“ particle swarm optimization (PSO) metaheuristic approach to efficiently solve the task scheduling problems in grid. Meanwhile, two promising heuristics based on multimo...

  18. Mindfulness as a personal resource to reduce work stress in the job demands-resources model.

    Science.gov (United States)

    Grover, Steven L; Teo, Stephen T T; Pick, David; Roche, Maree

    2017-10-01

    Based on the job demands-resources (JD-R) model, this study examines the different ways that the personal resource of mindfulness reduces stress. Structural equation modeling based on data from 415 Australian nurses shows that mindfulness relates directly and negatively to work stress and perceptions of emotional demands as well as buffering the relation of emotional demands on psychological stress. This study contributes to the literature by employing empirical analysis to the task of unravelling how personal resources function within the JD-R model. It also introduces mindfulness as a personal resource in the JD-R model. Copyright © 2016 John Wiley & Sons, Ltd.

  19. Individual and group-level job resources and their relationships with individual work engagement

    OpenAIRE

    F?llemann, D?sir?e; Brauchli, Rebecca; Jenny, Gregor J.; Bauer, Georg F.

    2016-01-01

    Objectives: This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability w...

  20. Transitioning Towards New Ways of Working: Do Job Demands, Job Resources, Burnout, and Engagement Change?

    Science.gov (United States)

    Van Steenbergen, Elianne F; van der Ven, Cilia; Peeters, Maria C W; Taris, Toon W

    2017-01-01

    Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees' job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.e., autonomy, supervisor support, coworker support, and possibilities for development), and their levels of burnout and work engagement. Additionally, it was investigated whether the effects of the transition depended on employees' personal resources (Psychological Capital-PsyCap). Design/methodology/approach We investigated an organization in transition. In three waves (one before and two after the transition), data were collected via online surveys among 126 employees of a large Dutch provider of financial services. Findings NWW were beneficial in reducing mental demands and workload and did not harm the relationships with supervisor and coworkers. However, autonomy and possibilities for professional development decreased. Burnout and work engagement remained stable over time. The effects of the transition did not depend on employees' PsyCap. Implications NWW have received a very positive popular press. Scientific evidence for its beneficial and/or adverse effects on worker well-being can help organizations making an informed decision when considering NWW. Moreover, this can help to develop targeted interventions that alleviate the negative consequences (e.g., paying extra attention to professional development). Originality/value This is one of the first longitudinal studies in which employees were followed who transitioned to NWW. Building on the Job Demands-Resources model, this study provides a comprehensive picture of the effects of NWW.

  1. Pre-emptive resource-constrained multimode project scheduling using genetic algorithm: A dynamic forward approach

    Directory of Open Access Journals (Sweden)

    Aidin Delgoshaei

    2016-09-01

    Full Text Available Purpose: The issue resource over-allocating is a big concern for project engineers in the process of scheduling project activities. Resource over-allocating drawback is frequently seen after scheduling of a project in practice which causes a schedule to be useless. Modifying an over-allocated schedule is very complicated and needs a lot of efforts and time. In this paper, a new and fast tracking method is proposed to schedule large scale projects which can help project engineers to schedule the project rapidly and with more confidence. Design/methodology/approach: In this article, a forward approach for maximizing net present value (NPV in multi-mode resource constrained project scheduling problem while assuming discounted positive cash flows (MRCPSP-DCF is proposed. The progress payment method is used and all resources are considered as pre-emptible. The proposed approach maximizes NPV using unscheduled resources through resource calendar in forward mode. For this purpose, a Genetic Algorithm is applied to solve. Findings: The findings show that the proposed method is an effective way to maximize NPV in MRCPSP-DCF problems while activity splitting is allowed. The proposed algorithm is very fast and can schedule experimental cases with 1000 variables and 100 resources in few seconds. The results are then compared with branch and bound method and simulated annealing algorithm and it is found the proposed genetic algorithm can provide results with better quality. Then algorithm is then applied for scheduling a hospital in practice. Originality/value: The method can be used alone or as a macro in Microsoft Office Project® Software to schedule MRCPSP-DCF problems or to modify resource over-allocated activities after scheduling a project. This can help project engineers to schedule project activities rapidly with more accuracy in practice.

  2. Heuristic algorithm for single resource constrained project scheduling problem based on the dynamic programming

    Directory of Open Access Journals (Sweden)

    Stanimirović Ivan

    2009-01-01

    Full Text Available We introduce a heuristic method for the single resource constrained project scheduling problem, based on the dynamic programming solution of the knapsack problem. This method schedules projects with one type of resources, in the non-preemptive case: once started an activity is not interrupted and runs to completion. We compare the implementation of this method with well-known heuristic scheduling method, called Minimum Slack First (known also as Gray-Kidd algorithm, as well as with Microsoft Project.

  3. Multiobjective Joint Optimization of Production Scheduling and Maintenance Planning in the Flexible Job-Shop Problem

    Directory of Open Access Journals (Sweden)

    Jianfei Ye

    2015-01-01

    Full Text Available In order to solve the joint optimization of production scheduling and maintenance planning problem in the flexible job-shop, a multiobjective joint optimization model considering the maximum completion time and maintenance costs per unit time is established based on the concept of flexible job-shop and preventive maintenance. A weighted sum method is adopted to eliminate the index dimension. In addition, a double-coded genetic algorithm is designed according to the problem characteristics. The best result under the circumstances of joint decision-making is obtained through multiple simulation experiments, which proves the validity of the algorithm. We can prove the superiority of joint optimization model by comparing the result of joint decision-making project with the result of independent decision-making project under fixed preventive maintenance period. This study will enrich and expand the theoretical framework and analytical methods of this problem; it provides a scientific decision analysis method for enterprise to make production plan and maintenance plan.

  4. HUMAN RESOURCE MANAGEMENT AND EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE NIGERIAN BANKING INDUSTRY

    OpenAIRE

    Omotayo Adewale OSIBANJO; Oladele Joseph KEHIDE; Abolaji Joachim ABIODUN

    2011-01-01

    The paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction; and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was t...

  5. Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources.

    Science.gov (United States)

    Shinan-Altman, Shiri; Cohen, Miri; Rasmussen, Victoria; Turnell, Adrienne; Butow, Phyllis

    2017-12-19

    Psychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model. Participants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work. The mean level of burnout was low, whereas 16.3% experienced high levels of emotional exhaustion and only 2.4% experienced high levels of depersonalization. According to mediation analysis, overcommitment, partially mediated job demands-burnout associations, and work engagement mediated the perceived value-burnout association. Job resources and burnout were not related, either directly or indirectly. Significance of results The study extended the Job Demands-Resources model to include perceived value as an additional resource, and work-engagement and overcommitment as coping strategies. Two distinct patterns of associations were found between work characteristics and burnout: the positive-protective pattern (perceived value and work engagement) and the negative pattern (job demands and overcommitment). These two patterns should be considered for further research and for implementing preventive interventions to reduce burnout in the workplace setting.

  6. Multiagent scheduling models and algorithms

    CERN Document Server

    Agnetis, Alessandro; Gawiejnowicz, Stanisław; Pacciarelli, Dario; Soukhal, Ameur

    2014-01-01

    This book presents multi-agent scheduling models in which subsets of jobs sharing the same resources are evaluated by different criteria. It discusses complexity results, approximation schemes, heuristics and exact algorithms.

  7. Scheduling language and algorithm development study. Volume 1, phase 2: Design considerations for a scheduling and resource allocation system

    Science.gov (United States)

    Morrell, R. A.; Odoherty, R. J.; Ramsey, H. R.; Reynolds, C. C.; Willoughby, J. K.; Working, R. D.

    1975-01-01

    Data and analyses related to a variety of algorithms for solving typical large-scale scheduling and resource allocation problems are presented. The capabilities and deficiencies of various alternative problem solving strategies are discussed from the viewpoint of computer system design.

  8. Breaking psychological contracts with the burden of workload: a weekly study of job resources as moderators

    OpenAIRE

    Bal, P. Matthijs; Hofmans, Joeri; Polat, Tugba

    2017-01-01

    This intra-individual study examined relationships over time of job demands and resources with employee perceptions of psychological contract breach and violation, or the emotional impact of breach. Based on Conservation of Resources Theory, we expected job demands to increase the susceptibility of experiencing contract breach and violation over time, and we expected this relationship to be moderated by available job resources. In particular, autonomy and social support were expected to buffe...

  9. Proposta de classificação hierarquizada dos modelos de solução para o problema de job shop scheduling A proposition of hierarchical classification for solution models in the job shop scheduling problem

    Directory of Open Access Journals (Sweden)

    Ricardo Ferrari Pacheco

    1999-04-01

    Full Text Available Este artigo propõe uma classificação hierarquizada dos modelos utilizados na solução do problema de programação da produção intermitente do tipo job shop, incluindo tanto os que fornecem solução ótima, quanto os modelos heurísticos mais recentes baseados em métodos de busca estendida. Por meio dessa classificação obteve-se um painel amplo dos modelos existentes, evidenciando as diferentes abordagens do problema e suas soluções, com o objetivo de proporcionar uma orientação preliminar na escolha do modelo de job shop scheduling mais adequado.This paper proposes a hierarchical model classification used in the job shop scheduling problem, including those that provide an optimal solution and the more recent ones based on heuristics, called extended search methods. A panel with the existing models is obtained by this classification, and solutions and approach differences are highlighted with the aim of a preliminary orientation on the choice of a more adequate job shop scheduling model.

  10. A diary study on the happy worker: how job resources generate positive emotions and generate personal resources

    NARCIS (Netherlands)

    Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.

    2012-01-01

    This diary study tests the broaden-and-build theory in the work context and expands it by examining job resources as potential antecedents of positive emotions on a daily basis. We hypothesized that general perceptions of job resources (autonomy, supervisory coaching, and the psychological climate

  11. Individual and group-level job resources and their relationships with individual work engagement.

    Science.gov (United States)

    Füllemann, Désirée; Brauchli, Rebecca; Jenny, Gregor J; Bauer, Georg F

    2016-06-16

    This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability within groups. Data of 1,219 employees nested in 103 work groups were obtained from a baseline employee survey of a large stress management intervention project implemented in six medium and large-sized organizations in diverse sectors. A variety of important job resources were assessed and grouped to an overall job resource factor with three subfactors (manager behavior, peer behavior, and task-related resources). Data were analyzed using multilevel random coefficient modeling. The results indicated that job resources cluster within work groups and can be aggregated to a group-level job resources construct. However, a resource-rich environment, indicated by high group-level job resources, did not additionally benefit employee work engagement but on the contrary, was negatively related to it. On the basis of this unexpected result, replication studies are encouraged and suggestions for future studies on possible underlying within-group processes are discussed. The study supports the presumed value of integrating work group as a relevant psychosocial environment into the motivational process and indicates a need to further investigate emergent processes involved in aggregation procedures across levels.

  12. Energy-efficient approach to minimizing the energy consumption in an extended job-shop scheduling problem

    Science.gov (United States)

    Tang, Dunbing; Dai, Min

    2015-09-01

    The traditional production planning and scheduling problems consider performance indicators like time, cost and quality as optimization objectives in manufacturing processes. However, environmentally-friendly factors like energy consumption of production have not been completely taken into consideration. Against this background, this paper addresses an approach to modify a given schedule generated by a production planning and scheduling system in a job shop floor, where machine tools can work at different cutting speeds. It can adjust the cutting speeds of the operations while keeping the original assignment and processing sequence of operations of each job fixed in order to obtain energy savings. First, the proposed approach, based on a mixed integer programming mathematical model, changes the total idle time of the given schedule to minimize energy consumption in the job shop floor while accepting the optimal solution of the scheduling objective, makespan. Then, a genetic-simulated annealing algorithm is used to explore the optimal solution due to the fact that the problem is strongly NP-hard. Finally, the effectiveness of the approach is performed smalland large-size instances, respectively. The experimental results show that the approach can save 5%-10% of the average energy consumption while accepting the optimal solution of the makespan in small-size instances. In addition, the average maximum energy saving ratio can reach to 13%. And it can save approximately 1%-4% of the average energy consumption and approximately 2.4% of the average maximum energy while accepting the near-optimal solution of the makespan in large-size instances. The proposed research provides an interesting point to explore an energy-aware schedule optimization for a traditional production planning and scheduling problem.

  13. FAULT TOLERANCE IN JOB SCHEDULING THROUGH FAULT MANAGEMENT FRAMEWORK USING SOA IN GRID

    Directory of Open Access Journals (Sweden)

    V. Indhumathi

    2017-01-01

    Full Text Available The rapid development in computing resources has enhanced the recital of computers and abridged their costs. This accessibility of low cost prevailing computers joined with the fame of the Internet and high-speed networks has leaded the computing surroundings to be mapped from dispersed to grid environments. Grid is a kind of dispersed system which supports the allotment and harmonized exploit of geographically dispersed and multi-owner resources, autonomously from their physical form and site, in vibrant practical organizations that carve up the similar objective of decipher large-scale applications. Thus any type of failure can happen at any point of time and job running in grid environment might fail. Therefore fault tolerance is an imperative and demanding concern in grid computing as the steadiness of individual grid resources may not be guaranteed. In order to build computational grids more effectual and consistent fault tolerant system is required. In order to accomplish the user prospect in terms of recital and competence, the Grid system desires SOA Fault Management Framework for the sharing of tasks with fault tolerance. A Fault Management Framework endeavor to pick up the response time of user’s proposed applications by ensures maximal exploitation of obtainable resources. The main aim is to avert, if probable, the stipulation where some processors are congested by means of a set of tasks while others are flippantly loaded or even at leisure.

  14. Using the job demands-resources model to predict burnout and performance

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.; Verbeke, W.

    2004-01-01

    The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion

  15. Buffering Effect of Job Resources in the Relationship between Job Demands and Work-to-Private-Life Interference: A Study among Health-Care Workers

    OpenAIRE

    Viotti, Sara; Converso, Daniela

    2016-01-01

    Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggressi...

  16. Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Mearns, Kathryn; Matthiesen, Stig Berge; Eid, Jarle

    2011-10-01

    Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety. © 2011 The Authors. Scandinavian Journal of Psychology © 2011 The Scandinavian Psychological Associations.

  17. Managing job stress in nursing: what kind of resources do we need?

    Science.gov (United States)

    van den Tooren, Marieke; de Jonge, Jan

    2008-07-01

    This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59.4%). Data were analyzed by hierarchical regression analyses. High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being.

  18. The moderating role of job resources in the relationship between job demands and interleukin-6 in an Italian healthcare organization.

    Science.gov (United States)

    Falco, Alessandra; Dal Corso, Laura; Girardi, Damiano; De Carlo, Alessandro; Comar, Manola

    2018-02-01

    In this study we examined the association between job demands (JD), job resources (JR), and serum levels of a possible biomarker of stress, the pro-inflammatory cytokine interleukin-6 (IL-6). According to the buffer hypothesis of the Job Demands-Resources (JD-R) model, we expected that job resources-defined as job autonomy and social support from supervisor-might buffer the relationship between job demands, defined as emotional demands and interpersonal conflict with colleagues, and IL-6. Data from 119 employees in an Italian public healthcare organization (acute care hospital) were analyzed using multiple regression. In predicting IL-6, the interactions between emotional demands and JR and between interpersonal conflict with colleagues and job autonomy (but not social support) were significant, after controlling for the effect of age and gender. The association between JD and IL-6 was stronger for individuals with low levels of JR, so that levels of IL-6 were highest when JD were high and JR were low. Overall, these results are consistent with the buffer hypothesis of the JD-R model and also extend previous research, showing that the exposure to stressful situations at work, measured as high JD and low JR, is associated with higher levels of IL-6 in hospital employees. © 2017 Wiley Periodicals, Inc.

  19. A PMBGA to Optimize the Selection of Rules for Job Shop Scheduling Based on the Giffler-Thompson Algorithm

    Directory of Open Access Journals (Sweden)

    Rui Zhang

    2012-01-01

    Full Text Available Most existing research on the job shop scheduling problem has been focused on the minimization of makespan (i.e., the completion time of the last job. However, in the fiercely competitive market nowadays, delivery punctuality is more important for maintaining a high service reputation. So in this paper, we aim at solving job shop scheduling problems with the total weighted tardiness objective. Several dispatching rules are adopted in the Giffler-Thompson algorithm for constructing active schedules. It is noticeable that the rule selections for scheduling consecutive operations are not mutually independent but actually interrelated. Under such circumstances, a probabilistic model-building genetic algorithm (PMBGA is proposed to optimize the sequence of selected rules. First, we use Bayesian networks to model the distribution characteristics of high-quality solutions in the population. Then, the new generation of individuals is produced by sampling the established Bayesian network. Finally, some elitist individuals are further improved by a special local search module based on parameter perturbation. The superiority of the proposed approach is verified by extensive computational experiments and comparisons.

  20. A study of the Bienstock-Zuckerberg algorithm, Applications in Mining and Resource Constrained Project Scheduling

    OpenAIRE

    Muñoz, Gonzalo; Espinoza, Daniel; Goycoolea, Marcos; Moreno, Eduardo; Queyranne, Maurice; Rivera, Orlando

    2016-01-01

    We study a Lagrangian decomposition algorithm recently proposed by Dan Bienstock and Mark Zuckerberg for solving the LP relaxation of a class of open pit mine project scheduling problems. In this study we show that the Bienstock-Zuckerberg (BZ) algorithm can be used to solve LP relaxations corresponding to a much broader class of scheduling problems, including the well-known Resource Constrained Project Scheduling Problem (RCPSP), and multi-modal variants of the RCPSP that consider batch proc...

  1. Work Scheduling by Use of Worker Model in Consideration of Learning by On-The-Job Training

    Science.gov (United States)

    Tateno, Toshitake; Shimizu, Keiko

    This paper deals with a method of scheduling manual work in consideration of learning by on-the-job training (OJT). In skilled work such as maintenance of trains and airplanes, workers must learn many tasks by OJT. While the work processing time of novice workers is longer than that of experts, the time will be reduced with repeated OJT. Therefore, OJT is important for maintaining the skill level and the long-term work efficiency of an organization. In order to devise a schedule considering OJT, the scheduler must incorporate a management function of workers to trace dynamically changing work experience. In this paper, after the relationship between scheduling problems and worker management problems is defined, a simulation method, in which a worker model and an agent-based mechanism are utilized, is proposed to derive the optimal OJT strategy toward high long-term performance. Finally, we present some case studies showing the effectiveness of OJT planning based on the simulation.

  2. A Mathematical Model for Scheduling a Batch Processing Machine with Multiple Incompatible Job Families, Non-identical Job dimensions, Non-identical Job sizes, Non-agreeable release times and due dates

    International Nuclear Information System (INIS)

    Ramasubramaniam, M; Mathirajan, M

    2013-01-01

    The paper addresses the problem scheduling a batch processing machine with multiple incompatible job families, non-identical job dimensions, non-identical job sizes and non-agreeable release dates to minimize makespan. The research problem is solved by proposing a mixed integer programming model that appropriately takes into account the parameters considered in the problem. The proposed is validated using a numerical example. The experiment conducted show that the model can pose significant difficulties in solving the large scale instances. The paper concludes by giving the scope for future work and some alternative approaches one can use for solving these class of problems.

  3. The moderating effect of control over work scheduling and overtime on the relationship between workload demands and perceived job risk.

    Science.gov (United States)

    Näswall, Katharina; Burt, Christopher D B; Pearce, Megan

    2015-01-01

    This study investigated the impact of workload demands on perceived job risk using the Job Demand-Control model as a research framework. The primary objective was to test the hypothesis that employee control over work scheduling and overtime would moderate the relationship between workload demands and perceived job risk. Ninety-six participants working in a variety of industries completed measures of workload demands, and of control over work scheduling and overtime, and a measure of perceived job risk. Workload demands predicted higher perceptions of job risk. However, the results also suggest that control over overtime moderated this relationship, where those with the combination of high workload demands and low control over overtime reported higher levels of perceived risk. The results indicate that the JDC model is applicable to safety research. The results suggest that employee control over workload demands is an important variable to consider in terms of managing workplace safety. The present study also points to important areas for future research to explore in order to further understand the connection between demands and safety.

  4. A Novel Memetic Algorithm Based on Decomposition for Multiobjective Flexible Job Shop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Chun Wang

    2017-01-01

    Full Text Available A novel multiobjective memetic algorithm based on decomposition (MOMAD is proposed to solve multiobjective flexible job shop scheduling problem (MOFJSP, which simultaneously minimizes makespan, total workload, and critical workload. Firstly, a population is initialized by employing an integration of different machine assignment and operation sequencing strategies. Secondly, multiobjective memetic algorithm based on decomposition is presented by introducing a local search to MOEA/D. The Tchebycheff approach of MOEA/D converts the three-objective optimization problem to several single-objective optimization subproblems, and the weight vectors are grouped by K-means clustering. Some good individuals corresponding to different weight vectors are selected by the tournament mechanism of a local search. In the experiments, the influence of three different aggregation functions is first studied. Moreover, the effect of the proposed local search is investigated. Finally, MOMAD is compared with eight state-of-the-art algorithms on a series of well-known benchmark instances and the experimental results show that the proposed algorithm outperforms or at least has comparative performance to the other algorithms.

  5. Processing time tolerance-based ACO algorithm for solving job-shop scheduling problem

    Science.gov (United States)

    Luo, Yabo; Waden, Yongo P.

    2017-06-01

    Ordinarily, Job Shop Scheduling Problem (JSSP) is known as NP-hard problem which has uncertainty and complexity that cannot be handled by a linear method. Thus, currently studies on JSSP are concentrated mainly on applying different methods of improving the heuristics for optimizing the JSSP. However, there still exist many problems for efficient optimization in the JSSP, namely, low efficiency and poor reliability, which can easily trap the optimization process of JSSP into local optima. Therefore, to solve this problem, a study on Ant Colony Optimization (ACO) algorithm combined with constraint handling tactics is carried out in this paper. Further, the problem is subdivided into three parts: (1) Analysis of processing time tolerance-based constraint features in the JSSP which is performed by the constraint satisfying model; (2) Satisfying the constraints by considering the consistency technology and the constraint spreading algorithm in order to improve the performance of ACO algorithm. Hence, the JSSP model based on the improved ACO algorithm is constructed; (3) The effectiveness of the proposed method based on reliability and efficiency is shown through comparative experiments which are performed on benchmark problems. Consequently, the results obtained by the proposed method are better, and the applied technique can be used in optimizing JSSP.

  6. A Hyper-Heuristic Ensemble Method for Static Job-Shop Scheduling.

    Science.gov (United States)

    Hart, Emma; Sim, Kevin

    2016-01-01

    We describe a new hyper-heuristic method NELLI-GP for solving job-shop scheduling problems (JSSP) that evolves an ensemble of heuristics. The ensemble adopts a divide-and-conquer approach in which each heuristic solves a unique subset of the instance set considered. NELLI-GP extends an existing ensemble method called NELLI by introducing a novel heuristic generator that evolves heuristics composed of linear sequences of dispatching rules: each rule is represented using a tree structure and is itself evolved. Following a training period, the ensemble is shown to outperform both existing dispatching rules and a standard genetic programming algorithm on a large set of new test instances. In addition, it obtains superior results on a set of 210 benchmark problems from the literature when compared to two state-of-the-art hyper-heuristic approaches. Further analysis of the relationship between heuristics in the evolved ensemble and the instances each solves provides new insights into features that might describe similar instances.

  7. Resource sharing under global scheduling with partial processor bandwidth

    NARCIS (Netherlands)

    Afshar, Sara; Behnam, Moris; Bril, Reinder J.; Nolte, Thomas

    2015-01-01

    Resource efficient approaches are of great importance for resource constrained embedded systems. In this paper, we present an approach targeting systems where tasks of a critical application are partitioned on a multi-core platform and by using resource reservation techniques, the remaining

  8. Work Engagement: Investigating the Role of Transformational Leadership, Job Resources, and Recovery.

    Science.gov (United States)

    Hawkes, Amy J; Biggs, Amanda; Hegerty, Erin

    2017-08-18

    While the relationship between job resources and engagement has been well established, a greater understanding of the upstream factors that shape job resources is required to develop strategies to promote work engagement. The current study addresses this need by exploring transformational leadership as an upstream job resource, and the moderating role of recovery experiences. It was hypothesized that job resources would mediate the relationship between transformational leadership and engagement. Recovery experiences were expected to moderate the relationship between resources and engagement. A sample of 277 employees from a variety of organizations and industries was obtained. Analysis showed direct relationships between: transformational leadership and engagement, and transformational leadership and job resources. Mediation analysis using bootstrapping found a significant indirect path between transformational leadership and engagement via job resources. Recovery experiences did not significantly moderate the relationship between job resources and engagement. To date, the majority of published literature on recovery has focused on job demands; hence the nonsignificant result offers insight of a potentially more complex relationship for recovery with resources and engagement. Overall, the current study extends the JD-R model and provides evidence for broadening the model to include upstream organizational variables such as transformational leadership.

  9. Resource-constrained project scheduling: computing lower bounds by solving minimum cut problems

    NARCIS (Netherlands)

    Möhring, R.H.; Nesetril, J.; Schulz, A.S.; Stork, F.; Uetz, Marc Jochen

    1999-01-01

    We present a novel approach to compute Lagrangian lower bounds on the objective function value of a wide class of resource-constrained project scheduling problems. The basis is a polynomial-time algorithm to solve the following scheduling problem: Given a set of activities with start-time dependent

  10. A decomposition heuristics based on multi-bottleneck machines for large-scale job shop scheduling problems

    Directory of Open Access Journals (Sweden)

    Yingni Zhai

    2014-10-01

    Full Text Available Purpose: A decomposition heuristics based on multi-bottleneck machines for large-scale job shop scheduling problems (JSP is proposed.Design/methodology/approach: In the algorithm, a number of sub-problems are constructed by iteratively decomposing the large-scale JSP according to the process route of each job. And then the solution of the large-scale JSP can be obtained by iteratively solving the sub-problems. In order to improve the sub-problems' solving efficiency and the solution quality, a detection method for multi-bottleneck machines based on critical path is proposed. Therewith the unscheduled operations can be decomposed into bottleneck operations and non-bottleneck operations. According to the principle of “Bottleneck leads the performance of the whole manufacturing system” in TOC (Theory Of Constraints, the bottleneck operations are scheduled by genetic algorithm for high solution quality, and the non-bottleneck operations are scheduled by dispatching rules for the improvement of the solving efficiency.Findings: In the process of the sub-problems' construction, partial operations in the previous scheduled sub-problem are divided into the successive sub-problem for re-optimization. This strategy can improve the solution quality of the algorithm. In the process of solving the sub-problems, the strategy that evaluating the chromosome's fitness by predicting the global scheduling objective value can improve the solution quality.Research limitations/implications: In this research, there are some assumptions which reduce the complexity of the large-scale scheduling problem. They are as follows: The processing route of each job is predetermined, and the processing time of each operation is fixed. There is no machine breakdown, and no preemption of the operations is allowed. The assumptions should be considered if the algorithm is used in the actual job shop.Originality/value: The research provides an efficient scheduling method for the

  11. Workplace bullying: A perspective from the Job Demands-Resources model

    Directory of Open Access Journals (Sweden)

    Anja van den Broeck

    2011-05-01

    Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying. Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data. Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749. Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially mediated by emotional exhaustion. Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims. Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.

  12. Performance evaluation of different types of particle representation procedures of Particle Swarm Optimization in Job-shop Scheduling Problems

    Science.gov (United States)

    Izah Anuar, Nurul; Saptari, Adi

    2016-02-01

    This paper addresses the types of particle representation (encoding) procedures in a population-based stochastic optimization technique in solving scheduling problems known in the job-shop manufacturing environment. It intends to evaluate and compare the performance of different particle representation procedures in Particle Swarm Optimization (PSO) in the case of solving Job-shop Scheduling Problems (JSP). Particle representation procedures refer to the mapping between the particle position in PSO and the scheduling solution in JSP. It is an important step to be carried out so that each particle in PSO can represent a schedule in JSP. Three procedures such as Operation and Particle Position Sequence (OPPS), random keys representation and random-key encoding scheme are used in this study. These procedures have been tested on FT06 and FT10 benchmark problems available in the OR-Library, where the objective function is to minimize the makespan by the use of MATLAB software. Based on the experimental results, it is discovered that OPPS gives the best performance in solving both benchmark problems. The contribution of this paper is the fact that it demonstrates to the practitioners involved in complex scheduling problems that different particle representation procedures can have significant effects on the performance of PSO in solving JSP.

  13. COMPARISON BETWEEN MIXED INTEGER PROGRAMMING WITH HEURISTIC METHOD FOR JOB SHOP SCHEDULING WITH SEPARABLE SEQUENCE-DEPENDENT SETUPS

    Directory of Open Access Journals (Sweden)

    I Gede Agus Widyadana

    2001-01-01

    Full Text Available The decisions to choose appropriate tools for solving industrial problems are not just tools that achieve optimal solution only but it should consider computation time too. One of industrial problems that still difficult to achieve both criteria is scheduling problem. This paper discuss comparison between mixed integer programming which result optimal solution and heuristic method to solve job shop scheduling problem with separable sequence-dependent setup. The problems are generated and the result shows that the heuristic methods still cannot satisfy optimal solution.

  14. Surface Acting and Job-Related Affective Wellbeing: Preventing Resource Loss Spiral and Resource Loss Cycle for Sustainable Workplaces

    Directory of Open Access Journals (Sweden)

    Seongwook Ha

    2018-04-01

    Full Text Available This study empirically examines the synergistic negative effect of two kinds of job demand on job-related affective wellbeing (JAW and the accelerating effects of cynicism in the negative relationships between job demands and JAW using a sample of 299 employees in the Chinese banking industry. Job demands include quantitative role overload and surface acting to represent the quantitative and qualitative aspects of job demands. Cynicism is introduced as a state where one’s energy resource is lost. The results of this study show that surface acting has a negative relationship with JAW, but quantitative role overload has no relationship with JAW. High levels of quantitative role overload exacerbate the negative relationship between surface acting and JAW. Cynicism also exacerbates the negative relationship between surface acting and JAW but does not have any moderating effect in the relationship between quantitative role overload and JAW. These results are consistent with the relationships predicted by resource loss spiral and resource loss cycle. The resource loss spiral means that resource loss, caused by handling with a quantitative role overload, lessens the employee’s ability to cope with surface acting. The resource loss cycle represents a vicious circle that amplifies the resource loss caused by surface acting. Surface acting reduces the level of one’s resources. Furthermore, surface acting reduces JAW and resources more strongly when an individual has low levels of previous energy resources than it reduces JAW and resources when he or she has high levels of previous energy resources.

  15. Resource-Optimal Scheduling Using Priced Timed Automata

    DEFF Research Database (Denmark)

    Larsen, Kim Guldstrand; Rasmussen, Jacob Illum; Subramani, K.

    2004-01-01

    In this paper, we show how the simple structure of the linear programs encountered during symbolic minimum-cost reachability analysis of priced timed automata can be exploited in order to substantially improve the performance of the current algorithm. The idea is rooted in duality of linear......-80 percent performance gain. As a main application area, we show how to solve energy-optimal task graph scheduling problems using the framework of priced timed automata....

  16. Study on Cloud Computing Resource Scheduling Strategy Based on the Ant Colony Optimization Algorithm

    OpenAIRE

    Lingna He; Qingshui Li; Linan Zhu

    2012-01-01

    In order to replace the traditional Internet software usage patterns and enterprise management mode, this paper proposes a new business calculation mode- cloud computing, resources scheduling strategy is the key technology in cloud computing, Based on the study of cloud computing system structure and the mode of operation, The key research for cloud computing the process of the work scheduling and resource allocation problems based on ant colony algorithm , Detailed analysis and design of the...

  17. The role of career competencies in the Job Demands: Resources model

    NARCIS (Netherlands)

    Akkermans, J.; Schaufeli, W.B.; Brenninkmeijer, V.; Blonk, R.W.B.

    2013-01-01

    This study investigated the role of career competencies as a mediator in the Job Demands — Resources model. Structural equation modeling with data from 305 young employed persons aged 16–30 years showed that career competencies are positively related to job resources and work engagement, but not to

  18. A critical review of the Job demands-Resources model: Implications for improving work and health

    NARCIS (Netherlands)

    Schaufeli, W.B.; Taris, T.W.

    2014-01-01

    The Job Demands-Resources model (JD-R model) became highly popular among researchers. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity

  19. The Role of Career Competencies in the Job Demands-Resources Model

    NARCIS (Netherlands)

    Akkermans, J.; Schaufeli, W.B.; Brenninkmeijer, V.; Blonk, R.W.B.

    2013-01-01

    This study investigated the role of career competencies as a mediator in the Job Demands - Resources model. Structural equation modeling with data from 305 young employed persons aged 16-30 years showed that career competencies are positively related to job resources and work engagement, but not to

  20. Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model

    Science.gov (United States)

    van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.

    2009-01-01

    Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…

  1. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  2. Determinants of Job Satisfaction and Turnover Intent in Home Health Workers: The Role of Job Demands and Resources.

    Science.gov (United States)

    Jang, Yuri; Lee, Ahyoung A; Zadrozny, Michelle; Bae, Sung-Heui; Kim, Miyong T; Marti, Nathan C

    2017-01-01

    Based on the job demands-resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers' employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey (N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers' safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect. © The Author(s) 2015.

  3. An Extended Flexible Job Shop Scheduling Model for Flight Deck Scheduling with Priority, Parallel Operations, and Sequence Flexibility

    Directory of Open Access Journals (Sweden)

    Lianfei Yu

    2017-01-01

    Full Text Available Efficient scheduling for the supporting operations of aircrafts in flight deck is critical to the aircraft carrier, and even several seconds’ improvement may lead to totally converse outcome of a battle. In the paper, we ameliorate the supporting operations of carrier-based aircrafts and investigate three simultaneous operation relationships during the supporting process, including precedence constraints, parallel operations, and sequence flexibility. Furthermore, multifunctional aircrafts have to take off synergistically and participate in a combat cooperatively. However, their takeoff order must be restrictively prioritized during the scheduling period accorded by certain operational regulations. To efficiently prioritize the takeoff order while minimizing the total time budget on the whole takeoff duration, we propose a novel mixed integer liner programming formulation (MILP for the flight deck scheduling problem. Motivated by the hardness of MILP, we design an improved differential evolution algorithm combined with typical local search strategies to improve computational efficiency. We numerically compare the performance of our algorithm with the classical genetic algorithm and normal differential evolution algorithm and the results show that our algorithm obtains better scheduling schemes that can meet both the operational relations and the takeoff priority requirements.

  4. Project Scheduling Heuristics-Based Standard PSO for Task-Resource Assignment in Heterogeneous Grid

    Directory of Open Access Journals (Sweden)

    Ruey-Maw Chen

    2011-01-01

    Full Text Available The task scheduling problem has been widely studied for assigning resources to tasks in heterogeneous grid environment. Effective task scheduling is an important issue for the performance of grid computing. Meanwhile, the task scheduling problem is an NP-complete problem. Hence, this investigation introduces a named “standard“ particle swarm optimization (PSO metaheuristic approach to efficiently solve the task scheduling problems in grid. Meanwhile, two promising heuristics based on multimode project scheduling are proposed to help in solving interesting scheduling problems. They are the best performance resource heuristic and the latest finish time heuristic. These two heuristics applied to the PSO scheme are for speeding up the search of the particle and improving the capability of finding a sound schedule. Moreover, both global communication topology and local ring communication topology are also investigated for efficient study of proposed scheme. Simulation results demonstrate that the proposed approach in this investigation can successfully solve the task-resource assignment problems in grid computing and similar scheduling problems.

  5. A Dynamic Resource Scheduling Method Based on Fuzzy Control Theory in Cloud Environment

    Directory of Open Access Journals (Sweden)

    Zhijia Chen

    2015-01-01

    Full Text Available The resources in cloud environment have features such as large-scale, diversity, and heterogeneity. Moreover, the user requirements for cloud computing resources are commonly characterized by uncertainty and imprecision. Hereby, to improve the quality of cloud computing service, not merely should the traditional standards such as cost and bandwidth be satisfied, but also particular emphasis should be laid on some extended standards such as system friendliness. This paper proposes a dynamic resource scheduling method based on fuzzy control theory. Firstly, the resource requirements prediction model is established. Then the relationships between resource availability and the resource requirements are concluded. Afterwards fuzzy control theory is adopted to realize a friendly match between user needs and resources availability. Results show that this approach improves the resources scheduling efficiency and the quality of service (QoS of cloud computing.

  6. The Job Demands–Resources model: Challenges for future research

    Directory of Open Access Journals (Sweden)

    Evangelia Demerouti

    2011-05-01

    Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studies on the JD–R model were reviewed to enlighten the health and motivational processes suggested by the model. Main findings: Next to the confirmation of the two suggested processes of the JD–R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model. Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD–R model that can be used to predict well-being and performance at work. New avenues for future research were suggested. Practical/managerial implications: The JD–R model is a framework that can be used for organisations to improve employee health and motivation, whilst simultaneously improving various organisational outcomes.

  7. Technical training of indigenous people for resource industry jobs

    Energy Technology Data Exchange (ETDEWEB)

    Millbank, G. [Praxis Technical Group, Vancouver, BC (Canada)

    2001-07-01

    The economic, moral and legal arguments for employing local indigenous people for resource extraction jobs are discussed. In addition to explaining the 'why' for training, similar arguments are developed for the 'when' , 'where', and 'how' aspects of training, stressing the superior qualities of DeepLearning(TM), a method developed by the Praxis Technical Group, which embodies many aspects of teaching and learning technologies utilized in indigenous communities around the world. In this training technology the most intense teaching is said to occur during the performance of rites and ceremonies, common to indigenous cultures. While the emphasis in all rituals may appear to be focused entirely upon deities or ancestors, careful observation reveals that there is also a hidden emphasis on creating an appropriate, receptive state of mind among the participants in the ritual. DeepLearning(TM) makes use of this technique by making the learner relaxed, focused and receptive before presenting examples of optimal behaviour. The style of learning is individual, unstressed, free of distractions, and claimed to be many times more effective than typical classroom sessions.

  8. Resource-aware control and dynamic scheduling in CPS

    NARCIS (Netherlands)

    Heemels, W.P.M.H.

    2015-01-01

    Recent developments in computer and communication technologies are leading to an increasingly networked and wireless world. This raises new challenging questions in the context of control for cyberphysical systems (CPS), especially when the computation, communication, energy and actuation resources

  9. A Hybrid Genetic Algorithm with a Knowledge-Based Operator for Solving the Job Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Hamed Piroozfard

    2016-01-01

    Full Text Available Scheduling is considered as an important topic in production management and combinatorial optimization in which it ubiquitously exists in most of the real-world applications. The attempts of finding optimal or near optimal solutions for the job shop scheduling problems are deemed important, because they are characterized as highly complex and NP-hard problems. This paper describes the development of a hybrid genetic algorithm for solving the nonpreemptive job shop scheduling problems with the objective of minimizing makespan. In order to solve the presented problem more effectively, an operation-based representation was used to enable the construction of feasible schedules. In addition, a new knowledge-based operator was designed based on the problem’s characteristics in order to use machines’ idle times to improve the solution quality, and it was developed in the context of function evaluation. A machine based precedence preserving order-based crossover was proposed to generate the offspring. Furthermore, a simulated annealing based neighborhood search technique was used to improve the local exploitation ability of the algorithm and to increase its population diversity. In order to prove the efficiency and effectiveness of the proposed algorithm, numerous benchmarked instances were collected from the Operations Research Library. Computational results of the proposed hybrid genetic algorithm demonstrate its effectiveness.

  10. Power efficient dynamic resource scheduling algorithms for LTE

    OpenAIRE

    Han, C; Beh, KC; Nicolaou, M; Armour, SMD; Doufexi, A

    2010-01-01

    This paper presents a link level analysis of the rate and energy efficiency performance of the LTE downlink considering the unitary codebook based precoding scheme. In a multi-user environment, appropriate radio resource management strategies can be applied to the system to improve the performance gain by exploiting multi-user diversity in the time, frequency and space domains and the gains can be translated to energy reduction at the base station. Several existing and novel resource scheduli...

  11. Job demands and resources of workers in a South African agricultural organisation

    Directory of Open Access Journals (Sweden)

    Doris N. Asiwe

    2015-03-01

    Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated. Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature. Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables. Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions. Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment. Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.

  12. The Management of Local Government Apparatus Resource Based on Job and Workload Analysis

    OpenAIRE

    Cahyasari, Erlita

    2016-01-01

    This Papers focus on Job analysis as the basis of human resource system. It is describe about the job and workload and also the obstacles that are perhaps to observe during the work, and to supply all of activities of human resource management in the organization. Workload analysis is a process to decide the sum of time required to finish a specific job. The result of job and workload analysis goals to determine the number of employees needed in correspond to some specific workload and respon...

  13. Job Demands and Job Resources in Human Service Managerial Work An External Assessment ThroughWork Content Analysis

    Directory of Open Access Journals (Sweden)

    Linda Corin

    2016-12-01

    Full Text Available Managers’ psychosocial working conditions are important for managerial sustainability in the public sector. The job demands-resources (JD-R model is a widely applied and well-recognized framework for measuring psychosocial working conditions. However, there is still a need for methodological contributions including more objective as well as qualitative ways to assess these conditions. In this study, job demands and job resources as well as the balance between them was qualitatively and externally assessed for first-line human service managers using a work content analysis method. Conditions and actions were focused upon with an external perspective. Special attention was paid to concrete examples and consequences of work characteristics with predefined criteria and cut-off points to guide the assessments. The results reveal an imbalance for human service managers between high levels of job demands and the lack of job resources available to meet these demands. Work overload, conflicting and unclear goals and tasks, emotional demands, restricted control, and lack of supervisory and organizational support generally characterized the managerial assignment. The analysis provided concrete explanations of the current work strain in this group of employees, thereby giving both short-term and long-term possibilities for improvement of managerial work and sustainability.

  14. Protocol-transparent resource sharing in hierarchically scheduled real-time systems

    NARCIS (Netherlands)

    Heuvel, van den M.M.H.P.; Bril, R.J.; Lukkien, J.J.

    2010-01-01

    Hierarchical scheduling frameworks (HSFs) provide means for composing complex real-time systems from well-defined, independently analyzed subsystems. To support resource sharing within two-level HSFs, three synchronization protocols based on the stack resource policy (SRP) have recently been

  15. On utilization bounds for a periodic resource under rate monotonic scheduling

    NARCIS (Netherlands)

    Renssen, van A.M.; Geuns, S.J.; Hausmans, J.P.H.M.; Poncin, W.; Bril, R.J.

    2009-01-01

    This paper revisits utilization bounds for a periodic resource under the rate monotonic (RM) scheduling algorithm. We show that the existing utilization bound, as presented in [8, 9], is optimistic. We subsequently show that by viewing the unavailability of the periodic resource as a deferrable

  16. Day-ahead distributed energy resource scheduling using differential search algorithm

    DEFF Research Database (Denmark)

    Soares, J.; Lobo, C.; Silva, M.

    2015-01-01

    The number of dispersed energy resources is growing every day, such as the use of more distributed generators. This paper deals with energy resource scheduling model in future smart grids. The methodology can be used by virtual power players (VPPs) considering day-ahead time horizon. This method...... considers that energy resources are managed by a VPP which establishes contracts with their owners. The full AC power flow calculation included in the model takes into account network constraints. This paper presents an application of differential search algorithm (DSA) for solving the day-ahead scheduling...

  17. Human resource management tool of motivation and employees job ...

    African Journals Online (AJOL)

    Chi-square and correlation-co-efficient statistical methods were used to test the hypotheses. The following were the findings of the study: 1. There is significant relationship of employees motivation on their job satisfaction (2) There is a cordial relationship between management employees relationship and employees job ...

  18. Production Scheduling in Complex Job Shops from an Industrie 4.0 Perspective: A Review and Challenges in the Semiconductor Industry

    OpenAIRE

    Waschneck, Bernd; Bauernhansl, Thomas; Altenmüller, Thomas; Kyek, Andreas

    2017-01-01

    On the one hand, Industrie 4.0 has recently emerged as the keyword for increasing productivity in the 21st century. On the other hand, production scheduling in a Complex Job Shop (CJS) environment, such as wafer fabrication facilities, has drawn interest of researchers dating back to the 1950s [65, 18]. Although both research areas overlap, there seems to be very little interchange of ideas. This review presents and assesses production scheduling techniques in complex job shops from an Indust...

  19. Work-family conflict and enrichment from the perspective of psychosocial resources: comparing Finnish healthcare workers by working schedules.

    Science.gov (United States)

    Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

    2015-05-01

    We examined work-family conflict (WFC) and work-family enrichment (WFE) by comparing Finnish nurses, working dayshifts (non-shiftworkers, n = 874) and non-dayshifts. The non-dayshift employees worked either two different dayshifts (2-shiftworkers, n = 490) or three different shifts including nightshifts (3-shiftworkers, n = 270). Specifically, we investigated whether different resources, i.e. job control, managers' work-family support, co-workers' work-family support, control at home, personal coping strategies, and schedule satisfaction, predicted differently WFC and WFE in these three groups. Results showed that lower managers' work-family support predicted higher WFC only among 3-shiftworkers, whereas lower co-workers' support associated with increased WFC only in non-shiftworkers. In addition, shiftworkers reported higher WFC than non-shiftworkers. However, the level of WFE did not vary by schedule types. Moreover, the predictors of WFE varied only very little across schedule types. Shiftwork organizations should pay more attention to family-friendly management in order to reduce WFC among shiftworkers. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  20. Examining internal and external job resources in child welfare: Protecting against caseworker burnout.

    Science.gov (United States)

    He, Amy S; Phillips, Jon D; Lizano, Erica L; Rienks, Shauna; Leake, Robin

    2018-04-28

    Given intense job demands, it is not surprising that job burnout is a consistent threat to the well-being and retention of the child welfare workforce. Guided by central postulates of the Job Demands and Resources (JD-R) model which suggests that job burnout develops because of experiences of high work demands coupled with low resources in the workplace, we applied a conceptual model of job burnout (client and work related) that accounts for both internal and external resources available to child welfare workers. Findings among child welfare caseworkers from three states (N = 1917) indicate that job demands (stress and time pressure) were positively related to client- and work-related burnout. Additionally, both internal and external resources moderated the relationships between job demands and client- and work-related burnout. Study findings have workforce management implications in the child welfare sector, including the role resources might play in mitigating the negative impact of job demands on burnout in the child welfare workforce. Copyright © 2018 Elsevier Ltd. All rights reserved.

  1. Real-time Energy Resource Scheduling considering a Real Portuguese Scenario

    DEFF Research Database (Denmark)

    Silva, Marco; Sousa, Tiago; Morais, Hugo

    2014-01-01

    The development in power systems and the introduction of decentralized gen eration and Electric Vehicles (EVs), both connected to distribution networks, represents a major challenge in the planning and operation issues. This new paradigm requires a new energy resources management approach which...... scheduling in smart grids, considering day - ahead, hour - ahead and real - time scheduling. The case study considers a 33 - bus distribution network with high penetration of distributed energy resources . The wind generation profile is base d o n a rea l Portuguese wind farm . Four scenarios are presented...... taking into account 0, 1, 2 and 5 periods (hours or minutes) ahead of the scheduling period in the hour - ahead and real - time scheduling...

  2. A Multiagent Evolutionary Algorithm for the Resource-Constrained Project Portfolio Selection and Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Yongyi Shou

    2014-01-01

    Full Text Available A multiagent evolutionary algorithm is proposed to solve the resource-constrained project portfolio selection and scheduling problem. The proposed algorithm has a dual level structure. In the upper level a set of agents make decisions to select appropriate project portfolios. Each agent selects its project portfolio independently. The neighborhood competition operator and self-learning operator are designed to improve the agent’s energy, that is, the portfolio profit. In the lower level the selected projects are scheduled simultaneously and completion times are computed to estimate the expected portfolio profit. A priority rule-based heuristic is used by each agent to solve the multiproject scheduling problem. A set of instances were generated systematically from the widely used Patterson set. Computational experiments confirmed that the proposed evolutionary algorithm is effective for the resource-constrained project portfolio selection and scheduling problem.

  3. Job Resources and Work Engagement: Optimism as Moderator Among Finnish Managers

    Directory of Open Access Journals (Sweden)

    Stela Rumenova Salminen

    2014-05-01

    Full Text Available The aim of the present study was to investigate the moderating role of optimism in the relationship between job resources (organizational climate, job control and work engagement among Finnish young managers ('N' = 747. Hierarchical regression analyses showed that both job resources and optimism exerted a positive effect on work engagement and its three dimensions of vigor, dedication, and absorption. The moderation results showed that optimism can diminish the negative impact of low job resources on work engagement. These findings provide evidence to the importance of including personal resources in future research conducted on motivational process. Additionally, these findings provide significant suggestions for the utilization of these resources in organizational practice too, i.e., in staff recruitment, retention and development.

  4. The Job Demands-Resources Model in China: Validation and Extension

    OpenAIRE

    Hu, Q.

    2014-01-01

    The Job Demands-Resources (JD-R) Model assumes that employee health and well-being result from the interplay between job demands and job resources. Based on its openheuristic nature, the JD-R model can be applied to various occupational settings, irrespective of the particular demands and resources involved. However, the model has been developed and tested in western countries so that it is still an open question whether it can be applied in the Chinese work context. The objective of this dis...

  5. Job demands-resources model in the context of recovery : Testing recovery experiences as mediators

    OpenAIRE

    Kinnunen, Ulla; Feldt, Taru; Siltaloppi, Marjo; Sonnentag, Sabine

    2011-01-01

    The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fa...

  6. The impacts of human resource management practices and pay inequality on workers' job satisfaction

    OpenAIRE

    A I Petrescu; R Simmons; S Bradley

    2004-01-01

    In this paper we investigate the relationship between Human Resource Management (HRM) practices and workers' overall job satisfaction and their satisfaction with pay. To investigate these issues we use British data from the 'Changing Employment Relationships, Employment Contracts and the Future of Work Survey' and the 'Workplace Employment Relations Survey'. After controlling for personal, job and firm characteristics, it is shown that several HRM practices raise workers overall job satisfact...

  7. [Job Demands-Resources, exhaustion and work engagement in a long-term care institution].

    Science.gov (United States)

    Conway, P M; Neri, L; Campanini, P; Francioli, L; Camerino, D; Punzi, S; Fichera, G P; Costa, G

    2012-01-01

    In this study, we aimed at testing the main hypotheses of the Job Demands-Resources model (JD-R) in a sample of employees (n = 205, mainly healthcare workers) of a long-term care institution located in Northern Italy. Hierarchical linear regression analyses show that almost all job demands considered were significantly associated with higher general psycho-physical exhaustion (beta ranging from 0.14 to 0.29), whereas more unfavourable scores in all job resources were associated with lower work engagement (from -0.27 to -0.51). However, also significant cross-over associations were observed, mainly between job resources and exhaustion, with effect sizes comparable with those found for the relationships between job demands and exhaustion. Hence, our study only partially supports the JD-R model. Implications of results for work-related stress management are finally discussed.

  8. An Improved Version of Discrete Particle Swarm Optimization for Flexible Job Shop Scheduling Problem with Fuzzy Processing Time

    Directory of Open Access Journals (Sweden)

    Song Huang

    2016-01-01

    Full Text Available The fuzzy processing time occasionally exists in job shop scheduling problem of flexible manufacturing system. To deal with fuzzy processing time, fuzzy flexible job shop model was established in several papers and has attracted numerous researchers’ attention recently. In our research, an improved version of discrete particle swarm optimization (IDPSO is designed to solve flexible job shop scheduling problem with fuzzy processing time (FJSPF. In IDPSO, heuristic initial methods based on triangular fuzzy number are developed, and a combination of six initial methods is applied to initialize machine assignment and random method is used to initialize operation sequence. Then, some simple and effective discrete operators are employed to update particle’s position and generate new particles. In order to guide the particles effectively, we extend global best position to a set with several global best positions. Finally, experiments are designed to investigate the impact of four parameters in IDPSO by Taguchi method, and IDPSO is tested on five instances and compared with some state-of-the-art algorithms. The experimental results show that the proposed algorithm can obtain better solutions for FJSPF and is more competitive than the compared algorithms.

  9. Fatigue Risk Management: The Impact of Anesthesiology Residents' Work Schedules on Job Performance and a Review of Potential Countermeasures.

    Science.gov (United States)

    Wong, Lily R; Flynn-Evans, Erin; Ruskin, Keith J

    2018-04-01

    Long duty periods and overnight call shifts impair physicians' performance on measures of vigilance, psychomotor functioning, alertness, and mood. Anesthesiology residents typically work between 64 and 70 hours per week and are often required to work 24 hours or overnight shifts, sometimes taking call every third night. Mitigating the effects of sleep loss, circadian misalignment, and sleep inertia requires an understanding of the relationship among work schedules, fatigue, and job performance. This article reviews the current Accreditation Council for Graduate Medical Education guidelines for resident duty hours, examines how anesthesiologists' work schedules can affect job performance, and discusses the ramifications of overnight and prolonged duty hours on patient safety and resident well-being. We then propose countermeasures that have been implemented to mitigate the effects of fatigue and describe how training programs or practice groups who must work overnight can adapt these strategies for use in a hospital setting. Countermeasures include the use of scheduling interventions, strategic naps, microbreaks, caffeine use during overnight and extended shifts, and the use of bright lights in the clinical setting when possible or personal blue light devices when the room lights must be turned off. Although this review focuses primarily on anesthesiology residents in training, many of the mitigation strategies described here can be used effectively by physicians in practice.

  10. human resource management tool of motivation andemployees job

    African Journals Online (AJOL)

    Items 1 - 12 ... bring about employees job satisfaction in an organization with ... Egbe OjongTandu, Department of Political Science, College of ... must have taken into consideration the work ... under study embraces the classical theory of.

  11. Burnout and engagement in relation with job demands and resources among dental staff in Northern Ireland

    NARCIS (Netherlands)

    Gorter, R.C.; Freeman, R.

    2010-01-01

    Objectives:  To investigate the psychological health - in particular, levels of burnout and engagement, job demands, job resources, and general psychological distress - among dental staff in Northern Ireland. Methods:  Three hundred questionnaires were administered to all dental offices in the

  12. Work engagement and voluntary absence : The moderating role of job resources

    NARCIS (Netherlands)

    Shantz, Amanda; Alfes, Kerstin

    2015-01-01

    The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and

  13. How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism

    NARCIS (Netherlands)

    Schaufeli, W.B.; Bakker, A.B.; Rhenen, van W.

    2009-01-01

    The present longitudinal survey among 201 telecom managers supports the Job Demands-Resources (JD-R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e.,

  14. The job demands and resources decision making (JD-R-DM) model

    NARCIS (Netherlands)

    Gordon, H.J.; Demerouti, E.; Bipp, T.; Le Blanc, P.M.

    2015-01-01

    This study explores the effects of nurses’ daily job characteristics (i.e., job demands and resources) and general work engagement on their daily decision making (i.e., analytical and intuitive) and consequently their daily performance (i.e., task and contextual). Participants completed a baseline

  15. Demands and Job Resources in the Child Care Workforce: Swiss Lead Teacher and Assistant Teacher Assessments

    Science.gov (United States)

    Bloechliger, Olivia R.; Bauer, Georg F.

    2016-01-01

    Center-based child care has been struggling with poor health and high turnover rates of child care staff and their adverse impact on care quality for decades. Yet little is known about personal and structural antecedents of job resources and job demands that are valid predictors of health and turnover in the child care workforce. Research…

  16. Job Resources, Physician Work Engagement, and Patient Care Experience in an Academic Medical Setting

    NARCIS (Netherlands)

    Scheepers, Renée A.; Lases, Lenny S. S.; Arah, Onyebuchi A.; Heineman, Maas Jan; Lombarts, Kiki M. J. M. H.

    2017-01-01

    Purpose Physician work engagement is associated with better work performance and fewer medical errors; however, whether workengaged physicians perform better from the patient perspective is unknown. Although availability of job resources (autonomy, colleague support, participation in decision

  17. Implementation of Compressed Work Schedules: Participation and Job Redesign as Critical Factors for Employee Acceptance.

    Science.gov (United States)

    Latack, Janina C.; Foster, Lawrence W.

    1985-01-01

    Analyzes the effects of an implementation of a three-day/thirty-eight hour (3/38) work schedule among information systems personnel (N=84). Data showed that 18 months after implementation, 3/38 employees still strongly favor the compressed schedule. Data also suggest substantial organizational payoffs including reductions in sick time, overtime,…

  18. Emotional job resources and emotional support seeking as moderators of the relation between emotional job demands and emotional exhaustion : A two-wave panel study

    NARCIS (Netherlands)

    Van de Ven, B.; van den Tooren, M.; Vlerick, P.

    2013-01-01

    In the present study, the relation between emotional job demands and emotional exhaustion was investigated, as was the moderating role of emotional job resources and emotional support seeking on this relation. We hypothesized a positive lagged effect of emotional job demands on emotional exhaustion,

  19. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

    Science.gov (United States)

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  20. Resource planning and scheduling of payload for satellite with particle swarm optimization

    Science.gov (United States)

    Li, Jian; Wang, Cheng

    2007-11-01

    The resource planning and scheduling technology of payload is a key technology to realize an automated control for earth observing satellite with limited resources on satellite, which is implemented to arrange the works states of various payloads to carry out missions by optimizing the scheme of the resources. The scheduling task is a difficult constraint optimization problem with various and mutative requests and constraints. Based on the analysis of the satellite's functions and the payload's resource constraints, a proactive planning and scheduling strategy based on the availability of consumable and replenishable resources in time-order is introduced along with dividing the planning and scheduling period to several pieces. A particle swarm optimization algorithm is proposed to address the problem with an adaptive mutation operator selection, where the swarm is divided into groups with different probabilities to employ various mutation operators viz., differential evolution, Gaussian and random mutation operators. The probabilities are adjusted adaptively by comparing the effectiveness of the groups to select a proper operator. The simulation results have shown the feasibility and effectiveness of the method.

  1. The influence of personal and workplace resources on new graduate nurses' job satisfaction.

    Science.gov (United States)

    Pineau Stam, Lisa M; Spence Laschinger, Heather K; Regan, Sandra; Wong, Carol A

    2015-03-01

    This study examined the influence of new graduate nurses' personal resources (psychological capital) and access to structural resources (empowerment and staffing) on their job satisfaction. Reports suggest that new graduate nurses are experiencing stressful work environments, low job satisfaction, and high turnover intentions. These nurses are a health human resource that must be retained for the replacement of retiring nurses, and to address impending shortages. Supportive workplaces that promote new graduate nurses' job satisfaction may play an important role in the retention of new nurses. A secondary analysis of data from a larger study of new graduate nurses was conducted. Data collection was completed using self-reported questionnaires. Hierarchical multiple regression was used to test the hypothesised model. Psychological capital, structural empowerment and perceived staffing adequacy were significant independent predictors of job satisfaction. The final model explained 38% of the variance in job satisfaction. Both personal and structural workplace factors are important to new graduate nurses' job satisfaction. Managers should ensure empowerment structures are in place to support new graduate nurses' job satisfaction. Orientation processes and ongoing management support to build psychological capital in new graduate nurses will help create positive perceptions of the workplace, enhancing job satisfaction. © 2013 John Wiley & Sons Ltd.

  2. Day-ahead resource scheduling of a renewable energy based virtual power plant

    International Nuclear Information System (INIS)

    Zamani, Ali Ghahgharaee; Zakariazadeh, Alireza; Jadid, Shahram

    2016-01-01

    Highlights: • Simultaneous energy and reserve scheduling of a VPP. • Aggregate uncertainties of electricity prices, renewable generation and load demand. • Develop a stochastic scheduling model using the point estimate method. - Abstract: The evolution of energy markets is accelerating in the direction of a greater reliance upon distributed energy resources (DERs). To manage this increasing two-way complexity, virtual power plants (VPPs) are being deployed today all over the world. In this paper, a probabilistic model for optimal day ahead scheduling of electrical and thermal energy resources in a VPP is proposed where participation of energy storage systems and demand response programs (DRPs) are also taken into account. In the proposed model, energy and reserve is simultaneously scheduled considering the uncertainties of market prices, electrical demand and intermittent renewable power generation. The Point Estimate Method (PEM) is applied in order to model the uncertainties of VPP’s scheduling problem. Moreover, the optimal reserve scheduling of VPP is presented which efficiently decreases VPP’s risk facing the unexpected fluctuations of uncertain parameters at the power delivery time. The results demonstrated that implementation of demand response programs (DRPs) would decrease total operation costs of VPP as well as its dependency on the upstream network.

  3. [Personal resources and nursing work: a research on coping strategies and job satisfaction].

    Science.gov (United States)

    Formentin, Silvia; Dallago, Lorenza; Negrisolo, Adriana

    2009-01-01

    The coping (ability to face a difficult situation), is an essential resource for nurses, because it increases the effective functioning in the working environment, job satisfaction and individual level of wellness. The aim of this study is to explore the relationship between coping strategies and job satisfaction. A self report questionnaire was administered to all the nurses working in health services and hospitals of Padua province and to free lance nurses members of the College of Nurses, to collect information on coping strategies and job satisfaction. 2264 questionnaires were returned (71%). Active coping strategies are adopted mainly from older nurses while avoiding strategies are prevalent among younger. An association was observed between job satisfaction and active coping strategies, aimed at problem solving: active strategies increase job satisfaction while avoiding strategies descrease it. Individual coping strategies implemented to face difficult situations are associated to job satisfaction.

  4. Production and Resource Scheduling in Mass Customization with Dependent Setup Consideration

    DEFF Research Database (Denmark)

    Nielsen, Izabela Ewa; Bocewicz, G.; Do, Ngoc Anh Dung

    2014-01-01

    will contribute to the success of mass customization. This paper addresses the problem of production and resource scheduling for a production system with dependent setup and internal transportation such as AGVs in a mass customization environment. A constraint-programming-based methodology is developed to satisfy...

  5. Resource-Constrained Optimal Scheduling of Synchronous Dataflow Graphs via Timed Automata

    NARCIS (Netherlands)

    Ahmad, W.; de Groote, Robert; Holzenspies, P.K.F.; Stoelinga, Mariëlle Ida Antoinette; van de Pol, Jan Cornelis

    Synchronous dataflow (SDF) graphs are a widely used formalism for modelling, analysing and realising streaming applications, both on a single processor and in a multiprocessing context. Efficient schedules are essential to obtain maximal throughput under the constraint of available resources. This

  6. Positive Gain Spirals at Work: From Job Resources to Work Engagement, Personal Initiative and Work-Unit Innovativeness

    Science.gov (United States)

    Hakanen, Jari J.; Perhoniemi, Riku; Toppinen-Tanner, Salla

    2008-01-01

    The present cross-lagged panel study aimed to investigate the energizing power of job resources and related gain spirals. Drawing on Hobfoll's Conservation of Resources (COR) theory's rarely tested assumptions of cumulative resource gains and gain spirals a reciprocal process was expected: (1) job resources lead to work engagement and work…

  7. Preemptive scheduling with rejection

    NARCIS (Netherlands)

    Hoogeveen, H.; Skutella, M.; Woeginger, Gerhard

    2003-01-01

    We consider the problem of preemptively scheduling a set of n jobs on m (identical, uniformly related, or unrelated) parallel machines. The scheduler may reject a subset of the jobs and thereby incur job-dependent penalties for each rejected job, and he must construct a schedule for the remaining

  8. Preemptive scheduling with rejection

    NARCIS (Netherlands)

    Hoogeveen, J.A.; Skutella, M.; Woeginger, G.J.; Paterson, M.

    2000-01-01

    We consider the problem of preemptively scheduling a set of n jobs on m (identical, uniformly related, or unrelated) parallel machines. The scheduler may reject a subset of the jobs and thereby incur job-dependent penalties for each rejected job, and he must construct a schedule for the remaining

  9. A Novel Framework Based on the Improved Job Demands-Resources (JD-R) Model to Understand the Impact of Job Characteristics on Job Burnout from the View of Emotion Regulation Theory.

    Science.gov (United States)

    Yang, Naiding; Lu, Jintao; Ye, Jinfu

    2018-03-01

    It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", "Emotion regulation", "Personality traits", and "Psychological stress", in this study, an improved mine rescue workers-oriented job demands-resources (JD-R) model was put forward. Then, a novel analysis framework, to explore the impact of job characteristics on job burnout from the view of emotion regulation theory, was proposed combining the personality trait theory. This study argues that job burnout is influenced by job demands through expressive suppression and by job resources through cognitive reappraisal respectively. Further more, job demands and job resources have the opposite effects on job burnout through the "loss-path" caused by job pressure and the "gain-path" arised from job motivation, respectively. Extrovert personality traits can affect the way the individual processes the information of work environment and then how individual further adopts emotion regulation strategies, finally resulting in indirectly affecting the influence path of mine rescue workers' job characteristics on job burnout. This present study can help managers to realize the importance of employees' psychological stress and job burnout problems. The obtained conclusions provide significant decision-making references for managers in intervening job burnout, managing emotional stress and mental health of employees.

  10. The role of workaholism in the job demands-resources model.

    Science.gov (United States)

    Molino, Monica; Bakker, Arnold B; Ghislieri, Chiara

    2016-07-01

    The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work-family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.

  11. How job demands, resources, and burnout predict objective performance: a constructive replication.

    Science.gov (United States)

    Bakker, Arnold B; Van Emmerik, Hetty; Van Riet, Pim

    2008-07-01

    The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.

  12. Resource management and scheduling policy based on grid for AIoT

    Science.gov (United States)

    Zou, Yiqin; Quan, Li

    2017-07-01

    This paper has a research on resource management and scheduling policy based on grid technology for Agricultural Internet of Things (AIoT). Facing the situation of a variety of complex and heterogeneous agricultural resources in AIoT, it is difficult to represent them in a unified way. But from an abstract perspective, there are some common models which can express their characteristics and features. Based on this, we proposed a high-level model called Agricultural Resource Hierarchy Model (ARHM), which can be used for modeling various resources. It introduces the agricultural resource modeling method based on this model. Compared with traditional application-oriented three-layer model, ARHM can hide the differences of different applications and make all applications have a unified interface layer and be implemented without distinction. Furthermore, it proposes a Web Service Resource Framework (WSRF)-based resource management method and the encapsulation structure for it. Finally, it focuses on the discussion of multi-agent-based AG resource scheduler, which is a collaborative service provider pattern in multiple agricultural production domains.

  13. Tri-generation based hybrid power plant scheduling for renewable resources rich area with energy storage

    International Nuclear Information System (INIS)

    Pazheri, F.R.

    2015-01-01

    Highlights: • Involves scheduling of the tri-generation based hybrid power plant. • Utilization of renewable energy through energy storage is discussed. • Benefits of the proposed model are illustrated. • Energy efficient and environmental friendly dispatch is analyzed. • Modeled scheduling problem is applicable to any fuel enriched area. - Abstract: Solving power system scheduling is crucial to ensure smooth operations of the electric power industry. Effective utilization of available conventional and renewable energy sources (RES) by tri-generation and with the aid of energy storage facilities (ESF) can ensure clean and energy efficient power generation. Such power generation can play an important role in countries, like Saudi Arabia, where abundant fossil fuels (FF) and renewable energy sources (RES) are available. Hence, effective modeling of such hybrid power systems scheduling is essential in such countries based on the available fuel resources. The intent of this paper is to present a simple model for tri-generation based hybrid power system scheduling for energy resources rich area in presence of ESF, to ensure optimum fuel utilization and minimum pollutant emissions while meeting the power demand. This research points an effective operation strategy which ensure a clean and energy efficient power scheduling by exploiting available energy resources effectively. Hence, it has an important role in current and future power generation. In order to illustrate the benefits of the presented approach a clean and energy efficient hybrid power supply scheme for King Saud University (KSU), Saudi Arabia, is proposed and analyzed here. Results show that the proposed approach is very suitable for KSU since adequate solar power is available during its peak demand periods

  14. A confirmatory investigation of a job demands-resources model using a categorical estimator.

    Science.gov (United States)

    de Beer, Leon; Rothmann, Sebastiaan; Pienaar, Jaco

    2012-10-01

    A confirmatory investigation of a job demands-resources model was conducted with alternative methods, in a sample of 15,633 working adults aggregated from various economic sectors. The proposed model is in line with job demands-resources theory and assumes two psychological processes at work which are collectively coined "the dual process." The first process, the energetic, presents that job demands lead to ill-health outcomes due to burnout. The second process, the motivational, indicates that job resources lead to organizational commitment due to work engagement. Structural equation modelling analyses were implemented with a categorical estimator. Mediation analyses of each of the processes included bootstrapped indirect effects and kappa-squared values to apply qualitative labels to effect sizes. The relationship between job resources and organizational commitment was mediated by engagement with a large effect. The relationship between job demands and ill-health was mediated by burnout with a medium effect. The implications of the results for theory and practice were discussed.

  15. Societal individualism-collectivism and uncertainty avoidance as cultural moderators of relationships between job resources and strain.

    Science.gov (United States)

    Jang, Seulki; Shen, Winny; Allen, Tammy D; Zhang, Haiyan

    2018-05-01

    The job demands-resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism-collectivism and uncertainty avoidance shape individual-level job resource-strain relationships, as they dictate which types of resources (i.e., individual vs. group preference-oriented and uncertainty-reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism-collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross-cultural specificity versus generalizability of the job demands-resources model.

  16. Work engagement and financial returns : a diary study on the role of job and personal resources

    NARCIS (Netherlands)

    Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.

    2009-01-01

    This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and optimism), work engagement, and financial returns. Forty-two employees working in three branches of a

  17. Assessing and Increasing Staff Preference for Job Tasks Using Concurrent-Chains Schedules and Probabilistic Outcomes

    Science.gov (United States)

    Reed, Derek D.; DiGennaro Reed, Florence D.; Campisano, Natalie; Lacourse, Kristen; Azulay, Richard L.

    2012-01-01

    The assessment and improvement of staff members' subjective valuation of nonpreferred work tasks may be one way to increase the quality of staff members' work life. The Task Enjoyment Motivation Protocol (Green, Reid, Passante, & Canipe, 2008) provides a process for supervisors to identify the aversive qualities of nonpreferred job tasks.…

  18. Solving Multi-Resource Constrained Project Scheduling Problem using Ant Colony Optimization

    Directory of Open Access Journals (Sweden)

    Hsiang-Hsi Huang

    2015-01-01

    Full Text Available This paper applied Ant Colony Optimization (ACO to develop a resource constraints scheduling model to achieve the resource allocation optimization and the shortest completion time of a project under resource constraints and the activities precedence requirement for projects. Resource leveling is also discussed and has to be achieved under the resource allocation optimization in this research. Testing cases and examples adopted from the international test bank were studied for verifying the effectiveness of the proposed model. The results showed that the solutions of different cases all have a better performance within a reasonable time. These can be obtained through ACO algorithm under the same constrained conditions. A program was written for the proposed model that is able to automatically produce the project resource requirement figure after the project duration is solved.

  19. Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

    Science.gov (United States)

    Nahrgang, Jennifer D; Morgeson, Frederick P; Hofmann, David A

    2011-01-01

    In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.

  20. Running CMS remote analysis builder jobs on advanced resource connector middleware

    International Nuclear Information System (INIS)

    Edelmann, E; Happonen, K; Koivumäki, J; Lindén, T; Välimaa, J

    2011-01-01

    CMS user analysis jobs are distributed over the grid with the CMS Remote Analysis Builder application (CRAB). According to the CMS computing model the applications should run transparently on the different grid flavours in use. In CRAB this is handled with different plugins that are able to submit to different grids. Recently a CRAB plugin for submitting to the Advanced Resource Connector (ARC) middleware has been developed. The CRAB ARC plugin enables simple and fast job submission with full job status information available. CRAB can be used with a server which manages and monitors the grid jobs on behalf of the user. In the presentation we will report on the CRAB ARC plugin and on the status of integrating it with the CRAB server and compare this with using the gLite ARC interoperability method for job submission.

  1. Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses.

    Science.gov (United States)

    Shahpouri, Samira; Namdari, Kourosh; Abedi, Ahmad

    2016-05-01

    One of the latest models proposed with regard to work engagement is the detailed model put forward by Bakker and Demerouti (2007). The present study aims at investigating the effect of job resources and personal resources on turnover intention with the mediator role of work engagement among female nurses at Isfahan Alzahra Hospital. In the current study, job and personal resources were considered as the predictors of job turnover and work engagement was considered as the mediator variable among predictive and criterion variables. The data of the present study were collected from 208 female nurses who were selected by systematic random sampling. As for the analysis of the collected data, structural equations model, normal distribution method, and Bootstrap method in Macro, Preacher and Hayes, (2004) program were deployed. The findings showed that the personal resources affect the turnover intention both directly and indirectly (through work engagement); however, job resources are just associated with turnover intention with the mediating role of work engagement. The results of the study have important implications for organizations' managers about improving work engagement. Copyright © 2015 Elsevier Inc. All rights reserved.

  2. Testing and extending the triple match principle in the nursing profession: a generational perspective on job demands, job resources and strain at work.

    Science.gov (United States)

    Lavoie-Tremblay, Melanie; Trépanier, Sarah-Geneviève; Fernet, Claude; Bonneville-Roussy, Arielle

    2014-02-01

    The Triple Match Principle offers insight into the interactive interplay between job demands and job resources in the prediction of work-related strain. The aim of this article was to examine the interplay among job demands, job resources and strain in the nursing profession (the Triple Match Principle) and to gain insight into potential generational differences by investigating generation as a moderator of that interplay. No research has been done to evaluate generational differences in the Triple Match Principle. In a context of nursing shortages, it seems important to examine the relevance of the Triple Match Principle with respect to different generations of nurses. Cross-sectional study. A total of 1254 public healthcare sector nurses in Quebec, Canada, completed a questionnaire in the autumn of 2010. The questionnaire was used to assess cognitive, emotional and physical job demands and resources; psychological distress; psychosomatic complaints; and turnover intention. The results supported the Triple Match Principle and showed that job resources were more likely to buffer the effect of job demands on strain as the degree of match in qualitative dimension among demands, resources and strain increased (33·3% of triple-match interactions, 22·22% of double-match interactions and 16·67% non-match interactions were significant). Moreover, generation played a key role in this interplay, as it increased the number of significant qualitative interactions among job demands, job resources and strain. The results underscore the necessity of providing adequate job resources tailored to the specific job demands nurses face, to counteract the negative effects of those demands. © 2013 John Wiley & Sons Ltd.

  3. Societal individualism–collectivism and uncertainty avoidance as cultural moderators of relationships between job resources and strain

    Science.gov (United States)

    Shen, Winny; Allen, Tammy D.; Zhang, Haiyan

    2017-01-01

    Summary The job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and uncertainty avoidance shape individual‐level job resource–strain relationships, as they dictate which types of resources (i.e., individual vs. group preference‐oriented and uncertainty‐reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism–collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross‐cultural specificity versus generalizability of the job demands–resources model. PMID:29780207

  4. Positive resources for combating job burnout among Chinese telephone operators: Resilience and psychological empowerment.

    Science.gov (United States)

    Tian, Xiaohong; Liu, Chunqin; Zou, Guiyuan; Li, Guopeng; Kong, Linghua; Li, Ping

    2015-08-30

    Job burnout is a major concern within the service industry. However, there is a lack of research exploring positive resources for combating burnout among telephone operators. The purpose of this study was to examine the associations between resilience, psychological empowerment, and job burnout, and the mediating role of psychological empowerment. A cross-sectional survey of 575 telephone operators was conducted in 2 call centers in Shandong Province, China. Self-report questionnaires were used to assess job burnout symptoms, resilience, and psychological empowerment. Hierarchical linear regression was performed to analyze the degree to which resilience and psychological empowerment are associated with job burnout, and the mediating role of psychological empowerment. The results showed that resilience and psychological empowerment had significant "net effects" on job burnout, which may represent positive resources for combating job burnout. Psychological empowerment may partially mediate the relationship between resilience and job burnout. Thus, interventions focused on resilience and psychological empowerment may be useful options for managers concerned about burnout. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

  5. Integrating Self-Determination and Job Demands-Resources Theory in Predicting Mental Health Provider Burnout.

    Science.gov (United States)

    Dreison, Kimberly C; White, Dominique A; Bauer, Sarah M; Salyers, Michelle P; McGuire, Alan B

    2018-01-01

    Limited progress has been made in reducing burnout in mental health professionals. Accordingly, we identified factors that might protect against burnout and could be productive focal areas for future interventions. Guided by self-determination theory, we examined whether supervisor autonomy support, self-efficacy, and staff cohesion predict provider burnout. 358 staff from 13 agencies completed surveys. Higher levels of supervisor autonomy support, self-efficacy, and staff cohesion were predictive of lower burnout, even after accounting for job demands. Although administrators may be limited in their ability to reduce job demands, our findings suggest that increasing core job resources may be a viable alternative.

  6. Developing a new method for modifying over-allocated multi-mode resource constraint schedules in the presence of preemptive resources

    Directory of Open Access Journals (Sweden)

    Aidin Delgoshaei

    2016-09-01

    Full Text Available The issue of resource over-allocating is a big concern for project engineers in the process of scheduling project activities. Resource over-allocating is frequently seen after initial scheduling of a project in practice and causes significant amount of efforts to modify the initial schedules. In this research, a new method is developed for modifying over-allocated schedules in a multi-mode resource constrained project scheduling problems (MRCPSPs with positive cash flows (MRCPSP-PCF. The aim is to maximize profit of the MRCPSPs or logically minimizing costs. The proposed method can be used as a macro in Microsoft Office Project® Software to modify resource over-allocated days after scheduling a project. This research considers progress payment method and preemptive resources. The proposed approach maximizes profit by scheduling activities through the resource calendar respecting to the available level of preemptive resources and activity numbers. To examine the performance of the proposed method a number of experiments derived from the literature are solved. The results are then compared with the circumstances where resource constraints are relaxed. The outcomes show that in all studied cases, the proposed algorithm can provide modified schedules with no over-allocated days. Afterward the method is applied to modify a manufacturing project in practice.

  7. MOTIVATION AND JOB SATISFACTION OF HUMAN RESOURCES WITHIN AN ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Nicoleta ISAC

    2016-05-01

    Full Text Available The purpose of this paper is of highlighting the link between motivation and job satisfaction. The research was started from a number of assumptions to show that the individual's expectations are related to motivation, while real rewards obtained by acts carried out are related to satisfaction. To achieve this goal was achieved an investigation on 68 employees using questionnaire method. The empirical basis of this paper is the interpretation’ results of all answers, obtained from the applied within the company questionnaire.

  8. Concurrent processes scheduling with scarce resources in small and medium enterprises

    Institute of Scientific and Technical Information of China (English)

    马嵩华

    2016-01-01

    Scarce resources , precedence and non-determined time-lag are three constraints commonly found in small and medium manufacturing enterprises (SMEs), which are deemed to block the ap-plication of workflow management system ( WfMS ) .To tackle this problem , a workflow scheduling approach is proposed based on timing workflow net (TWF-net) and genetic algorithm (GA).The workflow is modelled in a form of TWF-net in favour of process simulation and resource conflict checking .After simplifying and reconstructing the set of workflow instance , the conflict resolution problem is transformed into a resource-constrained project scheduling problem ( RCPSP ) , which could be efficiently solved by a heuristic method , such as GA.Finally, problems of various sizes are utilized to test the performance of the proposed algorithm and to compare it with first-come-first-served ( FCFS) strategy.The evaluation demonstrates that the proposed method is an overwhelming and effective approach for scheduling the concurrent processes with precedence and resource con -straints .

  9. Shuffled Frog Leaping Algorithm for Preemptive Project Scheduling Problems with Resource Vacations Based on Patterson Set

    Directory of Open Access Journals (Sweden)

    Yi Han

    2013-01-01

    Full Text Available This paper presents a shuffled frog leaping algorithm (SFLA for the single-mode resource-constrained project scheduling problem where activities can be divided into equant units and interrupted during processing. Each activity consumes 0–3 types of resources which are renewable and temporarily not available due to resource vacations in each period. The presence of scarce resources and precedence relations between activities makes project scheduling a difficult and important task in project management. A recent popular metaheuristic shuffled frog leaping algorithm, which is enlightened by the predatory habit of frog group in a small pond, is adopted to investigate the project makespan improvement on Patterson benchmark sets which is composed of different small and medium size projects. Computational results demonstrate the effectiveness and efficiency of SFLA in reducing project makespan and minimizing activity splitting number within an average CPU runtime, 0.521 second. This paper exposes all the scheduling sequences for each project and shows that of the 23 best known solutions have been improved.

  10. Multi-agent system for energy resource scheduling of integrated microgrids in a distributed system

    International Nuclear Information System (INIS)

    Logenthiran, T.; Srinivasan, Dipti; Khambadkone, Ashwin M.

    2011-01-01

    This paper proposes a multi-agent system for energy resource scheduling of an islanded power system with distributed resources, which consists of integrated microgrids and lumped loads. Distributed intelligent multi-agent technology is applied to make the power system more reliable, efficient and capable of exploiting and integrating alternative sources of energy. The algorithm behind the proposed energy resource scheduling has three stages. The first stage is to schedule each microgrid individually to satisfy its internal demand. The next stage involves finding the best possible bids for exporting power to the network and compete in a whole sale energy market. The final stage is to reschedule each microgrid individually to satisfy the total demand, which is the addition of internal demand and the demand from the results of the whole sale energy market simulation. The simulation results of a power system with distributed resources comprising three microgrids and five lumped loads show that the proposed multi-agent system allows efficient management of micro-sources with minimum operational cost. The case studies demonstrate that the system is successfully monitored, controlled and operated by means of the developed multi-agent system. (author)

  11. Multi-agent system for energy resource scheduling of integrated microgrids in a distributed system

    Energy Technology Data Exchange (ETDEWEB)

    Logenthiran, T.; Srinivasan, Dipti; Khambadkone, Ashwin M. [Department of Electrical and Computer Engineering, National University of Singapore, 4 Engineering Drive 3, Singapore 117576 (Singapore)

    2011-01-15

    This paper proposes a multi-agent system for energy resource scheduling of an islanded power system with distributed resources, which consists of integrated microgrids and lumped loads. Distributed intelligent multi-agent technology is applied to make the power system more reliable, efficient and capable of exploiting and integrating alternative sources of energy. The algorithm behind the proposed energy resource scheduling has three stages. The first stage is to schedule each microgrid individually to satisfy its internal demand. The next stage involves finding the best possible bids for exporting power to the network and compete in a whole sale energy market. The final stage is to reschedule each microgrid individually to satisfy the total demand, which is the addition of internal demand and the demand from the results of the whole sale energy market simulation. The simulation results of a power system with distributed resources comprising three microgrids and five lumped loads show that the proposed multi-agent system allows efficient management of micro-sources with minimum operational cost. The case studies demonstrate that the system is successfully monitored, controlled and operated by means of the developed multi-agent system. (author)

  12. Resource-constrained project scheduling problem: review of past and recent developments

    Directory of Open Access Journals (Sweden)

    Farhad Habibi

    2018-01-01

    Full Text Available The project scheduling problem is both practically and theoretically of paramount importance. From the practical perspective, improvement of project scheduling as a critical part of project management process can lead to successful project completion and significantly decrease of the relevant costs. From the theoretical perspective, project scheduling is regarded as one of the in-teresting optimization issues, which has attracted the attention of many researchers in the area of operations research. Therefore, the project scheduling issue has been significantly evaluated over time and has been developed from various aspects. In this research, the topics related to Re-source-Constrained Project Scheduling Problem (RCPSP are reviewed, recent developments in this field are evaluated, and the results are presented for future studies. In this regard, first, the standard problem of RCPSP is expressed and related developments are presented from four as-pects of resources, characteristics of activities, type of objective functions, and availability level of information. Following that, details about 216 articles conducted on RCPSP during 1980-2017 are expressed. At the end, in line with the statistics obtained from the evaluation of previ-ous articles, suggestions are made for the future studies in order to help the development of new issues in this area.

  13. Online scheduling of jobs with fixed start times on related machines

    Czech Academy of Sciences Publication Activity Database

    Epstein, L.; Jeż, Łukasz; Sgall, J.; van Stee, R.

    2016-01-01

    Roč. 74, č. 1 (2016), s. 156-176 ISSN 0178-4617 R&D Projects: GA AV ČR IAA100190902; GA ČR GBP202/12/G061 Institutional support: RVO:67985840 Keywords : online scheduling * online algorithms * related machines Subject RIV: BA - General Mathematics Impact factor: 0.735, year: 2016 http://link.springer.com/article/10.1007%2Fs00453-014-9940-2

  14. Resource Constrained Project Scheduling Subject to Due Dates: Preemption Permitted with Penalty

    Directory of Open Access Journals (Sweden)

    Behrouz Afshar-Nadjafi

    2014-01-01

    Full Text Available Extensive research works have been carried out in resource constrained project scheduling problem. However, scarce researches have studied the problems in which a setup cost must be incurred if activities are preempted. In this research, we investigate the resource constrained project scheduling problem to minimize the total project cost, considering earliness-tardiness and preemption penalties. A mixed integer programming formulation is proposed for the problem. The resulting problem is NP-hard. So, we try to obtain a satisfying solution using simulated annealing (SA algorithm. The efficiency of the proposed algorithm is tested based on 150 randomly produced examples. Statistical comparison in terms of the computational times and objective function indicates that the proposed algorithm is efficient and effective.

  15. The Combinatorial Multi-Mode Resource Constrained Multi-Project Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Denis Pinha

    2016-11-01

    Full Text Available This paper presents the formulation and solution of the Combinatorial Multi-Mode Resource Constrained Multi-Project Scheduling Problem. The focus of the proposed method is not on finding a single optimal solution, instead on presenting multiple feasible solutions, with cost and duration information to the project manager. The motivation for developing such an approach is due in part to practical situations where the definition of optimal changes on a regular basis. The proposed approach empowers the project manager to determine what is optimal, on a given day, under the current constraints, such as, change of priorities, lack of skilled worker. The proposed method utilizes a simulation approach to determine feasible solutions, under the current constraints. Resources can be non-consumable, consumable, or doubly constrained. The paper also presents a real-life case study dealing with scheduling of ship repair activities.

  16. Resource utilization in surgery after the revision of surgical fee schedule in Japan.

    Science.gov (United States)

    Nakata, Yoshinori; Yoshimura, Tatsuya; Watanabe, Yuichi; Otake, Hiroshi; Oiso, Giichiro; Sawa, Tomohiro

    2015-01-01

    The purpose of this paper is to examine whether the current surgical reimbursement system in Japan reflects resource utilization after the revision of fee schedule in 2014. The authors collected data from all the surgical procedures performed at Teikyo University Hospital from April 1 through September 30, 2014. The authors defined the decision-making unit as a surgeon with the highest academic rank in the surgery. Inputs were defined as the number of medical doctors who assisted surgery, and the time of operation from skin incision to closure. An output was defined as the surgical fee. The authors calculated surgeons' efficiency scores using data envelopment analysis. The efficiency scores of each surgical specialty were significantly different (p=0.000). This result demonstrates that the Japanese surgical reimbursement scales still fail to reflect resource utilization despite the revision of surgical fee schedule.

  17. Revisiting the NEH algorithm- the power of job insertion technique for optimizing the makespan in permutation flow shop scheduling

    Directory of Open Access Journals (Sweden)

    A. Baskar

    2016-04-01

    Full Text Available Permutation flow shop scheduling problems have been an interesting area of research for over six decades. Out of the several parameters, minimization of makespan has been studied much over the years. The problems are widely regarded as NP-Complete if the number of machines is more than three. As the computation time grows exponentially with respect to the problem size, heuristics and meta-heuristics have been proposed by many authors that give reasonably accurate and acceptable results. The NEH algorithm proposed in 1983 is still considered as one of the best simple, constructive heuristics for the minimization of makespan. This paper analyses the powerful job insertion technique used by NEH algorithm and proposes seven new variants, the complexity level remains same. 120 numbers of problem instances proposed by Taillard have been used for the purpose of validating the algorithms. Out of the seven, three produce better results than the original NEH algorithm.

  18. The job demands-resources model of work engagement in South African call centres

    Directory of Open Access Journals (Sweden)

    Yolandi Janse van Rensburg

    2013-09-01

    Full Text Available Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives. Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement. Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies. Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed. Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement. Practical/managerial implications: Both the content and

  19. The job demands-resources model of work engagement in South African call centres

    Directory of Open Access Journals (Sweden)

    Yolandi Janse van Rensburg

    2013-09-01

    Full Text Available Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives.Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement.Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies.Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed.Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement.Practical/managerial implications: Both the content and

  20. A new mathematical model for single machine batch scheduling problem for minimizing maximum lateness with deteriorating jobs

    Directory of Open Access Journals (Sweden)

    Ahmad Zeraatkar Moghaddam

    2012-01-01

    Full Text Available This paper presents a mathematical model for the problem of minimizing the maximum lateness on a single machine when the deteriorated jobs are delivered to each customer in various size batches. In reality, this issue may happen within a supply chain in which delivering goods to customers entails cost. Under such situation, keeping completed jobs to deliver in batches may result in reducing delivery costs. In literature review of batch scheduling, minimizing the maximum lateness is known as NP-Hard problem; therefore the present issue aiming at minimizing the costs of delivering, in addition to the aforementioned objective function, remains an NP-Hard problem. In order to solve the proposed model, a Simulation annealing meta-heuristic is used, where the parameters are calibrated by Taguchi approach and the results are compared to the global optimal values generated by Lingo 10 software. Furthermore, in order to check the efficiency of proposed method to solve larger scales of problem, a lower bound is generated. The results are also analyzed based on the effective factors of the problem. Computational study validates the efficiency and the accuracy of the presented model.

  1. A Local and Global Search Combine Particle Swarm Optimization Algorithm for Job-Shop Scheduling to Minimize Makespan

    Directory of Open Access Journals (Sweden)

    Zhigang Lian

    2010-01-01

    Full Text Available The Job-shop scheduling problem (JSSP is a branch of production scheduling, which is among the hardest combinatorial optimization problems. Many different approaches have been applied to optimize JSSP, but for some JSSP even with moderate size cannot be solved to guarantee optimality. The original particle swarm optimization algorithm (OPSOA, generally, is used to solve continuous problems, and rarely to optimize discrete problems such as JSSP. In OPSOA, through research I find that it has a tendency to get stuck in a near optimal solution especially for middle and large size problems. The local and global search combine particle swarm optimization algorithm (LGSCPSOA is used to solve JSSP, where particle-updating mechanism benefits from the searching experience of one particle itself, the best of all particles in the swarm, and the best of particles in neighborhood population. The new coding method is used in LGSCPSOA to optimize JSSP, and it gets all sequences are feasible solutions. Three representative instances are made computational experiment, and simulation shows that the LGSCPSOA is efficacious for JSSP to minimize makespan.

  2. A novel modeling approach for job shop scheduling problem under uncertainty

    Directory of Open Access Journals (Sweden)

    Behnam Beheshti Pur

    2013-11-01

    Full Text Available When aiming on improving efficiency and reducing cost in manufacturing environments, production scheduling can play an important role. Although a common workshop is full of uncertainties, when using mathematical programs researchers have mainly focused on deterministic problems. After briefly reviewing and discussing popular modeling approaches in the field of stochastic programming, this paper proposes a new approach based on utility theory for a certain range of problems and under some practical assumptions. Expected utility programming, as the proposed approach, will be compared with the other well-known methods and its meaningfulness and usefulness will be illustrated via a numerical examples and a real case.

  3. Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry

    Directory of Open Access Journals (Sweden)

    Osibanjo, Omotayo Adewale

    2012-06-01

    Full Text Available The paper examines the effect of human resources management (factors on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage.

  4. Optimization of horizontal microcode within and beyond basic blocks: an application of processor scheduling with resources

    Energy Technology Data Exchange (ETDEWEB)

    Fisher, J.A.

    1979-10-01

    Microprogram optimization is the rearrangement of microcode written vertically, with one operation issued per step, into legal horizontal microinstructions, in which several operations are issued each instruction cycle. The rearrangement is done in a way that approximately minimizes the running time of the code. This problem is identified with the problem of processor scheduling with resource constraints. Thus, the problem of optimizing basic blocks of microcode can be seen to be np-complete; however, approximate methods for basic blocks which have good records in other, similar scheduling environments can be used. In priority list scheduling the tasks are ordered according to some evaluation function, and then schedules are found by repeated scans of the list. Several evaluation functions are shown to perform very well on large samples of various classes of random data-precedence graphs with characteristics similar to those derived from microprograms. A method of spotting resource bottlenecks in the derived data-precedence graph enables one to obtain a resource-considerate evaluation function, in which tasks which contribute directly to or precede bottlenecks have their priorities raised. The complexity of the calculations necessary to compute the lower bound was greatly reduced. A method is suggested for optimizing beyond basic blocks. Groups of basic blocks are treated as if they were one block; the information necessary to control the motion of tasks between blocks is encoded as data-precedence constraints on the conditional tasks. Long paths of code can thus be optimized, with no back branches, by the same methods used for basic blocks. 9 figures, 6 tables.

  5. Optimal Grid Scheduling Using Improved Artificial Bee Colony Algorithm

    OpenAIRE

    T. Vigneswari; M. A. Maluk Mohamed

    2015-01-01

    Job Scheduling plays an important role for efficient utilization of grid resources available across different domains and geographical zones. Scheduling of jobs is challenging and NPcomplete. Evolutionary / Swarm Intelligence algorithms have been extensively used to address the NP problem in grid scheduling. Artificial Bee Colony (ABC) has been proposed for optimization problems based on foraging behaviour of bees. This work proposes a modified ABC algorithm, Cluster Hete...

  6. Constrained consumption shifting management in the distributed energy resources scheduling considering demand response

    International Nuclear Information System (INIS)

    Faria, Pedro; Vale, Zita; Baptista, Jose

    2015-01-01

    Highlights: • Consumption reduction and/or shift to several periods before and after. • Optimization problem for scheduling of demand response and distributed generation. • Minimization of the Virtual Power Player operation (remuneration) costs. • Demand response can be efficient to meet distributed generation shortages. • Consumers benefit with the remuneration of the participation in demand response. - Abstract: Demand response concept has been gaining increasing importance while the success of several recent implementations makes this resource benefits unquestionable. This happens in a power systems operation environment that also considers an intensive use of distributed generation. However, more adequate approaches and models are needed in order to address the small size consumers and producers aggregation, while taking into account these resources goals. The present paper focuses on the demand response programs and distributed generation resources management by a Virtual Power Player that optimally aims to minimize its operation costs taking the consumption shifting constraints into account. The impact of the consumption shifting in the distributed generation resources schedule is also considered. The methodology is applied to three scenarios based on 218 consumers and 4 types of distributed generation, in a time frame of 96 periods

  7. Burnout and engagement in relation with job demands and resources among dental staff in Northern Ireland.

    Science.gov (United States)

    Gorter, Ronald C; Freeman, Ruth

    2011-02-01

    To investigate the psychological health--in particular, levels of burnout and engagement, job demands, job resources, and general psychological distress--among dental staff in Northern Ireland. Three hundred questionnaires were administered to all dental offices in the western part of Northern Ireland. The questionnaire consisted of 'Maslach Burnout Inventory (MBI)', 'Job Demands in Dentistry measure', 'Utrecht Work Engagement Scale (UWES)', 'Job Resources in dentistry measure', and 'General Health Questionnaire (GHQ)'. Overall response rate among all staff members was 45% (for general dental practitioners: 65%). Burnout mean scores were unfavourable when compared with MBI manual norm scores, 26% had scores in the 'high' categories of both emotional exhaustion (EE) and depersonalization (DP). This is an indication of severe burnout risk. Time pressure, financial worries, and difficult patients appeared to be the most prominent work demands (mean scores >3). All job demands' scales correlated significantly (P r UWES, and all job resources' subscales were all well above each subscale's range midpoint. Treatment results appeared the most prominent work resource. GHQ mean score for all was 1.05 (SD = 0.51). No difference in mean score was found between dentists and other staff (F(1,123) = 1.08, NS). With 'case level' set at a score >3 as a cut-off point, 25% of the subjects have to be considered cases. Burnout is a serious threat for the dental team in this region of Northern Ireland, especially among general dental practitioners. One-quarter of the dentists were categorized as having a serious burnout risk. Dentists appeared to have most trouble with the work environment aspects: time pressure and financial worries. Furthermore, the proportion of those suffering from psychological distress was unusually high. In contrast to these findings, encouraging levels of engagement were identified. It is recommended that attention for burnout risk is given priority by dental

  8. Female human resource professionals’ job embeddedness in relation to commitment foci: An exploratory study

    Directory of Open Access Journals (Sweden)

    Ingrid L. Potgieter

    2018-06-01

    Full Text Available Orientation: Managers and human resource practitioners who are concerned about managing talent as a critical resource need to recognise how employees’ job embeddedness relates to their commitment foci within the organisation. By understanding this relationship, gaps can be identified and talent can be managed optimally. Research purpose: The purpose of the study was, firstly, to establish whether a significant relationship exists between job embeddedness and a set of commitment foci and, secondly, to identify the variables that contribute the most to the relationship. Motivation for the study: Organisations increasingly devote more attention to initiatives that enhance the commitment and job embeddedness of their employees in order to assist in the design of a sound talent management plan to close the talent gaps. Research approach, design and method: A quantitative approach was used in this study, utilising a cross-sectional survey design to achieve the objective of the study. Descriptive statistics, Pearson’s product-moment correlations and canonical correlation analysis were conducted. The participants were primarily black women at an early stage of their career, who were employed in the human resource management field in a professional capacity. Main findings: The results indicated that job embeddedness significantly and positively accounted for the variance in organisational and occupational commitment foci of the participants. Practical and managerial implications: Human resource practitioners and managers need to consider how the job embeddedness of employees – specifically female employees – affects their commitment foci in developing talent management plans as part of the organisational strategy. Conclusions: The findings of the study provided empirical confirmation of theoretical views on the psychological aspects that keep employees embedded in their jobs and how these aspects relate to their commitment foci.

  9. Psychological Flexibility as a Moderator of the Relationships between Job Demands and Resources and Occupational Well-being.

    Science.gov (United States)

    Novaes, Vladimir Pinto; Ferreira, Maria Cristina; Valentini, Felipe

    2018-05-15

    The aim of this study was to identify the relations of job demands (work overload) and job resources (social support and autonomy) with subjective job well-being (job satisfaction, positive affects, negative affects), as well as the moderating role of personal resources (psychological flexibility at work) in such relationships. The sample consisted of 4,867 Brazilian workers, of both sexes, with ages ranging from 18 to 67 years. Structural equation modelling showed that the work overload was negatively associated with job satisfaction (β = -.06; p autonomy was positively associated with satisfaction (β = .08; p autonomy with positive affects (β = -.06; p job demands-resources theory, especially with respect to the relevance of personal resources for the promotion of occupational well-being.

  10. How to Keep Teachers Healthy and Growing: The Influence of Job Demands and Resources

    NARCIS (Netherlands)

    Evers, Arnoud; Yamkovenko, Bogdan; Van Amersfoort, Daniël

    2017-01-01

    Purpose – Education depends on high-quality teachers who are committed to professional development and do not get burned out. The purpose of this paper was to investigate how job demands and resources can affect the health and cognitive development of teachers using the Demand-Induced Strain

  11. How to Keep Teachers Healthy and Growing: The Influence of Job Demands and Resources

    Science.gov (United States)

    Evers, Arnoud T.; Yamkovenko, Bogdan; Van Amersfoort, Daniël

    2017-01-01

    Purpose: Education depends on high-quality teachers who are committed to professional development and do not get burned out. The purpose of this paper was to investigate how job demands and resources can affect the health and cognitive development of teachers using the Demand-Induced Strain Compensation model. Design/methodology/approach: A…

  12. The Effect of Job Resources on Work Engagement: A Study on Academicians in Turkey

    Science.gov (United States)

    Altunel, Mustafa C.; Kocak, Omer Erdem; Cankir, Bilal

    2015-01-01

    Conducting research and publishing these research papers in academic journals is an accepted norm in the academic world. Previous studies prove that work engagement is a significant predictor of performance. Herein, the relationship between work engagement, which is assumed as a substitute for performance, and job resources is examined. At least…

  13. The role of matching job resources in different demanding work situations : a vignette study

    NARCIS (Netherlands)

    Tooren, van den M.; Jonge, de J.

    2010-01-01

    This study examines human service employees' beliefs about the availability, relevance, and use of specific types of job resources (i.e. cognitive, emotional, and physical) in similar types of demanding situations at work. To gain a better understanding of these intra-psychic processes assumed to

  14. Job resources buffer the impact of work-family conflict on absenteeism in female employees

    NARCIS (Netherlands)

    Demerouti, E.; Bouwman, K.; Sanz-Vergel, A.I.

    2011-01-01

    This study examines the relationship between work-family conflict and objective absenteeism 1 year later, by demonstrating that several job resources buffer the impact of work-family conflict on absenteeism. Female employees (N = 386) of a large financial services organization participated in the

  15. Burnout and Connectedness among Australian Volunteers: A Test of the Job Demands-Resources Model

    Science.gov (United States)

    Lewig, Kerry A.; Xanthopoulou, Despoina; Bakker, Arnold B.; Dollard, Maureen F.; Metzer, Jacques C.

    2007-01-01

    This study used the Job Demands-Resources (JD-R) model, developed in the context of occupational well-being in the paid workforce, to examine the antecedents of burnout and connectedness in the formal volunteer rural ambulance officer vocation (N=487). Structural equation modeling using self-reports provide strong evidence for the central…

  16. Day-Ahead Scheduling Considering Demand Response as a Frequency Control Resource

    Directory of Open Access Journals (Sweden)

    Yu-Qing Bao

    2017-01-01

    Full Text Available The development of advanced metering technologies makes demand response (DR able to provide fast response services, e.g., primary frequency control. It is recognized that DR can contribute to the primary frequency control like thermal generators. This paper proposes a day-ahead scheduling method that considers DR as a frequency control resource, so that the DR resources can be dispatched properly with other resources. In the proposed method, the objective of frequency control is realized by defining a frequency limit equation under a supposed contingency. The frequency response model is used to model the dynamics of system frequency. The nonlinear frequency limit equation is transformed to a linear arithmetic equation by piecewise linearization, so that the problem can be solved by mixed integer linear programming (MILP. Finally, the proposed method is verified on numerical examples.

  17. How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers.

    Science.gov (United States)

    Hu, Qiao; Schaufeli, Wilmar B; Taris, Toon W

    2017-12-01

    This study used a person-centered approach to examine the across-time relationships between job demands and job resources on the one hand and employee well-being (burnout and work engagement) on the other. On the basis of the job demands-resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well-being across time. The results of a 2-wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout. Copyright © 2017 John Wiley & Sons, Ltd.

  18. Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement

    NARCIS (Netherlands)

    Airila, Auli; Hakanen, Jari J.; Schaufeli, Wilmar B.|info:eu-repo/dai/nl/073779563; Luukkonen, Ritva; Punakallio, Anne; Lusa, Sirpa

    2014-01-01

    Using a two-wave 10-year longitudinal design, this study examined the motivational process proposed by the Job Demands-Resources (JD-R) model. The aim was to examine whether work engagement acts as a mediator between job resources (i.e. supervisory relations, interpersonal relations and task

  19. Disallowing Same-program Co-schedules to Improve Efficiency in Quad-core Servers

    OpenAIRE

    de Blanche, Andreas; Lundqvist, Thomas

    2017-01-01

    Programs running on different cores in a multicore server are often forced to share resources like off-chip memory, caches, I/O devices, etc. This resource sharing often leads to degraded performance, a slowdown, for the programs that share the resources. A job scheduler can improve performance by co-scheduling programs that use different resources on the same server. The most common approach to solve this co-scheduling problem has been to make job-schedulers resource aware, finding ways to c...

  20. Delivering good service: personal resources, job satisfaction and nurses' 'customer' (patient) orientation.

    Science.gov (United States)

    Gountas, Sandra; Gountas, John; Soutar, Geoffrey; Mavondo, Felix

    2014-07-01

    To explore the complex relationships between nurses' personal resources, job satisfaction and 'customer' (patient) orientation. Previous research has shown that nursing is highly intensive, emotionally charged work, which affects nurses' job performance and their customer orientation as well as patient or 'customer' satisfaction. This study contributes to the literature by examining how nurses' personal resources relate to their personal satisfaction and customer orientation and the relationships between them. Specifically, this study explores the effects of two facets of emotional labour (deep acting and surface acting), empathic concern, self-efficacy and emotional exhaustion on personal job satisfaction and customer orientation. We also test the moderating effects of inauthenticity and emotional contagion. A quantitative survey. Data were collected through a self-completion questionnaire administered to a sample of 159 Australian nurses, in a public teaching hospital, in 2010. The data were analysed using Partial Least Square analysis. Partial Least Square analysis indicates that the final model is a good fit to the data (Goodness of Fit = 0.51). Deep acting and surface acting have different effects (positive and negative) on job satisfaction and 'customer' orientation, self-efficacy has a positive effect on both and emotional exhaustion has a positive effect on customer orientation and a negative effect on job satisfaction. The moderating effects of emotional contagion and empathic concern, in the final model, are discussed. Understanding the complex interactions between personal resources, job satisfaction and customer orientation helps to increase service providers' (nurses in this study) personal satisfaction and 'customer' orientation particularly in difficult contexts. © 2013 John Wiley & Sons Ltd.

  1. Generation and exploration of aggregation abstractions for scheduling and resource allocation

    Science.gov (United States)

    Lowry, Michael R.; Linden, Theodore A.

    1993-01-01

    This paper presents research on the abstraction of computational theories for scheduling and resource allocation. The paper describes both theory and methods for the automated generation of aggregation abstractions and approximations in which detailed resource allocation constraints are replaced by constraints between aggregate demand and capacity. The interaction of aggregation abstraction generation with the more thoroughly investigated abstractions of weakening operator preconditions is briefly discussed. The purpose of generating abstract theories for aggregated demand and resources includes: answering queries about aggregate properties, such as gross feasibility; reducing computational costs by using the solution of aggregate problems to guide the solution of detailed problems; facilitating reformulating theories to approximate problems for which there are efficient problem-solving methods; and reducing computational costs of scheduling by providing more opportunities for variable and value-ordering heuristics to be effective. Experiments are being developed to characterize the properties of aggregations that make them cost effective. Both abstract and concrete theories are represented in a variant of first-order predicate calculus, which is a parameterized multi-sorted logic that facilitates specification of large problems. A particular problem is conceptually represented as a set of ground sentences that is consistent with a quantified theory.

  2. Heuristic for production scheduling on job-shop plants considering preventive maintenance tasks

    Directory of Open Access Journals (Sweden)

    Ronald Díaz-Cazaña

    2014-01-01

    Full Text Available El análisis simultáneo de la programación de la producción y la s tareas de mantenimiento preventivo atrae especial atención en los investigadores debido a su gran complejidad y por ende la neces idad de encontrar métodos eficientes para resolver este tipo de problema combinatorio. Este artículo presenta un enfoque heurístico para resolver dicha problemática en plantas tipo job-shop . El método de solución incluye un modelo de programación lineal inspirado en el proble ma del Agente Vendedor, donde el tiempo de iniciación es consid erado como métrica de distancia. El método persigue obtener una secue ncia de las órdenes de producción y tareas de mantenimiento pre ventivo que reduzcan el tiempo ocioso y los retrasos simultáneamente, c umpliendo con el programa de mantenimiento. Luego de encontrar la solución óptima para cada máquina, un factor de corrección ( CF es determinado como la nueva medida de distancia. El factor CF considera la estructura inicial de solución, la utilización de las máquin as y las prioridades en los productos. De esta forma, la soluci ón final es alcanzada solucionando el modelo de programación lineal usando los valores de distancia actualizados. Finalmente, la heurístic a propuesta es aplicada en un caso de estudio real de la Industria Cubana. Los resultados experimentales indicaron una reducción significa tiva del tiempo ocioso para la compañía objeto de estudio.

  3. Inbound Call Centers and Emotional Dissonance in the Job Demands - Resources Model.

    Science.gov (United States)

    Molino, Monica; Emanuel, Federica; Zito, Margherita; Ghislieri, Chiara; Colombo, Lara; Cortese, Claudio G

    2016-01-01

    Emotional labor, defined as the process of regulating feelings and expressions as part of the work role, is a major characteristic in call centers. In particular, interacting with customers, agents are required to show certain emotions that are considered acceptable by the organization, even though these emotions may be different from their true feelings. This kind of experience is defined as emotional dissonance and represents a feature of the job especially for call center inbound activities. The present study was aimed at investigating whether emotional dissonance mediates the relationship between job demands (workload and customer verbal aggression) and job resources (supervisor support, colleague support, and job autonomy) on the one hand, and, on the other, affective discomfort, using the job demands-resources model as a framework. The study also observed differences between two different types of inbound activities: customer assistance service (CA) and information service. The study involved agents of an Italian Telecommunication Company, 352 of whom worked in the CA and 179 in the information service. The hypothesized model was tested across the two groups through multi-group structural equation modeling. Analyses showed that CA agents experience greater customer verbal aggression and emotional dissonance than information service agents. RESULTS also showed, only for the CA group, a full mediation of emotional dissonance between workload and affective discomfort, and a partial mediation of customer verbal aggression and job autonomy, and affective discomfort. This study's findings contributed both to the emotional labor literature, investigating the mediational role of emotional dissonance in the job demands-resources model, and to call center literature, considering differences between two specific kinds of inbound activities. Suggestions for organizations and practitioners emerged in order to identify practical implications useful both to support

  4. Inbound Call Centers and Emotional Dissonance in the Job Demands – Resources Model

    Science.gov (United States)

    Molino, Monica; Emanuel, Federica; Zito, Margherita; Ghislieri, Chiara; Colombo, Lara; Cortese, Claudio G.

    2016-01-01

    Background: Emotional labor, defined as the process of regulating feelings and expressions as part of the work role, is a major characteristic in call centers. In particular, interacting with customers, agents are required to show certain emotions that are considered acceptable by the organization, even though these emotions may be different from their true feelings. This kind of experience is defined as emotional dissonance and represents a feature of the job especially for call center inbound activities. Aim: The present study was aimed at investigating whether emotional dissonance mediates the relationship between job demands (workload and customer verbal aggression) and job resources (supervisor support, colleague support, and job autonomy) on the one hand, and, on the other, affective discomfort, using the job demands-resources model as a framework. The study also observed differences between two different types of inbound activities: customer assistance service (CA) and information service. Method: The study involved agents of an Italian Telecommunication Company, 352 of whom worked in the CA and 179 in the information service. The hypothesized model was tested across the two groups through multi-group structural equation modeling. Results: Analyses showed that CA agents experience greater customer verbal aggression and emotional dissonance than information service agents. Results also showed, only for the CA group, a full mediation of emotional dissonance between workload and affective discomfort, and a partial mediation of customer verbal aggression and job autonomy, and affective discomfort. Conclusion: This study’s findings contributed both to the emotional labor literature, investigating the mediational role of emotional dissonance in the job demands-resources model, and to call center literature, considering differences between two specific kinds of inbound activities. Suggestions for organizations and practitioners emerged in order to identify

  5. Inbound Call Centers and Emotional Dissonance in the Job Demands – Resources Model

    Directory of Open Access Journals (Sweden)

    Monica Molino

    2016-07-01

    Full Text Available Background: Emotional labor, defined as the process of regulating feelings and expressions as part of the work role, is a major characteristic in call centers. In particular, interacting with customers, agents are required to show certain emotions that are considered acceptable by the organization, even though these emotions may be different from their true feelings. This kind of experience is defined as emotional dissonance and represents a feature of the job especially for call center inbound activities. Aim: The present study was aimed at investigating whether emotional dissonance mediates the relationship between job demands (workload and customer verbal aggression and job resources (supervisor support, colleague support and job autonomy on the one hand, and, on the other, affective discomfort, using the job demands-resources model as a framework. The study also observed differences between two different types of inbound activities: customer assistance service and information service.Method: The study involved agents of an Italian Telecommunication Company, 352 of whom worked in the customer assistance service and 179 in the information service. The hypothesized model was tested across the two groups through multi-group structural equation modeling.Results: Analyses showed that customer assistance service agents experience greater customer verbal aggression and emotional dissonance than information service agents. Results also showed, only for the customer assistance service group, a full mediation of emotional dissonance between workload and affective discomfort, and a partial mediation of customer verbal aggression and job autonomy, and affective discomfort.Conclusion: This study’s findings contributed both to the emotional labor literature, investigating the mediational role of emotional dissonance in the job demands-resources model, and to call center literature, considering differences between two specific kinds of inbound activities

  6. Real-time energy resources scheduling considering short-term and very short-term wind forecast

    Energy Technology Data Exchange (ETDEWEB)

    Silva, Marco; Sousa, Tiago; Morais, Hugo; Vale, Zita [Polytechnic of Porto (Portugal). GECAD - Knowledge Engineering and Decision Support Research Center

    2012-07-01

    This paper proposes an energy resources management methodology based on three distinct time horizons: day-ahead scheduling, hour-ahead scheduling, and real-time scheduling. In each scheduling process the update of generation and consumption operation and of the storage and electric vehicles storage status are used. Besides the new operation conditions, the most accurate forecast values of wind generation and of consumption using results of short-term and very short-term methods are used. A case study considering a distribution network with intensive use of distributed generation and electric vehicles is presented. (orig.)

  7. An Adaptive Large Neighborhood Search Algorithm for the Resource-constrained Project Scheduling Problem

    DEFF Research Database (Denmark)

    Muller, Laurent Flindt

    2009-01-01

    We present an application of an Adaptive Large Neighborhood Search (ALNS) algorithm to the Resource-constrained Project Scheduling Problem (RCPSP). The ALNS framework was first proposed by Pisinger and Røpke [19] and can be described as a large neighborhood search algorithm with an adaptive layer......, where a set of destroy/repair neighborhoods compete to modify the current solution in each iteration of the algorithm. Experiments are performed on the wellknown J30, J60 and J120 benchmark instances, which show that the proposed algorithm is competitive and confirms the strength of the ALNS framework...

  8. Two-stage stochastic day-ahead optimal resource scheduling in a distribution network with intensive use of distributed energy resources

    DEFF Research Database (Denmark)

    Sousa, Tiago; Ghazvini, Mohammad Ali Fotouhi; Morais, Hugo

    2015-01-01

    The integration of renewable sources and electric vehicles will introduce new uncertainties to the optimal resource scheduling, namely at the distribution level. These uncertainties are mainly originated by the power generated by renewables sources and by the electric vehicles charge requirements....... This paper proposes a two-state stochastic programming approach to solve the day-ahead optimal resource scheduling problem. The case study considers a 33-bus distribution network with 66 distributed generation units and 1000 electric vehicles....

  9. Emotional Exhaustion and Job Satisfaction in Airport Security Officers − Work−Family Conflict as Mediator in the Job Demands–Resources Model

    Directory of Open Access Journals (Sweden)

    Sophie eBaeriswyl

    2016-05-01

    Full Text Available The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners. Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R model and using work–family conflict (WFC as an intervening variable to study relationships between work characteristics (workload and supervisor support, emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a supervisor support as a major job resource predicted job satisfaction among screeners; (b workload as a major job demand predicted their emotional exhaustion; and (c WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  10. Emotional Exhaustion and Job Satisfaction in Airport Security Officers – Work–Family Conflict as Mediator in the Job Demands–Resources Model

    Science.gov (United States)

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD–R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. PMID:27242581

  11. Optimizing Resource Utilization in Grid Batch Systems

    International Nuclear Information System (INIS)

    Gellrich, Andreas

    2012-01-01

    On Grid sites, the requirements of the computing tasks (jobs) to computing, storage, and network resources differ widely. For instance Monte Carlo production jobs are almost purely CPU-bound, whereas physics analysis jobs demand high data rates. In order to optimize the utilization of the compute node resources, jobs must be distributed intelligently over the nodes. Although the job resource requirements cannot be deduced directly, jobs are mapped to POSIX UID/GID according to the VO, VOMS group and role information contained in the VOMS proxy. The UID/GID then allows to distinguish jobs, if users are using VOMS proxies as planned by the VO management, e.g. ‘role=production’ for Monte Carlo jobs. It is possible to setup and configure batch systems (queuing system and scheduler) at Grid sites based on these considerations although scaling limits were observed with the scheduler MAUI. In tests these limitations could be overcome with a home-made scheduler.

  12. Genetic Algorithm Combined with Gradient Information for Flexible Job-shop Scheduling Problem with Different Varieties and Small Batches

    Directory of Open Access Journals (Sweden)

    Chen Ming

    2017-01-01

    Full Text Available To solve the Flexible Job-shop Scheduling Problem (FJSP with different varieties and small batches, a modified meta-heuristic algorithm based on Genetic Algorithm (GA is proposed in which gene encoding is divided into process encoding and machine encoding, and according to the encoding mode, the machine gene fragment is connected with the process gene fragment and can be changed with the alteration of process genes. In order to get the global optimal solutions, the crossover and mutation operation of the process gene fragment and machine gene fragment are carried out respectively. In the initialization operation, the machines with shorter manufacturing time are more likely to be chosen to accelerate the convergence speed and then the tournament selection strategy is applied due to the minimum optimization objective. Meanwhile, a judgment condition of the crossover point quantity is introduced to speed up the population evolution and as an important interaction bridge between the current machine and alternative machines in the incidence matrix, a novel mutation operation of machine genes is proposed to achieve the replacement of manufacturing machines. The benchmark test shows the correctness of proposed algorithm and the case simulation proves the proposed algorithm has better performance compared with existing algorithms.

  13. Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of Job Demands-Resources model.

    Science.gov (United States)

    Baka, Łukasz

    2015-01-01

    The aim of the study was to investigate the direct and indirect - mediated by job burnout - effects of job demands on mental and physical health problems. The Job Demands-Resources model was the theoretical framework of the study. Three job demands were taken into account - interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 - H1) and physical (hypothesis 2 - H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  14. Burnout in Medical Residents: A Study Based on the Job Demands-Resources Model

    Directory of Open Access Journals (Sweden)

    Panagiotis Zis

    2014-01-01

    Full Text Available Purpose. Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R. Method. Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands’ interface and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor’s support. The Maslach Burnout Inventory (MBI was used to measure burnout. Results. Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. Conclusions. Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.

  15. Burnout in medical residents: a study based on the job demands-resources model.

    Science.gov (United States)

    Zis, Panagiotis; Anagnostopoulos, Fotios; Sykioti, Panagiota

    2014-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R). Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands' interface) and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor's support). The Maslach Burnout Inventory (MBI) was used to measure burnout. Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.

  16. Do commitment based human resource practices influence job embeddedness and intention to quit?

    Directory of Open Access Journals (Sweden)

    Debjani Ghosh

    2015-12-01

    Full Text Available This empirical paper provides evidence that commitment based human resource practices (CBHRP influence employees' turnover intentions by embedding newcomers more extensively into organisations. The study was conducted with 501 managers in 19 financial service organisations in India. Results reveal that CBHRP enable organisations to actively embed employees. The results also indicate that on-the-job embeddedness (on-the-JE is negatively related to turnover intentions and mediates relationships between CBHRP and employees' intention to quit.

  17. Burnout and work engagement among teachers: an application of the job demands-resources model

    OpenAIRE

    Simbula, Silvia

    2009-01-01

    The present dissertation focuses on burnout and work engagement among teachers, with especial focus on the Job-Demands Resources Model: Chapter 1 focuses on teacher burnout. It aims to investigate the role of efficacy beliefs using negatively worded inefficacy items instead of positive ones and to establish whether depersonalization and cynism can be considered two different dimensions of the teacher burnout syndrome. Chapter 2 investigates the factorial validity of the instruments u...

  18. A microeconomic scheduler for parallel computers

    Science.gov (United States)

    Stoica, Ion; Abdel-Wahab, Hussein; Pothen, Alex

    1995-01-01

    We describe a scheduler based on the microeconomic paradigm for scheduling on-line a set of parallel jobs in a multiprocessor system. In addition to the classical objectives of increasing the system throughput and reducing the response time, we consider fairness in allocating system resources among the users, and providing the user with control over the relative performances of his jobs. We associate with every user a savings account in which he receives money at a constant rate. When a user wants to run a job, he creates an expense account for that job to which he transfers money from his savings account. The job uses the funds in its expense account to obtain the system resources it needs for execution. The share of the system resources allocated to the user is directly related to the rate at which the user receives money; the rate at which the user transfers money into a job expense account controls the job's performance. We prove that starvation is not possible in our model. Simulation results show that our scheduler improves both system and user performances in comparison with two different variable partitioning policies. It is also shown to be effective in guaranteeing fairness and providing control over the performance of jobs.

  19. Scheduling with Learning Effects and/or Time-Dependent Processing Times to Minimize the Weighted Number of Tardy Jobs on a Single Machine

    Directory of Open Access Journals (Sweden)

    Jianbo Qian

    2013-01-01

    Full Text Available We consider single machine scheduling problems with learning/deterioration effects and time-dependent processing times, with due date assignment consideration, and our objective is to minimize the weighted number of tardy jobs. By reducing all versions of the problem to an assignment problem, we solve them in O(n4 time. For some important special cases, the time complexity can be improved to be O(n2 using dynamic programming techniques.

  20. Job demands-resources predicting burnout and work engagement among Belgian home health care nurses: A cross-sectional study.

    Science.gov (United States)

    Vander Elst, Tinne; Cavents, Carolien; Daneels, Katrien; Johannik, Kristien; Baillien, Elfi; Van den Broeck, Anja; Godderis, Lode

    A better knowledge of the job aspects that may predict home health care nurses' burnout and work engagement is important in view of stress prevention and health promotion. The Job Demands-Resources model predicts that job demands and resources relate to burnout and work engagement but has not previously been tested in the specific context of home health care nursing. The present study offers a comprehensive test of the Job-Demands Resources model in home health care nursing. We investigate the main and interaction effects of distinctive job demands (workload, emotional demands and aggression) and resources (autonomy, social support and learning opportunities) on burnout and work engagement. Analyses were conducted using cross-sectional data from 675 Belgian home health care nurses, who participated in a voluntary and anonymous survey. The results show that workload and emotional demands were positively associated with burnout, whereas aggression was unrelated to burnout. All job resources were associated with higher levels of work engagement and lower levels of burnout. In addition, social support buffered the positive relationship between workload and burnout. Home health care organizations should invest in dealing with workload and emotional demands and stimulating the job resources under study to reduce the risk of burnout and increase their nurses' work engagement. Copyright © 2016 Elsevier Inc. All rights reserved.

  1. Associations among job demands and resources, work engagement, and psychological distress: fixed-effects model analysis in Japan.

    Science.gov (United States)

    Oshio, Takashi; Inoue, Akiomi; Tsutsumi, Akizumi

    2018-05-25

    We examined the associations among job demands and resources, work engagement, and psychological distress, adjusted for time-invariant individual attributes. We used data from a Japanese occupational cohort survey, which included 18,702 observations of 7,843 individuals. We investigated how work engagement, measured by the Utrecht Work Engagement Scale, was associated with key aspects of job demands and resources, using fixed-effects regression models. We further estimated the fixed-effects models to assess how work engagement moderated the association between each job characteristic and psychological distress as measured by Kessler 6 scores. The fixed-effects models showed that work engagement was positively associated with job resources, as did pooled cross-sectional and prospective cohort models. Specifically, the standardized regression coefficients (β) were 0.148 and 0.120 for extrinsic reward and decision latitude, respectively, compared to -0.159 and 0.020 for role ambiguity and workload and time pressure, respectively (p job demands and resources, which is in line with the theoretical prediction of the job demands-resources model, even after controlling for time-invariant individual attributes. Work engagement moderated the association between selected aspects of job demands and resources and psychological distress.

  2. Programs and resources for control of job stress in the Federal workplace

    Science.gov (United States)

    Joice, Wendell

    1993-01-01

    A couple of weeks ago, the American Psychological Association and the National Institute of Occupational Safety and Health held a conference in Washingtion, D.C. entitled 'Stress in the 90's'. At this conference the Office of Personnel Management (OPM) conducted a session on 'Programs and Resources for the Control of Job Stress in the Federal Workplace'. I am going to present an overview of that three-hour session and some related information from the conference. My discussion covers stress terminology and models, selected programs and resources, evaluation research, some concerns about our progress, and plans to expand our efforts at OPM.

  3. Workplace bullying erodes job and personal resources: between- and within-person perspectives.

    Science.gov (United States)

    Tuckey, Michelle R; Neall, Annabelle M

    2014-10-01

    Workplace bullying is a serious psychosocial occupational hazard. Despite a wealth of empirical study, research has rarely examined the mechanisms through which bullying has its negative effects. Accordingly, using both between- and within-person approaches, we investigated the erosion of job (Study 1) and personal (Study 2) resources following workplace bullying, mediated by the depletion of emotional energy. In Study 1, self-report survey data were collected from 221 retail workers at 2 time-points spaced 6 months apart. Structural equation modeling revealed that over time bullying depletes coworker support, partially mediated by emotional exhaustion. In Study 2, a 6-week diary was completed by a separate sample of 45 workers employed in various occupations. Within-person weekly variability in bullying exposure was 34%. Hierarchical linear modeling showed that weekly emotional exhaustion partially mediated the negative effects of weekly workplace bullying on both optimism and self-efficacy. The consistent pattern across both studies supports the idea of a resource loss process whereby exposure to bullying at work erodes job and personal resources by depleting energy. Future research should clarify the role of exhaustion in utilizing resources to respond to bullying, focus on predictors of within-person variability in bullying exposure, and more explicitly model the resource loss spiral following workplace bullying. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  4. Improved Cloud resource allocation: how INDIGO-DataCloud is overcoming the current limitations in Cloud schedulers

    Science.gov (United States)

    Lopez Garcia, Alvaro; Zangrando, Lisa; Sgaravatto, Massimo; Llorens, Vincent; Vallero, Sara; Zaccolo, Valentina; Bagnasco, Stefano; Taneja, Sonia; Dal Pra, Stefano; Salomoni, Davide; Donvito, Giacinto

    2017-10-01

    Performing efficient resource provisioning is a fundamental aspect for any resource provider. Local Resource Management Systems (LRMS) have been used in data centers for decades in order to obtain the best usage of the resources, providing their fair usage and partitioning for the users. In contrast, current cloud schedulers are normally based on the immediate allocation of resources on a first-come, first-served basis, meaning that a request will fail if there are no resources (e.g. OpenStack) or it will be trivially queued ordered by entry time (e.g. OpenNebula). Moreover, these scheduling strategies are based on a static partitioning of the resources, meaning that existing quotas cannot be exceeded, even if there are idle resources allocated to other projects. This is a consequence of the fact that cloud instances are not associated with a maximum execution time and leads to a situation where the resources are under-utilized. These facts have been identified by the INDIGO-DataCloud project as being too simplistic for accommodating scientific workloads in an efficient way, leading to an underutilization of the resources, a non desirable situation in scientific data centers. In this work, we will present the work done in the scheduling area during the first year of the INDIGO project and the foreseen evolutions.

  5. Managing employee creativity and health in nursing homes : the moderating role of matching job resources and matching occupational rewards

    NARCIS (Netherlands)

    de Jonge, J.; Gevers, J.M.P.; Dollard, M.F.

    2014-01-01

    Health care staff in nursing homes are facing increasingly high job demands at work, which can have a detrimental impact on their health and work motivation. The Demand-Induced Strain Compensation (DISC) Model offers a theoretical framework to study how matching job resources and matching

  6. Regulatory focus at work : the moderating role of regulatory focus in the job demands-resources model

    NARCIS (Netherlands)

    Brenninkmeijer, V.; Demerouti, E.; Blanc, Le P.M.; Emmerik, van I.J.H.

    2010-01-01

    Purpose – The purpose of this study is to examine the moderating role of regulatory focus in the job demands-resources model. Design/methodology/approach – A questionnaire survey was conducted among 146 teachers in secondary education. It was expected that detrimental effects of job demands (i.e.

  7. Cross-Layer Scheduling and Resource Allocation for Heterogeneous Traffic in 3G LTE

    Directory of Open Access Journals (Sweden)

    Richard Musabe

    2014-01-01

    Full Text Available 3G long term evolution (LTE introduces stringent needs in order to provide different kinds of traffic with Quality of Service (QoS characteristics. The major problem with this nature of LTE is that it does not have any paradigm scheduling algorithm that will ideally control the assignment of resources which in turn will improve the user satisfaction. This has become an open subject and different scheduling algorithms have been proposed which are quite challenging and complex. To address this issue, in this paper, we investigate how our proposed algorithm improves the user satisfaction for heterogeneous traffic, that is, best-effort traffic such as file transfer protocol (FTP and real-time traffic such as voice over internet protocol (VoIP. Our proposed algorithm is formulated using the cross-layer technique. The goal of our proposed algorithm is to maximize the expected total user satisfaction (total-utility under different constraints. We compared our proposed algorithm with proportional fair (PF, exponential proportional fair (EXP-PF, and U-delay. Using simulations, our proposed algorithm improved the performance of real-time traffic based on throughput, VoIP delay, and VoIP packet loss ratio metrics while PF improved the performance of best-effort traffic based on FTP traffic received, FTP packet loss ratio, and FTP throughput metrics.

  8. Psychosocial safety climate moderates the job demand-resource interaction in predicting workgroup distress.

    Science.gov (United States)

    Dollard, Maureen F; Tuckey, Michelle R; Dormann, Christian

    2012-03-01

    Psychosocial safety climate (PSC) arises from workplace policies, practices, and procedures for the protection of worker psychological health and safety that are largely driven by management. Many work stress theories are based on the fundamental interaction hypothesis - that a high level of job demands (D) will lead to psychological distress and that this relationship will be offset when there are high job resources (R). However we proposed that this interaction really depends on the organizational context; in particular high levels of psychosocial safety climate will enable the safe utilization of resources to reduce demands. The study sample consisted of police constables from 23 police units (stations) with longitudinal survey responses at two time points separated by 14 months (Time 1, N=319, Time 2, N=139). We used hierarchical linear modeling to assess the effect of the proposed three-way interaction term (PSC×D×R) on change in workgroup distress variance over time. Specifically we confirmed the interaction between emotional demands and emotional resources (assessed at the individual level), in the context of unit psychosocial safety climate (aggregated individual data). As predicted, high emotional resources moderated the positive relationship between emotional demands and change in workgroup distress but only when there were high levels of unit psychosocial safety climate. Results were confirmed using a split-sample analysis. Results support psychosocial safety climate as a property of the organization and a target for higher order controls for reducing work stress. The 'right' climate enables resources to do their job. Copyright © 2011 Elsevier Ltd. All rights reserved.

  9. An Effective Scheduling-Based RFID Reader Collision Avoidance Model and Its Resource Allocation via Artificial Immune Network

    OpenAIRE

    Wang, Shanjin; Li, Zhonghua; He, Chunhui; Li, Jianming

    2016-01-01

    Radio frequency identification, that is, RFID, is one of important technologies in Internet of Things. Reader collision does impair the tag identification efficiency of an RFID system. Many developed methods, for example, the scheduling-based series, that are used to avoid RFID reader collision, have been developed. For scheduling-based methods, communication resources, that is, time slots, channels, and power, are optimally assigned to readers. In this case, reader collision avoidance is equ...

  10. CMS multicore scheduling strategy

    International Nuclear Information System (INIS)

    Yzquierdo, Antonio Pérez-Calero; Hernández, Jose; Holzman, Burt; Majewski, Krista; McCrea, Alison

    2014-01-01

    In the next years, processor architectures based on much larger numbers of cores will be most likely the model to continue 'Moore's Law' style throughput gains. This not only results in many more jobs in parallel running the LHC Run 1 era monolithic applications, but also the memory requirements of these processes push the workernode architectures to the limit. One solution is parallelizing the application itself, through forking and memory sharing or through threaded frameworks. CMS is following all of these approaches and has a comprehensive strategy to schedule multicore jobs on the GRID based on the glideinWMS submission infrastructure. The main component of the scheduling strategy, a pilot-based model with dynamic partitioning of resources that allows the transition to multicore or whole-node scheduling without disallowing the use of single-core jobs, is described. This contribution also presents the experiences made with the proposed multicore scheduling schema and gives an outlook of further developments working towards the restart of the LHC in 2015.

  11. Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model.

    Science.gov (United States)

    Vignoli, Michela; Muschalla, Beate; Mariani, Marco Giovanni

    2017-01-01

    Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers' health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods.

  12. Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model

    Science.gov (United States)

    Mariani, Marco Giovanni

    2017-01-01

    Purpose Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. Methods The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Results Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Conclusions Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers' health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods. PMID:29318143

  13. Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model

    Directory of Open Access Journals (Sweden)

    Michela Vignoli

    2017-01-01

    Full Text Available Purpose. Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. Methods. The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Results. Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Conclusions. Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers’ health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods.

  14. Aging and Work Ability: The Moderating Role of Job and Personal Resources

    Directory of Open Access Journals (Sweden)

    Daniela Converso

    2018-01-01

    Full Text Available Objective: Demographic changes involving western countries and later retirements due to the recent pension reforms induce a gradual aging of the workforce. This imply an increasing number of workers with health problems and a decreasing of ability to work. In this direction, the present study aims at examining the role of job and personal resources between age and work ability within nurses.Method: The study was cross-sectional and not randomized; data were collected by a self-report questionnaire during a multi-center survey conducted in two Italian hospitals in 2016. In this way, 333 nurses were reached.Results: Multiple linear regression showed that age is significantly and negatively associated to work ability, and that job resources (e.g., decision authority and meaning of work and personal resources (e.g., hope and resilience moderate the relationship between age and work ability.Discussion: These results highlight that investing in work and personal resources to support WA is even more relevant for those professions where high physical effort is required.

  15. The Effects of Job Demands and Organizational Resources through Psychological Need Satisfaction and Thwarting.

    Science.gov (United States)

    Gillet, Nicolas; Fouquereau, Evelyne; Huyghebaert, Tiphaine; Colombat, Philippe

    2015-05-20

    In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed.

  16. Job demands-resources, burnout and intention to leave the nursing profession: a questionnaire survey.

    Science.gov (United States)

    Jourdain, Geneviève; Chênevert, Denis

    2010-06-01

    The aims of the paper are to examine the role of burnout in the relationship between stress factors related to nurses' work and social environment and intention to leave the profession and to investigate the nature of the relationship between burnout and intention to leave the nursing profession. A postulate of the job demands-resources model is that two distinct yet related processes contribute to the development of burnout. The energetic process originates from demands and is mainly centered on emotional exhaustion; the motivational process originates from resources and is mainly centered on depersonalization. Moreover, we postulated that the two components of burnout are linked indirectly to intention to leave the profession via psychosomatic complaints, associated with the energetic process, and via professional commitment, associated with the motivational process. The research model was tested on cross-sectional data collected in 2005 from 1636 registered nurses working in hospitals who responded to a self-administrated questionnaire. Demands are the most important determinants of emotional exhaustion and indirectly induce depersonalization via emotional exhaustion, whereas resources mainly predict depersonalization. Moreover, emotional exhaustion and depersonalization are linked to psychosomatic complaints and professional commitment, which are in turn associated with intention to leave the profession. The results suggest that a dual strategy is needed in order to retain nurses within the profession: a decrease in job demands, coupled with an increase in available job resources. In particular, nurses' tasks and role should be restructured to reduce work overload and increase the meaning of their work. (c) 2009 Elsevier Ltd. All rights reserved.

  17. An empirical study on the effects of human resource supporting strategies on job satisfaction

    Directory of Open Access Journals (Sweden)

    Mohammad Khodaei Valahzaghard

    2012-08-01

    Full Text Available One of the essential functions of human resource management is to take care of skilled employees. The process is normally divided into two categories: first category includes different activities such as having health and safety in working centers, performing healthy and sport programs and some other similar activities to save and improve employees' physical characteristics. The second group includes other important issues normally called benefit packages, which includes good health insurance and retiring plans. Whenever an organization provides good benefit package and supporting programs, there is a better job satisfaction among employee. In this paper, the effects of related services to support employee to reach job satisfaction and employee activities in one of Iranian banks called Mellat bank is investigated using 276 random samples. The results show that employees are relatively satisfied from the benefit package of the bank and they were relatively happy on working for such organization.

  18. Elucidating the role of recovery experiences in the job demands-resources model.

    Science.gov (United States)

    Moreno-Jiménez, Bernardo; Rodríguez-Muñoz, Alfredo; Sanz-Vergel, Ana Isabel; Garrosa, Eva

    2012-07-01

    Based on the Job Demands-Resources (JD-R) model, the current study examined the moderating role of recovery experiences (i.e., psychological detachment from work, relaxation, mastery experiences, and control over leisure time) on the relationship between one job demand (i.e., role conflict) and work- and health-related outcomes. Results from our sample of 990 employees from Spain showed that psychological detachment from work and relaxation buffered the negative impact of role conflict on some of the proposed outcomes. Contrary to our expectations, we did not find significant results for mastery and control regarding moderating effects. Overall, findings suggest a differential pattern of the recovery experiences in the health impairment process proposed by the JD-R model.

  19. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    Directory of Open Access Journals (Sweden)

    Meerman Martha GM

    2011-05-01

    Full Text Available Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs and human resource managers (HRM. Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health

  20. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers.

    Science.gov (United States)

    Haafkens, Joke A; Kopnina, Helen; Meerman, Martha G M; van Dijk, Frank J H

    2011-05-17

    Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should address in developing job retention

  1. A Priority Rule-Based Heuristic for Resource Investment Project Scheduling Problem with Discounted Cash Flows and Tardiness Penalties

    Directory of Open Access Journals (Sweden)

    Amir Abbas Najafi

    2009-01-01

    Full Text Available Resource investment problem with discounted cash flows (RIPDCFs is a class of project scheduling problem. In RIPDCF, the availability levels of the resources are considered decision variables, and the goal is to find a schedule such that the net present value of the project cash flows optimizes. In this paper, we consider a new RIPDCF in which tardiness of project is permitted with defined penalty. We mathematically formulated the problem and developed a heuristic method to solve it. The results of the performance analysis of the proposed method show an effective solution approach to the problem.

  2. Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance.

    Science.gov (United States)

    Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

    2017-01-01

    The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

  3. Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance

    Directory of Open Access Journals (Sweden)

    Andrea Ceschi

    2017-05-01

    Full Text Available The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy and decision environment management (DEM. Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

  4. Relationships between workplace well-being, job demands and resources in a sample of veterinary nurses in New Zealand.

    Science.gov (United States)

    Kimber, S; Gardner, D H

    2016-07-01

    To use a job demands-resources model to examine the associations among perceived job demands, job resources, family-to-work enrichment, positive team relationships, work engagement, emotional exhaustion, cynicism and intention to leave, in a sample of New Zealand veterinary nurses. Data were collected by means of a self-reported online survey, with the help of eight New Zealand tertiary education providers and the New Zealand Veterinary Nurses' Association. Nine measures or variables were assessed using questions or statements with responses categorised on a linear scale. Measurement models for each of the variables in the study were assessed to establish whether the variables represented the respective item-level data. Structural equation modelling was then used to test the hypothesised interrelationships among study variables. There were 253 respondents; 17.1% of individuals who classified themselves as veterinary nurses in the 2013 New Zealand census. In the final structural model job demands were associated with emotional exhaustion (standardised regression coefficient β=0.57), which was related to cynicism (β=0.52) and intention to leave (β=0.56). Job resources were negatively related to emotional exhaustion (β=-0.32). Higher work engagement was associated with lower emotional exhaustion (β=-0.29) and lower intention to leave (β=-0.30). Job resources were associated with work-to-family enrichment (β=0.69), which was related to work engagement (β=0.57); and job resources were associated with positive team relationships (β=0.79). It is important that job resources are available to help deal with demanding work. Without resources, demanding work is associated with exhaustion, cynicism and increased intention to leave, while positive spill over between work and family life are related to higher work engagement.

  5. Teachers' work engagement: Considering interaction with pupils and human resources practices as job resources

    NARCIS (Netherlands)

    Runhaar, P.R.; Sanders, K.; Konermann, J.

    2013-01-01

    The goal of these 2 studies was to investigate whether teachers' work engagement is related to the extent to which they experience their interactions with pupils and human resource (HR) practices within their schools as motivating. Study 1 was a qualitative study, including document analysis and

  6. Copenhagen Psychosocial Questionnaire - A validation study using the Job Demand-Resources model.

    Directory of Open Access Journals (Sweden)

    Hanne Berthelsen

    Full Text Available This study aims at investigating the nomological validity of the Copenhagen Psychosocial Questionnaire (COPSOQ II by using an extension of the Job Demands-Resources (JD-R model with aspects of work ability as outcome.The study design is cross-sectional. All staff working at public dental organizations in four regions of Sweden were invited to complete an electronic questionnaire (75% response rate, n = 1345. The questionnaire was based on COPSOQ II scales, the Utrecht Work Engagement scale, and the one-item Work Ability Score in combination with a proprietary item. The data was analysed by Structural Equation Modelling.This study contributed to the literature by showing that: A The scale characteristics were satisfactory and the construct validity of COPSOQ instrument could be integrated in the JD-R framework; B Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources.In conclusion, the nomological validity of COPSOQ was supported as the JD-R model-can be operationalized by the instrument. This may be helpful for transferral of complex survey results and work life theories to practitioners in the field.

  7. Investigating the reversed causality of engagement and burnout in job demands-resources theory

    Directory of Open Access Journals (Sweden)

    Leon T. de Beer

    2013-03-01

    Full Text Available Orientation: Reversed causality is an area that has not commanded major attention within the South African context, specifically pertaining to engagement, burnout and job demands resources. Therefore, this necessitated an investigation to elucidate the potential effects. Research purpose: To investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time. Motivation for the study: Organisations and researchers should be made aware of the effects that burnout and engagement could have over time on resources and demands. Research design, approach and method: A longitudinal design was employed. The availability sample (n = 593 included participants from different demographic backgrounds. A survey was used to measure all constructs at both points in time. Structural equation modelling techniques were implemented with a categorical estimator to investigate the proposed hypotheses. Main findings: Burnout was found to have a significant negative longitudinal relationship with colleague support and supervisor support, whilst the negative relationship with supervisor support over time was more prominent. Engagement showed only one significant but small, negative relationship with supervisor support over time. All other relationships were statistically non-significant. Practical/managerial implications: This study makes organisations aware of the relationship between burnout and relationships at work over time. Proactive measures to promote relationships at work, specifically supervisor support, should be considered in addition to combatting burnout itself and promoting engagement. Contribution/value-add: This study provides insights and information on reversed causality, namely, the effects that engagement and burnout can have over time.

  8. Copenhagen Psychosocial Questionnaire - A validation study using the Job Demand-Resources model.

    Science.gov (United States)

    Berthelsen, Hanne; Hakanen, Jari J; Westerlund, Hugo

    2018-01-01

    This study aims at investigating the nomological validity of the Copenhagen Psychosocial Questionnaire (COPSOQ II) by using an extension of the Job Demands-Resources (JD-R) model with aspects of work ability as outcome. The study design is cross-sectional. All staff working at public dental organizations in four regions of Sweden were invited to complete an electronic questionnaire (75% response rate, n = 1345). The questionnaire was based on COPSOQ II scales, the Utrecht Work Engagement scale, and the one-item Work Ability Score in combination with a proprietary item. The data was analysed by Structural Equation Modelling. This study contributed to the literature by showing that: A) The scale characteristics were satisfactory and the construct validity of COPSOQ instrument could be integrated in the JD-R framework; B) Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C) Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources. In conclusion, the nomological validity of COPSOQ was supported as the JD-R model-can be operationalized by the instrument. This may be helpful for transferral of complex survey results and work life theories to practitioners in the field.

  9. Applying the Job Demands--Resources Model to the Work--Home Interface: A Study among Medical Residents and Their Partners

    Science.gov (United States)

    Bakker, Arnold B.; ten Brummelhuis, Lieke L.; Prins, Jelle T.; van der Heijden, Frank M. M. A.

    2011-01-01

    Work-home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands-resources (JD-R) model was used as a theoretical framework. Using a sample of…

  10. An corrigendum on the paper : Solving the job-shop scheduling problem optimally by dynamic programming (Computers and Operations Research 39(12) (2968–2977) (S0305054812000500) (10.1016/j.cor.2012.02.024))

    NARCIS (Netherlands)

    van Hoorn, Jelke J.; Nogueira, Agustín; Ojea, Ignacio; Gromicho Dos Santos, Joaquim Antonio

    2017-01-01

    In [1] an algorithm is proposed for solving the job-shop scheduling problem optimally using a dynamic programming strategy. This is, according to our knowledge, the first exact algorithm for the Job Shop problem which is not based on integer linear programming and branch and bound. Despite the

  11. Job Resources, Physician Work Engagement, and Patient Care Experience in an Academic Medical Setting.

    Science.gov (United States)

    Scheepers, Renée A; Lases, Lenny S S; Arah, Onyebuchi A; Heineman, Maas Jan; Lombarts, Kiki M J M H

    2017-10-01

    Physician work engagement is associated with better work performance and fewer medical errors; however, whether work-engaged physicians perform better from the patient perspective is unknown. Although availability of job resources (autonomy, colleague support, participation in decision making, opportunities for learning) bolster work engagement, this relationship is understudied among physicians. This study investigated associations of physician work engagement with patient care experience and job resources in an academic setting. The authors collected patient care experience evaluations, using nine validated items from the Dutch Consumer Quality index in two academic hospitals (April 2014 to April 2015). Physicians reported job resources and work engagement using, respectively, the validated Questionnaire on Experience and Evaluation of Work and the Utrecht Work Engagement Scale. The authors conducted multivariate adjusted mixed linear model and linear regression analyses. Of the 9,802 eligible patients and 238 eligible physicians, respectively, 4,573 (47%) and 185 (78%) participated. Physician work engagement was not associated with patient care experience (B = 0.01; 95% confidence interval [CI] = -0.02 to 0.03; P = .669). However, learning opportunities (B = 0.28; 95% CI = 0.05 to 0.52; P = .019) and autonomy (B = 0.31; 95% CI = 0.10 to 0.51; P = .004) were positively associated with work engagement. Higher physician work engagement did not translate into better patient care experience. Patient experience may benefit from physicians who deliver stable quality under varying levels of work engagement. From the physicians' perspective, autonomy and learning opportunities could safeguard their work engagement.

  12. The Job Demands-Resources model as predictor of work identity and work engagement: A comparative analysis

    Directory of Open Access Journals (Sweden)

    Roslyn De Braine

    2011-05-01

    Research purpose: This study explored possible differences in the Job Demands-Resources model (JD-R as predictor of overall work engagement, dedication only and work-based identity, through comparative predictive analyses. Motivation for the study: This study may shed light on the dedication component of work engagement. Currently no literature indicates that the JD-R model has been used to predict work-based identity. Research design: A census-based survey was conducted amongst a target population of 23134 employees that yielded a sample of 2429 (a response rate of about 10.5%. The Job Demands- Resources scale (JDRS was used to measure job demands and job resources. A work-based identity scale was developed for this study. Work engagement was studied with the Utrecht Work Engagement Scale (UWES. Factor and reliability analyses were conducted on the scales and general multiple regression models were used in the predictive analyses. Main findings: The JD-R model yielded a greater amount of variance in dedication than in work engagement. It, however, yielded the greatest amount of variance in work-based identity, with job resources being its strongest predictor. Practical/managerial implications: Identification and work engagement levels can be improved by managing job resources and demands. Contribution/value-add: This study builds on the literature of the JD-R model by showing that it can be used to predict work-based identity.

  13. Managing employee well-being: A qualitative study exploring job and personal resources of at-risk employees

    Directory of Open Access Journals (Sweden)

    Cecile Gauche

    2017-11-01

    Full Text Available Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout. Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout. Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being. Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis. Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources. Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being. Contribution: This study contributes to the limited research available in the South African context

  14. Using the Job-Demands-Resources model to predict turnover in the information technology workforce – General effects and gender

    Directory of Open Access Journals (Sweden)

    Peter Hoonakker

    2014-01-01

    Full Text Available High employee turnover has always been a major issue for Information Technology (IT. In particular, turnover of women is very high. In this study, we used the Job Demand/Resources (JD-R model to examine the relationship between job demands and job resources, stress/burnout and job satisfaction/commitment, and turnover intention and tested the model for gender differences. Data were collected in five IT companies. A sample of 624 respondents (return rate: 56%; 54% males; mean age: 39.7 years was available for statistical analyses. Results of our study show that relationships between job demands and turnover intention are mediated by emotional exhaustion (burnout and relationships between job resources and turnover intention are mediated by job satisfaction. We found noticeable gender differences in these relationships, which can explain differences in turnover intention between male and female employees. The results of our study have consequences for organizational retention strategies to keep men and women in the IT work force.

  15. Predicting nurses' well-being from job demands and resources: a cross-sectional study of emotional labour.

    Science.gov (United States)

    Chou, Huei Yin; Hecker, Rob; Martin, Angela

    2012-05-01

    The aim of the present study was to investigate the effects of job demands and resources as well as emotional labour on job satisfaction and emotional exhaustion among nurses. While emotional labour is a construct that has considerable significance in health care as nurses often need to express organizationally desired emotions, little research has investigated the relationships between emotional labour, job demands and resources in the prediction of nurses' well-being. The questionnaire was distributed to 450 registered nurses (RN) working in a teaching hospital in Taiwan during February 2007, of which 240 valid questionnaires were returned and analysed (53.33% response rate). In addition to descriptive statistics and correlation, structural equation modelling (LISREL 8.8) was conducted. The findings showed that the frequency of interacting with difficult patients positively related to surface acting. Perceived organizational support (POS) positively related to deep acting and negatively to surface acting. The results also showed that surface acting related negatively, and deep acting related positively, to job satisfaction. The frequency of interactions with difficult patients related positively to emotional exhaustion, and negatively to job satisfaction. Perceived organizational support related negatively to emotional exhaustion and positively to job satisfaction. The results suggest that job demands, resources and emotional labour can predict nurses' well-being. The results of the present study indicate that nurses' well-being can be predicted by job demands, resources and emotional labour. There is a need to address organizational support and training programmes to enhance job satisfaction and reduce emotional exhaustion among nurses. © 2011 Blackwell Publishing Ltd.

  16. Behaving safely under pressure: The effects of job demands, resources, and safety climate on employee physical and psychosocial safety behavior.

    Science.gov (United States)

    Bronkhorst, Babette

    2015-12-01

    Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work-family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change. Copyright © 2015 Elsevier Ltd and National Safety Council. All rights reserved.

  17. Project scheduling with resources constraints: application in the equipment production for the oil industry; Scheduling de projetos com restricao de recursos: aplicacao na producao de equipamentos para a industria de petroleo

    Energy Technology Data Exchange (ETDEWEB)

    Cruz, Carolina A.O.; Ferreira Filho, Virgilio J.M. [Universidade Federal do Rio de Janeiro (UFRJ), Rio de Janeiro, RJ (Brazil). Coordenacao dos Programas de Pos-graduacao de Engenharia (COPPE)

    2008-07-01

    One of the essential steps in the main scope Project Management is the Time Management made by the planning and control of the project schedule. In this work is presented the resource constrained scheduling problem beyond its mathematical formulation and a review of papers about this issue. In sequence is presented a practical example of this model considering a simplified model of an engineering project schedule of oil production equipment. The results obtained with the model application are shown and the conclusions about the work with resource constrained scheduling problems. (author)

  18. The moderating role of personal resources in the relationship between psychosocial job demands and health: a cross-sectional study

    Science.gov (United States)

    Mayerl, Hannes; Stolz, Erwin; Großschädl, Franziska; Rásky, Éva; Freidl, Wolfgang

    2017-01-01

    Objective The main objective of this research was to investigate the buffering effects of an individual’s physical, mental and social resources in the relationship between psychosocial job demands and (1) health symptoms, (2) mental strain and (3) the body mass index (BMI), respectively. Methods We performed moderated regression analysis to examine data from a large cross-sectional survey of an Austrian employee sample (n=9434). Results The results revealed a robust association between psychosocial job demands and health symptoms as well as mental strain, but only a weak relationship between psychosocial job demands and BMI. Although the personal resources showed a positive effect on health symptoms and mental strain, only weak evidence was found for the hypothesised interaction with psychosocial job demands. Solely the physical fitness of a person was found to mitigate the impact of psychosocial job demands on health symptoms. Conclusions In conclusion, personal resources substantially accounted for the prediction of health. However, the interactions between psychosocial job demands and personal resources only slightly contributed to explaining the variation in health. PMID:28851776

  19. The moderating role of personal resources in the relationship between psychosocial job demands and health: a cross-sectional study.

    Science.gov (United States)

    Mayerl, Hannes; Stolz, Erwin; Großschädl, Franziska; Rásky, Éva; Freidl, Wolfgang

    2017-08-28

    The main objective of this research was to investigate the buffering effects of an individual's physical, mental and social resources in the relationship between psychosocial job demands and (1) health symptoms, (2) mental strain and (3) the body mass index (BMI), respectively. We performed moderated regression analysis to examine data from a large cross-sectional survey of an Austrian employee sample (n = 9434). The results revealed a robust association between psychosocial job demands and health symptoms as well as mental strain, but only a weak relationship between psychosocial job demands and BMI. Although the personal resources showed a positive effect on health symptoms and mental strain, only weak evidence was found for the hypothesised interaction with psychosocial job demands. Solely the physical fitness of a person was found to mitigate the impact of psychosocial job demands on health symptoms. In conclusion, personal resources substantially accounted for the prediction of health. However, the interactions between psychosocial job demands and personal resources only slightly contributed to explaining the variation in health. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  20. Connecting empowerment-focused HRM and labor productivity to work engagement : The mediating role of job demands and resources

    NARCIS (Netherlands)

    van de Voorde, F.C.; Veld, M.; van Veldhoven, M.J.P.M.

    2016-01-01

    Integrating the strategic HRM literature with key aspects of the job demands-resources (JDR) model, we propose in this study that empowerment-focused HRM and labour productivity influence work engagement of employees by shaping task-related resources and demands. A total of 311 employees nested

  1. Connecting empowerment-focused HRM and labour productivity to work engagement: the mediating role of job demands and resources

    NARCIS (Netherlands)

    van de Voorde, Karina; Veld, M.F.A.; van Veldhoven, Marc

    2016-01-01

    Integrating the strategic HRM literature with key aspects of the job demands-resources (JDR) model, we propose in this study that empowerment-focused HRM and labour productivity influence work engagement of employees by shaping task-related resources and demands. A total of 311 employees nested

  2. Design of the DIRECT-project : interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

    NARCIS (Netherlands)

    Spoor, E.M.B.; Jonge, de J.; Hamers, J.P.H.

    2010-01-01

    Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still

  3. A HYBRID HEURISTIC ALGORITHM FOR SOLVING THE RESOURCE CONSTRAINED PROJECT SCHEDULING PROBLEM (RCPSP

    Directory of Open Access Journals (Sweden)

    Juan Carlos Rivera

    Full Text Available The Resource Constrained Project Scheduling Problem (RCPSP is a problem of great interest for the scientific community because it belongs to the class of NP-Hard problems and no methods are known that can solve it accurately in polynomial processing times. For this reason heuristic methods are used to solve it in an efficient way though there is no guarantee that an optimal solution can be obtained. This research presents a hybrid heuristic search algorithm to solve the RCPSP efficiently, combining elements of the heuristic Greedy Randomized Adaptive Search Procedure (GRASP, Scatter Search and Justification. The efficiency obtained is measured taking into account the presence of the new elements added to the GRASP algorithm taken as base: Justification and Scatter Search. The algorithms are evaluated using three data bases of instances of the problem: 480 instances of 30 activities, 480 of 60, and 600 of 120 activities respectively, taken from the library PSPLIB available online. The solutions obtained by the developed algorithm for the instances of 30, 60 and 120 are compared with results obtained by other researchers at international level, where a prominent place is obtained, according to Chen (2011.

  4. Evaluation of Selected Resource Allocation and Scheduling Methods in Heterogeneous Many-Core Processors and Graphics Processing Units

    Directory of Open Access Journals (Sweden)

    Ciznicki Milosz

    2014-12-01

    Full Text Available Heterogeneous many-core computing resources are increasingly popular among users due to their improved performance over homogeneous systems. Many developers have realized that heterogeneous systems, e.g. a combination of a shared memory multi-core CPU machine with massively parallel Graphics Processing Units (GPUs, can provide significant performance opportunities to a wide range of applications. However, the best overall performance can only be achieved if application tasks are efficiently assigned to different types of processor units in time taking into account their specific resource requirements. Additionally, one should note that available heterogeneous resources have been designed as general purpose units, however, with many built-in features accelerating specific application operations. In other words, the same algorithm or application functionality can be implemented as a different task for CPU or GPU. Nevertheless, from the perspective of various evaluation criteria, e.g. the total execution time or energy consumption, we may observe completely different results. Therefore, as tasks can be scheduled and managed in many alternative ways on both many-core CPUs or GPUs and consequently have a huge impact on the overall computing resources performance, there are needs for new and improved resource management techniques. In this paper we discuss results achieved during experimental performance studies of selected task scheduling methods in heterogeneous computing systems. Additionally, we present a new architecture for resource allocation and task scheduling library which provides a generic application programming interface at the operating system level for improving scheduling polices taking into account a diversity of tasks and heterogeneous computing resources characteristics.

  5. An economic lot and delivery scheduling problem with the fuzzy shelf life in a flexible job shop with unrelated parallel machines

    Directory of Open Access Journals (Sweden)

    S. Dousthaghi

    2012-08-01

    Full Text Available This paper considers an economic lot and delivery scheduling problem (ELDSP in a fuzzy environment with the fuzzy shelf life for each product. This problem is formulated in a flexible job shop with unrelated parallel machines, when the planning horizon is finite and it determines lot sizing, scheduling and sequencing, simultaneously. The proposed model of this paper is based on the basic period (BP approach. In this paper, a mixed-integer nonlinear programming (MINLP model is presented and then it is changed into two models in the fuzzy shelf life. The main model is dependent to the multiple basic periods and it is difficult to solve the resulted proposed model for large-scale problems in reasonable amount of time; thus, an efficient heuristic method is proposed to solve the problem. The performance of the proposed model is demonstrated using some numerical examples.

  6. A hybrid electromagnetism-like algorithm for a multi-mode resource-constrained project scheduling problem

    Directory of Open Access Journals (Sweden)

    Mohammad Hossein Sadeghi

    2013-08-01

    Full Text Available In this paper, two different sub-problems are considered to solve a resource constrained project scheduling problem (RCPSP, namely i assignment of modes to tasks and ii scheduling of these tasks in order to minimize the makespan of the project. The modified electromagnetism-like algorithm deals with the first problem to create an assignment of modes to activities. This list is used to generate a project schedule. When a new assignment is made, it is necessary to fix all mode dependent requirements of the project activities and to generate a random schedule with the serial SGS method. A local search will optimize the sequence of the activities. Also in this paper, a new penalty function has been proposed for solutions which are infeasible with respect to non-renewable resources. Performance of the proposed algorithm has been compared with the best algorithms published so far on the basis of CPU time and number of generated schedules stopping criteria. Reported results indicate excellent performance of the algorithm.

  7. SPANR planning and scheduling

    Science.gov (United States)

    Freund, Richard F.; Braun, Tracy D.; Kussow, Matthew; Godfrey, Michael; Koyama, Terry

    2001-07-01

    SPANR (Schedule, Plan, Assess Networked Resources) is (i) a pre-run, off-line planning and (ii) a runtime, just-in-time scheduling mechanism. It is designed to support primarily commercial applications in that it optimizes throughput rather than individual jobs (unless they have highest priority). Thus it is a tool for a commercial production manager to maximize total work. First the SPANR Planner is presented showing the ability to do predictive 'what-if' planning. It can answer such questions as, (i) what is the overall effect of acquiring new hardware or (ii) what would be the effect of a different scheduler. The ability of the SPANR Planner to formulate in advance tree-trimming strategies is useful in several commercial applications, such as electronic design or pharmaceutical simulations. The SPANR Planner is demonstrated using a variety of benchmarks. The SPANR Runtime Scheduler (RS) is briefly presented. The SPANR RS can provide benefit for several commercial applications, such as airframe design and financial applications. Finally a design is shown whereby SPANR can provide scheduling advice to most resource management systems.

  8. A Multi-layer Dynamic Model for Coordination Based Group Decision Making in Water Resource Allocation and Scheduling

    Science.gov (United States)

    Huang, Wei; Zhang, Xingnan; Li, Chenming; Wang, Jianying

    Management of group decision-making is an important issue in water source management development. In order to overcome the defects in lacking of effective communication and cooperation in the existing decision-making models, this paper proposes a multi-layer dynamic model for coordination in water resource allocation and scheduling based group decision making. By introducing the scheme-recognized cooperative satisfaction index and scheme-adjusted rationality index, the proposed model can solve the problem of poor convergence of multi-round decision-making process in water resource allocation and scheduling. Furthermore, the problem about coordination of limited resources-based group decision-making process can be solved based on the effectiveness of distance-based group of conflict resolution. The simulation results show that the proposed model has better convergence than the existing models.

  9. Optimal Due Date Assignment and Resource Allocation to Minimize the Weighted Number of Tardy Jobs on a Single Machine

    OpenAIRE

    Dvir Shabtay; George Steiner

    2007-01-01

    With the increased emphasis on the effective management of operational issues in supply chains, the timely delivery of products has become even more important. Companies have to quote attainable delivery dates and then meet these, or face large tardiness penalties. We study systems that can be modeled by single-machine scheduling problems with due date assignment and controllable job-processing times, which are either linear or convex functions of the amount of a continuously divisible and no...

  10. Daily fluctuations in teachers' well-being: a diary study using the Job Demands-Resources model.

    Science.gov (United States)

    Simbula, Silvia

    2010-10-01

    The study tests the dynamic nature of the Job Demands-Resources model with regard to both motivational and health impairment processes. It does so by examining whether daily fluctuations in co-workers' support (i.e., a typical job resource) and daily fluctuations in work/family conflict (i.e., a typical job demand) predict day-levels of job satisfaction and mental health through work engagement and exhaustion, respectively. A total of 61 schoolteachers completed a general questionnaire and a daily survey over a period of five consecutive work days. Multilevel analyses provided evidence for both the above processes. Consistently with the hypotheses, our results showed that day-level work engagement mediated the impact of day-level co-workers' support on day-level job satisfaction and day-level mental health, after general levels of work engagement and outcome variables had been controlled for. Moreover, day-level exhaustion mediated the relationship between day-level work/family conflict and day-level job satisfaction and day-level mental health after general levels of exhaustion and outcome variables had been controlled for. These findings provide new insights into the dynamic psychological processes that determine daily fluctuations in employee well-being. Such insights may be transformed into job redesign strategies and other interventions designed to enhance work-related psychological well-being on a daily level.

  11. A New Heuristic Providing an Effective Initial Solution for a Simulated Annealing approach to Energy Resource Scheduling in Smart Grids

    DEFF Research Database (Denmark)

    Sousa, Tiago M; Morais, Hugo; Castro, R.

    2014-01-01

    scheduling problem. Therefore, the use of metaheuristics is required to obtain good solutions in a reasonable amount of time. This paper proposes two new heuristics, called naive electric vehicles charge and discharge allocation and generation tournament based on cost, developed to obtain an initial solution...... to be used in the energy resource scheduling methodology based on simulated annealing previously developed by the authors. The case study considers two scenarios with 1000 and 2000 electric vehicles connected in a distribution network. The proposed heuristics are compared with a deterministic approach...

  12. Resource management framework for QoS scheduling in IEEE 802.16 WiMAX networks

    DEFF Research Database (Denmark)

    Wang, Hua; Dittmann, Lars

    2009-01-01

    IEEE 802.16, also known as WiMAX, has received much attention recently for its capability to support multiple types of applications with diverse Quality-of-Service (QoS) requirements. Beyond what the standard has defined, radio resource management (RRM) still remains an open issue, which plays...... an important role in QoS provisioning for different types of services. In this chapter, we propose a downlink resource management framework for QoS scheduling in OFDMA based WiMAX systems. Our framework consists of a dynamic resource allocation (DRA) module and a connection admission control (CAC) module...

  13. Downlink resource management for QoS scheduling in IEEE 802.16 WiMAX networks

    DEFF Research Database (Denmark)

    Wang, Hua; Dittmann, Lars

    2010-01-01

    IEEE 802.16, also known as WiMAX, has received much attention recently for its capability to support multiple types of applications with diverse Quality-of-Service (QoS) requirements. Beyond what the standard has defined, radio resource management (RRM) still remains an open issue, which plays...... an important role in QoS provisioning for different types of services. In this paper, we propose a downlink resource management framework for QoS scheduling in OFDMA based WiMAX systems. Our framework consists of a dynamic resource allocation (DRA) module and a connection admission control (CAC) module. A two...

  14. Job demands and resources and their associations with early retirement intentions through recovery need and work enjoyment

    Directory of Open Access Journals (Sweden)

    Bert Schreurs

    2011-05-01

    Research purpose: The objective of this study was to examine the mechanisms through which job characteristics associate with early retirement intention, using the Job Demands-Resources (JD-R model as a theoretical framework. Motivation of the study: Early retirement presents a threat to existing health and pension systems, and to organisational functioning. Therefore, it is important to examine how workrelated factors contribute to early retirement decisions. Research design, approach and method: Two parallel processes were theorised to shape early retirement intention: a health impairment process (i.e. job demands → recovery need → early retirement intention and a motivational process (i.e. job resources → work enjoyment → early retirement intention. Survey data were collected from a heterogeneous sample of 1812 older workers (age > 45. Structural equation modeling was used to test the hypotheses. Main findings: Job demands and job resources were both associated with work enjoyment, which was associated with early retirement intention. Recovery need did not add to the prediction of early retirement intention. Practical/managerial implications: To retain older workers, companies should promote work conditions and practices that keep older workers motivated. Good health may be a necessary condition for retaining older workers, but it does not appear to be a sufficient one. Contribution/value-add: The results suggest that – for early retirement intention – the motivational process is more prominent than the health impairment process.

  15. Flow-shop scheduling problem under uncertainties: Review and trends

    OpenAIRE

    Eliana María González-Neira; Jairo R. Montoya-Torres; David Barrera

    2017-01-01

    Among the different tasks in production logistics, job scheduling is one of the most important at the operational decision-making level to enable organizations to achieve competiveness. Scheduling consists in the allocation of limited resources to activities over time in order to achieve one or more optimization objectives. Flow-shop (FS) scheduling problems encompass the sequencing processes in environments in which the activities or operations are performed in a serial flow. This type of co...

  16. Adaptive Radio Resource Allocation in Hierarchical QoS Scheduling for IEEE 802.16 Systems

    DEFF Research Database (Denmark)

    Wang, Hua; Dittmann, Lars

    2007-01-01

    Future mobile communication systems such as IEEE 802.16 are expected to deliver a variety of multimedia services with diverse QoS requirements. To guarantee the QoS provision, appropriate scheduler architecture and scheduling algorithms have to be carefully designed. In this paper, we propose...

  17. Economic resources and the first child in Italy: A focus on income and job stability

    Directory of Open Access Journals (Sweden)

    Elisabetta Santarelli

    2011-07-01

    Full Text Available At the turn of the twentieth century Italy registered a lowest-low fertility level, i.e., a total fertility rate of 1.26 children per woman in 2000. In this paper we investigate whether and how in that period economic resources and, in particular, income and job stability were linked with couples' decisions to enter parenthood. With this aim, we use data from ECHP and carry out a longitudinal analysis on a sample of childless married couples to study the transition to their first child. Results show that the couples' employment arrangement played some role in first child rates, with the single earner arrangement experiencing the highest first birth rates. We also find that employed women with labour income have much lower first birth rates than non-working women, while no evidence is found for male earnings and other sources of income. As concerns job instability, we find evidence that it was not significantly linked with the transition to first time parenthood during the investigated period.

  18. Giving Work a Rain Check: Relationship Between Soldiering and Positive Work Outcomes Within the Job Demands-Resources Model

    Directory of Open Access Journals (Sweden)

    Ümit Baran Metin

    2015-07-01

    Full Text Available Soldiering is defined as engaging behaviourally or cognitively into non-work-related activities during working hours with no intention of harming the employer, co-workers, and/or clients. The present study will investigate this phenomenon using the Job-Demands Resources Model. The proposed model will consider the influence of job demands and resources on soldiering, as well as the relationship of soldiering with employee wellbeing and performance. The data, collected via online questionnaires across seven European countries, will be analysed using structural equation modelling in order to explore the goodness-of-fit of the proposed model as well as its potential cross cultural variations.

  19. Evaluating the mathematical models to Solve Job Shop Problem with the Use of human resources specialists in projects

    Directory of Open Access Journals (Sweden)

    Renato Penha

    2012-10-01

    Full Text Available A project can be defined as a complex system. This requires the use of resources (human, material, technology, etc., allocated among alternative uses, as a means to achieve specific goals by the presence of constraints of different orders. The planning, allocation and prioritization of resources, including human resource specialists (HRE, is performed by means of single project management.This treatment can cause internal strife by using the same resource or even its underuse, and may worsen in software development environments due to the high degree of interdependence, uncertainty and risk of each project. This need is related to the so called Job Shop Problem (JSP. In this context, the objective of this study is to evaluate the mathematical models of genetic algorithm and optimization and their contributions to solve Job Shop Problem in software development projects with the use of human resources specialists.

  20. Emotional job demands and the role of matching job resources: a cross-sectional survey study among health care workers

    NARCIS (Netherlands)

    Jonge, de J.; Blanc, Le P.M.; Peeters, M.C.W.; Noordam, H.

    2008-01-01

    Background Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. Objectives To test the moderating role

  1. Resource scarcity, effort, and performance in physically demanding jobs: An evolutionary explanation.

    Science.gov (United States)

    Pitesa, Marko; Thau, Stefan

    2018-03-01

    Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and performance in physically demanding work. We tested this prediction in a 2-wave field survey among employees and replicated it experimentally in the lab. In Study 1, employees who perceived resources in the environment to be scarce reported exerting less effort when their jobs involved much (but not little) physical work. In Study 2, participants who read that resources in the environment were scarce performed worse on a task demanding more (carrying books) but not less (transcribing book titles) physical work. This result was found even though better performance increased participants' chances of additional remuneration, and even though scarcity cues did not affect individuals' actual ability to meet their energy needs. We discuss implications for managing effort and performance, and the potential of evolutionary psychology to explain core organizational phenomena. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  2. Human resource in tourism and hospitality industry: Relation between level of education and job satisfaction

    Directory of Open Access Journals (Sweden)

    Kovačević Bojana

    2012-01-01

    Full Text Available The paper offers a concise summary of current problems including the impact of education on (dissatisfaction of human resources in tourism and hospitality industry. In recent years, many researches have been focused on the phenomena of the relation between level of education and job satisfaction of the employees in tourism organizations as it is well known that employee satisfaction enhance competitiveness and efficiency in business. A current issue was set as the fundamental goal in designing this paper, and the basic parameter of the research is employee satisfaction with business operations and working conditions, or to be more precise, examining the extent of (dissatisfaction with the given segments depending on the employees' educational level. This paper represents a synthesis of the electronic research, the analysis of available references, as well as the use of descriptive, analytical and synthetic methods, and it will result in a critical analysis and confirmation (denial of certain hypotheses.

  3. Job system generation in grid taking into account user preferences

    Directory of Open Access Journals (Sweden)

    D. M. Yemelyanov

    2016-01-01

    Full Text Available Distributed computing environments like Grid are characterized by heterogeneity, low cohesion and dynamic structure of computing nodes. This is why the task of resource scheduling in such environments is complex. Different approaches to job scheduling in grid exist. Some of them use economic principles. Economic approaches to scheduling have shown their efficiency. One of such approaches is cyclic scheduling scheme which is considered in this paper.Cyclic scheduling scheme takes into account the preferences of computing environment users by means of an optimization criterion, which is included in the resource request. Besides, the scheme works cyclically by scheduling a certain job batch at each scheduling step. This is why there is a preliminary scheduling step which is job batch generation.The purpose of this study was to estimate the infl uence of job batch structure by the user criterion on the degree of its satisfaction. In other words we had to find the best way to form the batch with relation to the user optimization criterion. For example if it is more efficient to form the batch with jobs with the same criterion value or with different criterion values. Also we wanted to find the combination of criterion values which would give the most efficient scheduling results.To achieve this purpose an experiment in a simulation environment was conducted. The experiment consisted of scheduling of job batches with different values of the user criterion, other parameters of the resource request and the characteristics of the computing environment being the same. Three job batch generation strategies were considered. In the first strategy the batch consisted of jobs with the same criterion value. In the second strategy the batch consisted of jobs with all the considered criteria equally likely. The third strategy was similar to the second one, but only two certain criteria were considered. The third strategy was considered in order to find the most

  4. Piloting an email-based resource package for job seekers with multiple sclerosis.

    Science.gov (United States)

    Dorstyn, Diana; Roberts, Rachel; Murphy, Gregory; Kneebone, Ian; Migliorini, Christine; Craig, Ashley; Hutchinson, Claire; Field, Deborah

    2017-05-01

    Media-based rehabilitation provides a powerful opportunity to examine vocational behaviors in the disability sector. However, this research is preliminary at best. This paper reports pilot data. Eighteen adults with multiple sclerosis (MS) accessed an email-delivered, resource-based package, Work and MS. Pre- and post-access vocational self-efficacy and identity (Job-Procurement Self Efficacy Scale, My Vocational Situation Scale- primary outcomes), life orientation and depressed mood (Life Orientation Test - revised and Patient Health Questionnaire-9 - secondary outcomes) were assessed. Pre- and post-change scores were examined with Wilcoxon signed ranks tests and Hedges g effect sizes with associated 95% confidence intervals. Reliable change analyses were additionally calculated to determine the clinical significance of individual change scores. Significant and positive effects were reported for vocational self-efficacy, identity, and optimism. Reliable change scores in one or more of these key outcomes were reported by 30% of the sample. Satisfaction with the content and delivery of the email-based intervention was also noted. Preliminary evidence suggests that Work and MS can help to promote vocational goals, interests and strengths among job seekers with a disability by providing a set of tools, information and linkages relating to vocational pursuits and career development. Replication with a randomized control design is indicated. Implications for Rehabilitation Research indicates a high unemployment rate among working-age adults with MS. A combination of disease-specific, psychological, programmatic and societal variables contribute to employment instability in this group. This pilot study demonstrates that an e-mail-based resource package, Work and MS, provides an innovative and feasible option for promoting consumer engagement with vocational services and, potentially, improving vocational outcomes. Work and MS has potential applicability to other

  5. Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency.

    Science.gov (United States)

    Cogin, Julie Ann; Ng, Ju Li; Lee, Ilro

    2016-09-20

    We assess how human resource management (HRM) is implemented in Australian hospitals. Drawing on role theory, we consider the influence HRM has on job attitudes of healthcare staff and hospital operational efficiency. We adopt a qualitative research design across professional groups (physicians, nurses, and allied health staff) at multiple levels (executive, healthcare managers, and employee). A total of 34 interviews were carried out and analyzed using NVivo. Findings revealed a predominance of a control-based approach to people management. Using Snell's control framework (AMJ 35:292-327, 1992), we found that behavioral control was the principal form of control used to manage nurses, allied health workers, and junior doctors. We found a mix between behavior, output, and input controls as well as elements of commitment-based HRM to manage senior physicians. We observed low levels of investment in people and a concentration on transactional human resource (HR) activities which led to negative job attitudes such as low morale and frustration among healthcare professionals. While hospitals used rules to promote conformity with established procedures, the overuse and at times inappropriate use of behavior controls restricted healthcare managers' ability to motivate and engage their staff. Excessive use of behavior control helped to realize short-term cost-cutting goals; however, this often led to operational inefficiencies. We suggest that hospitals reduce the profusion of behavior control and increase levels of input and output controls in the management of people. Poor perceptions of HR specialists and HR activities have resulted in HR being overlooked as a vehicle to address the strategic challenges required of health reform and to build an engaged workforce.

  6. The triangle scheduling problem

    NARCIS (Netherlands)

    Dürr, Christoph; Hanzálek, Zdeněk; Konrad, Christian; Seddik, Yasmina; Sitters, R.A.; Vásquez, Óscar C.; Woeginger, Gerhard

    2017-01-01

    This paper introduces a novel scheduling problem, where jobs occupy a triangular shape on the time line. This problem is motivated by scheduling jobs with different criticality levels. A measure is introduced, namely the binary tree ratio. It is shown that the Greedy algorithm solves the problem to

  7. Job demands, job resources, burnout and engagement of employees in the mining industry in South Africa / Marthie van der Walt

    OpenAIRE

    Van der Walt, Martha Johanna Rieker

    2008-01-01

    The mining industry has been the bedrock of South African economy for more than a century, making an important contribution to employment opportunities, the gross domestic product and export earnings in the South African economy. Globally the mining industry is faced with a shortage of qualified talent to meet its production needs. Every year there are more people leaving than entering the mining industry to pursue job and career opportunities. The mining industry has to focus a lot on safety...

  8. Workplace Bullying Among Teachers: An Analysis From the Job Demands-Resources (JD-R) Model Perspective.

    Science.gov (United States)

    Ariza-Montes, Antonio; Muniz R, Noel M; Leal-Rodríguez, Antonio L; Leal-Millán, Antonio G

    2016-08-01

    This paper adopts the Job Demands-Resources (JD-R) model to analyze workplace bullying among teachers. The data used for this research are obtained from the 5th European Working Conditions Survey. Given the objective of this work, a subsample of 261 education employees is collected: 48.7% of these teachers report having experienced workplace bullying (N = 127), while 51.3% indicate not considering themselves as bullied at work (N = 134). In order to test the research model and hypotheses, this study relies on the use of partial least squares (PLS-SEM), a variance-based structural equation modeling method. The study describes a workplace bullying prevalence rate of 4.4% among education employees. This work summarizes an array of outcomes with the aim of proposing, in general, that workplace bullying may be reduced by limiting job demands and increasing job resources.

  9. Examination of Information Technology (IT) Certification and the Human Resources (HR) Professional Perception of Job Performance: A Quantitative Study

    Science.gov (United States)

    O'Horo, Neal O.

    2013-01-01

    The purpose of this quantitative survey study was to test the Leontief input/output theory relating the input of IT certification to the output of the English-speaking U.S. human resource professional perceived IT professional job performance. Participants (N = 104) rated their perceptions of IT certified vs. non-IT certified professionals' job…

  10. Applying Occupational Health Theories to Educator Stress : Contribution of the Job Demands-Resources Model

    NARCIS (Netherlands)

    Taris, A.W.|info:eu-repo/dai/nl/298978504; Leisink, P.L.M.|info:eu-repo/dai/nl/071055266; Schaufeli, W.B.|info:eu-repo/dai/nl/073779563

    2017-01-01

    The first part of this chapter discusses the Job Demands-Resources (JD-R) model in general terms. We address several variations of the model, including the JD-R model of burnout and the revised JD-R model. Moreover, we discuss several extensions of the model (engagement, performance and personal

  11. Job Demands-Resources and employee health and well-being : The moderating role of contract type

    NARCIS (Netherlands)

    van den Tooren, M.; de Jong, J.P.

    2014-01-01

    Purpose The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach Survey data were collected in a large, heterogeneous sample from

  12. The Role of Personality in the Job Demands-Resources Model: A Study of Australian Academic Staff

    Science.gov (United States)

    Bakker, Arnold B.; Boyd, Carolyn M.; Dollard, Maureen; Gillespie, Nicole; Winefield, Anthony H.; Stough, Con

    2010-01-01

    Purpose: The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model. Design/methodology/approach: It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to…

  13. Job resources and flow at work : modeling the relationship via latent growth curve and mixture model methodology

    NARCIS (Netherlands)

    Mäkikangas, A.; Bakker, A.B.; Aunola, K.; Demerouti, E.

    2010-01-01

    The aim of the present three-wave follow-up study (n=335) among employees of an employment agency was to investigate the association between job resources and work-related flow utilizing both variable- and person-oriented approaches. In addition, emotional exhaustion was studied as a moderator of

  14. Job resources and flow at work: Modelling the relationship via latent growth curve and mixture model methodology

    NARCIS (Netherlands)

    A. Mäkikangas (Anne); A.B. Bakker (Arnold); K. Aunola (Kaisa); E. Demerouti (Eva)

    2010-01-01

    textabstractThe aim of the present three-wave follow-up study (n = 335) among employees of an employment agency was to investigate the association between job resources and work-related flow utilizing both variable- and person-oriented approaches. In addition, emotional exhaustion was studied as a

  15. Job resources and recovery experiences to face difficulties in emotion regulations at work: a diary study among nurses

    NARCIS (Netherlands)

    Blanco-Donoso, L.M.; Garrosa, E.; Demerouti, E.; Moreno-Jiménez, B.

    2017-01-01

    The present study examines the role of daily difficulties in emotion regulation at work in nurse’s daily well-being and how certain job resources and recovery experiences influence this relationship. We hypothesized that daily difficulties to regulate emotions at work would be significantly and

  16. Job demands-resources : a gender perspective on employee well-being and resilience in retail stores in China

    OpenAIRE

    Huang, Qihai; Xing, Yijun; Gamble, Jos

    2016-01-01

    Organisational resilience can be promoted through human resource management (HRM) practices that enhance individual employees’ well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shop floor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands–resources mode...

  17. Scheduling the scheduling task : a time management perspective on scheduling

    NARCIS (Netherlands)

    Larco Martinelli, J.A.; Wiers, V.C.S.; Fransoo, J.C.

    2013-01-01

    Time is the most critical resource at the disposal of schedulers. Hence, an adequate management of time from the schedulers may impact positively on the scheduler’s productivity and responsiveness to uncertain scheduling environments. This paper presents a field study of how schedulers make use of

  18. Shift schedule, work–family relationships, marital communication, job satisfaction and health among transport service shift workers

    Directory of Open Access Journals (Sweden)

    Irena Iskra-Golec

    2017-02-01

    Full Text Available Objectives: Existing research has documented that shiftwork consequences may depend on the shift system parameters. Fast rotating systems (1–3 shifts of the same kind in a row and day work have been found to be less disruptive biologically and socially than slower rotating systems and afternoon and night work. The aim of this study was to compare day workers and shift workers of different systems in terms of rotation speed and shifts worked with regard to work–family and family–work positive and negative spillover, marital communication style, job satisfaction and health. Material and Methods: Employees (N = 168 of the maintenance workshops of transportation service working different shift systems (day shift, weekly rotating 2 and 3‑shift system, and fast rotating 3-shift system participated in the study. They completed the Work– Family Spillover Questionnaire, Marital Communication Questionnaire, Minnesota Job Satisfaction Questionnaire and the Physical Health Questionnaire (a part of the Standard Shiftwork Index. Results: The workers of quicker rotating 3-shift systems reported significantly higher scores of family-to-work facilitation (F(3, 165 = 4.175, p = 0.007 and a higher level of constructive style of marital communication (Engagement F(3, 165 = 2.761, p = 0.044 than the workers of slower rotating 2-shift systems. There were no differences between the groups of workers with regard to health and job satisfaction. Conclusions: A higher level of work–family facilitation and a more constructive style of marital communication were found among the workers of faster rotating 3-shift system when compared to the workers of a slower rotating 2-shift system (afternoon, night. This may indicate that the fast rotating shift system in contrary to the slower rotating one is more friendly for the work and family domains and for the relationship between them. Int J Occup Med Environ Health 2017;30(1:121–131

  19. Protecting workers in the home care industry: workers' experienced job demands, resource gaps, and benefits following a socially supportive intervention.

    Science.gov (United States)

    Mabry, Linda; Parker, Kelsey N; Thompson, Sharon V; Bettencourt, Katrina M; Haque, Afsara; Luther Rhoten, Kristy; Wright, Rob R; Hess, Jennifer A; Olson, Ryan

    2018-05-02

    The Community of Practice and Safety Support (COMPASS) program is a peer-led group intervention for home care workers. In a randomized controlled trial, COMPASS significantly improved workers' professional support networks and safety and health behaviors. However, quantitative findings failed to capture workers' complex emotional, physical, and social experiences with job demands, resource limitations, and the intervention itself. Therefore, we conducted qualitative follow-up interviews with a sample of participants (n = 28) in the program. Results provided examples of unique physical and psychological demands, revealed stressful resource limitations (e.g., safety equipment access), and elucidated COMPASS's role as a valuable resource.

  20. An Effective Scheduling-Based RFID Reader Collision Avoidance Model and Its Resource Allocation via Artificial Immune Network

    Directory of Open Access Journals (Sweden)

    Shanjin Wang

    2016-01-01

    Full Text Available Radio frequency identification, that is, RFID, is one of important technologies in Internet of Things. Reader collision does impair the tag identification efficiency of an RFID system. Many developed methods, for example, the scheduling-based series, that are used to avoid RFID reader collision, have been developed. For scheduling-based methods, communication resources, that is, time slots, channels, and power, are optimally assigned to readers. In this case, reader collision avoidance is equivalent to an optimization problem related to resource allocation. However, the existing methods neglect the overlap between the interrogation regions of readers, which reduces the tag identification rate (TIR. To resolve this shortage, this paper attempts to build a reader-to-reader collision avoidance model considering the interrogation region overlaps (R2RCAM-IRO. In addition, an artificial immune network for resource allocation (RA-IRO-aiNet is designed to optimize the proposed model. For comparison, some comparative numerical simulations are arranged. The simulation results show that the proposed R2RCAM-IRO is an effective model where TIR is improved significantly. And especially in the application of reader-to-reader collision avoidance, the proposed RA-IRO-aiNet outperforms GA, opt-aiNet, and PSO in the total coverage area of readers.