A dynamic vertical shading optimisation to improve view, visual comfort and operational energy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mahdi Valitabar ◽  
Mohammadjavad Mahdavinejad ◽  
Henry Skates ◽  
Peiman Pilechiha
Keyword(s):  
High Performance ◽  
Parametric Design ◽  
Design Method ◽  
Building Energy ◽  
Natural Light ◽  
Visual Comfort ◽  
Content Type ◽  
Operational Energy ◽  
Discomfort Glare ◽  
The Impact

PurposeThe aim of this paper is to present a parametric design method to generate optimum adaptive facades regarding occupants' comfort and building energy criteria. According to the literature review, the following questions have arisen to address the research gaps: Is it possible to have the outside view throughout the whole year without discomfort glare by utilising adaptive solar facades (ASFs)? How can architects integrate both view quality and quantity into ASF design? What is the impact of dynamic vertical shading systems mounted on south facades on the outside view, occupants' visual comfort and operational energy? How can we evaluate the view quantity through multi-layer shading systems?Design/methodology/approachIn recent years, there is a surge in demand for fully glazed buildings, motivating both architects and scholars to explore novel ideas for designing adaptive solar facades. Nevertheless, the view performance of such systems has not been fully explored especially when it comes to the effect of dynamic vertical shading systems mounted on south facades. This fact clarifies the need to conduct more research in this field by taking into account the window view and natural light. Consequently, a simulation research is carried out to investigate the impact of a dynamic shading system with three vertical slats used on the south facade of a single office room located in Tehran, on both view quality and quantity, visual comfort and operational energy. The research attempts to reach a balance between the occupant's requirements and building energy criteria through a multi-objective optimisation. The distinctive feature of the proposed method is generating some optimum shading which could only cover the essential parts of the window area. It was detected from the simulation results that the usage of a dynamic vertical shading system with multi slats for south facades compared to common Venetian blinds can firstly, provide four times more view quantity. Secondly, the view quality is significantly improved through enabling occupants to enjoy the sky layer the entire year. Finally, twice more operational energy can be saved while more natural light can enter the indoor environment without glare. The final outcome of this research contributes toward designing high-performance adaptive solar facades.FindingsThis paper proposes a new metric to evaluate the view quantity through a multi-layer shading system. The proposed method makes it clear that the usage of dynamic vertical shading systems with multi-layers mounted on south facades can bring many benefits to both occupants and building energy criteria. The proposed method could (1) provide four times more view quantity; (2) improve view quality by enabling occupants to watch the sky layer throughout the whole year; (3) slash the operational energy by twice; (4) keep the daylight glare probability (DGP) value in the imperceptible range.Research limitations/implicationsThe research limitations that should be acknowledged are ignoring the impact of the adjacent building on sunlight reflection, which could cause discomfort glare issues. Another point regarding the limitations of the proposed optimisation method is the impact of vertical shading systems on users' visual interests. A field study ought to be conducted to determine which one could provide the more desirable outside view: a vertical or horizontal the view. Research on the view performance of ASFs, especially their impact on the quality of view, is sorely lacking.Originality/valueThis paper (1) analyses the performance of dynamic vertical shadings on south facades; (2) evaluates outside view through multi-layer shading systems; and (3) integrates both view quality and quantity into designing adaptive solar facades.

New Zealand study shows both gender and national culture influence impact of high-performance work systems (HPWS)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
New Zealand ◽  
Job Performance ◽  
National Culture ◽  
Attribution Theory ◽  
High Performance ◽  
Service Sector ◽  
External Factors ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose The authors based their study on the findings of attribution theory, which suggests some people attribute experiences at work to external factors, and others to internal factors. Their theory was that women and men made different attributions and this affected the impact of HPWS. Design/methodology/approach The authors sent out a questionnaire that tested whether ability was the main factor for male performance. And it tested if the main predictor of job performance for female employees was opportunity. The authors also considered the influence of national culture. The authors collected data from a purposive sample of service sector organizations in New Zealand. Findings All four of their hypotheses were supported showing that ability was the main predictor for males and external factors were the main predictor for women. In addition, the study found a mediating role existed for ability for males and opportunity for females in the HPWS-job performance relationship. Originality/value The authors said the main contribution of the research was to show the relevance of context in studies of employees. They said the research could contribute to understanding why motivation, as an AMO element, does not feature much in studies. In addition, highlighting the role of national culture helped to explain the formation of gendered behaviour. The authors felt it was reasonable to speculate that the results were impacted by New Zealand’s national culture.

Human resources flexibility as a mediating mechanism between high-performance work systems and organizational performance: a multilevel quasi-longitudinal study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Structural Equation ◽  
High Performance ◽  
Behavioural Flexibility ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Functional Flexibility ◽  
The Impact

PurposeThe purpose of this study is to investigate the impact of high-performance work systems (HPWS) on organizational performance through the mediating role of human resources (HR) flexibility (expressed by functional flexibility, skills malleability and behavioural flexibility).Design/methodology/approachThe study examines theoretical relationships in the Greek context, which reflects changing economic and financial crisis, based on multilevel structural equation modelling estimation, using three waves of sample data collected in years 2014, 2016 and 2018 from organizations operating in the private sector.FindingsThe study finds that although HPWS positively influences all three HR flexibility dimensions, this positive effect is not transferred equally to organizational performance. The dominant effect on organizational performance is attributed to skills malleability, a smaller effect to behavioural flexibility and a negligible effect to functional flexibility.Research limitations/implicationsAlthough the data collected refer to three different years, most of the companies and individuals responded to sampling were different. As such, the study does not allow for dynamic causal inferences due to its quasi-longitudinal nature.Practical implicationsThe findings of this study may influence managerial decisions in developing bundles of HPWS policies and practices in relation to HR flexibility attributes.Originality/valueSince most studies consider HR flexibility as an aggregated construct, this study is possibly one of the very few studies that is examining the differential impact of the HR flexibility dimensions on organizational performance in turbulent times.

Impact of lean six sigma at pharmacy unit on hospital profitability before and during Covid-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
A. Heri Iswanto
Keyword(s):  
Six Sigma ◽  
Inpatient Care ◽  
Design Method ◽  
Lean Six Sigma ◽  
Term Care ◽  
New Normal ◽  
Content Type ◽  
Unit Level ◽  
The Impact

Purpose The purpose of this paper is to compare the impact of lean six sigma (LSS) implementation carried out in a pharmaceutical unit on the profitability of outpatient and inpatient care before and during the Covid-19 pandemic. Design/method/approach The data were analyzed descriptively to see the development patterns in four periods: before implementation, during the implementation before the pandemic, during the pandemic and during the enforcement of new normal, in general, and by the length of stay (LOS). Findings The inventory purchase in the pharmaceutical unit dramatically decreased after implementation even during the pandemic and new normal wherein the pre-pandemic it decreased by 27%, during the pandemic 29% and in the new normal 37% compared to pre-LSS. The hospital deficit decreased after implementation before the pandemic by 26% and during the pandemic by 10% from the pre-LSS time. However, during the new normal, the deficit increased by 29%, indicating a diminished effect of LSS on the hospital profits. Research limitations/implications This research raised the possible implication that the implementation of LSS needed to be carried out in the entire hospital to have a large effect, especially on the inpatient care and long-term care installations. Originality/value This research provided empirical evidence regarding the effect of the Covid-19 pandemic on the ability of LSS at the unit level to provide efficiency at the unit level and the entire hospital at various levels of LOS.

Design of an induction machine with damper windings for noise and vibrations reduction

2019 ◽  
Vol 38 (4) ◽  
pp. 1253-1262 ◽  
Author(s):  
Gregory Bauw ◽  
Bertrand Cassoret ◽  
Olivier Ninet ◽  
Raphael Romary
Keyword(s):  
Noise Reduction ◽  
Pulse Width Modulation ◽  
Reduction Method ◽  
Design Method ◽  
Induction Machine ◽  
Content Type ◽  
Density Reduction ◽  
Three Phase ◽  
The Impact ◽  
Damper Winding

Purpose The purpose of this paper is to present a design method for induction machines including a three-phase damper winding for noise and vibrations reduction. Design/methodology/approach In the first part, the principle of the damper winding is recalled. The second part presents the iterative design method which is applied on a 4-kW pulse width modulation (PWM)-fed induction machine to study the impact of the additional winding on the geometry. In the third part, the finite-element method is used to validate the designed geometry and highlight the harmonic flux density reduction. Finally, some experimental results are given. Findings The study shows that the impact of the additional three-phase winding on the geometry and weight of the machine is low. Moreover, the proposed noise reduction method allows one to reduce the total noise level of a PWM-fed induction machine up to 8.5 dBA. Originality/value The originality of the paper concerns the design and characterization of a three-phase damper winding for a noiseless induction machine. The principle of this proposed noise reduction method is new and has been patented.

The art of unifying high-performance work practices, employee attitudes, and service quality

2019 ◽  
Vol 27 (1) ◽  
pp. 36-38
Keyword(s):  
Service Quality ◽  
High Performance ◽  
Employee Attitudes ◽  
Quality Level ◽  
Learning And Development ◽  
Content Type ◽  
High Performance Work Practices ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds his/her own impartial comments and places the articles in context. Findings This research paper concentrates on the impact that trust levels between employees and their managers have on their performance and the service-quality level they become focused on delivering. Implementing trust-signaling HR policies, such as a consistently applied and transparent learning and development offering, supports managers in the active work of building trust with their people. Trusted employees reciprocate the feeling and ultimately become higher performers by being more satisfied at work. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Study shows psychological capital and work engagement mediate the impact of high-performance work systems (HPWS) on intentions to quit, creativity and extra-role performance

2019 ◽  
Vol 27 (7) ◽  
pp. 7-8
Keyword(s):  
Work Engagement ◽  
High Performance ◽  
Psychological Capital ◽  
Black Box ◽  
Role Performance ◽  
Employee Outcomes ◽  
Customer Contact ◽  
Content Type ◽  
The Right ◽  
The Impact

Purpose The researchers wanted to examine the mediating factors operating in the “black box” between HPWS and employee outcomes. Design/methodology/approach The authors obtained their data from a variety of customer-contact employees, such as front desk agents, food servers and concierges, in four and five-star hotels in the Romanian cities of Sibiu and Bucharest. They sent out questionnaires measuring psychological capital, such as self-reliance, hope, resilience and optimism, as well as work engagement, creative performance and extra-role performance. Supervisors were also asked their opinions. Findings The analysis of customer-contact employees and their supervisors in the Romanian hotel industry suggested that psychological capital and work engagement were the two most important factors operating in the “black box” between HPWS and employee outcomes. Originality/value There is great value for businesses in the conclusions of the research. It shows how critical it is to establish various HPWS programs that boost engagement, as well as indicating the importance of providing job security and designing recruitment processes that root out people with the right skills.

High involvement management and human resource line sustainability

2006 ◽  
Vol 7 (1) ◽  
pp. 279-286 ◽  
Author(s):  
Paul J. Gollan
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
High Performance ◽  
Current Evidence ◽  
High Involvement ◽  
Content Type ◽  
Major Factors ◽  
The Impact ◽  
Practical Implications ◽  
High Involvement Management

PurposeThis article will outline a number of issues for organizations to consider when pursuing sustainable high performance workplace outcomes through high involvement management (HIM) initiatives and identifies those outcomes, which reinforce corporate profitability and corporate survival, and those that satisfy employee aspirations and needs in the workplace.Design/methodology/approachA model is presented that highlights the major factors, influences and outcomes of human resource sustainability in organizations. The paper then advocates an integrated model of the HIM process, emphasising the influence of organizational culture and the impact of the external environment based on human resources capabilities and sustainable organizational outcomes.FindingsOverall, what can be drawn from the research is that high quality communication and consultation between management and employees at the workplace is essential in achieving HIM and improved organizational performance and sustainable outcomes for organizations and employees.Research limitations/implicationsImportantly, the current evidence suggests that there are a number of necessary conditions when implementing HIM processes and approach: the research suggests management should inform, train and equip shopfloor employees to make decisions at their workplace and share ownership in the process.Practical implicationsThe practical implications are that managers need to reassess the role and level of the HR function, specifically its role in persuading organizations to adopt practices that support a sustainable approach.Originality/valueOnly by acknowledging the importance of employee satisfaction and commitment through the development of integrated employee consultation, organizational change, work and life policies, workplace institutions and comprehensive career development programs, will the organization achieve greater efficiency, and productivity.

scholarly journals Design, Fabrication and Analysis of Threshold-Value Judging Mechanism in MEMS Safety and Arming Device

2017 ◽  
Author(s):  
Dakui Wang ◽  
Wenzhong Lou ◽  
Yue Feng ◽  
Fufu Wang
Keyword(s):  
Parametric Design ◽  
Design Method ◽  
Threshold Value ◽  
Simulation And Experiment ◽  
Design Requirements ◽  
Silicon Based ◽  
Relationship Of ◽  
The Military ◽  
The Impact ◽  
The Relationship

In order to meet the military requirements of the fuze, such as precision strike, efficient mutilates ability and low collateral damages, the microminiaturization is an inevitable trend of secure system. Based on the silicon-based MEMS S&A device designed by our term, the design principles of each module and fabrication process are introduced. The average fracture strength and Young's modulus of the silicon are 726 MPa and 175 GPa from the tensile test, respectively. From Hopkinson impact experiment, we can get the threshold-value judging mechanism being safety under the impact overload of 20526 g, and this value is much more than the standard of the drop overload 12000g; the arming value under the centrifugal overload obtained from theory, simulation and experiment is at the range of 28200 g and 32000 g, it shows that the threshold-value judging mechanism can be arming compared with the value 35951g of design principle. Therefore, the threshold-value judging mechanism can meet the design requirements of overload. Furthermore, the relationship of fracture threshold-values obtained by different theories is found out through parametric design method, as shown in Figure 14, it provides the theory evidence to the follow parametric design.

The role of high-performance work system and human capital in enhancing job performance

2020 ◽  
Vol 16 (3) ◽  
pp. 195-206 ◽  
Author(s):  
Rabia Imran ◽  
Tariq Mohammed Salih Atiya
Keyword(s):  
Human Capital ◽  
Job Performance ◽  
High Performance ◽  
Service Sector ◽  
Content Type ◽  
Work System ◽  
Mediating Role ◽  
High Performance Work System ◽  
The Impact

PurposeThe aim of the current research is to examine how job performance is affected by high-performance work system (HPWS) and human capital. Furthermore, the research focuses on exploring the mediating role played by human capital in HPWS and job performance relationship.Design/methodology/approachData was collected from service sector employees. A sample of 400 respondents was selected from the chosen population using purposive sampling.FindingsThe results reveal that HPWS and human capital positively and significantly affect job performance. The impact of HPWS in creating human capital was also supported. The research also hypothesized mediating role played by human capital in HPWS and job performance relationship, and it was partially supported.Originality/valueRecent literature is evident of the relationship between performance and HPWS; however, the mechanism between these variables is still unclear (Demirbag et al., 2014). There is a need of identifying the factors that strengthen this relationship. The current research is an attempt to fill this gap by examining the effect of HPWS on job performance. Furthermore, it explores the role played by human capital in strengthening the connection of HPWS and job performance.

Fostering intrapreneurial behavior through human resource management system

2020 ◽  
Vol 15 (3) ◽  
pp. 355-373
Author(s):  
Naiara Escribá-Carda ◽  
Lorenzo Revuelto-Taboada ◽  
Maria Teresa Canet-Giner ◽  
Francisco Balbastre-Benavent
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
High Performance ◽  
Equation Model ◽  
Work Systems ◽  
Content Type ◽  
Human Resource Management System ◽  
Industrial Companies ◽  
Knowledge Intensive ◽  
The Impact

PurposeThis work aims to analyze the effect of employees' perceptions of high-performance work systems (HPWS) on intrapreneurial behavior (IPB), and the potential role of knowledge sharing as a mediating variable in this relationship.Design/methodology/approachHypothesis testing was performed using a structural equation model (SEM) based on a PLS-SEM approach applied to a sample of 297 knowledge-intensive employees from six industrial companies of the Valencian region (Spain).FindingsResults confirmed that the relationship between employees' perceptions of HPWS and IPB does not take place directly. Alternatively, this relationship occurs through knowledge sharing of employees.Originality/valueThis study makes theoretical and empirical contributions to better understand the impact of employee's perceptions of HPWS on IPB mediated by knowledge sharing. This work theorized and tested a model where the concept of IPB gains special relevance at academic and practical levels due to its implications for HRM.

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