The problem of designing workforce shifts and break patterns is a relevant employee scheduling problem that arises in many contexts, especially in service industries. The issue is to find a minimum number of shifts, the number of workers assigned to them, and a suitable number of breaks so that the deviation from predetermined workforce requirements is minimized. We tackle this problem by means...

We consider a natural generalization of multiprocessor scheduling, the bin scheduling problem. Here, we model the situation in which working resources are available during separate time windows, or shifts, only. Restricting to scheduling without job preemption, every task must be processed completely during one shift. Our aim is to find a feasible schedule in which the number of required shifts...

In this paper, a nurse-scheduling model is developed using mixed integer programming model. It is deployed to a general care ward to replace and automate the current manual approach for scheduling. The developed model differs from other similar studies in that it optimizes both hospital’s requirement as well as nurse preferences by allowing flexibility in the transfer of nurses from different d...

Adverse Workplace Conditions, High-Involvement Work Practices and Labor Turnover: Evidence from Danish Linked Employer-Employee Data This paper contributes to the emerging strand of the empirical literature that takes advantage of new data on workplace-specific job attributes and voluntary employee turnover to shed fresh insights on the relationship between employee turnover, adverse workplace ...

Organizations are looking for solutions to manage and maximize the performance of their workforce. They recognize that there has been a shift in the business environment from a tangible asset economy to an intangible asset economy. The value of a company is comprised of employee knowledge, brand, and intellectual capital rather than inventories, goods, and machinery. As a result of this, organi...

From collectivism to individualism in New Zealand employment relations Erling Rasmussen and Felicity Lamm The University of Auckland The shift from collectivism to individualism in New Zealand employment relations has been rapid and triggered profound employment relationship changes. This paper overviews the growth in individual employee rights prompted by public policy changes. In particular, ...

We explore the causes of the dramatic rise in employee contributions to health insurance over the past two decades. In 1982, 44% of those who were covered by their employer-provided health insurance had their costs fully financed by their employer, but by 1998 this had fallen to 28%. We discuss the theory of why employers might shift premiums to their employees, and empirically model the role o...

Malaysian corporations going global increased many folds. The shift from domestic to international operations requires increased expatriation to achieve global business goals. Therefore, this study aims to identify the determinants for success in expatriation of Malaysian international corporations. There are certain attributes necessary for a global employee to succeed in international assignm...

ignificant advances in the identification and pplication of accommodations and supports have nabled people with various disabilities to succeed n the workplace. Such advances include an array of echnologies and methodologies, including, but not imited to, assistive devices, alternative and ugmentative communication strategies, rchitectural modifications, telecommuting, retructured job assignmen...