Vehicular Ad Hoc Networks (VANETs) support the information dissemination among vehicles, Roadside Units (RSUs), and a Trust Authority (TA). A trust model evaluates an entity or data or both to determine truthfulness. A security model confirms authentication, integrity, availability, non repudiation issues. With these aspects in mind, many models have been proposed in literature. Furthermore, many information dissemination approaches are proposed. However, the lack of a model that can manage traffic incidents completely inspires this work. This paper details how and when a message needs to be generated and relayed so that the incidents can be reported and managed in a timely manner. This paper addresses this challenge by providing a traffic incident management model to manage several traffic incidents efficiently. Additionally, we simulate this model using the VEINS simulator with vehicles, RSUs, and a TA. From the experiments, we measure the average number of transmissions required for reporting a single traffic incident while varying the vehicle density and relaying considerations. We consider two types of relaying. In one series of experiments, messages from regular vehicles and RSUs are relayed up to four hops. In another series of experiments, messages from the regular vehicles and RSUs are relayed until their generation time reaches sixty seconds. Additionally, messages from the official vehicles are relayed when they approach an incident or when the incident is cleared. Results from the simulations show that more vehicles are informed with four-hop relaying than sixty-second relaying in both cases.
The article examines President Trump’s authority to reinstate Executive Order (EO) 13957, which established a new Policy/Career Schedule for federal executive branch employees with policy-influencing positions. The order seeks to move many of the executive branch’s competitive service employees to a new non-competitive schedule where they will serve as at-will employees with no procedural due process removal rights. In October 2020, EO 13957 created Schedule F. On January 22, 2021, President Biden signed EO 14003, “Protecting the Federal Workforce,” which revoked EO 13957. The article argues that establishing a Policy/Career Schedule has little to do with giving federal agencies and departments more discretion to remove federal executive branch employees for inferior performance. It has everything to do with turning large numbers of competitive schedule federal civil servants into presidential public policy foot soldiers or robots. Establishing a Policy/Career Schedule gives the president unrestricted authority to remove Policy/Career federal civil servants for a perceived lack of policy loyalty. The article argues that the lack of clear civil service jurisprudence creates considerable uncertainty about whether federal courts and, ultimately, the U.S. Supreme Court will hold, regarding the legality of Trump establishing Schedule Policy/Career.
This study aims to analyze the effect of Perceived Organizational Support on Employee Performance with Employee Engagement as an intervening variable on employees of PT Kereta Api Pariwisata. Perceived organizational support is one of the important factors that affect employee performance through employee involvement in carrying out tasks.This study uses a quantitative method with the Partial Least Squares approach involving 149 employees as respondents Employee Performance. Employee Performance. This finding confirms that good Perceived organizational support will increase employee engagement, which ultimately has an impact on improving employee performance. The implications of this study provide recommendations for company management to continue to improve perceived organizational support in terms of employee welfare and two-way communication policies to strengthen employee engagement and performance.
Dr. Sami Ur, Rahman, Muhammad Shahid Sultan
et al.
The entrance of the gig economy into the employment field requires many innovative business strategies from both players as well as from the government. This study appraises the management of the freelance workforce from the theory of resource-based view (RBV) and transaction cost economics (TCE), which are helpful theoretical tools. RBV considers freelancer calls, and TCE does benefit and cost analysis when hiring freelancers or home staff. Given the qualitative nature of the research, a combination of interviews and focus groups with the stakeholders operating in the gig economy platform, as well as an analysis of documents of a strategic and legal nature, will be taken to investigate the inner articulations of gig employment. The preliminary results show that having organizational flexibility, personalizing personnel management, and the strategic inclusion of gig workers are the main factors that can ensure business success in a rapidly changing market environment. Nevertheless, without the gender pay gap and legal safeguarding, it becomes evident that there is a further need to work on these. The focus of the study is to bring up topics to be implemented in gig employment, such as the creation of HR policies and legal standards which would promote the sustainability of gig work and, at the same time, protect worker rights, which can contribute to a balanced and fair gig economy
B. Tursunov, C. R. Kulueva, Olim K. Abdurakhmanov
et al.
The motivation for this research was the desire to disclose the social nature of the financial risks of global companies: the authors attempted a scientific explanation of the influence of corporate social responsibility, which is manifested through the preservation and creation of additional jobs, on the financial risks of global companies. The research aims to establish the interdependence between financial risks and sustainable employment in global companies. This goal is achieved using the SEM (structural equation modeling) method based on corporate statistics from the Fortune “Global 500” rankings for 2021–2023. As a result, the consequences of global companies’ CSR (corporate social responsibility) practices in personnel management and financial risk management are modeled and described through quantitative and qualitative patterns. The established regularities proved that for developed and developing countries, the larger the number of employees, the lower the financial risks of global companies—the risk of a decrease in profitability, the risk of loss of profit, and the risk of depreciation of assets. The main conclusion is that there is a close systemic relationship between the financial risks of global companies and their workforce size, suggesting that CSR is key to highly effective financial risk management. A clear distinction between the practices of financial risk management through CSR in developed and developing countries forms the basis of the theoretical significance of the research results. The authors provide recommendations to improve the current practice of financial risk management in global companies by integrating it more closely with personnel management practices, highlighting their managerial relevance. It is proposed that corporate strategies for global companies in developed countries should focus on reducing the risk of declining profitability, as CSR has the most pronounced and consistent impact on this particular financial risk. In developing countries, corporate strategies are recommended to be structured by diversifying the areas of CSR application, with the most promising in financial risk management being the reduction in asset depreciation risk and the reduction in profitability risk. The findings of this research have practical significance because they enhance the predictability of CSR activities of global companies and open up opportunities for highly accurate forecasting of the financial risk implications of ensuring sustainable employment by global companies, considering the specificities of developed and developing countries.
Background: The poor resolution of customer complaints in the domain of public service is often attributed to a lack of accountability, transparency, communication, leadership, competent personnel, and well-defined complaint-management policies.
Aim: This article examined the efficacy and efficiency of the processes and procedures used to carry out the customer complaints management policy within the public service.
Setting: The study focused on the Department of Employment and Labour in the Free State province.
Methods: A qualitative study design was adopted, with self-administered questionnaires used to collect data from 20 purposefully selected participants from the Department of Employment and Labour – Free State province.
Results: The research revealed several key findings. Firstly, there was a lack of consequences for subpar performance. Secondly, inadequate communication and coordination hindered the timely resolution of customer complaints, and minimal frontline staff training on the customer complaints management policy. Thirdly, it was discovered that a lack of capacity resulted in underreporting of complaints, which has a detrimental impact on how quickly and effectively customer complaints are handled.
Conclusion and contribution: The implications of this study, therefore, draw attention to redress mechanisms as a vehicle to turn around and improve public service delivery. The study recommends that the Department of Employment and Labour should consider increasing the capacity of staff in handling customer complaints, developing appropriate customer complaints management training manuals, and establishing a business unit or directorate that deals with customer complaints.
Political institutions and public administration (General), Regional planning
Program development and evaluation can be used to address historical inequities in mental health, but they are scarcely studied in counselor education. The purpose of this pilot study was to examine how taking one social-justice focused CMHC management course impacted 66 counseling students’ social justice identity and program evaluation understanding. Participating students completed a group program proposal focused on social justice and program evaluation. To assess change in their social justice attitudes, behaviors, and program evaluation understanding, they completed a demographic questionnaire, pre-test, and post-test. The results, derived from t-tests and Wilcoxon Signed-Rank tests, indicated a significant improvement from pre- to post-test in social justice self-efficacy, interest, and program evaluation understanding. Limitations, implications, and suggestions for future research are discussed.
Personnel management. Employment management, Special aspects of education
Jean Oberholzer, Cecile M. Schultz, Karel F. Lessing
Orientation: Limited literature on onboarding during COVID-19 and the future of onboarding exists.
Research purpose: The purpose of this study was to explore the implementation of employee onboarding during COVID-19, as well as the future of onboarding within a South African municipality.
Motivation for the study: This research was motivated by the difficulties encountered in conducting online employee onboarding during the COVID-19 pandemic, along with the uncertain landscape of onboarding practices within a South African municipality.
Research approach/design and method: The research employed a qualitative approach, conducting interviews with participants from a South African municipality. Thematic analysis was utilised to examine the data.
Main findings: Several themes on onboarding during COVID-19 emerged from the study, including the use of videoconferencing tools, intranet system usage, and more. The main themes of future onboarding were intranet, improving onboarding processes, and face-to-face onboarding. Several interviewees showcased frustration with the implementation of video conferencing tools, and the impact of load shedding. Participants suggested that onboarding practices might evolve beyond the pandemic as technology implementation becomes more commonplace.
Practical/managerial implications: Human resource professionals must be prepared for the future of employee onboarding, embracing the technological advancements that facilitate this process. Failure to keep abreast with new technology will hinder employee onboarding efforts, potentially impeding their ability to effectively integrate new employees.
Contribution/value-add: This study shed light on the state of employee onboarding within a South African municipality, and can assist to improve the onboarding process and render it future fit.
Background: Today, the digital transformation of business is one of the conditions for survival on the market. The development of digital technology is progressing rapidly, and only the business entities that keep pace with this development can expect good business results. Social entrepreneurship is an excellent way to solve the problems of social inequality and poverty and thus leads to economic growth and development. Purpose: The main goal of this research is to create a theoretical model of digital transformation of social entrepreneurship. This model can be a useful tool for deciding on the digital transformation of business. We investigated motivation of managers and employees as an influencing factor for the digital transformation of business. We declared other influencing factors as constants. Study design: We measured motivation by personal and professional use of the Internet, the acquisition of digital skills, the cost of labour of those who are involved in the digitisation process, and the application of data protection software. Ninety-seven social entrepreneurship entities from Bosnia and Herzegovina (B&H) participated in the research. The research was carried out using questionnaires, and we analysed the obtained data using correlation and regression methods. Findings: The results showed that motivation is a significant factor in the digital transformation of social entrepreneurship. Based on the results of the research, we have created a model of digital transformation of social entrepreneurship entities that can lead to economic and social development through steps applicable in practice. Limitations/future research: The most significant limitation of the research is the lack of an official register of social entrepreneurship entities from which we can collect data about the number of these entities. To future researchers, we leave open questions of other influencing factors for the development of social entrepreneurship, such as knowledge, sources of funding for initial business activities, etc.
Production management. Operations management, Personnel management. Employment management
With the rapid growth of technology, especially the widespread application of artificial intelligence (AI) technology, the risk management level of commercial banks is constantly reaching new heights. In the current wave of digitalization, AI has become a key driving force for the strategic transformation of financial institutions, especially the banking industry. For commercial banks, the stability and safety of asset quality are crucial, which directly relates to the long-term stable growth of the bank. Among them, credit risk management is particularly core because it involves the flow of a large amount of funds and the accuracy of credit decisions. Therefore, establishing a scientific and effective credit risk decision-making mechanism is of great strategic significance for commercial banks. In this context, the innovative application of AI technology has brought revolutionary changes to bank credit risk management. Through deep learning and big data analysis, AI can accurately evaluate the credit status of borrowers, timely identify potential risks, and provide banks with more accurate and comprehensive credit decision support. At the same time, AI can also achieve realtime monitoring and early warning, helping banks intervene before risks occur and reduce losses.
In the modern world, the development of Artificial Intelligence (AI) has contributed to improvements in various areas, including automation, computer vision, fraud detection, and more. AI can be leveraged to enhance the efficiency of Autonomous Smart Traffic Management (ASTM) systems and reduce traffic congestion rates. This paper presents an Autonomous Smart Traffic Management (STM) system that uses AI to improve traffic flow rates. The system employs the YOLO V5 Convolutional Neural Network to detect vehicles in traffic management images. Additionally, it predicts the number of vehicles for the next 12 hours using a Recurrent Neural Network with Long Short-Term Memory (RNN-LSTM). The Smart Traffic Management Cycle Length Analysis manages the traffic cycle length based on these vehicle predictions, aided by AI. From the results of the RNN-LSTM model for predicting vehicle numbers over the next 12 hours, we observe that the model predicts traffic with a Mean Squared Error (MSE) of 4.521 vehicles and a Root Mean Squared Error (RMSE) of 2.232 vehicles. After simulating the STM system in the CARLA simulation environment, we found that the Traffic Management Congestion Flow Rate with ASTM (21 vehicles per minute) is 50\% higher than the rate without STM (around 15 vehicles per minute). Additionally, the Traffic Management Vehicle Pass Delay with STM (5 seconds per vehicle) is 70\% lower than without STM (around 12 seconds per vehicle). These results demonstrate that the STM system using AI can increase traffic flow by 50\% and reduce vehicle pass delays by 70\%.
Aref Ayati, Mohammad Mahdi Hashemi, Mohsen Saffar
et al.
Regarding the concepts of urban management, digital transformation, and smart cities, various issues are presented. Currently, we like to attend to location allocation problems that can be a new part of digital transformation in urban management (such as locating and placing facilities, locating and arranging centers such as aid and rescue centers, or even postal hubs, telecommunications, electronic equipment, and data centers, and routing in transportation optimization). These issues, which are seemingly simple but in practice complex, are important in urban environments, and the issue of accurate location allocation based on existing criteria directly impacts cost management, profit, efficiency, and citizen satisfaction. In recent years, researchers have used or presented various models and methods for location allocation problems, some of which will be mentioned in this article. Given the nature of these problems, which are optimization problems, this article will also examine existing research from an optimization perspective in summary. Finally, a brief conclusion will be made of the existing methods and their weaknesses, and suggestions will be made for continuing the path and improving scientific and practical research in this field.
Stylianos Bourmpoulias, Dimitris Zeginis, K. Tarabanis
Public administrations (PA) around the globe produce and handle vast amounts of data that are mainly the outcome of interactions of limited types of core-entities (e.g., citizens, businesses). Usually, the information involving the core entities are scattered in numerous siloed databases developed by different departments and divisions, thus hindering PAs from providing a comprehensive view of their core entities and their interactions. One type of core entity with a prominent role within PA involved in many temporal interactions (e.g., appointments, assignments) is the “public servant”. A special characteristic of public servants, compared to other types of entities, is that PAs need to systematically track them from the human resources point of view, recording for example information about their employment status throughout time. Recently, knowledge graphs have been proposed for structuring large collections of data in a meaningful way. Furthermore, in order to focus on the dynamics and changes over time of the data, a new approach of entity-event knowledge graphs has been introduced that captures the dynamics of knowledge considering events as first-class entities for knowledge representation. The aim of this paper is: 1) to propose an entity-event knowledge graph for the holistic governance of human resources management data in public administration and 2) apply it to the case of education personnel management.
The theoretical aspects of the use of electronic document management in Russia are considered. The stages of institutionalization of an electronic signature at the state level are given. Approaches to the use of machine-readable power of attorney have been developed. The practical experience of digitalization of personnel document flow is analyzed. Aspects of the use of electronic workbooks, documentation of remote employment, stages of transition to personnel electronic document management are revealed. Recommendations on the use of tokens in electronic signature technology are given. Typical examples of information technologies and HR systems are shown on the example of 1C solutions. Based on the results of the work, the factors preventing the transition of organizations to personnel electronic document management are considered — the lack of a free qualified electronic signature and the risk of leakage of personal data.
Background: The new circumstances of life due to the proclamation of the COVID 19 virus pandemic have caused numerous changes both in general people's lives and in consumption. Purpose: The aim of this paper is to identify changes in the degree of consumer ethnocentrism when choosing products during the COVID 19 virus pandemic, compared to the period before its occurrence. In addition, differences in consumer preferences for certain domestic products and services before and during the pandemic were analyzed. The paper also deals with differences in ethnocentric tendencies during the pandemic between different socio-demographic consumer segments. Study design/methodology/approach: The primary data were collected from 176 respondents by using the survey method. A paired samples t test is used for hypotheses testing. Independent samples t test and Anova, post hoc Scheffe test, were conducted for analysing differences in ethnocentric tendencies between observed consumer segments during the pandemic. Findings/conclusions: Higher level of consumer ethnocentrism is confirmed in period during the pandemic, especially when it comes to choice of domestic medical products. On the other hand, lower level of consumer ethnocentrism is observed for fashion products and insurance during the pandemic. Older consumers and pensioners exhibit stronger ethnocentric tendencies during the pandemic. Limitations/future research: The main limitation of the paper relates to the use of only a few of the 17 statements within the CET scale for measuring ethnocentric tendencies before and during the pandemic. Also, the research did not cover all categories of domestic products and services. According to the limitations, future studies are recommended to fully apply the CET scale for measuring consumer ethnocentrism. Also, the recommendation is to observe higher number of categories of products and services, and to break down the categories into several subcategories. Finally, future studies can also include some of the determinants of consumer ethnocentrism in the research model.
Production management. Operations management, Personnel management. Employment management
Objective: The study aims to explore the style of leadership of small business women by applying the theory of power competition to analyze competence influencing leadership in power SMEs competitiveness. Study will focus on the abilities for growth in a period longer than a profitability period short for SMEs. Ability growth is considered a fundamental factor for SMEs, so follow up a study about the influence of women in competence to SMEs performance growth. Research Design & Methods: A quantitative research (positivism). The research location is SMEs in Batu City with 98 respondents. Data analysis methods use validity, reliability, classic assumption, and hypothesis tests. Findings: The female leadership competencies with five dimensions (strategic visions, operation management, professional knowledge, hands-on experience, relationship building) have a positive and significant effect on performance from the perspective of consumers. Implications & Recommendations: The study is that it can provide an understanding of female leadership, that the spirit of competence within oneself needs to be developed so that the business that is built can progress and develop rapidly. Contribution & Value Added: The study expected to be able to provide information as a basis for consideration, support, and contribution of ideas to decision makers in an effort to be able to increase income and carry out business development.
Development, implementation, and achievement of the desired results of Uzbekistan's stable progress and development of reforms are directly related to the professional personnel who organize these processes and their knowledge of innovative management. Because the correct determination of the directions of the reforms and the results to be achieved requires such qualities as high knowledge, potential, and professional skills from the specialist personnel. In addition, it is important to properly organize personnel management in every enterprise and organization in every field, direction, and place the most qualified personnel with the necessary knowledge and potential in every job. An important aspect of econometric analysis is that it is an analysis based on the assessment of the effects of factors that have an indirect, but not direct, effect on the change in the outcome variable. That is, in our analysis, if we define the indicator of employment of graduates as a result, the factors that indirectly influence its change are the scientific potential of teachers, the degree to which the institution where the graduate is trained is compatible with practice, the level of scientific research in the educational institution, education in harmony with international experiences. Factors such as have an indirect effect. In this article, medium-term forecast indicators of the level of employment of graduates in the training of agricultural educational institutions in the period of 2022-2027 have been developed. Also, the main directions of introduction of market mechanisms in effective management of agrarian education system are highlighted in the article.
The problem of asset liability management (ALM) is a classic problem of the financial mathematics and of great interest for the banking institutions and insurance companies. Several formulations of this problem under various model settings have been studied under the Mean-Variance (MV) principle perspective. In this paper, the ALM problem is revisited under the context of model uncertainty in the one-stage framework. In practice, uncertainty issues appear to several aspects of the problem, e.g. liability process characteristics, market conditions, inflation rates, inside information effects, etc. A framework relying on the notion of the Wasserstein barycenter is presented which is able to treat robustly this type of ambiguities by appropriate handling the various information sources (models) and appropriately reformulating the relevant decision making problem. The proposed framework can be applied to a number of different model settings leading to the selection of investment portfolios that remain robust to the various uncertainties appearing in the market. The paper is concluded with a numerical experiment for a static version of the ALM problem, employing standard modelling approaches, illustrating the capabilities of the proposed method with very satisfactory results in retrieving the true optimal strategy even in high noise cases.
Implementing resource efficient energy management systems in facilities and buildings becomes increasingly important in the transformation to a sustainable society. However, selecting a suitable configuration based on multiple, typically conflicting objectives, such as cost, robustness with respect to uncertainty of grid operation, or renewable energy utilization, is a difficult multi-criteria decision making problem. The recently developed concept identification technique can facilitate a decision maker by sorting configuration options into semantically meaningful groups (concepts). In this process, the partitioning of the objectives and design parameters into different sets (called description spaces) is a very important step. In this study we focus on utilizing the concept identification technique for finding relevant and viable energy management configurations from a very large data set of Pareto-optimal solutions. The data set consists of 20000 realistic Pareto-optimal building energy management configurations generated by a many-objective evolutionary optimization of a high quality Digital Twin energy management simulator. We analyze how the choice of description spaces, i.e., the partitioning of the objectives and parameters, impacts the type of information that can be extracted. We show that the decision maker can introduce constraints and biases into that process to meet expectations and preferences. The iterative approach presented in this work allows for the generation of valuable insights into trade-offs between specific objectives, and constitutes a powerful and flexible tool to support the decision making process when designing large and complex energy management systems.
In academic literature portfolio risk management and hedging are often versed in the language of stochastic control and Hamilton--Jacobi--Bellman~(HJB) equations in continuous time. In practice the continuous-time framework of stochastic control may be undesirable for various business reasons. In this work we present a straightforward approach for thinking of cross-asset portfolio risk management and hedging, providing some implementation details, while rarely venturing outside the convex optimisation setting of (approximate) quadratic programming~(QP). We pay particular attention to the correspondence between the economic concepts and their mathematical representations; the abstractions enabling us to handle multiple asset classes and risk models at once; the dimensional analysis of the resulting equations; and the assumptions inherent in our derivations. We demonstrate how to solve the resulting QPs with CVXOPT.