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In recent years, manufacturing companies have faced difficulties in securing sufficient production capabilities at factories because of many regional risks, such as natural calamities and epidemics. A production line should be designed to be reconfigured to adapt to various risks for satisfying its demands. This paper proposes a flexible and reconfigurable production line composed of a combination of line workers and multipurpose equipment called robotic cells. A robotic cell performs work (similar to a worker) using a programmable arm robot. The required tasks are allocated to workers or robots. However, it is difficult to design the line configuration and task allocation, because the number of combinations is large. Additionally, the production efficiency fluctuates depending on the correlations between the worker’s attitude, skill level, and allocated tasks. This paper describes a production-line design method using a genetic algorithm. The proposed method maximizes the availability ratio and minimizes the cost of the production line by considering the worker’s attitude toward the work.

Breaks in the Chain shows how immigrant workers—individually and sometimes collectively—both reinforce and contest a tacit but lethal form of biopolitics that differentiates the life chances of racial groups. Examining their personal narratives, Paul Apostolidis recasts our understanding of the ways immigrants construct and transform social power.

Our 2024 survey of eligible US healthcare workers found that 48% of unvaccinated healthcare workers are interested in receiving Ebola virus vaccine. The Advisory Committee on Immunization Practices recommended vaccination for healthcare workers at highest risk for occupational exposure to Zaire ebolavirus (Orthoebolavirus zairense). Addressing concerns identified by survey respondents might improve vaccine acceptance.

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (\"organizational spirituality\") appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed.

The study aims to attitudes of agricultural extension workers towards the concept of artificial intelligence technologies in some Iraqi provinces, and to determine the significance of the relationship between Agricultural Extension Workers’ Attitudes Towards the Concept of Artificial Intelligence Technologies in Some Iraqi Provinces and each of the following independent factors (age, gender, and length of service). The research simple included agricultural extension workers in some Iraqi governorates, namely: (Baghdad, Diyala, Babylon, Salah al-Din, Anbar), and their number reached (370) employees and were officially registered. A simple random sample was drawn at a rate of (40%) of the total number of employees from those governorates, thus the total sample size for the study reached (148) respondents. The questionnaire was used to collect data from the respondents. The questionnaire consisted of (24) paragraphs, with two areas: the first was the adoption of (AI) technology, and the second was the concept of (AI) technology. The three-point Likert scale was used, and the scale value ranged from (24-72) degrees. To ensure stability, a survey sample was chosen from the research community outside the sample, and their number reached (30). The Cronbach’s alpha equation was used, and its value reached (0.899). The data was collected by personal interview in End of August 2025. The SPSS program was used to analyze the data, using some statistical methods. The research results showed that agricultural extension workers’ attitudes toward the concept of (AI) technology in some Iraqi governorates were negative. This indicates the weakness of data and information on (AI) technology, as well as the lack of infrastructure for this technology, the scarcity of specialists, and the lack of trust among agricultural extension workers in (AI) technology. The research recommended the need to increase trust in human-machine collaboration to contribute to raising the efficiency of agricultural extension workers. She also recommended the need to encourage agricultural extension workers to use modern technology through artificial intelligence, given their lack of confidence in it.

Unpredictability is a distinctive dimension of working time that has been examined primarily in the context of unplanned overtime and in male-dominated occupations. The authors assess the extent to which female employees in low-skilled retail jobs whose work schedules are unpredictable report greater work–life conflict than do their counterparts with more predictable work schedules and whether employee input into work schedules reduces work–life conflict. Data include measures from employee surveys and firm records for a sample of hourly female workers employed across 21 stores of a U.S. women's apparel retailer. Results demonstrate that, independent of other dimensions of nonstandard work hours, unpredictability is positively associated with three outcomes: general work–life conflict, time-based conflict, and strain-based conflict as measured by perceived employee stress. Employee input into work schedules is negatively related to these outcomes. Little evidence was found that schedule input moderates the association between unpredictable working time and work–life conflict.

As street-level bureaucrats, poll workers bear the primary responsibility for implementing voter identification requirements. Voter identification requirements are not implemented equally across groups of voters, and poll workers exercise substantial discretion in how they apply election law. In states with minimal and varying identification requirements, poll workers appear to treat especially minority voters differently, requesting more stringent voter identification. We explain why poll workers are different from other street-level bureaucrats and how traditional mechanisms of control have little impact on limiting poll-worker discretion. We test why many poll workers appear not to follow the law using a post-election survey of New Mexico poll workers. We find little evidence that race, training, or partisanship matters. Instead, poll worker attitudes toward photo-identification policies and their educational attainment influences implementation of voter-identification laws.

Background: Transgender and gender-diverse (TGD) individuals experience higher rates of mental illness compared to cisgender populations. Accessing appropriate care remains challenging because of discrimination and a lack of provider knowledge. There is limited evidence exploring mental health worker views in a local setting.Aim: This study aimed to explore knowledge and attitudes of South African mental health workers in specialised psychiatric settings towards TGD people.Setting: This study was conducted at two specialist tertiary psychiatric hospitals in Johannesburg.Methods: A cross-sectional descriptive study utilising the Transgender Knowledge, Attitudes, and Beliefs (T-KAB) scale was conducted among 150 mental health workers. Information on socio-demographic features, professional characteristics, and work experience was collected and analysed in relation to T-KAB scores.Results: Participants demonstrated moderately favourable attitudes with a mean T-KAB score of 2.81/4.00. Professional category significantly influenced attitudes, with psychologists followed by medical doctors scoring the highest, and nurses and social workers scoring lowest. Age, sexual orientation, and religious affiliation were significantly associated with T-KAB scores, while years of practice, previous training in TGD-related care, and prior exposure to TGD patients showed no associations.Conclusion: Mental health professionals in South African psychiatric hospitals hold moderately positive attitudes towards TGD individuals, with significant variations across professional categories. Prior training and clinical exposure were not associated with attitudes.Contribution: This study provides one of the first assessments of mental health worker attitudes towards TGD individuals in an African setting. Nurses constitute the majority of the workforce and demonstrate less favourable attitudes, which has implications for approaches to improve transgender-affirming mental healthcare in this setting.

The results of a survey of business professionals verified a relationship between perceptions of corporate citizenship and organizational commitment. More important, the results demonstrated that the relationship between corporate citizenship and organizational commitment was stronger among employees who believe highly in the importance of the social responsibility of businesses. The results also indicated that the ethical measure of corporate citizenship was a stronger predictor of organization commitment than the economic, legal, and discretionary measures. Last, the results revealed that the discretionary measure was more strongly associated with organizational commitment among female employees.

The value that employees attach to the intrinsic aspects of work is important for whether or not job quality issues should have a central place on the social agenda. This article examines whether the importance that British employees attach to intrinsic job quality changed between 1992 and 2006. It uses two nationally representative surveys of employees. It finds no evidence to support the view that there has been a shift towards instrumental job preferences. On the contrary, it shows that intrinsic job preferences rose over the period. The growth in importance of intrinsic orientations is associated with rising levels of education and parental encouragement in education, the improvement of people's jobs with respect to skill, learning opportunities and employee involvement and higher incomes and security.