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The use of temporary employment has increased in China, but few studies to date have analyzed the outcomes of the employment relationship type (permanent vs. temporary) from the perspective of psychological compensation. In this study, we examine the moderating effect of employees’ need for status on their responses to an organization’s permanent versus temporary employment relationship practices. Based on symbolic selfcompletion theory, we hypothesize that, compared to those with a permanent employment relationship, employees with a temporary employment relationship exhibit higher levels of vigor when they have a higher (vs. lower) need for status. Furthermore, we hypothesize that higher levels of vigor motivate employees to work better and voice more. A survey study conducted in China with 303 employees and their managers from governmental organizations and state-owned enterprises provides support for these hypotheses. The paper concludes with a discussion of theoretical and practical implications.

Aims Treatment decisions in patients with scimitar syndrome (SS) are often challenging, especially in patients with isolated SS who are often asymptomatic and who might be diagnosed accidentally. We queried a large multi-institutional registry of SS patients to evaluate the natural history of this condition and to determine the efficacy of surgical treatment in terms of survival and clinical status. Methods and results We collected data on 485 SS patients from 51 institutions; 279 (57%) patients were treated surgically (STPs) and 206 (43%) were clinically monitored (CMPs). Median age at last follow-up was 11.6 years (interquartile range 4-22 years). Overall survival probability at 30 years of age was 88% [85-92% confidence intervals (CI)] and was lower in patients with associated congenital heart disease (CHD) (P

The study contributes to the debate in the HRM literature by examining the role of trust in management in moderating the effect of HRM practices on employee attitudes. The novelty of the study lies in our interest in assessing this relationship not only on a system of HR practices, but also considering whether the influence varies according to specific ‘bundles’ of practices. Adopting a Structural Equation Modelling approach, we first test the moderation using an HRM index of seven practices on a sample of 9,000 employees from 46 Italian organisations. Then, following the AMO approach, we assess the relationship on three ‘bundles’ of practices, one oriented to increasing ability, another motivation and the third opportunity to participate. Results confirm the moderation with the overall HRM index. Interestingly, the effect varies depending on the HR bundles, being significant only with the motivation practices and not relevant in the other two bundles.

Purpose Monetary and non-monetary rewards have rarely been considered together under the HRM perspective. Despite the vast literature on HRM, there is still a lack of studies that explicitly discuss the link between the adoption of a total reward system (TRS) and employee-related outcomes. The purpose of this paper is to investigate this important issue in order to provide insights that can help organisations devise compensation strategies that are effective in sustaining employees’ positive attitudes and behaviours. Design/methodology/approach Using a survey of 1,092 employees, the authors examine the effect of the overall TRS on three outcome variables (i.e. job satisfaction, affective commitment, and innovative behaviour at work). Furthermore, the authors examine the impact that each component of the TRS (i.e. base pay, training and development opportunities, and positive work environment) has on the dependent variables. Findings The results confirm that the adoption of a TRS exerts a positive influence on the aforementioned outcomes. However, interesting differences emerged when looking at the individual components in the overall sample. Originality/value This paper provides original insights into the complex relationship between TRS and the employee-related outcomes of job satisfaction, affective commitment, and innovative behaviour at work.

Managers’ integrity is increasingly considered a crucial topic in organizational studies, as it has been linked to companies’ profitability and success. Employees’ perceptions of the consistency between leaders’ deeds and their words seem, in fact, to influence their attitudes towards an organization, enhancing their supportive behaviour. This study addresses the issue by examining the role of behavioural integrity in the chain linking human resources (HR) practices to employee attitudes. An important novelty of the study is that it explicitly distinguishes between intended and experienced HR practices in conducting the analysis. The aim of the study is to analyse whether managers’ behavioural integrity moderates the link between intended HR practices (practices as designed by the organization) and experienced HR practices (practices as perceived by the employees). The study also tests whether experienced HR practices mediate the relationship between intended HR practices and positive employee outcomes, such as affective commitment and job satisfaction. The results of this study, conducted with more than 6,000 employees, show that managers’ perceived behavioural integrity plays two major roles: it promotes a positive relationship between intended and experienced HR practices, and boosts employees’ affective commitment and job satisfaction both directly and indirectly. The analysis also reveals an intervening role for experienced HR practices, which mediate the joint impact of intended practices and behavioural integrity on the two employee outcomes.

In this paper, the advantages of CACSD (Computer Aided Control System Design) tools for integrating a robotic system in a packaging machine are illustrated. Beside the mechanical integration of the robot into the machine architecture, it is necessary a functional integration, that requires a precise synchronization with the other parts of the system. In the proposed application, a robot with a parallel kinematics is used for pick-and-place tasks between two conveyor belts. It is therefore necessary a proper motion planning which allows to synchronize the grasp and release phases with the conveyor belts, avoiding obstacles and guaranteeing the compliance with bounds on velocity, acceleration and limits in the workspace. A trajectory composed by quintic polynomials has been considered and a specific tool has been designed in the Matlab environment, which allows to modify the parameters of the trajectory and to analyze the obtained motion profiles from both the kinematic and dynamic point of view.

Polyethylene-polycaprolactone graft copolymers with different chemical structures (i.e. different number and length of PCL grafts and molecular weight of PE backbone) were synthesized from various EVOH copolymers and e-caprolactone, using Aluminum isopropoxide as catalyst, and were tested for their compatibilizing capability in PE/PVC blends. PE and PCL segments in the graft copolymers were found completely immiscible, while PCL segments of the graft copolymers were found completely miscible with PVC. When graft copolymers were added to PE/PVC blends they proved to be good agents for the dispersion of PVC phase in the PE matrix. SEM showed also improved adhesion between the dispersed PVC phase and PE matrix. Moderate improvements in mechanical properties were also observed in preliminary tensile tests.