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In this study, we explored the relationship among mentoring functions (MFs), direct supervisor need for achievement (DSNFA), and employee organizational citizenship behavior (OCB) from the perspective of conservation of resources (COR) theory. A sample of 242 dyads was selected from new employees and direct supervisors employed in four- and five-star hotels in Taiwan. The results revealed that MFs and DSNFA were positively related to new-employee OCB. However, DSNFA negatively moderated the relationship between MFs and new-employee OCB. That is, low DSNFA positively moderated the relationship between MFs and OCB more than high DSNFA did. The results were explained using COR theory, which states that the development of positive personality traits is limited to in specific circumstances. Organizations in the hospitality industry that emphasize on OCB should examine their human resource activities to optimize performance.

The aim of the article is to present streamlining reverse logistics challenging the trends of increased amount costs of packaging and a need to meet sustainable development goals. Analysis of the packaging process has identified increased costs for the purchase of packaging, increased volume of imported and produced packaging material, increased volume of packaging waste and thus high recycling fees (related to producer responsibility). A proposed solution for streamlining reverse logistics processes have been introduced, including workflow of the packaging process, a new packaging registration system and measures for standardisation of the packaging process. The solution's main benefits are economical and ecological: first, cost reduction for purchasing new packaging materials and cost reduction for recycling fees, the second elimination of negative influence on the environment by respecting the waste management hierarchy and principles of the circular economy. Other benefits expected for the company are shorter, more informative, and practical training of new employees, reduced time for packaging process through its standardisation and visualisation, and more efficient separation of reusable packaging.

Purpose The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies. Design/methodology/approach In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed. Findings Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees. Originality/value This paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.

<div>Because the online recruiting system has progressed, a large number of resumes were submitted. As a consequence, hiring new employees and reviewing a large number of resumes is a challenge for the human resource department or employer. Therefore, this system has helped employers by using an automated intelligent system based on natural language processing. This system can convert various formats of resumes to text format and can extract some important information. It is also possible to compare the applicant's resume and the job description to see the percentage of similarity as well. This system can assist the human resource department or employer in screening resumes before conducting interviews and finding the best candidate for the job position.</div>

<div>Because the online recruiting system has progressed, a large number of resumes were submitted. As a consequence, hiring new employees and reviewing a large number of resumes is a challenge for the human resource department or employer. Therefore, this system has helped employers by using an automated intelligent system based on natural language processing. This system can convert various formats of resumes to text format and can extract some important information. It is also possible to compare the applicant's resume and the job description to see the percentage of similarity as well. This system can assist the human resource department or employer in screening resumes before conducting interviews and finding the best candidate for the job position.</div>

Purpose Building information modelling (BIM) has had a considerable impact on the socio-technical aspects of construction organisations. Culture has been considered an essential element in BIM practice. Hence, this paper aims to explore existing research relates to culture in the BIM context. Design/methodology/approach A systematic literature review (SLR) was conducted based on the PRISMA guidelines using 104 articles published between 2011 and 2020 and directed with a descriptive and content analysis. Findings The SLR results give evidence that culture in the BIM context is still an under-researched topic. Culture has been considered as both a dependent and independent factor in the BIM domain. Organisational BIM culture is a collection of fundamental beliefs established in a BIM using organisation and passed to new employees with the use of BIM. BIM using organisations are have either weak or strong BIM cultures. Proper analysis and understanding of the BIM culture of different organisations are necessary to realise the strategies of transformation from a weak BIM culture to a strong BIM culture. Originality/value To the best of the author's knowledge, this is the first SLR in BIM research that investigates the role of culture in the BIM setting. This study contributed to the existing body of knowledge by proposing a conceptual framework to understand and change a weak BIM culture of an organisation to a strong, matured BIM culture. This SLR serves as a future research basis in BIM-triggered culture.

Abstract This paper presents the results of a choice experiment that is designed to examine whether changing how plan information is presented affects planned retirement-savings behavior. The main hypothesis is that providing plan information in a more concise format with helpful recommendations, rather than providing lengthy and detailed information, will alter retirement-planning choices. The specific choices examined include: whether to enroll, how much to contribute, and how to structure (broadly) the asset allocation. The choice experiment is conducted on three different samples: (i) a Qualtrics panel of new employees, (ii) a Qualtrics panel of job seekers, and (iii) a sample of business-school students. Our results suggest that, controlling for demographic and other factors, our main hypothesis was not supported by the data in any of the samples. Thus, the data cast some doubt on the notion that simplifying and condensing the retirement-plan information presented to employees will result in vastly different retirement-planning choices.

<em>The VUCAS era as it is today has brought about changes in attitudes and human interactions at work. A person’s competancy is demanded to be acquired more than one or what is so called, multitasking. Whilst, higher education Institutions does not prepare these competencies for graduate students. The industrial world is also overwhelmed by the quality of untrained new employees.  There for, it is esential to create program in order to link and match between Higher Education Institutions Programs and the need of industrial world. The Ministry of Education and Culture has created a 3 semesters training program outside its study program, one of which is an internship in companies. Due to this, we design debriefing material in accordance to the industrial perspective. This research aims to obtain perspectives on the material from the industry. This qualitative research was conducted using in-depth interviews, both in person and online to gather information from industry players. The results obtained will be materials that must be given to students during the debriefing, there are two important materials to be given, namely; knowledge and work attitude. Knowledge includes: company organization, job duties and responsibilities, remuneration systems, industrial relations, employee development and management systems. Work attitudes include general values such as integrity, discipline, leadership, team work, interpersonal skills, analitical competency, open mindedness, emotional quotient (EQ), burning desire/passion and time management skills and rules in work (manner).</em>