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This paper proposes a reduct construction method based on discernibility matrix simplification. The method works in a similar way to the classical Gaussian elimination method for solving a system of linear equations. Elementary matrix simplification operations are introduced. Each operation transforms a matrix into a simpler form. By applying these operations a finite number of times, one can transform a discernibility matrix into one of its minimum (i.e., the simplest) forms. Elements of a minimum discernibility matrix are either the empty set or singleton subsets, in which the union derives a reduct. With respect to an ordering of attributes, which is either computed based on a certain measure of attributes or directly given by a user, two heuristic reduct construction algorithms are presented. One algorithm attempts to exclude unimportant attributes from a reduct, and the other attempts to include important attributes in a reduct.

BackgroundThis study examined how human resource management (HRM) can directly and indirectly influence sustainable organizational performance (SOP), with organizational innovation (OI) as a mediator.Research methodsFor this quantitative study, a 31-item questionnaire was used to collect data on HRM and SOP from 20 Shanghai branches of five Chinese banks. HRM was defined as multidimensional, consisting of employee staffing, staff development, performance management, and compensation and benefits. Partial least squares structural equation modeling (PLS-SEM 3.2) was used to estimate the effects.ResultsThe HRM practices of performance management and compensation and benefits showed a direct and positive influence on SOP. Looking at indirect relationships, all four dimensions of HRM practices were positively related to OI (product, process, and knowledge innovation), which, in turn, was positively related to SOP. Organizational innovation was thus shown to play a mediating role between HRM and SOP.ConclusionThe study emphasizes that the banking sector of China consists of many employees who maintain old styles of working, alongside some who attempt to take on the new innovative working mechanisms and engage with staff development programs. This latter group of personnel make a valuable contribution to SOP. Moreover, the effect on organizational dynamics of implementing HRM practices aids in bringing about innovations in processes, products, and knowledge.

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This study determined how a toxic workplace environment can influence worker productivity, directly and indirectly, using work depression as a mediating variable. A toxic workplace environment with multiple dimensions (harassment, bullying, ostracism, and incivility) was used in this study. We used a questionnaire survey approach to evaluate the data. A total of 53 items were used in the questionnaire with a five-point Likert scale. The data were collected from 23 branches of five Chinese banks in the vicinity of Shanghai. The authors distributed 250 questionnaires among targeted employees (senior managers, middle managers, and administrative staff) and received 186 filled questionnaires, among which six were incomplete. Thus, the completed sample size of the research was 180, and the overall response rate was 72%. To estimate the proposed relationships in the research model, we used partial least-squares structural equation modeling (PLS-SEM 3.2). The outcomes of this study indicate that for direct and indirect relationships, a toxic workplace environment negatively influences worker productivity. Moreover, the outcomes of this study also show that work depression negatively impacts worker productivity. The study concludes with a discussion, limitations, and future research directions.

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

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Collaborative Innovation Networks (COINs) are groups of self-motivated individuals from various parts of an organization or from multiple organizations, empowered by the Internet, who work together on a new idea, driven by a common vision. In this paper we report first results of a project that examines innovation networks by analyzing the e-mail archives of some W3C (WWW consortium) working groups. These groups exhibit ideal characteristics for our purpose, as they form truly global networks working together over the Internet to develop next generation technologies. We first describe the software tools we developed to visualize the temporal communication flow, which represent communication patterns as directed acyclic graphs. We then show initial results, which revealed significant variations between the communication patterns and network structures of the different groups. We were also able to identify distinctive communication patterns among group leaders, both those who were officially appointed and other who were assuming unofficial coordinating roles.