A new Nawaz–Enscore–Ham-based heuristic for permutation flow-shop problem with bicriteria of makespan and machine idle-time

A new heuristic based on Nawaz–Enscore–Ham (NEH) algorithm is proposed for solving permutation flowshop scheduling problem in this paper. A new priority rule is proposed by accounting for the average, mean absolute deviation, skewness and kurtosis, in order to fully describe the distribution style of processing times. A new tie-breaking rule is also introduced for achieving effective job insertion for the objective of minimizing both makespan and machine idle-time. Statistical tests illustrate better solution quality of the proposed algorithm, comparing to existing benchmark heuristics.

A Hybrid Swarm Based Approach in Addressing University Timetabling Problems

This paper is concerned with the application of an automated hybrid approach in addressing the university timetabling problem. The approach described is based on the nature-inspired artificial bee colony (ABC) algorithm. An ABC algorithm is a biologically-inspired optimization approach, which has been widely implemented in solving a range of optimization problems in recent years such as job shop scheduling and machine timetabling problems. Although the approach has proven to be robust across a range of problems, it is acknowledged within the literature that there currently exist a number of inefficiencies regarding the exploration and exploitation abilities. These inefficiencies can often lead to a slow convergence speed within the search process. Hence, this paper introduces a variant of the algorithm which utilizes a global best model inspired from particle swarm optimization to enhance the global exploration ability while hybridizing with the great deluge (GD) algorithm in order to improve the local exploitation ability. Using this approach, an effective balance between exploration and exploitation is attained. In addition, a traditional local search approach is incorporated within the GD algorithm with the aim of further enhancing the performance of the overall hybrid method. To evaluate the performance of the proposed approach, two diverse university timetabling datasets are investigated, i.e., Carter's examination timetabling and Socha course timetabling datasets. It should be noted that both problems have differing complexity and different solution landscapes. Experimental results demonstrate that the proposed method is capable of producing high quality solutions across both these benchmark problems, showing a good degree of generality in the approach. Moreover, the proposed method produces best results on some instances as compared with other approaches presented in the literature.

The prospective effects of workplace violence on physicians' job satisfaction and turnover intentions: the buffering effect of job control

Background: Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations.

Methods: The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25–63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector.

Results: The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying.

Conclusions: Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work.