A Review of Failure Mode and Effects Analysis (FMEA) for Sustainable Manufacturing and Improvement in Electrostatic Chuck Manufacture and Operation

Failure modes and effect analysis (FMEA) is widely used in industry to quantify, mitigate, and eliminate risk for products and processes. It has the potential to be an important technique in supporting sustainable manufacturing by reducing the risks associated with transitioning to more sustainable processes. Whilst traditional FMEA does quantify risk by calculating a risk priority number (RPN), there are limitations to the usefulness of this due to the lack of objectiveness inherent in the method. In this paper improvements to the traditional FMEA approach are reviewed and their appropriateness in the specific case of the manufacture of electrostatic chucks (ESC) is considered.</p

Building Novel Supply Chain Theory Using “Metaphorical Imagination”

In this paper, we explore how supply chain theorists can engage with metaphorical imagination to develop supply chain theory. Our main purpose is to provide additional useful guidance on how scholars can approach the method of metaphoric transfer. To do this, we build on previous work on the metaphoric transfer method and develop the Metaphoric Transfer Pathways framework. The framework offers two novel approaches to working with metaphors that will help theorists to best leverage the theorizing potential of metaphors in their work. We also develop a set of evaluation criteria which can help scholars to choose which approach to metaphoric transfer to adopt and to maximise the productivity of metaphors used within their theorizing efforts. Our paper synthesises the existing literature on metaphorical imagination in a novel way to provide accessible guidance for those looking to work with metaphor and to maximize their contribution towards developing novel supply chain theory

Perceived benefits of training, individual readiness for change, and affective organizational commitment among employees of national jordanian banks

This study aimed to examine how employees' perceived benefits of training impact their level of affective organizational commitment through investigating the mediating role of individual readiness for change in National Jordanian banks. The study sample included 451 employees from 16 banks in Jordan. Stratified random sampling was used for the selection of the study participants, and data were collected using a self-administered written questionnaire. Partial least squares structural equation modelling was conducted to analyze the collected data and test the study hypotheses, which were developed according to the social exchange theory and psychological contract theory. The analysis provided strong evidence for the contentions of the social exchange theory, whereby employees' affective commitment to their banks was found to be positively influenced by their perceptions of the job-, career, and personal-related benefits of training. Moreover, individual readiness for change was shown to be positively influenced by employees' perceived benefits of training, and employees' affective organizational commitment was positively influenced by their readiness for change. Finally, individual readiness for change was found to act as a mediating variable between employees' perceived benefits of training and their level of affective commitment to their banks. The current study provides bank management teams with a comprehensive understanding of employees' affective organizational commitment as a potential outcome of training and provides evidence for the relationship between the two variables