In this paper, we consider a time-fractional reaction-diffusion system with the same nonlinearities of the Newton-Leipnik chaotic system. Through analytical tools and numerical results, we derive sufficient conditions for the asymptotic stability of the proposed model and show the existence of chaos. We also propose a nonlinear synchronization controller for a pair of systems and establish the local and global asymptotic convergence of the trajectories by means of fractional stability theory and the Lyapunov method.

In this paper, we consider a time-fractional reaction-diffusion system with the same nonlinearities of the Newton-Leipnik chaotic system. Through analytical tools and numerical results, we derive sufficient conditions for the asymptotic stability of the proposed model and show the existence of chaos. We also propose a nonlinear synchronization controller for a pair of systems and establish the local and global asymptotic convergence of the trajectories by means of fractional stability theory and the Lyapunov method.

In this paper, we consider a time-fractional reaction-diffusion system with the same nonlinearities of the Newton-Leipnik chaotic system. Through analytical tools and numerical results, we derive sufficient conditions for the asymptotic stability of the proposed model and show the existence of chaos. We also propose a nonlinear synchronization controller for a pair of systems and establish the local and global asymptotic convergence of the trajectories by means of fractional stability theory and the Lyapunov method.

In the industry, automated inspection is important for ensuring the high quality and allows acceleration of procedures for quality control of parts or mechanical assemblies. Although significant progress has been made in precision machining of complex surfaces, precision inspection of such surfaces remains a difficult problem. Thus the problem of the conformity of the parts of complex geometry is felt more and more. Motivated by the need to increase quality and reduce costs, and supported by the progress made in the field of it as well as the automation of production which in recent years has seen a considerable evolution in all these stages: from design to control through manufacturing. Due to, we used a 3D computer aided inspection technique on a physical gear using a coordinate measuring machine equipped with a “PC-DMIS” measurement and inspection software. Our work consists in developing a procedure for inspection for reproduction of gear profile by reconstruction of a circle involute gear from a cloud point’s measurement. In order to obtain a reliable result. In this works, we design the CAD-model of the part as accurately as possible (using a mathematical model) and matched with the 3D points cloud that represents the measurement that obtained from scanner. we compare the measurement cloud points from coordinate measurement machine with the mathematical model of construction by ICP (Iterative Closest Point) methods in order to obtain a conformed result and to show the impact of the dimensional inspection and geometric.

In the industry, automated inspection is important for ensuring the high quality and allows acceleration of procedures for quality control of parts or mechanical assemblies. Although significant progress has been made in precision machining of complex surfaces, precision inspection of such surfaces remains a difficult problem. Thus the problem of the conformity of the parts of complex geometry is felt more and more. Motivated by the need to increase quality and reduce costs, and supported by the progress made in the field of it as well as the automation of production which in recent years has seen a considerable evolution in all these stages: from design to control through manufacturing. Due to, we used a 3D computer aided inspection technique on a physical gear using a coordinate measuring machine equipped with a “PC-DMIS” measurement and inspection software. Our work consists in developing a procedure for inspection for reproduction of gear profile by reconstruction of a circle involute gear from a cloud point’s measurement. In order to obtain a reliable result. In this works, we design the CAD-model of the part as accurately as possible (using a mathematical model) and matched with the 3D points cloud that represents the measurement that obtained from scanner. we compare the measurement cloud points from coordinate measurement machine with the mathematical model of construction by ICP (Iterative Closest Point) methods in order to obtain a conformed result and to show the impact of the dimensional inspection and geometric.

In the industry, automated inspection is important for ensuring the high quality and allows acceleration of procedures for quality control of parts or mechanical assemblies. Although significant progress has been made in precision machining of complex surfaces, precision inspection of such surfaces remains a difficult problem. Thus the problem of the conformity of the parts of complex geometry is felt more and more. Motivated by the need to increase quality and reduce costs, and supported by the progress made in the field of it as well as the automation of production which in recent years has seen a considerable evolution in all these stages: from design to control through manufacturing. Due to, we used a 3D computer aided inspection technique on a physical gear using a coordinate measuring machine equipped with a “PC-DMIS” measurement and inspection software. Our work consists in developing a procedure for inspection for reproduction of gear profile by reconstruction of a circle involute gear from a cloud point’s measurement. In order to obtain a reliable result. In this works, we design the CAD-model of the part as accurately as possible (using a mathematical model) and matched with the 3D points cloud that represents the measurement that obtained from scanner. we compare the measurement cloud points from coordinate measurement machine with the mathematical model of construction by ICP (Iterative Closest Point) methods in order to obtain a conformed result and to show the impact of the dimensional inspection and geometric.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors. 

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors. 

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors.