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Permanent URI for this collectionhttps://hdl.handle.net/20.500.14288/3

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Department: search.filters.department.Department of Business AdministrationSponsors: search.filters.sponsors.EU

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    The digital twin synchronization problem: framework, formulations, and analysis
    (Taylor & Francis Inc, 2023) Matta, Andrea; Department of Business Administration; Tan, Barış; Department of Business Administration; College of Administrative Sciences and Economics
    As the adoption of digital twins increases steadily, it is necessary to determine how to operate them most effectively and efficiently. In this article, the digital twin synchronization problem is introduced and defined formally. Frequent synchronizations would increase cost and data traffic congestion, whereas infrequent synchronizations would increase the bias of the predictions and yield wrong decisions. This work defines the synchronization problem variants in different contexts. To discuss the problem and its solution, the problem of determining when to synchronize an unreliable production system with its digital twin to minimize the average synchronization and bias costs is formulated and analyzed analytically. The state-independent, state-dependent, and full-information solutions have been determined by using a stochastic model of the system. Solving the synchronization problem using simulation is discussed, and an approximate policy is proposed. Our results show that the performance of the state-dependent policy is close to the optimal solution that can be obtained with full information and significantly better than the performance of the state-independent policy. Furthermore, the approximate periodic state-dependent policy yields near-optimal results. To operate digital twins more effectively, the digital twin synchronization problem must be considered and solved to determine the optimal synchronization policy.
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    Enabling older employees' well-being through HR attributions: the moderating role of management context
    (Wiley, 2024) Department of Business Administration; Aksoy, Eda; Marcus, Justin; Department of Business Administration; College of Administrative Sciences and Economics
    Fusing the extant literature on successful aging at work (SAW) and HR attributions, we examined the confluence of employee-oriented internal HR attributions and unit-level employee management context on burnout for employees across the age spectrum. Time-lagged, multi-level survey data were collected from a sample of 1762 blue-collar employees from 178 work units at the manufacturing plants of a large firm operating in the Turkish energy industry, which is characterized as a high-risk safety environment. A cross-level moderated mediation model was tested using multi-level structural equation modeling (MSEM). Results supported study hypotheses such that the negative association between age and burnout was mediated by employee-oriented positive HR attributions, and this indirect association was moderated by unit-level perceptions of the employee management context. Development-oriented contexts that emphasized personal development/growth-indicated by the degree of emphasis on innovation strategy, safety training, and active unit safety leadership-weakened the negative indirect (i.e., buffering) effect of age on burnout via less positive HR attributions. Conversely, a maintenance-oriented context that emphasized maintaining the status quo-indicated by passive unit safety leadership-strengthened said effect through more positive HR attributions. The theoretical and practical implications of these findings for fostering employee well-being across the age spectrum are discussed.