ABSTRACT
A new bio-inspired metaheuristic algorithm named the Pufferfish Optimization Algorithm (POA), that imitates the natural behavior of pufferfish in nature, is introduced in this paper. The fundamental inspiration of POA is adapted from the defense mechanism of pufferfish against predators. In this defense mechanism, by filling its elastic stomach with water, the pufferfish becomes a spherical ball with pointed spines, and as a result, the hungry predator escapes from this threat. The POA theory is stated and then mathematically modeled in two phases: (i) exploration based on the simulation of a predator's attack on a pufferfish and (ii) exploitation based on the simulation of a predator's escape from spiny spherical pufferfish. The performance of POA is evaluated in handling the CEC 2017 test suite for problem dimensions equal to 10, 30, 50, and 100. The optimization results show that POA has achieved an effective solution with the appropriate ability in exploration, exploitation, and the balance between them during the search process. The quality of POA in the optimization process is compared with the performance of twelve well-known metaheuristic algorithms. The simulation results show that POA provides superior performance by achieving better results in most of the benchmark functions in order to solve the CEC 2017 test suite compared to competitor algorithms. Also, the effectiveness of POA to handle optimization tasks in real-world applications is evaluated on twenty-two constrained optimization problems from the CEC 2011 test suite and four engineering design problems. Simulation results show that POA provides effective performance in handling real-world applications by achieving better solutions compared to competitor algorithms.
ABSTRACT
BACKGROUND: Organizational justice (OJ) is important for organizational success; it reflects employee perceptions of fair treatment. OJ promotes employee retention and work engagement toward high performance. Organizational citizenship behavior (OCB) is a discretionary behavior, describing how employees contribute to a smoother organizational performance. OCB enhances employee satisfaction, quality of care, patients' satisfaction with hospital performance, and the use of best hospital practices. Moreover, OJ increases employee satisfaction and is perceived as a factor that encourages workers to go "above and beyond" their responsibilities, while avoiding OCB in the workplace may reduce awareness of justice. Previous efforts have shown that perceptions of a just workplace promoted OCB at different industrial companies. Still, few studies have investigated this relationship in hospitals. OBJECTIVES: This study addressed this gap by investigating the significant relationships of OJ and OCB in a large Jordanian hospital. METHODS: A fuzzy approach to Pearson's correlation was applied to test the formulated hypothesis, with an aim to better understand causal correlation of vague data. RESULTS: A statistically significant, positive correlation existed between OJ and OCB. Maximum correlations existed between distributive justice and altruism, procedural justice, courtesy, and interactional or interpersonal justice and conscientiousness. This study showed that procedural justice was the best predictor of OCB. CONCLUSION: This study revealed a correlation between OJ and OCB, reflecting the diversity of these correlation relationships, which can help decision makers to form their strategic plans.
