Internal Flexibility Research Articles

El empleo en las cooperativas de trabajo asociado: ¿derecho al trabajo o factor productivo?

Las sociedades capitalistas y las sociedades cooperativas muestran una naturaleza distinta. Las primeras giran en torno al capital que les da vida, y las segundas son personalistas; las personas cooperativistas tienen primacía con respecto al capital que aportan.La diferencia es evidente en el ámbito de las decisiones empresariales. En las sociedades capitalistas, los votos se distribuyen en proporción al capital aportado. En las cooperativas, impera el clásico principio de una persona, un voto.Las situaciones de crisis afectan por igual a ambos tipos de empresa. Sin embargo, la respuesta, con respecto al empleo, es diferente. En las sociedades de capital, el Derecho del Trabajo ofrece una variada gama de medidas para afrontar las situaciones de crisis, algunas de flexibilidad interna (movilidad funcional, reducción de jornada, suspensión contractual, etc.), y también el despido, una más de las posibilidades de la empresa.En las cooperativas, el Derecho Cooperativo deja claro que la baja obligatoria de las personas socias-trabajadoras (equivalente al despido), solo procederá como última ratio, cuando las medidas de flexibilidad interna se muestren insuficientes y sea necesario para garantizar la viabilidad futura de la empresa.Al tratar el despido como una medida supeditada a la obtención de beneficios, el Derecho del Trabajo trata el empleo como un mero factor productivo. El Derecho Cooperativo, sin embargo, al considerar la pérdida de empleo como último recurso, está preservando su carácter de derecho social.

Conformational space of clindamycin studied by ab initio and full-atom molecular dynamics.

Molecular dynamics (MD) simulations allow determining internal flexibility of molecules at atomic level. Using ab initio Born-Oppenheimer molecular dynamics (BOMD), one can simulate in a reasonable time frame small systems with hundreds of atoms, usually in vacuum. With quantum mechanics/molecular mechanics (QM/MM) or full-atom molecular dynamics (FAMD), the influence of the environment can also be simulated. Here, we compare three types of MD calculations: ab initio BOMD, hybrid QM/MM, and classical FAMD. As a model system, we use a small antibiotic molecule, clindamycin, which is one of the lincosamide antibiotics. Clindamycin acquires two energetically stable forms and we investigated the transition between these two experimentally known conformers. We performed 60-ps BOMD simulations in vacuum, 50-ps QM/MM, and 100-ns FAMD in explicit water. The transition between two antibiotic conformers was observed using both BOMD and FAMD methods but was not noted in the QM/MM simulations.

An Uncertainty-based Evaluation Approach for Human-robot-cooperation within Production Systems

The rising global trend towards mass customization embodies a major challenge for future production systems in terms of reconciling productivity with flexibility. Moreover, external factors such as varying lifecycles and shifting boundary conditions due to the demographic change intensify the severity on determining a suitable level of automation and changeability. Within this context, human-robot-cooperation offers a promising solution in order to cope with future demands towards flexible production systems. While most assembly design methods focus on interrelations between functionality and performance, the dependency of a varying economical feasibility due to an increased changeability potential within human-robot-cooperation is not considered so far and furthermore cannot be represented using conventional methodologies. Hence, the consistent comparability between system alternatives with variable degrees of automation is aggravated, representing the primary problem. This work presents a methodology for an uncertainty-based economical evaluation of flexible human-robot-cooperation workplaces in assembly systems that catches the intricate nature and interrelations of internal and external factors and hence, comprising varying flexibility demands. The comprehensive cost model design takes into account uncertainties and thus, incorporating a more robust monetary evaluation within the scope of turbulent environment. Consistent reference scenarios are generated using a scenario-driven approach for quantitative uncertainties comprising both descriptive as well as prescriptive methods within the definition stage of prospective influencing parameters. Based on simulations a comprehensive analysis and interpretation of inherent risks and chances can be derived and consolidated enabling the overall quantitative assessment of system alternatives. The application of the uncertainty-based evaluation model is exemplarily shown using an automotive case study. The potential for the methodology supporting the planning and design phase is demonstrated via the assessment of the internal flexibility provided by alternative systems and matched with probability-based scenario attributes in order to obtain an optimized operation point.

Development and Application of a Maturity Measurement Framework for Supply Chain Flexibility

Today's supply chains (SC) are acting in an ever more complex, dynamic and uncertain business environment. Increased customer expectations regarding product variety, shortened product life-cycles and volatile demand motivate the need for supply chain flexibility (SCF) in the face of stiff competition and environmental changes. Flexibility processes implementation in supply chains varies according to companies and SC, due to several factors. The level of awareness of the need for flexibility, the proactive or reactive plan and use of flexibility; and the focus on the SC as a whole or in single companies are examples. The concept of process maturity assumes that the implementation of procedures is carried out in multiple evolutionary and successive stages, which are explicitly defined, managed and measured. Maturity models give companies indicators as well as guidance to analyze and subsequently improve their processes. Despite several SC maturity models in the literature, there is not a model focusing on the maturity of SC flexibility processes, like the one intended in this paper. The levels of the maturity of SCF are (1) none, (2) inter-firm, (3) SC reactive, (4) SC proactive, and (5) SC paradigmatic. Each level has five dimensions: (1) Collaboration, (2) Information Technology, (3) Information flow, (4) Internal flexibility types and (5) Performance measurement. A toy case drawn from the automotive industry illustrates the application of the model from a dyad perspective. Based on the findings, SC flexibility maturity levels are measured in each of the analyzed links and areas for improvement are identified.

Подготовка инженера для инноваций: оценка запроса

The article falls under research category and is aimed at evaluating regional personnel demand in innovation technical specialists. Evaluation of regional industrial companies innovation activity allows for understanding their innovation potential, possible content of perspective demand for technical specialists related to advanced new technologies and processes. Demands of modern engineering labor market reflect only current state, difficulties and production opportunities. Low innovative status of Russian companies, weak development of innovative models and practices hinder prognostication of levels and professions and for engineering sphere. Problems related to forming demand forecast for specialists with professional education, including technical education have been looked into rather attentively for the last five years. Nevertheless quantitative methods of evaluating personnel demand do not solve the problem of engineering competencies for the new economy. Weak indefinite demand for innovative ideas together with qualified engineering and design personnel deficit remain one of the main factors hindering innovation activities of companies and higher educational institutions. Pilot research on the basis of the model for evaluation of innovation behavior of companies from key branches of the regional economy suggested by the authors allows for identifying differentiated ways for interaction between higher educational institution and companies from the real sector of economy aimed at forming the system of integrated academic research and training of qualified engineering staff. Evaluation of innovation potential of Sverdlovsk region companies uncovered an interesting interconnection: companies from one branch or one technological sphere with the same level of hi tech products but with different cooperation level with external developers have different innovation potential. Considering different nature and speed of innovation and technological development of companies authors see the need for internal flexibility and adaptivity of engineering personnel demand evaluation and transfer from large scale macro-analysis to evaluating demand at micro level on the basis of interaction between educational institution and particular employer in the real time format.

Towards the identification of important strategic priorities of the supply chain network

Purpose – Supply chain (SC) is a homogeneous and interconnected network of firms which manages supplies, storages and handles material, information, personnel, equipment and final products throughout its length. The SC can be the means by which businesses add value to customers and therefore competitive advantage in the international market. Competitiveness no longer exists among individual members of a SC but between SCs. International literature pointed out, that strategy and competitiveness associated with specific strategic priorities. In this paper will be documented that the priorities as objectives of strategic importance comprise the key areas for the performance of the SC network. To support this, a systematic framework of strategic priorities, will be developed, which will visualize the major SC assessment areas that the SC network should turn its improvement efforts. The paper aims to discuss these issues. Design/methodology/approach – In total, 200 high level managers from 71 Greek manufacturing companies covering the whole country using their own SC networks took part in the study. Data analysis were conducted to create a model that describes the strategic priorities which are important, for the competitive advantage of their SC network. Findings – The results revealed seven critical strategic priorities: internal flexibility, production quality, waste reduction, customer focus, sustainability, reduction of production cost and efficiency. This paper analytically explores the strategic practices that seem to influence SC network performance and generates a systematic framework of the critical strategic priorities of the SC network performance. Practical implications – The proposed framework has six major advantages. First the research outcome enables managers to design their SC strategy. Second, proved the great importance of the strategic priorities institutionalization. Third, makes clear to stakeholders which are the SC network performance issues to consider. Fourth, the proposed framework could serve as a suitable formula for assessing the effectiveness and readiness of SC to face the competition. Fifth, it is an effective way of prioritizing the strategic practices as it provides the most important areas on which the firm can base tasks like evaluation, benchmarking and comparison of its SC both as a network and as individual firms. Finally, the proposed framework is an effective way to evaluate the consistency of strategic objectives and actions adopted for the SC. Originality/value – Literature review revealed a very important conclusion. It has been developed a broad discussion concerning issues on strategic practices which are responsible for the competitive advantage of the SC network. However, there has not been a significant effort on integrating all the practices under the spectrum of the SC in order to distinguish the most important of these practices that can lead to competitive advantages.

Strategic flexibility, green management, and firm competitiveness in an emerging economy

Combining the dynamic capability perspective and institutional theory, this study examines how firms in emerging economies respond to green management pressures and measures what they gain by adopting green management practices. Drawing on data from 272 Chinese firms based on responses from two key informants in each firm, this study finds that strategic flexibility has a positive effect on the adoption of green management practices, and institutional support moderates this relationship by strengthening the positive effect. The study also advances a richer explanation of the link between adoption of green management practices and competitiveness by revealing the mediating role of organizational legitimacy in this link. These findings provide important implications for explaining how firms in emerging economies combine internal strategic flexibility and external institutional support to implement green management strategies, which in turn improves their legitimacy and competitiveness.

Afghanistan: A Study in Internal Conflict and National Cohesion

Conflicts are caused by various reasons. When competing groups’ goals, objectives, needs or values clash the aggression and violence is a result. Afghanistan as multi ethnic state enjoyed internal flexibility till socialist revolution (1978) that changed its social fabric due to ideological clash. In bipolar world this conflict invited the involvement of external actors (USSR & USA). Even after the withdrawal of Soviet troops this conflict sustained till 1992. The Mujahidin who had become new masters of the war torn country added fuel to the fire by converting an ideological clash into an ethnic one. Taliban replaced the Mujahidin but their religious orthodoxy also failed to bring national cohesion.The long sustained conflict has direct bearings on national and individual life of people of Afghanistan who have lost their ability to work together. All attempts made on national cohesion and integration so far have failed. People do not rely and trust each other and they have lost their motivation to work together and to rebuild their institutions and economy. It is the legacy of the long war that is still going on. A closer look at the last 35 years traumatic history of the country clearly illustrates the complexity of the problem due to clash of divergent aims and objectives of several parties.

Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

In Germany, overtime work is a well-established instrument for varying working hours of employees and is of great importance for establishments as a measure of internal flexibility. However, not all employees are affected to the same degree by a variation of the work effort through overtime work. Besides socio-demographic factors, workplace-specific factors that provide information about the position of employees in the establishment play an important role, too. So far, we do not know enough how these workplace-specific factors are associated with overtime work. This question is at the center of this study. In the analysis, women and part-time employees are taken into account, while previous studies mostly focused on full-time employees and/or male workers. On the basis of the data of the German Socio-Economic Panel (SOEP), the results show a significant negative correlation between women and paid overtime and between part-time employees and unpaid overtime. If the employees performance is regularly assessed by a superior, paid overtime is less likely, while unpaid overtime becomes more likely. In executive positions, there is a significant positive correlation with paid and unpaid overtime work. Unpaid overtime is more likely with a growing autonomy in the employees’ workplace, whereas paid overtime becomes less likely. However, the length of the training period on the job as well as job related burdens due to a job at risk and a limited employment contract seem to have no association with paid or unpaid overtime.

Modulation of transglycosylation and improved malto-oligosaccharide synthesis by protein engineering of maltogenic amylase from Bacillus lehensis G1

Malto-oligosaccharide synthesis using maltogenic amylase often struggles with product re-hydrolyzation. The malto-oligosaccharide synthesis using a maltogenic amylase (MAG1) from Bacillus lehensis G1 was enhanced using a structure-guided protein engineering approach. Mutations decreased the hydrolysis activity of the enzyme and caused various modulations in its transglycosylation properties. W359F, Y377F and M375I mutations caused a reduction in steric interference, an alteration of subsite occupation and an increase in internal flexibility to accommodate longer donor/acceptor molecules for transglycosylation, resulting in an increase in the transglycosylation to hydrolysis ratio of up to 4.0-fold. The increase in active site hydrophobicity that was caused from the W359F and M375I mutations reduced the concentration of maltotriose required for use as a donor/acceptor for transglycosylation to 100mM and 50mM, respectively, compared to the 200mM needed for wild-type. An improvement of the transglycosylation to hydrolysis ratio by 4.2-fold was also demonstrated in each of the mutants. Interestingly, a reduction of steric interference and hydrolysis suppression was caused by the Y377F mutation and introduced a synergistic effect to produce malto-oligosaccharides with a higher degree of polymerization than wild-type. These findings showed that modification of the active site structure imposed various effects on MAG1 activities during malto-oligosaccharide synthesis.

Labour productivity and innovation performance: The importance of internal labour flexibility practices

This article develops and examines the idea that internal labour flexibility practices are beneficial for labour productivity and innovation performance of companies. This is tested in two studies using unique company level datasets. In Study 1, results obtained from 377 independent companies revealed that internal labour flexibility practices are positively related to objective labour productivity and its growth in the year following, also when controlled for objective labour productivity and objective external labour flexibility from the year before. In Study 2, results obtained from 4271 companies indicated that internal labour flexibility practices were positively related to product innovation and labour productivity. Findings suggest that internal labour flexibility practices benefit both labour productivity and innovation performance of companies. If innovation and labour productivity are considered key to long-term survival, firms and policymakers should consider internal labour flexibility practices.

Resolution of sub-nanosecond motions in botulinum neurotoxin endopeptidase: An evidence of internal flexibility

Botulinum neurotoxins (BoNTs) are the most poisonous substances known to mankind, which act on the peripheral nervous system leading to flaccid paralysis. Although co-crystal structure of BoNT/A light chain (LC) reveals some unique features of the biological function of this molecule, structural characteristics in solution reveal its dynamic features, not available through the published crystal structures. In this study, we have examined internal flexibility of this molecule by measuring rotational correlation time as a function of viscosity, using frequency domain fluorescence anisotropy decay technique. Fluorescence anisotropy decay of BoNT/A LC resolved sub-nanosecond local motion (faster component), interpreted as internal flexibility of the molecule was affected significantly with viscosity. Both local and global movements were affected by viscosity, which indicates the accessibility of protein core and flexibility of overall structure. In conclusion, this work demonstrates the presence of flexibility in the internal peptide segments, which appears to play a significant role in BoNT/A LC biological function.

Determining the interaction with suppliers and competitive priority in supply chain (case study: Mapna engineering and boiler manufacturing company)

In new business environments that manufacturers are facing with customized requests of customers in for supplying products, quality improvement and quick respond, many managers of industries found out in order to survive presence in the market, internal processes improvement and flexibility of company’s capabilities are not adequate, and suppliers and distributors shall have closer relation with the policies of manufacturer’s market. The problem of organizations is finding and assessing the best and most appropriate supplier or suppliers based upon their different capabilities. This issue generally happens when a complicated purchase with high financial value and probably sensitive is considered. Also, an official process for assessment and ranking suppliers is a necessity and a successful supply chain is subject to appropriate suppliers and it impacts on efficiency and effectiveness. This research, by using descriptive-survey method, is trying to test bearing relations among balance or imbalance strategy within supply chain, based upon classic competitive priorities including cost, quality, flexibility, giving and the kind of interactions by producer. Descriptive and inferential methods have been used for data analysis.

La reforma laboral de 2010. ¿Qué reforma?

En este estudio se analiza la reforma laboral llevada a cabo a través de la Ley 35/2010, de 17 de septiembre, de medidas urgentes para la reforma del mercado de trabajo. A tal fin, en primer lugar, se realiza una contextualización de la misma. A continuación, se abordan los tres principales objetivos pretendidos, a saber, la reducción de la dualidad existente entre contratos temporales e indefinidos, el reforzamiento de los instrumentos de flexibilidad interna y el aumento de las oportunidades de las personas desempleadas. Pero el estudio no se limita a describir los cambios realizados, sino que quiere ir más allá. Por ello, también se plantean alternativas, y, entre éstas, incluso respecto a instituciones no reformadas.

The quantity, quality and characteristics of Aboriginal and Torres Strait Islander Australian mentoring literature: a systematic review.

BackgroundMentoring is a key predictor of empowerment and prospectively a game changer in the quest to improve health inequities. This systematic review reports on the state of evidence on mentoring for Indigenous Australians by identifying the quantity, nature, quality and characteristics of mentoring publications.MethodsThirteen databases were searched using specific search strings from 1983 - 2012. Grey literature was also canvassed. The resultant publications were mined to identify their outputs, nature, and quality. These were then conceptually mined for their characteristics to develop a model of mentoring that included the initiating environments, facilitating environments, operational strategies and outcomes.Results771 citations were identified; 37 full text publications met inclusion criteria and were assessed. Fifteen were eligible for review. Four of five original research publications used strong qualitative research designs. No publications were found before 1999; the largest proportion concentrated in 2011 (n = 4). Facilitating environments included: mapping participants’ socio-cultural and economic context; formal mentoring practices with internal flexibility; voluntary participation; integrated models with wrap-around services; mentor/staff competencies; and sustained funding. Mentoring strategies comprised: holistic scaffolding approaches; respectful, trusting, one-on-one mentoring relationships; knowledgeable mentors; regular contact; longer-term relationships and exit strategies; culturally-tailored programs; personal and social development opportunities; and specialised skills and learning opportunities. Outcomes varied in accordance to program aims and included improvements in aspects of education and employment, offending behaviours, relationships, and personal, social and professional development.ConclusionLittle research explored the effectiveness of mentoring, captured its impact qualitatively or quantitatively, developed appropriate measures or assessed its cost-effectiveness. There is a real need to evaluate programs particularly in terms of outcomes and, given there were no economic evaluations, costs. Commitments to improving Indigenous Australian mentoring rely on changes to funding structures and attitudes toward research. There was insufficient evidence to confidently prescribe a best practice model. Sufficient frequency of qualitative reporting between publications concluded that mentoring is a valuable empowerment strategy in the areas of health and wellbeing, education and employment and as a remedial and preventative measure in reducing offending behaviours. An evidence-informed mentoring model would take into account the key findings of the review.

Effect Of Labour Flexibility On Productivity In The Andalusian Hotel Industry

The authors analyze the effect of labour flexibility on productivity in the Andalusian hotel industry. For this purpose, the authors use the results from the Quality, Productivity and Competitiveness in the Hospitality Industry for Andalusia project (PO7/SEJ-02889). The model used considers three employment shares - open-ended contracts, temporary contracts, and part-time contracts. However, it should be borne in mind that the Spanish model of labour flexibility has mainly focused on the use of temporary contracts rather than other human resource management practices, such as internal labour flexibility.

DFG-out Mode of Inhibition by an Irreversible Type-1 Inhibitor Capable of Overcoming Gate-Keeper Mutations in FGF Receptors

Drug-resistance acquisition through kinase gate-keeper mutations is a major hurdle in the clinic. Here, we determined the first crystal structures of the human FGFR4 kinase domain (FGFR4K) alone and complexed with ponatinib, a promiscuous type-2 (DFG-out) kinase inhibitor, and an oncogenic FGFR4K harboring the V550L gate-keeper mutation bound to FIIN-2, a new type-1 irreversible inhibitor. Remarkably, like ponatinib, FIIN-2 also binds in the DFG-out mode despite lacking a functional group necessary to occupy the pocket vacated upon the DFG-out flip. Structural analysis reveals that the covalent bond between FIIN-2 and a cysteine, uniquely present in the glycine-rich loop of FGFR kinases, facilitates the DFG-out conformation, which together with the internal flexibility of FIIN-2 enables FIIN-2 to avoid the steric clash with the gate-keeper mutation that causes the ponatinib resistance. The structural data provide a blueprint for the development of next generation anticancer inhibitors through combining the salient inhibitory mechanisms of ponatinib and FIIN-2.

How environmental changes and cooperation moderate labour flexibility and firm performance?

Purpose– The purpose of this paper is to further explore the relationship between several dimensions of human resource (HR) flexibility and firm performance by introducing two moderator effects: inter-organizational cooperation and environmental changes. There is need for such studies because the relationship between HR flexibility and firm performance remains ambiguous and inconclusive. Whereas some theoretical perspectives and empirical evidences suggest the need to develop and support full-time and permanent employees, others argue that flexible labour relations are beneficial to firm performance. One of the reasons that could explain the lack of conclusive evidences is the scarce use of moderator effects.Design/methodology/approach– Research hypotheses are tested by structural equation analysis with data from a sample of 156 Spanish companies from different sectors.Findings– The results confirm the positive influence of internal HR flexibility on firm performance whereas the influence of external flexibility depends of each dimension in relation to the level of knowledge involved. However, the main finding is that environmental changes and cooperation moderate positively the relationship between functional flexibility and financial performance, as well as between external high skilled expertise and performance (at total level and its subcategories) which focus the importance of flexibility in their contribution to accessing and deploying knowledge into the firm.Research limitations/implications– Main limitations are the small sample size, the use of cross-sectional data and a structured questionnaire. Longitudinal studies and larger samples should test the causal relationships suggested by the results of the paper. The assessment of flexibility at the enterprise level could also be extended in future studies at the network level since some firms may obtain functional and numerical flexibility through its relationships with other companies in networks. The study of the relationships between different combinations of flexible work and firm performance, considering different groups of employees, could follow from the recommendations of moderator effects found in this research.Practical implications– Executives need to consider how the different units in the organizational structure interface with the contextual environmental, and they also need to understand the performance implications of different HR flexibility practices because their implications may change according to the exogenous business environment. The authors have found that the contribution of high skilled expertise from consulting/contracting firms is going to be more important than the contribution of short-term hires and temporary agency workers. Experts from outside not only bring knowledge of industry best practices into the firm that supports the innovative output, but they can also contribute to improve financial and relational performance. The results also suggest that external high skilled expertise may be more beneficial to the firm in highly changing environments than in more stable environments.Originality/value– Two are the main contributions of the paper: first, it analyses the influence of a comprehensive group of HR flexible practices on three different dimensions of firm performance which helps to understand in greater detail the causal mechanisms that link HR flexibility and firm performance in comparison to other studies that are more focused on singular flexible practices and measures of firm performance; and second, the paper analyses the moderator effect of both environmental dynamism and inter-organizational cooperation, which advances the theoretical understanding of flexibility and firm performance by studying different scenarios of HR flexibilities with these two moderators. The results of the paper could help managers to take advantage of different combinations of flexibility dimensions according to contingent situations and in order to improve firm performance.

The Effect of Labor Flexibility on Firm Performance in Indonesian Telecommunication Industry

The purpose of this study is to analyze the influence of the dynamic business environment, the type of the company’s business strategy, external labor flexibility, and internal labor flexibility on the firm performance. The unit of analysis in this study is the company, i.e. the companies in the telecommunications sector in Indonesia. This study uses primary data, through the distribution of questionnaires. Statistical technique used is partial least squares structural equation method (PLS-SEM). The findings suggest that the implementation of labor flexibility is important for the company to compete more efficiently in the market, but the implementation should match the company’s goal. Moreover, to achive the best firm performance, the company may implement both types of labor flexibility, however the implementation of internal labor flexibility should have higher priority. Keywords: Labor Flexibility, Business Environment, Business Strategy, Firm Performance, Telecommunication Industry

Differentiating Major and Incremental New Product Development: The Effects of Functional and Numerical Workforce Flexibility*

This study seeks to explain the differential effects of workforce flexibility on incremental and major new product development (NPD). Drawing on the resource‐based theory of the firm, human resource management research, and innovation management literature, the authors distinguish two types of workforce flexibility, functional and numerical, and hypothesize differential effects on NPD outcomes. A large‐scale sample of 284 Dutch firms across various manufacturing goods and business services industries serves to test these hypotheses. The results suggest that functional flexibility positively influences incremental NPD only, internal numerical flexibility negatively influences incremental NPD only, and external numerical flexibility positively influences major NPD only. Thus, differences between major and incremental NPD are grounded in the human resource flexibility of the firm. This complements research that found that such differences lie in critical development activities, learning processes, and capabilities. It also complements product innovation research on flexibility in NPD processes and on flexibility in organizational structures and routines. It extends the resource‐based theory of the firm suggesting that human resource flexibility is part of the dynamic capabilities that allow firms to reconfigure existing competencies. The conclusions imply that managers of manufacturing and service firms may use training and education and create a functional flexible workforce that can progressively enhance incremental NPD outcomes. They may want to avoid paying overtime, because such internal numerical flexibility hampers incremental NPD, but use fixed‐term contracts to expand external numerical flexibility to enhance major NPD.