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Current developments and trends that characterise the market economy system, in a context marked by many uncertainties and tensions of economic, social and political order, draw more and more attention to the need and importance that resilience has at organisational level. In a world subject to constant change, the need and ability to adapt to the new, imprints a new dynamic at the level of economic systems. If until recently, the economic strength of an organisation, the degree of technology and its ability to concentrate as large a share of the market as possible were considered elements of performance, the reality of recent years has highlighted the fact that they are no longer enough. Digital technology is developing intensively in the volatile and turbulent context of recent years, through the introduction of innovative technologies, the automation of economic processes, but also changes in the organisational culture of many companies. The challenge of today's digital economy is manifested by the need for continuous adaptation to the needs of markets. Starting from these aspects, the purpose of this paper is to verify the hypothesis that digitization is a key element in ensuring resilience at organisational level in the current economic context. Thus, this paper aims to carry out an analysis on the topic of "digitalization of organisations", through a bibliometric study, from a perspective involving resilience. Data was retrieved from the Web Of Science database and analysed using VOSviewer software. The results of the paper aim at outlining some directions regarding development strategies able at ensuring organisational resilience. [ABSTRACT FROM AUTHOR]

This paper investigates the impact of organizational culture on cybersecurity in the Jordanian e-government, using the Ministry of Justice as a model. A questionnaire was distributed to 118 employees to evaluate perceptions of cultural dimensions like values, norms, and empowerment as well as cybersecurity factors like confidentiality, privacy, and enforcement. The Statistical Package for the Social Sciences (SPSS26) software was used for data analysis. Results from 97 valid responses showed a significant positive effect of organizational culture on cybersecurity. All cultural dimensions positively influenced cybersecurity, supporting a relationship between shared values/behaviors and cybersecurity policies and procedures. The findings provide insights for practitioners on leveraging organizational culture to improve cyber readiness in government contexts. This contributes new empirical evidence on connections between culture and cybersecurity in public sector organizations. It also suggests enhancing transparency, accountability, respect, and credibility among employees of Jordanian government departments. Furthermore, the study highlights the importance of leadership in encouraging and supporting an organizational culture that focuses on cybersecurity, through prioritizing roles, providing resources, and promoting awareness and training. [ABSTRACT FROM AUTHOR]

In 2020, Texas was overrepresented in food insecure households. One avenue many food insecure households take to subsidize their food intake is the use of food pantries. Previous literature has identified many efforts to incorporate nutritional information and foods at pantry sites. However, few have considered how religious affiliation can impact organizational structure and agents in regards to nutritional focus. The purpose of this paper is to investigate perceptions of nutritional information, behaviors, and policies of the volunteers at our research sites and the how pantry operations impact the deployment of that information to clients. Our research question asks how do the religious elements of our research sites impact nutritional policy and concerns of food pantries? Using analysis of field notes generated from participant observation at 5 of the religiously-affiliated food pantries in Brazos County, TX, and a verbal survey on organizational nutrition policy administered to food pantry volunteers, we find that religious cultures at these food pantries create barriers to nutrition complementary to hegemonic nutrition. Our findings suggest that interventions targeting the improvement of organizational nutrition policy at local food pantries must consider organizational culture more critically, particularly religious elements. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify research trends related to emotional leadership among nurse managers by conducting a systematic literature review and meta-analysis. This study sought to derive insights that could contribute to improving emotional leadership in nursing practice. Methods: A systematic review and meta-analysis were conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and Meta-Analysis Of Observational Studies in Epidemiology (MOOSE) guidelines. Databases including PubMed, Cumulative Index to Nursing and Allied Health Literature, Scopus, Web of Science, Research Information Sharing Service, Koreanstudies Information Service System, Korean Medical Database, KoreaMed, ScienceON, and DBpia were searched to obtain papers published in English and Korean. Literature searches and screenings were conducted for the period December 1, 2023 to December 17, 2023. The effect size correlation (ESr) was calculated for each variable and the meta-analysis was performed using the statistical software SPSS 29.0, R 4.3.1. Results: Twenty-five (four personal, six job, and fifteen organizational) relevant variables were identified through the systematic review. The results of the meta-analysis showed that the total overall effect size was ESr = .33. Job satisfaction (ESr = .40) and leader-member exchange (ESr = .75) had the largest effect size among the job and organizational-related factors. Conclusion: Emotional leadership helps promote positive changes within organizations, improves organizational effectiveness, and increases member engagement and satisfaction. Therefore, it is considered an important strategic factor in improving organizational performance. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has brought global physical, psychological, social and occupational health challenges. Telework and hybrid work have been a necessary response that has sustained and transformed companies and work at a global level. The main objective of this paper is to understand and characterize how ecosystems of healthy work environments in the context of telework and hybrid work. The Healthy Workplace Model proposed by the World Health Organization (Burton, 2010) was adopted. Thus, we analyzed the relationship between core principles related to physical work environment, psychosocial work environment, organizational culture, enterprise internal and external social responsibility and resources for occupational health in teleworking and hybrid working contexts. The study involved a total of 1829 participants, 1246 (68.1%) female and 571 (31.2%) male. The age of the professionals varies between 18 and 72 years, with a mean of 43 years and standard deviation of 10.45. The Healthy Workplaces Ecosystems Tool (EATS) was used (Gaspar et al., 2022). 57% of participants were in telework, 16% in hybrid work and 27% in face-to-face work. The comparative results showed statistically significant differences in relation to all dimensions of healthy work environments between the three types of work. The professionals in hybrid work situations have a more positive perception of the organisational culture, psychosocial work environment, physical work environment, resources for health and social responsibility, and better mental health indicators. The professionals in hybrid situations are followed by the professionals in telecommuting and, finally, the professionals in face-to-face situations. Three linear regression models were performed to understand the factors that best explain the psychosocial risks related to mental health (PRMH) in the three types of work. The results reveal that for workers who are in face-to-face exclusive work what best explains PRMH (R2 =.41) is marital status, psychosocial environment, leadership commitment, professional engagement, physical environment and stress management skills. For professionals in hybrid work what best explains the PRMH (R2 =.36) is age, marital status, psychosocial environment, professional engagement and stress management skills. For teleworking professionals that best explains the PRMH (R2 =.39) is psychosocial environment, leadership commitment, professional engagement, community engagement/social responsibility, physical environment and stress management competencies. The results show that workers in hybrid situation reveal a more positive perception of the ecosystems of healthy work environment. The professionals who have exclusive face-to-face job are those who report a more negative perception of the work environment. For all workers, PRMH are explained by the psychosocial environment, the professional's involvement and stress management skills. Specificities are identified for each type of work that should be taken into account in the promotion of healthy work environment ecosystems adapted to the new types and diversity of work models in order to promote mental health and prevent psychosocial risks at work. [ABSTRACT FROM AUTHOR]

This paper presents a case study on ERP implementation and how organizational culture impact and influences the implementation. The study builds on semi-structured interviews and an interpretive qualitative method. Organizational culture and ERP implementation has been explored previous. However, there are different opinions on the role it plays. The findings from this study is that it is a major factor that heavily influences a set of other critical success factors. This mean that in order to have a successful ERP implementation it is important to have an understanding of existing organizational culture and treat that as an influencing factor on other critical success factors. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to examine ways in which managers can keep their organizations ethical and ethical behavior of employess. In the study an online survey was utilized to collect the data via convenience sampling method. The research adopted a construct to measure how managers kept their companies ethical and ethical behavior of employees. The results of the study, using multiple linear regression analysis, showed that the two hypotheses; a. The cooperation of managers with employees affected the company's ethics and b. The way managers worked affected the company's ethics was accepted and was significant. Due to time and financial constraints, the sampling size was limited to the survey participants only. As a result, the findings of this research were not generalized to the entire population. In addition, the study focused only on the ways in which managers could keep their company's ethical policy, there were also other factors that affected company ethics. The research highlighted how company managers influenced company ethics, it was also understood what effected company ethics, positive or negative. [ABSTRACT FROM AUTHOR]

Purpose: The tutors or consultants working in university writing centers help students with their general assignments and academic writing. Very little attention has been paid to ethnographic-based research in this domain. This quasi-ethnographic paper aimed to fill this research gap by exploring: (a) the culture within which the writing consultants working for the writing services of an Eastern Ontario university provided their services to students, and (b) the discourse produced within that culture. Method: An ethnographic research design was adopted for this study. The sample comprised a diverse group of 11 consultants (four females and seven males). The data were collected through participant observations and semi-structured interviews. Findings: Employing social constructionism, activity, and social theory of genre, this research found that (a) collaboration, commitment, friendship, respect, and patience characterized the culture within which the writing consultants working for the university examined provided their services to students, and (b) academic and non-academic discourses were produced within that culture. Implications: The study is expected to benefit those who teach academic writing as it (a) illustrates the knowledge, ideas, customs, patterns of behavior, and beliefs that distinguish the group examined, and (b) identifies the nature of the discourse produced by that group. [ABSTRACT FROM AUTHOR]