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This paper examines the role of temporality in the negotiation of unplanned adaptive tasks that were part of the health system response to the Covid-19 pandemic in Colombia. While research has been carried out on the temporal aspects of emergency preparedness, we argue that there is an empirical gap concerning how health care organizations responded with temporal urgency to Covid-19. The dataset (118 interviews) from which a subset of interviews were analysed for this paper was collected during the first wave of the pandemic in Colombia in 2020. Interviewees included representatives of national and regional governments, public hospitals and private clinic managers, clinicians, including physicians and nurses, laboratory directors, and academics. Narratives of two tasks are presented: reconfiguring clinical laboratories to expand the testing capacity for Covid-19 and increasing intensive care unit capacity for patients hospitalized with Covid-19. Through thematic analysis of the navigation of these tasks, the concept of "temporal shifts", which signifies how organizations use time as a resource (analogous experiences, future projections) to negotiate unplanned service changes, is developed. This study highlights how powerful stakeholders deploy past and future projections to influence others´ perceptions in the negotiation of temporal shifts: a type of change that differs from the incremental and planned types described in previous organizational literature on temporality. This shift was initiated by rapid task delegation via organizational hierarchy, but accomplished through pressured, improvised actions at the operational level. The policy and practice implications we suggest relate to addressing social and organizational effects, including consequences for stakeholder engagement and staff wellbeing, generated by organizational leaders making decisions under "time stress". [ABSTRACT FROM AUTHOR]

This paper connects two (seemingly) parallel discourses in the field of educational leadership: the discourse on adaptive leadership or 'adaptivity', which has been appropriated into the field of education, and social justice educational leadership. Without overlooking the real differences between them, the paper identifies four principles central to both discourses. Both leadership types are claimed to be disruptive, dilemmatic, collaborative, and contextual-emergent. A model for connecting the two discourses around these four shared principles is presented. Some key concerns regarding the likelihood of connecting the two discourses will be addressed, particularly by discussing the compatibility of 'effectiveness' to 'social justice'. The paper concludes with a discussion of 'communities of practice', as an example of an adaptive-social justice organizational structure that realizes the above four shared principles. [ABSTRACT FROM AUTHOR]

That collaboration has always been the foundation of human development as well as the coping strategy of some animal species is a view widely shared by scholars. In fact, no individual, organization or nation can produce everything it needs without collaboration. Therefore, nations and organizations use the concept of the triple helix as a collaborative tool to find solutions for commercial and social challenges. However, the main challenge of the model when applied has always been how to ensure its sustainability and its outcomes. Central to this challenge is the rationalist paradigm adopted in its conception and implementation, especially in an African context where communal and collectivist values are features of the society. Therefore, this paper advances a different model of collaboration. The African philosophy of Ubuntu is used as the framework for the conception and application of the triple helix. Our approach is grounded on the assumption that "culture" is one of the key determining success factors in sustainable collaboration. The approach requires a change in mindset and organizational structure and culture. Our practical approach to addressing the needed change is supported by renowned scholars in management. [ABSTRACT FROM AUTHOR]

In times of political turnover, incoming governments frequently reorganize parts of the central bureaucracy. They not only do so by reshuffling ministerial portfolios, but also by altering the internal design of ministerial departments. This paper problematizes these departmental restructurings from an organizational design perspective, linking them to several unintended consequences or administrative errors. In particular, the theoretical argument notes how some departmental changes increase the likelihood that "errors of omission" will occur (i.e., failing to act on problematic information signals), while other changes lead to "errors of commission" (i.e., acting on the wrong information signals). Theoretically, this paper thus illustrates the importance of changing the formal design for bureaucratic information processing and administrative decision-making. Practically, it demonstrates the implications of too carelessly pressing the buttons of structural design within public organizations. [ABSTRACT FROM AUTHOR]

This paper first theoretically analyzes the impact mechanism of digital finance on industrial structure upgrading, and then empirically analyzes the relationship between digital finance and industrial structure upgrading. The results show that the development of digital finance can promote the upgrading of industrial structure. Further analysis shows that the proper allocation of government attention is also key to achieving digital finance development and industrial structure upgrading. The above conclusions provide policy implications between the development of digital finance and the upgrading of industrial structure in China. [ABSTRACT FROM AUTHOR]

Test-driven development (TDD) is an agile practice of writing test code before production code, following three stages: red, green, and refactor. In the red stage, the test code is written; in the green stage, the minimum code necessary to make the test pass is implemented, and in the refactor stage, improvements are made to the code. This practice is widespread across the industry, and various studies have been conducted to understand its benefits and impacts on the software development process. Despite its popularity, TDD studies often focus on the technical aspects of the practice, such as the external/internal quality of the code, productivity, test smells, and code comprehension, rather than the context in which it is practiced. In this paper, we present a systematic literature review using Scopus, Web of Science, and Google Scholar that focuses on the TDD practice and the influences that lead to the introduction of test smells/anti-patterns in the test code. The findings suggest that organizational structure influences the testing strategy. Additionally, there is a tendency to use test smells and TDD anti-patterns interchangeably, and test smells negatively impact code comprehension. Furthermore, TDD styles and the relationship between TDD practice and the generation of test smells are frequently overlooked in the literature. [ABSTRACT FROM AUTHOR]

In this paper, we contribute to research on enterprise artificial intelligence (AI), specifically to organizations improving the customer experiences and their internal processes through using the type of AI called machine learning (ML). Many organizations are struggling to get enough value from their AI efforts, and part of this is related to the area of explainability. The need for explainability is especially high in what is called black-box ML models, where decisions are made without anyone understanding how an AI reached a particular decision. This opaqueness creates a user need for explanations. Therefore, researchers and designers create different versions of so-called eXplainable AI (XAI). However, the demands for XAI can reduce the accuracy of the predictions the AI makes, which can reduce the perceived usefulness of the AI solution, which, in turn, reduces the interest in designing the organizational task structure to benefit from the AI solution. Therefore, it is important to ensure that the need for XAI is as low as possible. In this paper, we demonstrate how to achieve this by optimizing the task structure according to sociotechnical systems design principles. Our theoretical contribution is to the underexplored field of the intersection of AI design and organizational design. We find that explainability goals can be divided into two groups, pattern goals and experience goals, and that this division is helpful when defining the design process and the task structure that the AI solution will be used in. Our practical contribution is for AI designers who include organizational designers in their teams, and for organizational designers who answer that challenge. [ABSTRACT FROM AUTHOR]

Purpose: The paper starts from an observation of a discrepancy between the ambitions for sustainable change in the agro-industry and the actual changes being implemented. We offer one possible explanation by investigating the organizational structures conditioning change in this industry. Design/methodology/approach: We apply a case study methodology, focusing on the Danish pig industry and its organizational conditions for change. Based on interviews and document analysis, and building on systems theory, we develop the concept of change structures, understood as decision premises that guide the change of further decision premises. Findings: The analysis suggests that the pig industry's change structures predominantly enable changes that cut costs and optimize the production, which may conflict with and possibly foreclose the changes needed to realize the industry's sustainable ambitions. This conflict and its implications are not acknowledged by the industry. Practical implications: The analysis indicates that the industry may be locked in its current form of organizational change. We suggest a way to overcome the lock-in by fostering organizational mechanisms that enable alternative interpretations to emerge internally. Without this, achieving the required sustainable change in the industry may hinge on stronger external regulation and support. Originality/value: Conceptually, the notion of change structures supplements actor-oriented analytical approaches that focus on change agents and sense-making. Empirically, we contribute with an analysis of the conditions of possibility for sustainable change in an important yet understudied industry in organization studies; namely, the conventional agro-industry. [ABSTRACT FROM AUTHOR]

Copyright of Corporate Governance & Research & Development Studies is the property of FrancoAngeli srl and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The paper is based on the activities of the Maritime Search and Rescue Service units in Poland. The information and data contained in the article were obtained through an interview with the rescuers of the Maritime Rescue Coordination Centre in Gdynia. The analysis aims to illustrate the impact of the activities of SAR units in the structures of maritime transport security systems in the Polish SAR zone of responsibility. In addition, the organizational structures and equipment of the rescue units were neatly described. The results of the analysed accidents at sea in terms of presenting similar events in the future are also included in this paper. [ABSTRACT FROM AUTHOR]

This paper proposes the strategic integration of positive psychology research and interventions into the work of organizational ombuds. The purpose of that integration is to advance the wellbeing of ombuds, our visitors and organizations, and our field. The paper will review the what, why, and how of positive psychology, emphasizing that when to integrate positive psychology into ombuds work is now. [ABSTRACT FROM AUTHOR]

Gender can be seen not only as a binary category but also as a performance or doing that is shaped by, and shapes organizational processes and structures that are deeply embedded in (sport) organizations in multiple and complex ways. The purpose of this paper is to explore strategies for addressing the undoing of gender in sport organizations with the use of an overarching or meta-approach. Strategies that aim to undo gender require a recognition of the complexity of regimes of inequality and the need to use incremental steps in the form of small wins while acknowledging change is not linear. The complexity and multiplicity of the gendering of sport organizations should, therefore, be considered a wicked problem. The naming of heterotopias can provide directions or goals for small wins and for addressing the wicked problem of the doing of gender in sport organizations. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to quantitatively consolidate the research conducted over the past four decades on how internal branding activities drive employee commitment. It summarizes several operationalizations of internal branding and tests the moderating effect of employee's personal characteristics and job characteristics on the relationship between internal branding and employee commitment. Design/methodology/approach: This paper uses meta-analysis as the research methodology. The analysis includes a sample of 65 studies (from 62 published works), yielding 226 effect sizes (coded into 82 composite effect sizes) over an aggregated sample of 21,706 respondents. Findings: This study finds that brand communication, brand-centered human resource management (HRM), training and development, organizational support and culture, brand-centered leadership and an excellent reward system are the key operationalizations of internal branding. Furthermore, employee's personal (education, age and gender) and job (tenure, work status and level of customer orientation) characteristics significantly moderate the internal branding–employee commitment relationship. Research limitations/implications: Limited empirical literature on some of the internal branding operationalizations such as brand-centered HRM and rewards has curbed the scope of moderator analysis. Practical implications: This paper proposes some effective ways of implementing internal branding strategies and provides support for boundary conditions that brand managers should consider to strengthen the impact of internal branding activities on employee commitment. Originality/value: As per the authors' knowledge, this paper is among the few quantitative consolidations of four decades of research on the internal branding–employee commitment relationship. [ABSTRACT FROM AUTHOR]

Becoming reliable and safe appears straightforward: identify effective traits from high-reliability organizations (HROs) in hazardous environments and adopt them in other contexts. However, adopting HRO principles in less hazardous environments has been limited and often misunderstood. Decades of research and attempts to incorporate HRO practices have not consistently achieved their intended outcomes. This paper, drawing on the extensive experience of its authors, explores the counterintuitive nature of HROs, mainly focusing on the concept of organizational infrastructure. Typically seen as physical structures, organizational infrastructure can be better understood as relational and context dependent. Infrastructure in HROs supports agency and individual action, fostering an environment where reliability and safety are continuously enhanced through practical engagement and adaptability. Key elements making HRO infrastructure counterintuitive include relational hierarchies, standards, adherence to objective frameworks, information flow, enactment, and improvisation. Effective HRO infrastructure is not merely about rigid hierarchies and objective standards but involves adaptive, subjective frameworks that facilitate continuous learning and responsive actions. This infrastructure enables organizations to operate reliably in dynamic and uncertain environments by emphasizing vigilance, communication, and the ability to interpret and respond to emerging threats. The paper elaborates on how these elements contribute to the unique operational dynamics of HROs and the challenges of translating these principles to other organizational contexts. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Journal of the Military University of Land Forces is the property of Gen. Tadeusz Kosciuszko Military Academy of Land Forces and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Grain is extremely vulnerable to external loads during production and processing, resulting in the deterioration of grain quality. Deteriorated grain not only affects the economic value of grain but also affects the safety of storage. This has a very important relationship with the biomechanical properties of grains. It is of great significance to explore the mechanical properties of grain under different conditions and analyze the relationship between its physical and chemical properties and mechanical properties for improving its processing and eating quality. In this paper, the research methods of the mechanical properties of grains are reviewed. Various factors influencing the mechanical properties of cereals were analyzed. The relationship between the internal organizational structure of grain and its mechanical properties was discussed. This paper puts forward the shortcomings in the current research on the mechanical properties of grains and puts forward the prospect and analysis of its importance in future development in order to provide a reference for reducing crushing in the grain processing process. [ABSTRACT FROM AUTHOR]

This paper aims to determine the legal position of laws that use the omnibus method in the system of laws and regulations in Indonesia. The focus of the research focused on the legal position of laws using the omnibus method in terms of the provisions of Article 97A of the Law on the Establishment of Laws and Regulations. Using the normative juridical method through literature study, this paper concludes that with the characteristics of laws that use the omnibus method based on the regulations in Article 97A of the Law on the Establishment of Laws and Regulations, these provisions result in inconsistencies in norms with the provisions of the hierarchy of laws and regulations regulated by Article 7 paragraph (1) and paragraph (2), provision number 223 Annex II Law on the Establishment of Laws and Regulations, as well as deviating the principle of legal preverence, namely the principle of lex posterior derogate legi priori. The vagueness and inconsistency in the formulation of Article 97A norms results in legal uncertainty, thus contradicting the guarantee of legal certainty as mandated by Article 28D paragraph (1) of the NRI Constitution of 1945. [ABSTRACT FROM AUTHOR]

Purpose: Post-stroke patients constitute a large group suffering from disabilities that require rehabilitation long after discharge. Quality indicators (QIs) that specify the minimum expected standard of quality in outpatient rehabilitation could contribute to the valuation of the effectiveness of rehabilitation on decision-makers, health professionals, patients, and relatives. This review aims to identify QIs focusing on physiotherapists' outpatient rehabilitation of stroke patients. Materials and methods: The databases Cinahl, Cochrane, Embase, PubMed, and Scopus were searched for publications, and the grey literature was also searched. Through a pragmatic appraisal and assessment with the modified AGREE II-QI instrument, relevant QIs were selected. Results: A total of 1129 papers were retrieved, and five papers presenting 91 QIs were included. Thirty-six QIs were considered relevant to physiotherapy in outpatient rehabilitation. The QIs cover structure, process, and outcome and concern basic mobility, spasticity, organisation and content of the training, patient-reported outcome measures, education of patients and relatives, and follow-up and goal setting. Conclusions: The study appraised 36 QIs relevant for outpatient rehabilitation of stroke survivors conducted by physiotherapists. A Delphi panel is required to develop the final set of QIs for physiotherapists and, subsequently, the development of a core set of multidisciplinary QIs. [ABSTRACT FROM AUTHOR]

Objective: Hospital chief executive officers (CEOs) in Australia encounter various challenges such as financial constraints, changing regulations, and the necessity to uphold patient care standards. These challenges can contribute to rates of CEO turnover, which can disrupt healthcare organisations and affect the quality of services provided. This research aims to pinpoint the factors influencing hospital CEO turnover and explore effective strategies for retaining these vital leaders Methods: A survey was carried out among hospital CEOs throughout Australia. The survey, distributed through email and online platforms, gathered information on reasons behind turnover and methods for retaining CEOs. Data from 51 CEOs were analysed using statistical regression techniques and thematic analysis. Results: The findings from the survey indicated that 82.35% of CEOs identified stress and work-related pressure as the causes of turnover. Other significant factors included managing under-resourced organisations (68.62%), lack of support from the board (66.66%), and facing internal/external criticisms (58.82%). On average, respondents reported 5.16 reasons for leaving their positions with no significant differences found based on sociodemographic characteristics. It was pointed out that key ways to retain CEOs include building respect and trust between CEOs and board chairs, meeting the training and development needs of CEOs, and defining roles within the organisation. The importance of succession planning was also emphasised, with 94.12% of respondents acknowledging its significance for maintaining stability. Conclusion: The study underscores the multifaceted nature of CEO turnover in Australian hospitals influenced by organisational dynamics, performance factors, and personal elements. Effective retention strategies necessitate a culture within the organisation, defined roles, sufficient resources, and robust succession planning. Addressing these aspects can bolster leadership continuity and enhance the performance of healthcare organisations. What is known about the topic? High turnover rates among hospital chief executive officers (CEOs) negatively impact organisational stability and healthcare quality, causing disruptions in strategic decision-making, decreased employee morale, and potential declines in patient care standards. What does this paper add? This study identifies stress, lack of board support, and resource constraints as key factors driving CEO turnover in Australian hospitals. It also offers effective retention strategies, including fostering mutual respect between CEOs and boards, fulfilling training needs, and ensuring clear role definitions. What are the implications for practitioners? Implementing supportive organisational cultures, clear role definitions, and robust succession planning can enhance CEO retention. These measures will improve stability, strategic planning, and healthcare management, ultimately benefiting staff and patient care. [ABSTRACT FROM AUTHOR]

Background: Health system responsiveness to public priorities and needs is a broad, multi-faceted and complex health system goal thought to be important in promoting inclusivity and reducing system inequity in participation. Power dynamics underlie the complexity of responsiveness but are rarely considered. This paper presents an analysis of various manifestations of power within the responsiveness practices of Health Facility Committees (HFCs) and Sub-county Health Management Teams (SCHMTs) operating at the subnational level in Kenya. Kenyan policy documents identify responsiveness as an important policy goal. Methods: Our analysis draws on qualitative data (35 interviews with health managers and local politicians, four focus group discussions with HFC members, observations of SCHMT meetings, and document review) from a study conducted at the Kenyan Coast. We applied a combination of two power frameworks to interpret our findings: Gaventa's power cube and Long's actor interface analysis. Results: We observed a weakly responsive health system in which system-wide and equity in responsiveness were frequently undermined by varied forms and practices of power. The public were commonly dominated in their interactions with other health system actors: invisible and hidden power interacted to limit their sharing of feedback; while the visible power of organisational hierarchy constrained HFCs' and SCHMTs' capacity both to support public feedback mechanisms and to respond to concerns raised. These power practices were underpinned by positional power relationships, personal characteristics, and world views. Nonetheless, HFCs, SCHMTs and the public creatively exercised some power to influence responsiveness, for example through collaborations with political actors. However, most resulting responses were unsustainable, and sometimes undermined equity as politicians sought unfair advantage for their constituents. Conclusion: Our findings illuminate the structures and mechanisms that contribute to weak health system responsiveness even in contexts where it is prioritised in policy documents. Supporting inclusion and participation of the public in feedback mechanisms can strengthen receipt of public feedback; however, measures to enhance public agency to participate are also needed. In addition, an organisational environment and culture that empowers health managers to respond to public inputs is required. [ABSTRACT FROM AUTHOR]

The main aim of the following paper is to unpack the construction processes behind global architecture that have remained conceptually under-theorized and empirically unexplored. This is achieved by shifting the focus away from the brand-name global architects to the invisible, less prominent project architects employed in their celebrity offices. Based on the analysis of qualitative interviews, the paper conceptualizes project architects as key intermediaries and systematizes their embodied practices of intermediation enacted between design and execution. Project architects are revealed as key actors who negotiate between design ideas and the local contingencies, bridging between different sites of materialization. By introducing the conceptual lens of practices of intermediation, the paper explores how architecture takes its physical form, elucidating the micro-geographies behind construction processes. The construction of global architecture is hereby conceptualized as a 'building event', as a situated 'performance', during which professionals can transgress cognitive boundaries between design knowledge and execution expertise, and formal boundaries, defined by contracts, regulatory framework, and organizational hierarchies. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to address an important question of what makes companies succeed or not in their attempt to empower employees. As this study answers this question, the arguments suggest that coordination is essential to creation of employee empowerment climate in organizations. Design/methodology/approach: This is conceptual paper rooted in extensive research on both – empowerment (culture, climate and organizational structure) and coordination (formal and informal). Findings: To help managers to be effective in their roles, this study presents four insights to creating empowerment climate. The arguments conclude that coordination provides a vessel for successful realization of empowerment. Specifically, only informal coordination (vs formal) will fully realize empowerment's benefits. Given that the topic of empowerment is highly germane to managers in today's context of the increasing number of employees working remotely, this work presents an important and actionable advance for managers. Originality/value: This study represents original research that has not been published and is not currently under review at any other journal. [ABSTRACT FROM AUTHOR]

Through an integrative literature review and theory adaption approach, this research aims to shed light on the efficacy of research partnerships and their implications for academic scholarship and knowledge production. Adapting the concept of creative duos to research activities presents a promising avenue for interdisciplinary collaboration and enhanced productivity. This review explores the application of research partnerships, akin to creative duos, in academic contexts. Research duos involve pairs of scholars who collaborate closely to investigate specific topics, address complex problems, or advance knowledge within their respective fields. This paper delineates the characteristics and potential benefits of research duos, drawing parallels to creative partnerships in various artistic domains. Additionally, it examines the advantages and disadvantages of researching in duos, roles within partnerships, the possible role of artificial intelligence as a partner within a duo, and factors contributing to successful research collaborations and identifies best practices for forming and sustaining effective research duos. By recognizing duos as the fundamental unit of collaborative research, we can understand how their inherent strengths contribute to the effectiveness of larger groups, supporting efficient communication, strong interpersonal bonds, and clear organizational structures. [ABSTRACT FROM AUTHOR]

This paper aims to explore the organizational determinants of open innovation (OI). A review of 154 publications taken from management and innovation journals makes us identify four dimensions of 'resource-related' organizational factors that can determine OI: resource investment (what or how many resources are being invested), organizational structure (where resources are being attributed), human capital (who or what individual-level characteristics are) and the attitudes of individuals (how resources are being treated). We also identify core theoretical lenses and propose moderating and mediating mechanisms that can explain the relationship between the dimensions and OI. Based on this, we generate a literature framework and propose that the effects of organizational factors on the implementation of OI can be achieved by influencing firms' dynamic abilities, and that these effects vary across costs-related contingencies. We also suggest several directions for addressing relevant unexplored questions within the framework. [ABSTRACT FROM AUTHOR]

Copyright of Management Research: The Journal of the IberoAmerican Academy of Management is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to find that the organizational structure and culture of the police have a significant impact particularly in terms of facilitating access, ensuring research independence, and developing long-term relationships. Police research has enabled the integration of grounded theoretical findings with the practical application of police strategies. However, scholars in police studies, especially those new to research, often face intricate dynamics and limitations, particularly concerning police culture and organizational obstacles. This paper seeks to examine the challenges and political barriers that new researchers have when studying the police. Employing an empirical qualitative approach, this study combines semi-structured interviews with six researchers who have different levels of expertise in police research. Additionally, auto-ethnographic reflections offer a thorough understanding of the subject matter. The research findings suggest that the organizational structure and culture of the police have a significant impact on research, particularly in terms of facilitating access, ensuring research independence, and developing long-lasting connections. We conclude by proposing that establishing an effective research collaboration with the police necessitates finding a balance between the interests of academics and the police institution. To achieve this, we advocate implementing mentorship programs that pair experienced researchers with junior researchers and create collaborative infrastructure to help new scholars. [ABSTRACT FROM AUTHOR]

This paper proposes a framework (OSEC-p model) for the evaluation of health communication, through websites, aimed at breast and cervical cancer screening adherence. For identification of the set of indicators of the model, content analysis of websites was adopted with coding based on both data-driven and theoretically-driven approaches. The proposed model comprises factors on multiple levels (macro-items, items, and micro-items), referring to the strategic orientation aimed at prevention, the organizational structure, corporate tools and stakeholder engagement, content on screening initiatives, compliance with communication principles, and website ergonomics. A pilot study on a sample of websites of Italian local health organizations confirms the applicability of the model and the usefulness of results and indications it offers. The OSEC-p can be considered the first step in a line of research not yet been investigated in the academic field, and aims to be a guideline for managers of healthcare organizations as it allows evaluation (and improvement) of communication via websites aimed at adhering to cancer prevention programs. [ABSTRACT FROM AUTHOR]

The motivation behind this paper and the underlying research is to shed light on how companies deal with interdisciplinary innovation activities, especially looking at the development of radical and potentially disruptive innovations. This includes the analysis of methods, processes, and organizational structures applied to support interdisciplinary innovation activities as well as challenges faced. Whereas this thematic field has been widely investigated for academic institutions and, in companies on a team level, there is only a little information on industrial companies' current state. This understanding is especially important as shortening development cycles, and technological convergence combined with intersectoral innovations might lead to increases in radical and potentially disruptive innovations and thereby create the need for improved methods and structures throughout the innovation process. To gain insights into challenges and current practices of interdisciplinary collaboration in innovation activities, semi-structured exploratory interviews were carried out with representatives from seven industrial companies. Among others, the results of the study revealed that whereas many methodologies are said to support interdisciplinary innovation activities, a wide majority of these methodologies are applied for other reasons which make supporting interdisciplinarity seem like a kind of byproduct. [ABSTRACT FROM AUTHOR]

Networks involved in information processing often have their nodes arranged hierarchically, with the majority of connections occurring in adjacent levels. However, despite being an intuitively appealing concept, the hierarchical organization of large networks, such as those in the brain, is difficult to identify, especially in absence of additional information beyond that provided by the connectome. In this paper, we propose a framework to uncover the hierarchical structure of a given network, that identifies the nodes occupying each level as well as the sequential order of the levels. It involves optimizing a metric that we use to quantify the extent of hierarchy present in a network. Applying this measure to various brain networks, ranging from the nervous system of the nematode Caenorhabditis elegans to the human connectome, we unexpectedly find that they exhibit a common network architectural motif intertwining hierarchy and modularity. This suggests that brain networks may have evolved to simultaneously exploit the functional advantages of these two types of organizations, viz., relatively independent modules performing distributed processing in parallel and a hierarchical structure that allows sequential pooling of these multiple processing streams. An intriguing possibility is that this property we report may be common to information processing networks in general. [ABSTRACT FROM AUTHOR]

Mergers in higher education are large‐scale, complex organisational change processes seeking to integrate former independent institutions into a new organisational entity. Mergers are often justified by reference to broad overarching goals such as quality, relevance, and efficiency. In practice, mergers entail attempts at organisational integration which can be inhibited by several obstacles, increasing and large internal distances can be such a hindrance to integration. In this paper, we explore how different forms of distance to leadership in the context of higher education can be conceptualised, and how experiences of different forms of distance interrelate. This paper shows that geographical distance can also mask other conceptualisations of distances and that geographical distance can also interact with other forms of distances. The empirical basis consists of data from a large‐scale research project addressing the organisational transformations taking place in Norwegian higher education due to mergers between 2016 and 2017. [ABSTRACT FROM AUTHOR]

With the widespread adoption of blockchain technology, a novel organizational structure known as Decentralized Autonomous Organizations (DAOs) has attracted considerable attention. DAOs facilitate decision-making through member voting, realizing the governance in a decentralized manner. However, DAOs face unique challenges compared to traditional organization. This paper focuses on two key challenges of governance within DAOs: the whale problem and collusion issue. The whale problem is characterized by the concentration of power among specific members, while for the collusion problem, voting results are distorted by fraudulent collaboration. In terms of voting, we consider Quadratic Voting, a voting system expected to deter the concentration of voting power among a subset of participants, analyzing its resistance to the collusion problem. We show with numerical examples that in comparison to Linear Voting, Quadratic Voting lacks resistance to collusion. Then, we propose a voting mechanism that integrates Quadratic Voting with the Vote escrow tokens, demonstrating the mitigation of the whale problem while acquiring resilience to collusion in the decision-making process. The numerical examples confirm the high efficacy of our proposed model. [ABSTRACT FROM AUTHOR]

Introduction: Children living in rural, regional and remote locations experience challenges to receiving services for mental illness and challenging behaviours. Additionally, there is a lack of clarity about the workforce characteristics to address the needs of this population. Objective: To scope the literature on the rural, regional and remote child mental health and behavioural workforce and identify barriers and enabling mechanisms to mental health service provision. Design: A scoping review utilising the Joanna Briggs Institute methodology. A database search was undertaken using Medline, CINAHL, PsycINFO, ProQuest and Scopus to identify papers published 2010–2023. Research articles reporting data on mental health workforce characteristics for children aged under 12 years, in rural, regional or remote locations were reviewed for inclusion. Findings: Seven hundred and fifty‐four papers were imported into Covidence with 22 studies being retained. Retained studies confirmed that providing services to meet the needs of children's mental health is an international challenge. Discussion: The thematic analysis of the review findings highlighted four workforce strategies to potentially mitigate some of these challenges. These were: (1) The use of telehealth for clinical services and workforce upskilling; (2) Role shifting where non mental health professionals assumed mental health workforce roles; (3) Service structure strategies, and (4) Indigenous and rural cultural factors. Conclusion: A range of potential strategies exists to better meet the needs of children with mental health and behavioural issues. Adapting these to specific community contexts through co‐design and production may enhance their efficacy. [ABSTRACT FROM AUTHOR]

Objective: Transformational leadership benefits both patients and staff. The objective of this scoping review was to explore personal and organisational attributes that support transformational leadership in acute health care. Methods: A scoping review was undertaken using Cumulative Index to Nursing and Allied Health Literature (CINAHL) Complete, Medline Complete, PsycInfo and Emerald Insight databases. Search terms were related to transformational leadership and acute care hospitals. Results: A total of 18 studies were included: 14 reported personal attributes and 8 reported organisational attributes supporting transformational leadership. The most common personal attributes were manager educational preparation (n = 5), years of management experience (n = 4), age (n = 3) and emotional intelligence (n = 3). The most common organisational attributes reported were larger organisational size (n = 2) and culture (n = 2). Personal (manager) attributes were synthesised into the following categories: demographics, role characteristics, leadership preparation and traits. Organisational attributes were categorised as manager support, organisational characteristics and organisational processes. Conclusions: Despite the beneficial outcomes of transformational leadership for patients, staff and organisations, the personal and organisational attributes supporting transformation leadership are not well understood. What is known about the topic? Transformational leadership has clear benefits for patients, staff and organisations. What does this paper add? The personal and organisational attributes supporting transformation leadership are not well understood. What are the implications for practitioners? Transformational leadership was unrelated to gender or years of experience but was strongly associated with manager educational preparation and emotional intelligence. [ABSTRACT FROM AUTHOR]

Based on strategic management principles, it is reasonable to assume that lower-level units within the organizational structure, such as business and functional levels, will be carrying out the strategies. However, such organizational units should be considered not only as decision implementers, but also as strategists and program developers for the areas of activity in which they operate. Managers at the functional level solve problems related to setting goals and objectives in areas such as marketing, resource allocation, finance, production, and accounting. There is a lack of research on functional strategies, emphasizing the need for additional studies and publications. The goal of this paper is to outline significant elements of functional strategies, with a particular emphasis on their distinctiveness in comparison to other strategic aspects of management in small and medium-sized enterprises (SMEs). Additionally, the paper aims to explore the feasibility of implementing such strategies within these enterprises. The study seeks to accomplish its objectives through the utilization of theoretical deduction, in conjunction with the analysis of data derived from a concise survey of SMEs and pertinent practical illustrations. From a scientific perspective, the study's findings are predominantly positive rather than normative-regulatory in nature. [ABSTRACT FROM AUTHOR]

With evidence of global climate change and ongoing ecological degradation, there is an urgent need to give more attention to sustainability within VET to ensure that VET does not remain complicit in reproducing the unjust and unsustainable trajectories of current economic and development pathways. At present, the VET literature does not adequately address these issues, hence the need for this special issue. In response, this paper offers a meta-reflective 'landscape view' of the sustainability within the VET 'field of knowledge' as it is emerging. Here, we use landscape review as a multi-dimensional, 'outside-in' view that provides a basis for understanding the broad context and helps to inform actionable next steps. This analysis we believe helps to highlight the key emerging priorities as well as what paths VET is taking on the journey to sustainability. The analysis shows that while some progress has been made in policy and practice related to the 'greening' of VET, much of the current response within VET to the environmental challenge reflects a minimalist reformist approach, characterised by 'bolt-ons' to existing institutional structures and curricula whilst leaving the fundamental beliefs in productivism, industrialisation and growth in place. Yet, as argued by researchers working on green economy, these beliefs are often complicit in co-creation of the environmental crisis. [ABSTRACT FROM AUTHOR]

Offshore wind turbine (OWT) support structures are exposed to the risk of fatigue damage and scour, and this risk can be effectively mitigated by installing structural control devices such as tuned mass dampers (TMDs). However, time-varying scour altering OWTs' dynamic characteristics has an impact on the TMD design and fatigue life, which has rarely been studied before. In this paper, a simplified modal model is used to investigate the influence of scour and a TMD on the fatigue life evaluation of a 5MW OWT's support structure, and a traditional method and a newly developed optimization technique are both presented to obtain TMD parameters. This optimization technique aims at finding optimal parameters of the TMD which maximize the fatigue life of a hotspot at the mudline, and the effect of time-varying scour can be considered. This study assumes that the TMD operates in the fore-aft (FA) direction, while the vibration in the side-side (SS) direction is uncontrolled. Results show that scour can decrease the fatigue life by about 24.1% and that the TMD can effectively suppress vibration and increase the fatigue life. When the scour depth reaches 1.3 times the pile diameter, the TMD with a mass ratio of 1% can increase the fatigue life of an OWT's support structure by about 64.6 %. Further, it is found that the fatigue life can be extended by 25% with the TMD optimized by the proposed optimization technique rather than using a traditional design method which does not take the change in dynamic characteristics into account. [ABSTRACT FROM AUTHOR]

This paper examines how the shareholding proportion of large shareholders affects the horizontal organizational structure of business groups. We empirically find that as the shareholding proportion of large shareholders increases, the number of subsidiaries decreases, which provides evidence of the alignment effect and risk aversion of large shareholders. Our results are robust to various robustness tests. The mechanism tests further verify the alignment effect and risk aversion of large shareholders, showing that as ownership becomes more concentrated, large shareholders tend to reduce agency problems and avoid risks. This study enhances the understanding of horizontal expansion in pyramidal organizational structures. [ABSTRACT FROM AUTHOR]