Search

This document is a summary of a special issue on prosocial behaviors at work. The issue explores the concepts, measures, interventions, antecedents, and outcomes of prosocial behaviors in the workplace. It includes papers that clarify definitions, examine the role of prosociality in career calling, discuss kindness in healthcare settings, and explore the relationship between prosocial behavior, organizational culture, and work. The issue also includes quantitative and qualitative studies on outcomes and predictors of prosocial behaviors. The papers contribute to understanding and offer practical insights for fostering such behaviors in different workplace settings. In the article "Conflicts of Interest" by Rona Hart, the author states that there are no conflicts of interest declared by the authors, ensuring the integrity and credibility of their work. [Extracted from the article]

Background: Social innovation is often used as a mechanism to jump-start public–private partnerships to leverage resources to achieve social impact; the analysis of sustainability and the impact of corporate social responsibility (CSR) cannot be emphasized enough. Due to advances in the information and communication technology industry in Taiwan, this paper aims to explore whether these advancements drive CSR as a form of social innovation to meet health needs in Taiwan. Methodology: This paper uses a case study to look at CSR programs in the health sector in Taiwan. Corporations with diverse missions and different CSR approaches that are available on the internet are selected. The analysis of the case study takes a qualitative, exploratory approach to shed light on current initiatives. Results: The majority of CSR programs in Taiwan are private sector activities that emerged during the COVID-19 pandemic; current CSR activities in Taiwan are driven by awards, public relations, and external interests. Corporations in Taiwan have the potential to address the health care gaps of urban–rural health utilization among Taiwanese indigenous communities. It is recommended for corporations to (1) develop partnerships with public health experts or to (2) employ CSR personnel with health care backgrounds who can navigate the intersection between health, business, and policies to develop CSR strategies. Conclusions: Further evaluation of the projects mentioned in this paper to assess the direct and indirect impact on health outcomes could provide a more comprehensive understanding of the field of CSR in the health sector in Taiwan. [ABSTRACT FROM AUTHOR]

The aim of this paper is to understand the long-COVID impact on cultural heritage organisations, and future research needed. COVID-19 was disruptive to cultural heritage socioeconomic activities across the world during 2020 and 2021. Whilst government intervention and changes from physical to digital engagement generally prevailed, the long-COVID impact on cultural heritage organisations, their people and users, buildings, and collections remains unknown. The extent, also, to which financing, curating, visiting, and volunteering patterns have changed is uncertain. Following the pandemic closures and associated support, cultural heritage organisations are facing continuing economic, social, political, environmental, technological, and organisational culture pressures. This research examines the existing academic literature, sector publications, annual reports and associated visitor information to understand whether cultural heritage organisations have long-COVID, whether they can survive another pandemic, and what further research is needed to be better prepared. Four case studies from the UK look at the visitor and financial impacts of COVID-19 on the British Library, the London Transport Museum, The Theatre Royal Drury Lane, and Kensington Palace. This paper contributes to heritage research by providing a deeper understanding of the impact that COVID-19 had on heritage, and how to proactively plan for similar future disruptions. The impact themes show that change did not result in a new normal but in the need for a new space, consisting of blended space (physical and digital), mixed space (indoors and outdoors), and community of practice space (isolated or cross-sector networking space). The literature highlights the significance of the sector coming together during the pandemic to share knowledge and provide support through its networks. It also highlights how important it is for such unity not to be lost but to be harnessed to support ongoing organisational sustainability and better preparedness for future crises. Finally, future research suggestions are proposed grouped into social, digital, financial, and operational research themes. [ABSTRACT FROM AUTHOR]

The value of systems thinking in public policy is increasingly recognised. However, the extent of its use in decision- and policy-making within the government and civil service remains unclear. This review aims to investigate the state of systems thinking application in public policy. We conducted a systematic search to identify papers published up to June 2022 from various scientific databases. We also searched the grey literature. Publications eligible for inclusion were those that used or discussed systems thinking concepts and tools relating to policy-making. We included 73 papers falling into five categories: case studies, commentary pieces, user perspectives, reviews, and methodological frameworks. Our analysis highlighted the benefits and values of systems thinking that were observed and reflected by researchers and perceived by users in policy-making. It also revealed several challenges of systems thinking implementation in public policy and mapped out recommendations to address each of these challenges. Decision-makers in public policy are yet to utilise the full benefit of systems thinking. Advancing its implementation and sustaining its use in practice requires (i) exploring how to shift decision-makers' mental models and modify the organisational cultures under which decisions are made and (ii) developing methodological and practical guidance for application and evaluation specific to policy-making. [ABSTRACT FROM AUTHOR]

Resilience has been described in many ways and in this paper is considered as the ability of an organization or wider food supply chain to not just 'bounce back' to a steady state, but to 'bounce forward' or 'bounce without breaking' to a new sense of becoming that is continually reshaped by the evolving environment. This keynote-positioned conceptual paper reflects aspects of resilience that will be considered during the conference. Resilience as a concept can be framed in the context of food supply chains in terms of the triad of natural systems resilience, organizational resilience, and personal resilience. The main focus of this paper is on organizational resilience and developing the capacity to buffer shocks and to adapt to changing supply chain drivers and demands as the world in which the organization operates becomes more uncertain. One infrastructural approach to improving adaptive capacity, as a result resilience, is the integration of digital technologies and smart systems into food supply chains, what is often described as Industry 4.0. [ABSTRACT FROM AUTHOR]

The contribution of businesses to sustainability, captured in the concept of the triple bottom line (people, profit, planet), has been given a lot of attention. One line of argument is to make sustainability mandatory via regulation, while another is to create a consciousness for questions of sustainability in the minds of managers, that is, to make managers agents of sustainability. Thus, there is debate about what behaviors, practices, and skills leaders need for positive sustainability. In recent years, scholars have attempted to develop leadership approaches (e.g., sustainable leadership, sustainability leadership) that contribute to the implementation of sustainability and positively influence sustainability practices, filling a perceived gap in the current literature. Here, connections to popular relationship-based approaches such as ethical leadership, transformational leadership, authentic leadership, and responsible leadership are also discussed. In this paper, we debate to what extent a specific leadership type is necessary to successfully lead a company into a sustainable future or whether, regardless of conceptualized behaviors, practices, and skills, it is not the core character and attitude of leaders that is crucial to changing the company culture to achieve the goal of sustainable business. This paper first outlines the existing literature on leadership approaches designed to lead to greater sustainability. It does not claim to be exhaustive but refers to the most prominent research findings. It then critically assesses these and raises questions. In the third section, we propose an alternative view of successful leadership toward positive sustainability. [ABSTRACT FROM AUTHOR]

This opinion paper investigates how healthcare organizations identify and act upon different types of risk signals. These signals may generally be acknowledged, but we also often see with hindsight that they might not be because they have become a part of normal practice. Here, we detail how risk signals from patients and families should be acknowledged as system-level safety critical information and as a way of understanding and changing safety culture in healthcare. We discuss how healthcare organizations could work more proactively with patient experience data in identifying risks and improving system safety. [ABSTRACT FROM AUTHOR]

It is often assumed that chaplains who serve in elite sports settings inhabit a position which facilitates a significant level of influence. Yet, in reality, sports chaplains routinely experience a sense of marginality within their host organizations, which is commonly perceived (both by themselves and others) as highly restrictive and constraining. Drawing upon the findings of a small-scale, qualitative study of chaplaincy within the US-based National Football League (NFL) and the English Premier League (EPL), this paper explores the contribution that a sports chaplain might make to their host organizations irrespective of the marginal position which they inhabit. Utilizing the anthropological work of Van Gennep (1960) and Turner (1969) on rites of passage, findings illustrate the level of ambiguity which often accompanies the 'liminal' role of the sports chaplain and the freedoms which this might afforded in terms of organizational impact. This paper concludes by suggesting that, whilst it is often viewed in a negative light, the sense of marginality which commonly characterizes chaplaincy has the potential to be re-configured as an opportunity to positively impact workplace relationships and organizational cultures. [ABSTRACT FROM AUTHOR]

Simple Summary: In spite of significant reductions in the numbers of animals entering shelters and being killed there over the last decades, the beliefs that companion animals must be under the direct control of a human guardian, and that capturing and often killing animals is morally justifiable and even necessary, continue to guide animal sheltering practices in the United States. Looking at the historical origins of animal control and sheltering in the US reveals a high level of consistency in ideologies and practices across almost 150 years. In this commentary, two scholars on animal sheltering in the US examine the historical legacies of animal control and sheltering in the US to show how they are problematic and dysfunctional and need to be abandoned to improve the lives of companion animals and the human communities of which they are a part. This paper examines the legacies of the emergence of the animal control and sheltering industry in the United States and their impact on contemporary public animal shelters. While decades of gradual reform have helped substantially reduce the number of animals entering shelters and being killed there, contemporary animal sheltering largely continues to follow the path set when animal sheltering developed in the late 1800s and early 1900s. Three key interrelated legacies of the pound model of early animal control and sheltering enduringly shape sheltering today: (1) the institutional culture of animal shelters grounded in the logics of caging and killing; (2) the lack of visibility and transparency, especially within government shelters; and (3) the economic logics of the pound model, including the disparities in sheltering resources across communities. Examining the origins of animal control and sheltering and identifying the specific legacies of this pound model within contemporary government-funded shelters improves understanding of why such shelters in the US have developed with a particular set of practices and ideologies, and thus provides an important footing for envisioning and enacting radical changes in animal sheltering. [ABSTRACT FROM AUTHOR]

The advancements in the technology landscape and software development in recent years mandate paying attention to Software Quality Assurance (SQA) because it is becoming significantly important and complex. SQA is a set of activities within the software development lifecycle that aims at reducing development and testing costs, improving the quality of the software systems, and increasing customer satisfaction. Thus, the objective of this paper is to build a SQA maturity model, particularly in the telecommunication industry. To achieve this, this research identified perspectives and factors based on a comprehensive literature review and experts' inputs using Hierarchical Decision Modeling (HDM) as the methodology. The proposed model consists of five perspectives, which are requirements validation, testing, software change management control, technology, and organization and culture with every perspective containing relevant factors. The factors and perspectives are validated and quantified using SQA inputs from subject matter experts. The findings of this study suggest that requirements validation is the most important perspective. Two case studies were conducted to identify the maturity score for each case, demonstrate the practicality of the research model, identify areas of deficiencies, and propose corrective actions. This paper provides an in-depth look at software quality factors and their relative importance, targeting to help SQA practitioners understand and assess their SQA practices. [ABSTRACT FROM AUTHOR]

Some languages make a distinction between formal and informal pronouns of address. When organizations communicate in such a language, they have to choose between the formal and informal form. The goal of this paper is to explore the role of the V-T distinction in organizational communication, specifically in generic job advertisements, through two empirical studies and to obtain a preliminary evidence-based framework for V and T in organizational communication. In a corpus study, we explore which form organizations from different industry types tend to use. We find that the choice of pronoun of address is associated with industry type in Netherlandic Dutch, German, French, and Spanish, but not in Belgian Dutch. In an experimental follow-up study, we explore the effect of pronouns of address on Dutch addressees in light of the perceived personality of the companies using these forms. We find an interaction between the pronoun of address used and the level of competence a company is associated with. Based on these studies and the existing literature, we propose a framework for V and T in organizational communication. In this framework, local linguaculture and industry culture play a role in the organizational choice between V and T. Furthermore, the way in which pronouns of address affect the addressee is determined by an interplay of company characteristics and addressee characteristics. [ABSTRACT FROM AUTHOR]

For workers living with a disability, pathways to sustainable employment in the open labour market are inhibited by barriers operating at different structural and societal levels. The culture of Australia's government employment services has applied a 'work-first' approach that emphasises finding people employment rather than supporting the acquisition of skills and education. The net effect of this approach is the preferencing of short-term employment solutions, with a focus on individual behaviour or so-called resilience and an emphasis on personal responsibility instead of addressing structural issues. In this paper, we explore how people with disability can be supported in finding employment through a shared resilience approach offered by a Work Integration Social Enterprise (WISE). We suggest that WISEs can provide the conditions for shared resilience by developing and sustaining networks needed to generate hybrid pathways to work and by role modelling inclusive work conditions in the open labour market. [ABSTRACT FROM AUTHOR]

The contribution of sustainable public administration to the promotion of sustainable development is increasingly emphasized in the literature, including through an emerging and facilitating concept: collaborative administration. The sustainability of public organizations and of the public interventions carried out by these organizations is a central pillar of a modern administrative model, the desideratum of any government agenda. For this reason, the aim of this paper is to contribute to a more nuanced view on the relationship of sustainable development–institutional sustainability–collaborative dimension, covering some gaps that prevail in the literature by contextualizing the theoretical hypotheses in a case study. The novelty and added value of the research lies in establishing links between these three concepts by referring to a fourth concept: organizational intelligence. The study uses theoretical instruments, such as a questionnaire based on the design model proposed by Lefter et al., for the indirect assessment of the collaborative dimension. The outcomes demonstrate that the collaborative dimension of a public organization can be quantified using the proposed model. Moreover, organizational plans that promote the sustainability of public administration and sustainable development are identified. However, additional complementary studies are required to further investigate the cause-and-effect relationship between sustainable development, institutional sustainability, and collaborative dimensions. [ABSTRACT FROM AUTHOR]

Simple Summary: Existing cross-cultural research on animal welfare often overlooks the way that policy and law are not the exclusive domain of central government. This can result in an over-simplification or misrepresentation of the true situation. The political culture and institutional arrangements for governing the modern state are more complex than a "one-size-fits-all" approach. It is argued that cross-cultural research needs to give greater attention to differences within as well as between unitary states. Specifically, it needs to examine developments in constituent nations and territories. Here we illustrate this by drawing on new research in the United Kingdom, and examine how 'devolution'—or decentralized government for Wales and Scotland—is providing contrasting opportunities for NGOs, campaigners, and the public to lobby to improve animal welfare policy based on local practices, beliefs, and demands (collectively known as the "political culture"). Our findings show how this is important because it results in contrasting animal welfare policies and laws in the constituent nations of the UK. It is argued that extant cross-cultural research on animal welfare often overlooks or gives insufficient attention to new governance theory, civil society, politics, and the realities of devolved or (quasi-)federal, multi-level governance in the modern state. This paper synthesizes relevant social theory and draws on new empirical findings of civil society accounts of campaigning on animal welfare policies and law in the United Kingdom. It is presented as a corrective to arguably reductive, earlier unitary state-based analyses. Our core, evidence-based argument is that cognizance of civil society activism and the contrasting institutional governance structures and political cultures of constituent nations in unitary states—such as the UK—are providing opportunities for the territorialization of legally grounded animal welfare regimes, and culturally distinctive practices. [ABSTRACT FROM AUTHOR]

This paper tests the explanatory capability of the individual, organizational, environmental and job factors regarding Spanish workers' perception of isolation and stress owing to working from home (WFH). We used a survey of the Spanish agency Centro de Investigaciones Sociológicas on the Spanish population's perceptions of several aspects of information technologies that was carried out in March 2021. Information overload, work overload and isolation are perceived to be the principal factors involved in WFH. Because WFH could be inhibit professional development, drawbacks in the infrastructure include overload and impediments to career development as the most relevant variables to explain the perception of isolation. Age and balance between family and work also have explanatory power, but less so for isolation and stress. While people with intermediate ages are less sensitive to isolation and stress, having a correct balance between work and personal life is a protective factor against these effects. From the results in this paper, we outline several questions that must be addressed by labour authorities via legal regulations and by firms and workers to adapt organizational and working culture to ensure the efficient implementation of WFH settings compatible with employees' well-being. [ABSTRACT FROM AUTHOR]

This paper aims aimed to present the trends of the literature review in internal marketing and service innovation between 1990 and 2016. The significant reason to conduct this research is that significant variables of internal marketing to link with service innovation are not clearly defined. This research yielded 22 systematic reviews of articles in the Scopus library and adopted a thematic analysis to analyze the data collected. This study provides provided answers to research questions by elaborating on overall trends, objectives, theoretical framework, methodologies, and potential variables that strongly connect between internal marketing and service innovation. While sample sizes are limited to this paper, it suggests suggested fruitful recommendations for future research to overcome this limitation. This research has had two practical implications for managers to redefine their roles and the relationship between members of the organization and to help managers and the firms to consider internal marketing efforts towards motivation, organizational culture, and organizational learning. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has been one of the most severe disruptions to normal life, impacting how businesses operate. The academic literature in the areas of supply chain and operations management has been trying to explain how this has affected decision-making in businesses. However, the existing literature has predominantly overlooked organisational culture and behavioural economic theories. This paper contends that considering the decisions made in supply chain disruption management involve groups and the individuals within them, the relevance of behavioural economic concepts becomes paramount. As such, the objective of this paper is to conduct an integrative literature review, utilising the purposive sampling method to explore the dearth of academic work connecting behavioural economic theories and organisational culture to supply chain disruption management. Additionally, the paper aims to offer guidelines for future research in this domain. Enhancing our comprehension of these domains concerning supply chain disruption management would empower firms to better anticipate their parties' decisions, refine their decision-making models, and cultivate stronger relationships with suppliers and customers. [ABSTRACT FROM AUTHOR]

Featured Application: The results of the paper can help to conduct a more scientific dam risk analysis, identify human errors in dam collapse accidents, and improve risk management in a targeted manner. Human factors are introduced into the dam risk analysis method to improve the existing dam risk management theory. This study constructs the path of human factor failure in dam collapse, explores the failure pattern of each node, and obtains the performance shaping factors (PSFs) therein. The resulting model was combined with a Bayesian network, and sensitivity analysis was performed using entropy reduction. The study obtained a human factor failure pathway consisting of four components: monitoring and awareness, state diagnosis, plan formulation and operation execution. Additionally, a PSFs set contains five factors: operator, technology, organization, environment, and task. Operator factors in a BN (Bayesian network) are the most sensitive, while the deeper causes are failures in organizational and managerial factors. The results show that the model can depict the relationship between the factors, explicitly measure the failure probability quantitatively, and identify the causes of high impact for risk control. Governments should improve the significance of the human factor in the dam project, constantly strengthen the safety culture of the organization's communications, and enhance the psychological quality and professional skills of management personnel through training. This study provides valuable guidelines for the human reliability analysis on dam failure, which has implications for the theoretical research and engineering practice of reservoir dam safety and management. [ABSTRACT FROM AUTHOR]

Projects work under constant pressure of resource and time constraints. In order to perform effectively and efficiently, innovation seems to be a significant factor. However, due to the different nature of projects as compared to the organization, projects have been finding it difficult to undertake such innovation. However, ambidextrous innovation, which seeks to balance exploratory and exploitative innovation, offers a possible solution. However, research on the relationship between ambidextrous innovation and project management is at an early stage. The purpose of the present research is to undertake a systematic review of the literature to build and synthesize the understanding of innovation ambidexterity at the project level. Following the Preferred Reporting Items for Systematic Reviews and Meta Analysis (PRISMA) guidelines, our research collected data from the Web of Science and SCOPUS databases. By adhering to the PRISMA approach, we ensured a rigorous and transparent approach to the systematic review study, allowing for comprehensive data collection and analysis. The results of the present review study suggest that interest is building rapidly to incorporate ambidextrous innovation into project management. Ambidextrous innovation seemed to positively impact both the performance and capability of projects to undertake the innovation. Further, important drivers such as organizational culture, knowledge management, innovation activities, and agility play key roles in undertaking ambidextrous innovation at the project level. Further, elements of the team such as team integration, alignment, and knowledge utilization also play key roles. Finally, the avenue of future research has also been highlighted. [ABSTRACT FROM AUTHOR]

This paper explores the current attitudes of managers and executives working in the energy sector towards the Data-Driven Organizational Model implied by Big Data. The aim is to explore and understand the current mindset of senior decision makers, since their success depends as much on cognitive and behavioral processes as on their technical competences. We adopt a grounded-theory approach, developing models of understanding and belief abductively, driven by the data obtained from participants through a reflection guide. We find that managers differ significantly in their understanding and engagement with their challenges; they display interest but differ in their commitment and enthusiasm; they identify a lack of strategy and skills as current barriers; and they are currently unwilling to trust data, treating evidence according to their own prior commitments. This is a significant barrier to establishing the Data-Driven Organizational Model. These findings raise concerns, and the paper concludes that by considering initiatives for implementing more agile and forward-looking approaches, establishing a data-driven organizational culture, and managing such changes effectively. [ABSTRACT FROM AUTHOR]

The paper seeks to understand organisational context and culture's influence on engaging First Nations People in Canada in work. Organisations have many opportunities to attract and engage Indigenous people, who have distinct worldviews and unique cultural customs not necessarily reflected in a North American workplace. Indigenous people also grapple with the historical and ongoing disparate impacts of settler colonialism that intersect colonial systems in most every area of their lives. This study worked within Indigenous research principles to encourage the articulation of deeply felt experiences and points of view of how First Nations people viewed and interacted with their work. The findings reviewed the experiences of twelve First Nations individuals working in non-Indigenous organisations. Through anti-colonial and critical organisational theoretical lenses, the study reveals how the context and culture that defined this sample of First Nations people shaped their views of what is essential to engaging them in the workplace. The findings illustrate what First Nations people would like to see in a workplace culture, what they feel needs to be recognised as part of their unique Indigenous context, and the approaches and practises that are most important for engaging them. Understanding the effect of context and culture on positive work interactions provides new information for organisational leaders, managers, diversity officers, and Human Resource practitioners to better support First Nations engagement in the workplace. It may also offer an approach to better engaging other culturally diverse organisational groups. The results add value to the fields of critical theory, anti-colonial theory, critical management studies, and Indigenous wholistic theory. The results further the discussion on the processes of decolonization and the recognition of Indigenous and minority rights in the workplace. [ABSTRACT FROM AUTHOR]

The growing dissemination of digital technologies has had an incomparable impact on many dimensions of today's civilisation. Digital transformation (DT) redefined the industrial structures and reinvented business models. Hence, in the face of Industry 4.0, financial and accounting services face new threats, challenges, and opportunities. How do the business players in the accounting sector perceive this phenomenon? This paper aims to answer this question by following a qualitative and exploratory approach, applied to three case studies, using semi-structured interviews. The study shows that although digital transformation in Portuguese small and medium-sized accounting service enterprises is just starting, Industry 4.0 technologies, optical character recognition (OCR), artificial intelligence (AI), robotics and enterprise resource planning (ERP) in the cloud were the technologies singled out by respondents. Resistance to change, organisational culture and price seem to be the main barriers to DT in accounting. This paper contributes to a better understanding of the role of accounting and accountants in organisations and society in the context of the digital era. Moreover, it provides practical insights into the potential relationship between technological (specifically digital) development and labour market dynamics for accounting professionals. [ABSTRACT FROM AUTHOR]

Exposure to adversity and traumatic events affects well-being across important domains of functioning, including mental, physical, social, emotional, spiritual, and neurobiological. Situated as a focal point throughout neighborhoods, recreation centers are a prime opportunity to cultivate spaces of safety and healing. However, current models of trauma-informed care largely do not map neatly onto the recreation organizational structure and functioning. This paper describes the efforts over the past five years to transform the City of Cleveland, Ohio's 22 recreation centers into trauma-informed Neighborhood Resource and Recreation Centers (NRRCs)––places where children, youth, and adults can readily acquire the support and services they need in an environment in which trauma-informed care principles are fully embedded in the fabric of the organization's culture. Phase 1 included transitioning the recreation centers to NRRCs, hiring of trained social workers and counselors to work within the recreation centers, and training all recreation staff about trauma. Phase 2 included development of NRRC trauma-informed standards, development of the Trauma-Informed Progress Tool to track change over time, development of Trauma-Informed Leadership Competencies for Center Managers, and ongoing training for the social workers and counselors. We discuss ideas for future work and lessons learned from each phase. [ABSTRACT FROM AUTHOR]

The paper reports findings of a research project aimed at developing insight into student participation in the governance of higher education institutions. The project was carried out in two institutions in Portugal, analyzing numbers and forms of participation, identifying facilitators and constraints to participation, and analyzing the students' perceptions of their own participation. The study was carried out in the context of the European purpose of creating a cohesive European Higher Education Area (EHEA), and in light of theoretical perspectives of the sociology of public action. The concept of participation put forward by the Council of Europe in 2003 was mobilized in the sense that true participation involves making a difference in decision-making. The research objectives required both quantitative and qualitative data collection; therefore, a mixed-methods approach was adopted, including document analysis, interviews, and a questionnaire. The cross-analysis of the data collected enabled the researchers to characterize the participation of students in formal governing bodies and in other institutional contexts, identify facilitators and constraints to participation resulting either from the legal framework, the institutional culture, or personal contexts, and simultaneously capture individual perceptions of participation on the part of the students. The results enabled the authors to make a set of recommendations for political action both at national and institutional levels. [ABSTRACT FROM AUTHOR]

This paper investigates to what extent cultural dimensions, based on Hofstede's model, can clarify differences in cash holding levels. The sample includes 395 banks across 19 countries in the Middle East and North Africa region over a period of 16 years (1999-2014). The findings indicate that when uncertainty avoidance and masculinity decrease, cash holdings increase, whereas when power distance, long-term orientation, and individualism increase, the cash holdings increase correspondingly. Based on robustness analysis, the results remain unaffected even after controlling corporate and macroeconomic characteristics related to inflation, corruption, and the exchange rate system. Further analysis shows insignificant differences between Islamic and non-Islamic banks regarding the influence of culture over cash holdings. This study contributes to the literature regarding the impact of culture on corporate cash holdings based on a unique and different context, through examining this relationship in financial institutions located in the Middle East and North Africa region. [ABSTRACT FROM AUTHOR]

Onboarding handbooks constitute a very important and powerful tool in the socialization and integration processes of recruits implemented by Human Resources. As companies compete to thrive in global markets, the attraction and retention of employees have been given much attention in recent years. One of the strategies developed by companies to achieve this goal are the so-called Onboarding Handbooks given to newcomers, serving as a means of facilitating workers' integration into the everyday processes of the company. As a consolidated research area, many HR studies have been developed around these subjects, as these manuals have been proven to be important tools in the socialization process of the former candidate, now entering the organisational culture of a given enterprise. A literature review was developed according to the main variables of the study of Organisational Socialization processes, strategies, and methods, with special emphasis on the onboarding book. To find out if these manuals correspond to the relevant literature of HR, eight of the onboarding handbooks from several public and private organizations have been analysed following the proposed structure of onboarding handbooks presented in the literature review. In addition, purposeful sampling was followed and content analysis on the handbooks was developed. The paper's contributions are twofold: (a) the authors suggest a complete and up-to-date structure for the contents of onboarding books to be applied by HR managers and (b) compare its structure to several manuals of different enterprises from various sectors of the Portuguese economy. Findings show that the onboarding book remains an important tool and facilitator of organisational integration. Although, the onboarding processes are changing, and even the format of the onboarding books can become different (digital or not), their contents are essential for the socialization of newcomers and a means to organisational culture dissemination as well as containing functional contents such as internal norms and regulations. [ABSTRACT FROM AUTHOR]

Purpose: This paper seeks to consider the influence of organisational culture and its relationship to employees' perception of the brand of the organisation they work for. It also aims to clarify where the responsibility lies for setting the organisational culture and whether that role is a board-driven function, falls within the influence of the CEO, or both. Design/methodology/approach: The research approach uses phenomenology, which focuses on participants' lived experiences. Phenomenology is a segment of interpretivism that explores participants' recollections and interpretations of events. From this, the researcher can gain insights into phenomena that can be grouped into themes for further analysis. A total of nine in-depth interviews were conducted with CEOs and senior management personnel from a range of service industries operating in Australia. Results: All participants considered organisational culture to be vital in guiding employee behaviour and highlighted the need for boards and CEOs to be cognisant of the necessity to communicate organisational values and culture to staff in a consistent manner. The implications of these results reveal that employees' opinions of organisational culture can negatively or positively affect their attitude and engagement with the brand of the company within which they are employed. [ABSTRACT FROM AUTHOR]

Due to inadequate studies, our knowledge of the effect of female directors and national culture on the corporate response to climate change is still limited. To address this gap, the purpose of this paper is to investigate the dynamic relationship between gender diversity on the board of directors and corporate carbon proactivity and how two dimensions of national culture (individualism and indulgence) moderate this relationship. This study focuses on large companies that disclosed carbon-related information via the CDP survey in 2011–2017. Our findings show that gender diversity promotes corporate carbon proactivity. Furthermore, the positive effect of gender diversity on carbon proactivity is weaker when firms are in countries marked by a higher level of individualism and indulgence. As far as we know, this study is the first to explore and document the empirical evidence on the dynamic impact of gender diversity in the corporate governance body and national culture on managers' climate change behaviors in terms of green proactivity. [ABSTRACT FROM AUTHOR]

This study explores the possibility of investigating operator fatigue via the use of off-the-shelf wearable devices and custom applications. Fatigue is a complex biological phenomenon, and both subjective and objective data are needed to assess it properly. The development of any application and the assessments of fatigue should be guided by psychological insights. The methods used to conceptualize and develop a fatigue-tracking application on a wearable device are presented. Subjective fatigue data are collected using the Karolinska Sleepiness Scale, while the objective data are collected using reaction time measurements. The development and testing of the application are presented in this paper. Data collected with the system suggest that such a system can potentially replace other, more expensive and intrusive approaches to measure fatigue. Future work on IoT applications will need to examine organizational culture and support to assess the effectiveness of such an approach. [ABSTRACT FROM AUTHOR]

Background: Order picking process is critical for accurate and efficient order fulfilment. Pick-by-vision is a promising technology that may support order picking process, however there is still a limited amount of research concerning the impact of this technology on the performance of order-picking. The purpose of this paper is to investigate certain operational and technical parameters that affect the performance of pick-by-vision technology in item-level order picking via a series of laboratory tests. Methods: A systematic literature review is conducted for the identification of parameters that affect pick-by-vision performance. Subsequently, the analytical hierarchy process is adopted to rank these parameters, concerning their impact on order picking. Then, the design of experiment and NASA task load index methodology are implemented for assessing pick-by-vision efficiency and perceived workload. Results: The results reveal the parameters that significantly affect the performance of the pick-by-vision system, as well as the best configuration of parameters for the implementation of the proposed system in real environments. Conclusions: The results obtained are encouraging, showing how pick-by-vision technology can support order picking efficiency. Furthermore, practical implications are presented that deal with the organizational culture, process re-engineering, staff resistance to change, and motivation for maintaining the new way of executing order-picking processes. [ABSTRACT FROM AUTHOR]

One of the most challenging tasks in project management is estimating the duration of a project. The unknowns that accompany projects, the different risks, the uniqueness of each project, and the differences between organizations' culture and management techniques, hinder the ability to build one project duration prediction tool that can fit all types of projects and organizations. When machine learning (ML) techniques are used for project duration prediction, the challenge is even greater, as each organization has a different dataset structure, different features, and different quality of data. This hinders the ability to create one ML model that fits all types of organizations. This paper presents a new dynamic ML tool for improving the prediction accuracy of project duration. The tool is based on an artificial neural network (ANN) which is automatically adapted and optimized to different types of prediction methods and different datasets. The tool trains the ANN model multiple times with different architectures and uses a genetic algorithm to eventually choose the architecture which gives the most accurate prediction results. The validation process of the prediction accuracy is performed by using real-life project datasets supplied by two different organizations which have different project management approaches, different project types, and different project features. The results show that the proposed tool significantly improved the prediction accuracy for both organizations despite the major differences in the size, type, and structure of their datasets. [ABSTRACT FROM AUTHOR]

Policing organisations are increasingly expected to be representative of the diversity (e.g., gender, sexuality, ethnicity and religion) in the communities they serve. However, inclusion of these officers in the workplace often requires them to fit into prevailing police culture, meaning that the cultural changes expected in association with increased diversity are not achieved as readily in police organisations. Drawing upon semi-structured interviews with twenty police detectives, in this article, I assert that there are three core characteristics required of police officers needed to promote inclusion and acceptance in their workplace, regardless of their diversity status. These characteristics are cultural congruence, competence and team-player ability—together known as 'inclusion capital'. The definitions of these three inclusion capital characteristics are shaped by the prevailing police culture and organisational policy and are subject to change. An individual officer's understanding and ability to prove these three characteristics are reflected in how well they are included and accepted amongst their colleagues. This paper contributes to previous findings on police culture using Bourdieu's theories of 'capital' in a new way to explain how and why police are included in their workplace. It also describes how these findings might be used by police managers to improve workplace inclusion for all minoritised officers. [ABSTRACT FROM AUTHOR]

The current discussion about a "risk culture" in financial services was triggered by the recent series of financial crises. The last decade saw a long list of hubris, misconduct and criminal activities by human beings on a single or even a collective basis in banks, in the industry or in the whole economy. As a counter-reaction, financial authorities called for a guidance by a "new" risk culture in financial institutions based on a set of abstract, formal, and normative governance processes. While traditional risk research in economics and in banking was focused on the statistical aspects of risk as the probability of loss multiplied by the amount of loss, culture is a paraphrase for the behavior in collectives and dynamics of organization found in human societies. Therefore, a "risk culture" should link the normative concepts of risk with the positive "real-world" decision-making in financial services. This paper will describe a novel view on "risk culture" from the perspective of human beings interacting in dynamical and intertemporal commercial relations. In this context "risk" is perceived by economic agents ex-ante as the consequence of the time lag between the present and the uncertain future development (compared to a probability distribution calculated by observers expost). For all those individual decisions--to be made under uncertainty--future "risk" includes the so-called "normal accidents", i.e., failures that will happen at some uncertain point in time but are inevitable, and the only questions are when failure will happen and how to maintain function in the first line of defense. Finally, the shift from an abstract definition of "risk" as a probability distribution to a role model of "honorable merchants" as a benchmark for significant individual decision-making with individual responsibilities for the uncertain future outcome provides a new framework to discuss the responsibilities in the financial industry. [ABSTRACT FROM AUTHOR]

The relationship between culture, earnings management and corporate governance has been studied in different ways, but the influence that culture has over the actual effectiveness of corporate governance to control earnings management has not, even though it should be a determinant factor to define successful governance schemes. Using Hofstede four organizational models as a framework, in this paper, we analyze a sample of companies listed in 16 different stock markets in terms of organizational culture, assessing their governance standards and performance in relation to earnings management, and measuring their actual effectiveness. The results confirm that earnings management is conditioned by organizational culture and that corporate governance acts as a brake on earnings management, regardless of the cultural field in which it is analyzed. However, its effectiveness depends on organizational culture, mostly on the uncertainty avoidance and the power distance. Therefore, modelling a country based on its organizational culture does limit the success of corporate governance policies and standards. This study brings in a new perspective for policy makers and practitioners to design and enforce their corporate governance policies targeting earnings management, according to the prevailing culture. The previous literature on the subject is complemented and enriched by this significant contribution, through which limitations in terms of the number of countries studied could be overcome by further studies addressing specific regions or sectors. [ABSTRACT FROM AUTHOR]

This research paper aims to evaluate the effect of social networks on the green innovation of energy sector firms working around the globe. The study also evaluated green dynamic capabilities' mediating, and green organizational culture's moderating role in the association of the social networks and green innovation. The study will help electricity production and distribution firms to become more environmentally proactive and achieve green innovation. For this research, study data were collected from employees working in the energy sector firms of Pakistan. Standardized scales were adapted from previous studies and a questionnaire was developed using 'Google Docs' and distributed using Facebook. From different energy sectors of Pakistan,476 respondents filled the questionnaires. To examine the research hypotheses, we chose energy firms that act as small and medium enterprises and face problems in the achievement of green innovation. For testing the proposed relationships, descriptive statistics, regression, and correlation analyses were used. The results supported all the hypotheses of the study. Current research has various theoretical and practical implications for managers of the energy industry, and governments. [ABSTRACT FROM AUTHOR]

Considering increasingly ambitious pledges by countries and various forms of pressure from current international constellations, society, investors, and clients further up the supply chain, the question for companies is not so much whether to take decarbonisation action, but what action and by when. However, determining an ideal mix of measures to apply 'decarbonisation efficiency' requires more than knowledge of technically feasible measures and how to combine them to achieve the most economic outcome: In this paper, working in a 'backcasting' manner, the author describes seven aspects which heavily influence the composition of an 'ideal mix' that executive leadership needs to take a (strategic) position on. Contrary to previous studies, these aspects consider underlying motivations and span across (socio-)economic, technical, regulatory, strategic, corporate culture, and environmental factors and further underline the necessity of clarity of definitions. How these decisions influence the determination of the decarbonisation-efficient ideal mix of measures is further explored by providing concrete examples. Insights into the choices taken by German manufacturers regarding several of these aspects stem from about 850 responses to the 'Energy Efficiency Index of German Industry'. Knowledge of the status quo, and clarity in definitions, objectives, time frames, and scope are key. [ABSTRACT FROM AUTHOR]

In a wider context of attempting to minimise forestry related occupational hazards, this paper aimed to evaluate the ability of FSC forest management certification to contribute to identifying, describing, and reducing health and safety issues in forest management in Romania. By extracting and analysing the health and safety related non-conformities from auditing reports issued for Romanian forest management operations between 2013 and 2018, the study reveals that the most important risk factors are organizational factors, followed by equipment-related factors. The correlation of the results with other findings in the forest operations literature indicates that forest management certification is a suitable tool to identify and describe the health and safety aspects of forest management related activities, especially for forest operations. The analysis also indicates some possible causes of the high rate of work accidents in Romanian forestry: obsolete and less mechanised technology, low concern for providing and using specific safety equipment, low wages in forest operations, lack of proper training etc. All these aspects point to the need for improving safe organisational culture. [ABSTRACT FROM AUTHOR]

Studies on creative accounting date back to the latter part of the 20th century. Creative accounting is still a big challenge in financial accounting. The problem of financial statement manipulation might be investigated, for instance, from an accounting, legal, ethical, or psychological perspective. This research aims to identify the main motives for the use of creative accounting and to find out whether corporate culture has an impact on the motives leading to the use of creative accounting. Data collection took place from 18 November 2023 to 18 December 2022. In the research, we used Pearson's χ2 test to determine the dependence of the studied variables in contingency tables. Subsequently, correspondence analysis was used. The type of corporate culture does not have an impact on the motives that lead to creative accounting. It was proven that the type of corporate culture has an impact on the performance of creative accounting actions based on the request of a senior employee. The uniqueness of the research lies in the investigation of creative accounting from a psychological and managerial point of view in the territory of the Slovak Republic. [ABSTRACT FROM AUTHOR]

Microfinance institutions (MFIs) play a vital role in extending financial services to marginalized and underprivileged populations worldwide. While the focus of MFIs has traditionally been on providing financial products, recent research highlights the importance of intangible factors in shaping their success and sustainability. This research examines the influence of factors such as trust, empathy, organizational culture, and reputation on MFI performance. A structured questionnaire was developed, and data were collected from 110 clients. Statistical analysis, including Cronbach alpha, composite reliability, and exploratory factor analysis, was employed to assess the reliability, validity, and dimensionality of the collected data. Three dimensions of service quality were identified: empathy and assurance, trust, and intangibles. While gender differences in perception were observed, they were not statistically significant. However, significant differences were noted across age groups, educational levels, and types of businesses. Understanding and addressing factors related to trust, intangibles, and specific aspects of service satisfaction are crucial for enhancing client engagement and long-term success. By continuously striving to improve service quality, microfinance companies can strengthen client relationships and position themselves in such a way as to achieve sustainable impact and success in the microfinance landscape. [ABSTRACT FROM AUTHOR]

As front-line workers on construction projects, construction workers have always had the highest accident rate among workers in various industries, a statistic that significantly impacts society. In this study, the 2–4 Model was used to identify 14 influencing factors affecting workers' unsafe behaviors, and a safety management index for construction workers was established. The fuzzy decision-making laboratory analysis method (Fuzzy-DEMATEL) and the interpretative structural model (ISM) were used to analyze the hierarchical structure, internal relations, and key influencing factors behind the unsafe behaviors in question, and the 14 factors affecting them were divided into five dimensions, including the technological environment, insufficient safety knowledge, and the corporate safety culture. The three most direct influencing factors (comprising eight key nodes in the constructed hierarchy) were found to be poor safety awareness, the violation of operating procedures, and skill errors. Therefore, the main paths toward reducing the level of unsafe behavior among construction workers include making changes in process equipment, addressing skill-related errors, ensuring adherence to operating procedures, improving safety awareness, and enhancing safety knowledge. In this study, we identify and classify the factors influencing unsafe behaviors by construction workers and propose scientific interventions with which to prevent the continued occurrence of safety hazards among them. [ABSTRACT FROM AUTHOR]

Pediatric palliative care (PPC) is defined as "the active care of the child's body, quality of life, mind and spirit, also giving support to the family". PPC should be established once a diagnosis of life-limiting or life-threatening disease is reached and should continue as long as necessary. Therefore, pediatric palliative care (PPC) can continue for years, also given the improved care approaches for children with life-limiting or life-threatening diseases. Over time, the child may grow to become a young adult, and when this happens, the transition to adult healthcare services must be undertaken. This article discusses possible interventions, fostering an efficient transition from pediatric to adult palliative care. A narrative review presents issues, experiences, and existing programs. A "Perspectives" section presents opinions and proposals by the authors. The transition process is not limited to a change from pediatric to adult services. Rather, it includes the entire process of the development of the child and requires interdisciplinary management with proper planning and collaboration among professionals of pediatric and adult teams. [ABSTRACT FROM AUTHOR]

The rate of occupational accidents is increasing, leading to a number of organizational deficiencies. For EuropeanUnion (EU), the non-fatal accident number in 2017was 3,315,101. An increase in the number of accidents is recorded in many of the member states. In addition, the increase in accidents tends to focus on certain sectors and is due more to the increase in the incidence rate than the increase in the workforce. Companies in these industry sectors have also implemented less intensive prevention practices than firms in other sectors. Performing a statistical evaluation of non-fatal and fatal accidents is an important one. This assessment helps managers understand the importance of implementing prevention and control methods across organizations. For this research, we used series of data obtained from the Romanian National Institute of Statistics (NIS), Labor Inspection in Romania, and Eurostatof the European Commission. Data series evaluations were conducted for the EU and Romania. A qualitative assessment of the industry data series had been carried out. Furthermore, T-tests and analysis of variance analysis (ANOVA)were performed to identify the relationships between the frequency index of fatal and non-fatal accidents, and the categories chosen. The values obtained for men were significantly higher than those of female workers. Based on the results of the qualitative assessment and European and national strategies, an experimental model for the prevention and control of occupational accidents is proposed. At the end of the paper, the situation of labor accidents in Romania and Bulgaria, two EU member states, is assessed in the agriculture, forestry and fishing, manufacturing, construction and transport, and storage sectors. A series of trends are presented for the period 2018-2020. The results obtained from the evaluation of the data series represent an important core of the Romanian Labor Inspectorate for the development of strategic actions. [ABSTRACT FROM AUTHOR]

Enterprises are currently facing difficult decisions due to the threats caused by the ongoing economic crisis, the war in Ukraine, and inflation. Due to broken supply chains, companies are struggling with rising costs and problems in the supply of raw materials. The economies have turned towards local markets. Companies are looking for ways to become independent from global suppliers and are trying to look for those who offer similar goods but in closer proximity to diversify supplies. Difficulties in recruiting appropriate staff cause problems related to staff turnover and changes in the organizational culture of the company. The research shows that companies focus less on strategies for entering new markets and focus on waiting out the difficult period and generating as few losses as possible. Companies that were already struggling with problems and did not manage to return to the pre-pandemic state after the pandemic are starting to implement a strategy of survival in the market. As research by other researchers indicates, innovation and the creation of new products are strongly related to the crisis. Companies, faced with changing market rules, are looking for new solutions. Companies that have been operating in the market longer cope better with changes and are more prepared for crises than young enterprises. [ABSTRACT FROM AUTHOR]

This study focused on the connection between organisational school culture and the success of curriculum reform. Utilizing a sample of 348 teachers in 25 Swiss schools, we investigated how different school culture types correlate with teachers' perceived success of the current process of implementing the "Media and Information Literacy" curriculum. We found that the school culture type Clan is the most dominant across the schools and found a negative connection between the school culture type Hierarchy and teachers' perceived reform success. An exploratory cluster analysis was used to identify further profiles of school culture that were not based on the dominant culture but were determined based on the distribution of mean values. Two other profiles were identified in a further procedure: Collegial Associates and Competitive Organisations. These results thus fill a gap in the previous research on school culture that had particularly set out to identify the dominant school culture. Based on the results, we cannot only confirm the validity of the Organisational Culture Assessment Instrument for Swiss schools but also give indications as to which characteristics of school culture types are hindering the perceived success of curriculum reforms from the teachers' points of view. [ABSTRACT FROM AUTHOR]

Implementation of pharmaceutical care for the benefit of patients and health services has been highlighted worldwide. Interprofessional collaboration between nurses, pharmacists, and physicians may contribute to raising awareness of pharmacological challenges, increasing quality, and minimising errors in pharmaceutical care. This study aimed to investigate how nurses, pharmacists, and physicians experience interprofessional collaboration in pharmaceutical care within community healthcare in Norway. The study had an explorative and descriptive design with a qualitative approach. Individual interviews were conducted with 12 healthcare personnel with key roles in pharmaceutical care within community healthcare services. The data were analysed using systematic text condensation. The results revealed three categories and four subcategories: The category "Professional challenges" contained the subcategories "Blurred responsibilities" and "The importance of trust and continuity". The category "Organisational barriers" contained the subcategories "Lack of information exchange and suitable communications channels" and "Lack of time and meeting places". The third category was "Nurses—the important link". This study reveals challenges to and factors of success in increasing high-quality and safe pharmaceutical care, knowledge that can be used in quality work in the community health services and as input in curriculum development for the three professions. [ABSTRACT FROM AUTHOR]

Patient safety culture is relevant both in the delivery of care and in the training of nursing staff, its purpose being to prevent and reduce risks associated with health care. This research aims to evaluate patient safety culture from the perspective of the nursing teams in a highly complex public hospital in the city of Valparaíso, Chile. A cross-sectional study with a quantitative approach applying descriptive, bivariate, and inferential statistical analysis was conducted on 259 nurses and nursing assistants from 13 adult medical–surgical units of the Carlos Van Buren hospital. The participants were obtained through a non-probabilistic convenience sample, answering the hospital survey on Patient Safety Culture version 2.0 (HSOPS 2.0), adapted to the Chilean population. The best-evaluated dimension was communication and receptivity; the worst was the support administrators provide for patient safety. This study identified the weaknesses and strengths of the hospital, the most worrying weakness being the shortage of human capital, material, and financial resources necessary to improve patient safety. This study was not registered. [ABSTRACT FROM AUTHOR]

Background: We sought to understand the innovativeness of nurses engaging in innovative behaviors and quantify the associated characteristics that make nurses more able to innovate in practice. We first compared the innovativeness scores of our population; then we examined those who self-identified as an innovator versus those who did not to explore differences associated with innovativeness between these groups. Methods: A cross-sectional survey study of nurses in the US engaging in innovative behaviors was performed. We performed an exploratory factor analysis (EFA) to determine the correlates of innovative behavior. Results: Three-hundred and twenty-nine respondents completed the survey. Respondents who viewed themselves as innovators had greater exposure to HCD/DT workshops in the past year (55.8% vs. 36.6%, p = 0.02). The mean innovativeness score of our sample was 120.3 ± 11.2 out of a score of 140. The mean innovativeness score was higher for those who self-identified as an innovator compared with those who did not (121.3 ± 10.2 vs. 112.9 ± 14.8, p =< 0.001). The EFA created four factor groups: Factor 1 (risk aversion), Factor 2 (willingness to try new things), Factor 3 (creativity and originality) and Factor 4 (being challenged). Conclusion: Nurses who view themselves as innovators have higher innovativeness scores compared with those who do not. Multiple individual and organizational characteristics are associated with the innovativeness of nurses. [ABSTRACT FROM AUTHOR]

Background: The rapidly aging global population has increased the demand for caregivers. Many caregivers simultaneously engage in paid employment, and the dual role makes the needs of caregiver employees conceivably more remarkable. However, there is a gap in the literature about the specific needs of caregiver employees. Method: Caregiver employees (n = 1205) across Hong Kong caring for those ≥65 years were recruited for a cross-sectional face-to-face survey from December 2021 to January 2022, to evaluate mental well-being measured by the Short Warwick –Edinburgh Mental Well-being Scale. Univariate and multivariate analyses were conducted; significant variables (p < 0.05) were included in multiple linear regression, along with caregiver-friendly workplace policies' availability, to understand their association with their mental well-being. Findings: The mean score of the Short Warwick–Edinburgh Mental Well-being Scale among caregiver employees in this study was 24.9, with 7.2% indicative of probable clinical depression and 10.0% possible mild depression. In addition, the current study showed that 30.2% of the caregiver employees felt distressed about the caregiving role. Among external factors, family support (measured by the Lubben Social Network Scale) and workplace culture (measured by the Marshall Supervision Subscale) positively correlated with mental well-being with regression coefficients of 0.252 (p < 0.001) and 0.482 (p < 0.001), respectively. In the fully adjusted model, a negative regression coefficient was observed for overall spillover (−0.050, p < 0.001) and Short Warwick–Edinburgh Mental Well-being Scale scores, while positive regression coefficients were observed for overall self-rate (0.041, p < 0.001), Lubben (0.124, p < 0.001), and corporate culture (0.365, p < 0.001). Better Short Warwick–Edinburgh Mental Well-being Scale scores were observed when caregiver-friendly workplace policies were clearly stated than when they were made on a case-by-case discretionary basis. Conclusions: Caregiver-friendly workplace policies may be critical to Hong Kong's sustainable future, both economically and socially, as they ensure a healthy and productive workforce to support an aging population. [ABSTRACT FROM AUTHOR]

(1) Background: Patient safety culture (PSC) encompasses the values, attitudes, norms, beliefs, practices, perceptions, competencies, policies, and behaviours of professionals that determine organisational commitment to quality and patient safety. Few studies use mixed methods to analyse patient safety culture, and none offer the richness of using a mixed methodology to develop their theoretical model. This study aims to identify the factors nurses believe contextualise and influence PSC in relation to existing theoretical frameworks. (2) Methods: This study employed a sequential explanatory mixed-methods design combined with the Pillar Integration Process for data integration. (3) Results: In the final data integration process, 26 factors affecting nurses' PSC were identified. Factors nurses related to PSC not being assessed with the tool used in phase 1 were notification system, flow of patients, patient involvement, resources and infrastructure, and service characteristics. (4) Conclusions: This mixed-methods study provides an opportunity to identify the weaknesses and strengths of currently developed theoretical frameworks related to PSC and offers content for its improvement. Even though multiple studies aim to assess PSC using existing quantitative method tools, the development of this study offers a glimpse of some aspects relevant to nurses' PSC not included in the theoretical framework of the said tools, such as patient involvement, the flow of patients, and service infrastructure. [ABSTRACT FROM AUTHOR]

(1) Background: This qualitative study explores Division III college student-athletes' experiences and perceptions of personalized nutrition plans in collegiate sports settings. (2) Methods: Semi-structured interviews were conducted using a general qualitative research design. Using a grounded theory approach, a thematic analysis was utilized to analyze the interview transcripts, allowing for the identification of recurring themes and patterns. (3) Results: A total of 30 Division III college student-athletes, 16 males (53.3%) and 14 females (46.7%), representing a diverse range of sports disciplines, engaged in discussions about personalized nutrition plans. Analysis of the data revealed five main themes: (1) Nutritional Knowledge and Awareness, (2) Perceived Benefits of Personalized Nutrition Plans, (3) Challenges and Barriers to Implementation, (4) Influence of Team Culture and Environment, and (5) Suggestions for Improvement. (4) Conclusion: This study sheds light on the complexities of implementing personalized nutrition plans in collegiate sports settings and emphasizes the need for comprehensive, athlete-centered approaches to optimize performance and well-being. [ABSTRACT FROM AUTHOR]