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Professional practice placements are an essential component of allied health and nursing programs. Whilst most students pass these placements, a small percentage of students will fail or be at risk of failing. Supporting students undergoing a failing experience is a time critical, time consuming, emotional and resource-heavy task which is often undertaken by key university staff and impacts all stakeholders. Whilst several studies have provided insight into this experience from the educator and/or university perspective, this scoping review aimed to identify the students' experience of failing or nearly failing a professional practice experience. Following Arskey and O'Malley's framework for scoping reviews, 24 papers were included in this review. This review generated six themes including the reasons for failure, how failure looks and feels, how supports, service and strategies influence the student experience of failure, the importance of communication, relationships and organisational culture, the impact infrastructure and policies have, and the consequences of failure. The outcomes of this scoping review highlighted three key characteristics of the research to date: (a) the student voice is still largely missing; (b) the student perspective is distinctly different to that of other stakeholders; and (c) the interventions used appear not to be student-informed or student-led. Better understanding this experience from the student's perspective could create a more sustainable practice education environment by designing and implementing more effective supports, services or strategies that reduce the overall impact a failing experience has on students and key stakeholders. [ABSTRACT FROM AUTHOR]

HRM is forced to adapt and reinvent its practices towards more innovative and creative frameworks and models, due to the impetus technological developments in the modern business environment. The same applies to the elements of the organizational culture and corporate structure, which are decisive for the success of such initiatives. To undergo the shift to digital transformation, there is a need for human resource development professionals to invest in advanced competencies and capabilities. The scope of this paper is to examine the concept of digital innovation and HRM digitalization in the shipping industry and their relationship with corporate culture, intelligence, and leadership. Data were collected via a survey conducted in Greek shipping companies, and personal interviews with maritime professionals. Findings show that organizational culture and cultural intelligence are significant factors for digital innovation. Digital culture and digital leadership are proving to be important components in achieving this, whereas organizational cultural intelligence has a major impact on e-HRM. The present research contributes at both academic and policy level. In the former case is assists in bridging the gap in the maritime literature by examining digital innovation and e-HRM practices in the shipping industry along with the required skills for their development or enhancement. In the latter case the paper assists in the documentation of challenges maritime companies face in relation to digitalization practices and how policy makers can assist in their adoption. [ABSTRACT FROM AUTHOR]

Background: Several guidelines support polypharmacy management in individual patients. More organisational-level focus is needed on the use of implementation frameworks. Aim: To characterise the peer reviewed literature on implementation frameworks, focussing on barriers and facilitators to implementation at organisational level in the context of polypharmacy management. Method: A scoping review protocol was devised, supporting retrieval of studies published in English, reporting from any sector of practice. Medline, International Pharmaceutical Abstracts, Cumulative Index of Nursing and Allied Health Literature and Business Source Complete were searched to January 2022 using Medical Subject Headings including: 'polypharmacy', 'deprescriptions', 'strategic planning' and 'organizational innovation'. A narrative approach to data synthesis was applied. Searching, data extraction and synthesis were undertaken independently by two reviewers. Results: After screening 797 records eight papers remained. Two were descriptive outlining details of specific initiatives, six used qualitative methods to explore determinants for implementation including barriers and enablers. Organisation level barriers included: poor organisational culture with a lack of sense of urgency and national plans, resource availability and communication issues including patient information and at transitions of care. Organisational facilitators included availability of government funding and regulatory environment promoting patient safety, a national emphasis on quality of care for older adults, co-ordinated national efforts and local evidence. Conclusion: Limited literature focusses on the use of implementation frameworks at organisational levels. This review highlights the need for further work on implementation frameworks in this context to help achieve effective organisational change. [ABSTRACT FROM AUTHOR]

Situated and Activity theories have exercised a significant influence in the field of vocational learning for some considerable time, both sharing a focus on bounded forms of work and forms of learning that facilitate learning in, or to changes to, bounded forms of work. Yet much learning occurs in unbounded contexts often referred to as projectification, where collaborations occur only for the life of a project thereby creating new contingent contexts for learning. Given the existence of this form of working and learning, what type of unit of analysis (UoA) is required to analyse that vocational working and learning in the context of projectification? To address this question, the paper advances the following inter-theoretical argument. Firstly, it is timely to develop a new unit of analysis (UoA) to capture the fractional (intermittent, discontinuous and concurrent) working and learning dynamics associated with the forms of projectification, where funding has to be procured in order to commence. Secondly, that unit of analysis is constituted by the concept of project assemblage, which is based on ideas from Actor Network Theory, Cultural-historical Activity Theory and Cultural Sociology. Thirdly, this new UoA enables researchers to identify the way in which project teams, where members are coming in-and-out, learn to use their different forms of specialist activity to enact objects, why team members will have different backgrounds and understandings of their work, why objects may not cohere, even though team members may treat them as unified and coherent, and how team members learn to incorporate one another's insights and suggestions, and establish a finalized object. [ABSTRACT FROM AUTHOR]

In the contemporary science and higher education system, national and supranational governments fund and foster universities to collaborate through specific funding lines and competition in World University Rankings, making it indispensable for universities to demonstrate collaboration at the organizational level. Thus, universities strive to encourage their scientific members to collaborate – and to different degrees – facilitate forms of collaboration. Questions on how universities as organizations influence academic research collaboration arise. To go beyond the existing literature, this study firstly develops an analytical two-dimensional framework organizing the literature on four levels of investigation (meta, macro, meso, micro). Based on this framework, the paper presents a literature review of the current state of the art in academic research collaboration. Secondly, the paper establishes a research agenda by synthesizing organizational influences found as organizational characteristics, management strategies, and organizational culture and presents three research avenues for future research. The paper concludes that we have only just begun to study the organizational influences of universities (especially the organizational culture) on academic research collaboration and how these organizational categories are interrelated. [ABSTRACT FROM AUTHOR]

This paper examined accounting information systems (AIS) as a mediator between small and medium-sized enterprises (SMEs) strategies, including (finance source, administrative innovation, organizational culture, developing capabilities levels of SMEs, information source, development of business managers, and technological innovation) and organizational performance. In this quantitative study, 450 self-administered questionnaires were distributed to the managers and owners of SMEs using purposive sampling. Data were analyzed using the structural equation modeling (SEM) method via SmartPLS3 Software. The study offers empirical findings on the importance of AIS as a mediator, considers various factors, and provides clear strategies for better work performance. The study confirmed that the SMEs' strategy and the use of an AIS significantly and positively affected SMEs' organizational performance, while AIS use partially mediated between SMEs' strategy and organizational performance. This result confirms that an SME can enhance its performance by using AIS. AIS can support organizational performance through an SME strategy, avoid human errors, provide cost-against-time savings, and assist in timely internal decision-making considering long-term benefits. However, the results may not reflect the actual performance situation and cannot be generalized to all provinces or other countries because environments differ. [ABSTRACT FROM AUTHOR]

Digital transformation involves fundamental changes in business models, organizational structure, corporate culture, and even the way in which customers interact. Chinese new energy vehicle companies hope to achieve faster response speeds, greater operational efficiency, and better user experiences through digital transformation. Therefore, exploring how to successfully carry out digital transformation and its true impact on enterprise performance is of profound significance. The digital transformation of enterprises requires the embedding and absorption of network relationships to acquire and transform external resources and technologies, which further affects the innovation performance of these enterprises. This article introduces absorptive capacity as a mediating variable and network embeddedness as a moderating variable to construct a theoretical model, attempting to elucidate the mechanism of the impact of digital transformation on enterprise innovation performance. By combining theoretical and empirical analysis, the research hypotheses are tested, and the results show that 1. digital transformation (digital technology, digital products, and digital platforms) has a positive impact on enterprise innovation performance, 2. absorptive capacity plays a significant mediating role in the relationship between digital transformation and enterprise innovation performance, and 3. the embeddedness of network relationships has a significant positive moderating effect on the digital transformation of enterprises and their innovation performance. This article delves into an effective approach involving digital transformation, absorptive capacity, and enterprise innovation performance; analyses the moderating effect of network embeddedness; and concludes that the research findings have implications for the development of related research on digital transformation and enterprise innovation. The timely activities of enterprises to effectively carry out digital transformation, as well as the formulation of relevant policies, have positive significance. [ABSTRACT FROM AUTHOR]

This study elucidates the transformative influence of data integration on talent management in the context of evolving technological paradigms, with a specific focus on sustainable practices in human resources. Historically anchored in societal norms and organizational culture, talent management has transitioned from traditional methodologies to harnessing diverse data sources, a shift that enhances sustainable HR strategies. By employing a narrative literature review, the research traces the trajectory of HR data sources, emphasizing the juxtaposition of structured and unstructured data. The digital transformation of HR is explored, not only highlighting the evolution of Human Resource Information Systems (HRIS) but also underscoring their role in promoting sustainable workforce management. The integration of advanced technologies such as machine learning and natural language processing is examined, reflecting on their impact on the efficiency and ecological aspects of HR practices. This paper not only underscores the imperative of balancing data-driven strategies with the quintessential human element of HR but also provides concrete examples demonstrating this balance in action for practitioners and scholars in sustainable human resources. [ABSTRACT FROM AUTHOR]

This paper examines the corporate governance mechanisms in Sri Lanka, a country that only a little more than a decade ago emerged from a 30-year long civil war. We focus on the evolution of Sri Lanka's corporate governance from historical, sociocultural, and institutional perspectives. Taking Sri Lanka as a case where inclusiveness and reconciliation at the board level is important, we aim to diagnose the key corporate governance issues which we then broaden towards other South Asia developing countries and provide a research agenda. Many Sri Lankan firms suffer from typical Asian-style agency problems; conflicts of interest between (i) minority and majority shareholders, (ii) shareholders and debtholders, and (iii) shareholders and stakeholders. The most prevalent agency problem is the expropriation of minority shareholders' rights through ownership pyramids, cross-holdings, or intermediate private firms. Although creditor protection laws limit the expropriation of debtholders' rights, firms' widespread use of political connections forces banks to grant cheap credit at favorable terms. Poor stakeholder management creates agency problems following window dressing of ESG disclosures, corporate opacity, and ethnicity-and gender-based discrimination in the workplace. This study shows that social norms and ethical values play a non-negligible role in the functioning of the corporate governance regulation and in corporate culture in Sri Lanka. [ABSTRACT FROM AUTHOR]

Information and communication technology (ICT) has become increasingly important worldwide in education. This study aims to recognize the factors that influence the intention to use information and communication technology (ITUICT) and its acceptance in the education sector in China. A literature review was conducted to ascertain the potential factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support that could affect the acceptance and ITUICT. For results, a survey was conducted on a sample of 381 university employees in China using a convenience sampling approach. The collected data were analyzed using partial least squares-structural equation modeling (PLS-SEM). The results show that individual factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support significantly impact the ITUICT. Additionally, trustworthiness positively moderates the relationship among perceived awareness, information acquisition, social influence, regulatory support, and ITUICT. Policymakers and educators can use the findings of this study to enhance the adoption of ICT in China's education sector. The results of this study suggest that it is important to provide educational sector employees with training and support to increase their use of ICT technology. Furthermore, this paper offers theoretical progression to create a supportive organizational culture and provide the educational sector with the necessary technological resources to facilitate the use of ICT. [ABSTRACT FROM AUTHOR]

This paper presents a review of 100 empirical papers studying corporate codes of ethics (CCEs) in business organizations from the time period mid-2005 until mid-2016, following approximately an 11-year time period after the previous review of the literature. The reviewed papers are broadly categorized as content-oriented, output-oriented, or transformation-oriented. The review sheds light on empirical focus, context, questions addressed, methods, findings and theory. The findings are discussed in terms of the three categories as well as the aggregate, stock of empirical CCE studies in comparison with previous reviews, answering the question "where are we now?" Content and output studies still stand for the majority of the studies, whereas the transformation studies are fewer. Within these areas, two new trends are found to have emerged: discursive analyses and a focus on labor conditions. The review finds that (a) the content of CCEs is still predominantly self-defensive, (b) that CCEs are insufficient in themselves in terms of protecting workers' rights, (c) that CCEs are likely to encounter tensions when implemented across national and organizational boundaries, and (d) that while perception of CCEs is generally positive, CCEs may lead to both positive and negative outcomes. Based on these findings, potential areas for further exploration in the area of CCE research are suggested. [ABSTRACT FROM AUTHOR]

Digitalizing organizational learning inherently has cultural values that may be competing. To better understand these competing values, I report an action research study of a higher learning institution's development of a Digital Portal to their organizational learning initiative of Reflective Practice-based Learning. I use Cameron and Quinn's (2006) questionnaire, a Competing Values assessment instrument designed to access competing values in organizational culture related to the dimensions of an internal versus external focus and flexibility versus stability. However, I adjust the instrument through ethnographic sensitivity, making it useful to the organization's technical development of a Digital Portal. As an ethnographer and action researcher, I braid problem-solving and research experiences by adjusting and using this assessment instrument. The paper presents an ethnography of this braiding with an impressionist tale of how competing values can inform action research in digitalizing organizational learning. Finally, the contribution of using ethnographic sensitivity to question questionnaires and establish symbolic artifacts when digitalizing for individual and organizational learning is discussed and related to previous research. [ABSTRACT FROM AUTHOR]

Culture is the most difficult thing about an organization to change in a lasting way. Our paper is predicated upon the idea that better ethics leadership through change is the foundation to more successful implementation of change. Ethical culture will enable the firm to initiate the change process from a stronger position: the obstacles to change such as mistrust, fear of uncertainty, failure of communication and empowerment will be easier to overcome in an atmosphere pursuing the ethically correct approach, combining ethical leadership with an ethical corporate culture. Our idea goes one step beyond the virtuous change circle by incorporating a series of check points a leader can reference to stay on a course of change management based in good ethical principle that will lead to effective change. Our model incorporates the concept of values into the management of change; this allows for a more comprehensive approach to change management by the utilization of well-known change management principles used in conjunction with basic principles of ethics. We argue that the change leader can depend on this more comprehensive approach for a better assurance of ethical and therefore more effective change. Our idea also would be effective regardless of the type of change confronting the organization and/or the leaders of the firm. Our point is that, while change is by its nature hard and there is an inclination to resist change, with ethical change management, the firm has a better chance of success. [ABSTRACT FROM AUTHOR]

In this paper, we aim to propose formulas based on indicators to develop the transcendent happiness of employees in the tourism industry. Specifically, three factors are proposed as determinants of transcendence happiness (THP): corporate culture (CO), internal communication (IC), and employee-centered personnel management (EPM). To this end, a model proposes to help guide employees in the tourism industry toward happiness. From a sample of 443 employees in tourist accommodations in Spain, we explore the feasibility of an SEM-PLS model based on already validated scales. Our results show, on the one hand, the critical role of organisational culture in the pursuit of employee happiness and, on the other hand, the mediating effect of internal communication between personnel management and transcendent happiness. This ground-breaking study fills two gaps in the current happiness management literature. The first is considering transcendent happiness as an innovative key to corporate governance. It requires a corporate culture that fosters all human capital's personal growth and work-related well-being. In addition, secondly, to demonstrate that the variables of internal communication and passion at work positively influence the transcendental happiness of internal customers in rural establishments. Between internal communication and personnel management based on the employee's growth, the organisational culture has the most significant impact not only on personnel management but also on the achievement of the happiness of private employees. To this end, rural accommodations should design organisational patterns based on codes of conduct in the social relations between employees and managers. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has involved nations world-wide in the necessity to manage and control the spread of infection, and challenged organizations to effectively counteract an unchartered medical crisis while preserving the safety of workers. While the pandemic and geopolitical turmoil caused by the war in Ukraine are recent examples of complex environments that require effective safety and crisis management, organizations may generally need to find ways to deal with the unexpected and reliably perform in the face of fluctuations. Mindful organizing (MO) is defined as the collective capability to detect discriminatory details about emerging issues and act swiftly in response to these details, thus allowing members to anticipate, and recover from, any errors or unexpected events that arise. Organizational culture refers to the mindset shared among members which orients their actions and thus qualifies as a relevant contextual factor that determines whether the specific forms of perceiving and acting entailed by MO may emerge in an organization. The present paper aimed to propose a conceptual model linking organizational culture, MO and organizational outcomes (i.e., safety, reliability, crisis management), and delineate arguments to address the match/mismatch between MO and culture types. Specifically, it is proposed that organizational culture determines the way an organization develops MO and the subsequent ability to handle unexpected events which might jeopardize organizational effectiveness and safety. Our contribution bridges the still disparate fields of MO and organizational culture, and provides scholars and practitioners with a complexity- and uncertainty-sensitive integrative framework in order to intervene on organizational outcomes. [ABSTRACT FROM AUTHOR]

According to the World Bank review, National Oil Companies (NOCs) control approximately 90% of the world's oil reserves and 75% of production (similar numbers apply to gas) and many major oil and gas infrastructure systems. However, NOCs fall behind many smaller companies in terms of innovation. The reason is the closed nature of their business, which constrains innovations. It has been suggested that this problem can be solved by the application of an "Open Innovation" paradigm. The concepts of Open Innovation suggest firms who would like to be more innovative to use internal as well as external sources for their idea generation. (Ibrahimov in Open innovation and application to petroleum industry. IFAC Papersonline, 2018). However, this is not easy to deploy due to these organizations' traditions, values, and institutional culture, which act as innovation obstacles in those companies. Innovations should be "Open" to find better solutions but should be "Closed" to fit with the cultural requirements of NOCs. This contradiction needs to be solved quickly for the sake of innovation, which is the key to ensure environmental and societal benefits and to prevent further harm. This article stresses the importance of Open Innovation in the petrochemical industry and discusses the difficulties for the industry to embrace it, especially in light of the advances in intelligent robotic systems applications in the sector. The questions are: How should large NOCs adopt innovations and become more open to innovation so that the best intelligent automatic solutions are adopted in such contexts? Is there a theory of knowledge and innovation that can solve the contradictions between Closed versus Open Innovation? This paper posits that a solution to the contradictions surrounding innovations in NOCs could be found in Teorija rezheniya izobretatelskih zadach (TRIZ) (Theory of inventive problem solving), which has been used for decades to overcome contradictions and to develop inventive solutions, in a variety of similar sectors. In this paper, TRIZ theory has been suggested as a tool to deploy the "Open Innovation" paradigm to solve the above-mentioned contradictions, i.e., how to make things "Open" while keeping them "Closed" where necessary (or even required by regulations). Real-life examples from the oil industry, and recent applications from Azerbaijan specifically, are analyzed and interviews with the industry players used to test TRIZ theory as a tool for the Open Innovation paradigm in the oil sector. The paper sets out innovative solutions in intelligent robotic pipeline inspection systems, which operate in hazardous conditions unsuitable for humans, and which, for example, ensure that pipelines do not degrade to the extent, where they create environmental and societal damage. The problems, paradigms, and TRIZ praxis as applied in the oil sector examples given here offer important lessons for the global oil industry and other high hazard sectors globally; however, examples in the paper chosen from Azerbaijan and Caspian Region which is also the hometown of TRIZ. [ABSTRACT FROM AUTHOR]

The paper aims to analyze firm-specific deterrents of innovation in Bahirdar city MSEs in Ethiopia. In order to attain the objective of the study, both descriptive and explanatory research method is used. In this paper, the data were drawn from 310 MSEs firms which were selected by using a simple random sampling technique. The data were analyzed using descriptive and inferential statistics which include mean, standard deviation, and binary logistic regression model. From the model summary, independent variables that were incorporated under the current study, contributed 69.6% of the deterrents of innovation in MSEs as represented by the Nagelkerke R-square. This means that those variables explain about 69.6% of the deterrents of innovation of MSEs, whereas other factors not covered in this study contributed 30.4% to the deterrents of innovation. The results have revealed that research and development are the most critical deterrent factor affecting technological innovation of MSEs at a 1% level of significance. Besides, cost of innovation and firm size factors are the next important deterrent factors affecting technological innovation of the enterprises, followed by human resource factors. Contrarily, variables such as organizational culture and perceived risk factors have not been statistically significant and less likely to affect innovation of MSEs in the current study. The government and other stakeholders need to work hard to encourage innovation among MSEs by providing support, including an increased supply of credit, training, technology support, and provision of micro and small enterprise information services. [ABSTRACT FROM AUTHOR]

It is part of the daily routine of companies to deal with different problems and, among them, the so-called complexes, characterized by the existence of multiple parties, different perspectives and objectives, conflicting interests, intangible aspects, and uncertainties. Their solution is strategic in nature and usually involves great opportunities. In the search for solutions to problems, companies use different approaches from different paradigmatic origins. The business management epistemology brings approaches such as Continuous Improvement, Total Quality and Lean Thinking aimed at solving problems and improving processes. In systemic epistemology, approaches such as Systemic Intervention, Critical Systems Heuristics and Theory of Distinctions, Systems, Relationships and Perspectives seek solutions that, in addition to bringing consistent improvements, aim to develop the critical and systemic thinking skills of those involved. Thinking about the need for an approach to deal with complex problems that adapts to the culture and the needs inherent in the business environment, the objective of this paper is to present the critical-systemic intervention method. To this end, systemic, critical, and business management approaches used by companies to deal with problems and promote the continuous improvement of their processes are explored. Afterwards, the method is presented and as a result there is a hybrid intervention approach that aims to support companies in obtaining meaningful solutions for results, sustainable in the long term and that promotes continuous learning and development of the organizational culture. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the link between corporate culture and workplace safety. Using a machine learning based measure of corporate culture and data on employee- and safety-related violations, we find that firms with stronger corporate culture are less likely to be penalized, incur lower regulatory fines, and have a reduced number of violations. As a potential channel, we document higher safety expenditures with stronger corporate culture. When we examine establishment-level data on actual injuries and illnesses, we find that firms with stronger corporate culture have significantly lower injury and illness rates. While shareholders have previously been found to benefit from a stronger corporate culture, we contribute with both research and practical implications on the positive effects of a strong corporate culture for employees and society at large. [ABSTRACT FROM AUTHOR]

This paper provides evidence that the #MeToo movement revised investors' beliefs about the costs (benefits) of fostering an exclusive (inclusive) culture, as reflected by the absence (presence of a critical mass) of women directors in the board room. Tracking a timeline of events associated with the #MeToo movement that begin with the Harvey Weinstein exposé in October 2017 in the New York Times, we document contrasting market reactions to the movement depending on the existing culture of the firm. Firms that historically excluded women from their board experienced a negative market response as momentum for the cause increased, whereas investors responded favorably to firms that historically embraced the inclusion of women on their boards. In contrast, we do not detect differences in the market's response to randomly generated pseudo-events during the same time frame when comparing firms with exclusive and inclusive cultures. In the context of increased regulator attention to board gender diversity, as well as the ESG activist campaigns by large institutional investors, our study documents a shift in investors' beliefs about the risks associated with sexual misconduct and about the value of having women in the boardroom shaping the culture of the firm. [ABSTRACT FROM AUTHOR]

This paper identifies practices that can facilitate knowledge transfer in university–industry (U–I) research partnerships by systematically reviewing extant literature. We aim to contribute to the theoretical development in the field of academic engagement and propose that knowledge transfer provides a valuable perspective. We started our review with identifying barriers and facilitators of knowledge transfer. Extant literature identified knowledge differences and differences in goals resulting from different institutional cultures as important barriers to knowledge transfer. They result in ambiguity, problems with knowledge absorption and difficulties with the application of knowledge. Trust, communication, the use of intermediaries and experience are found as facilitators for knowledge transfer that help to resolve the identified barriers. Our analysis offers practical advice for the management of academic engagement. Finally, we identified questions for future research based on inconsistencies in extant research and open questions we encountered during our analysis. [ABSTRACT FROM AUTHOR]

Do political beliefs matter for corporate cash-holding behavior? In this paper, we analyze whether the political preferences of managers affect their cash holdings. Using a composite political index to measure corporate political culture, we find that firms with Republican-leaning managers hold significantly less cash than firms managed by Democrats. We attribute the lower-level cash holdings of Republican firms to more conservative corporate policies, indicated by lower risk exposure, lower R&D expenditure, lower capital investment, and higher profitability. Our results survive various robustness tests, such as state-fixed effects and IV tests. [ABSTRACT FROM AUTHOR]

Professional discourse is a culturally situated construct. However, due to methodological constrains, culture as a discourse determinant revealed by analytical traditions cannot easily be generalized. By integrating culture representative word stems generated by a bag-of-word (BoW) model into a latent Dirichlet allocation (LDA) model, this paper explored a lexicon-based hybrid approach to mining corporate cultures from MD&As. Two separate corpora, the corporation culture corpus sized 801,219 tokens and the MD&A corpus with 2,199,109 tokens, were used. Key word stems drawn from the corporate culture corpus by the BoW showed a strong capacity of distinguishing implicit corporate values between texts, while the LDA model applied to the MD&A corpus succeeded in identifying three types of cultures in MD&As. Case studies confirmed the credibility of the classification. The hybrid method extends the literature by providing a quantitative tool for the qualitative study of culture in professional discourse, and shows implications for what interdiscursivity in MD&As looks like and how it works to formulate a renewable cycle in discourse realization. [ABSTRACT FROM AUTHOR]

The use of information and communication technologies in business has opened several new ways for employees to commit cybercrimes against their employers. Utilizing opportunity theory, the current paper investigates the characteristics of businesses victimized by employee-committed cyberattacks and compares insider- and outsider-committed cybercrime in terms of the damage they cause to the business. We used online sampling to obtain information on 350 businesses in the Commonwealth of Virginia, revealing 29 outsider cases and 17 insider attacks that were clearly identified. We found that insider attacks were more costly, resulting in more damage than external attacks; the most frequent attack type was impersonating the organization online for insiders, and viruses, spyware, and malware for outsiders. Our data suggested restricting personal devices, making cybersecurity a priority, cybersecurity updates among management, and employee training do not significantly lessen the risk or mitigate the effects of insider attacks. We suggest that organizational security culture must be refined and strengthened to identify and prevent insider attacks successfully. [ABSTRACT FROM AUTHOR]

The use of artificial intelligence (AI) in hiring entails vast ethical challenges. As such, using an ethical lens to study this phenomenon is to better understand whether and how AI matters in hiring. In this paper, we examine whether ethical perceptions of using AI in the hiring process influence individuals' trust in the organizations that use it. Building on the organizational trust model and the unified theory of acceptance and use of technology, we explore whether ethical perceptions are shaped by individual differences in performance expectancy and social influence and how they, in turn, impact organizational trust. We collected primary data from over 300 individuals who were either active job seekers or who had recent hiring experience to capture perceptions across the full range of hiring methods. Our findings indicate that performance expectancy, but not social influence, impacts the ethical perceptions of AI in hiring, which in turn influence organizational trust. Additional analyses indicate that these findings vary depending on the type of hiring methods AI is used for, as well as on whether participants are job seekers or individuals with hiring experience. Our study offers theoretical and practical implications for ethics in HRM and informs policy implementation about when and how to use AI in hiring methods, especially as it pertains to acting ethically and trustworthily. [ABSTRACT FROM AUTHOR]

This paper examines the impact of organizational culture on bank stability. We rely on the Competing Values Framework (CVF) to identify the four cultural dimensions of banks, namely Control, Collaborate, Compete and Create cultures. Using the textual analysis technique and banks' annual reports, we obtain organizational culture values in conjunction with the CVF for a large sample of US-listed banks from 1994 to 2020. We find that banks with cultures leaning toward consistency, monitoring, and control practices (i.e., Control-oriented and Compete-oriented cultures) exhibit a higher level of stability. Additional analyses show that Control-oriented banks have higher asset quality and are less risky, whereas Compete-oriented banks have higher asset quality and better financial performance. We also find that the impact of culture on bank stability is more pronounced during "non-crisis" periods and is more prominent for small and medium-sized banks. [ABSTRACT FROM AUTHOR]

Urban areas in Ghana have experienced worsening floods in terms of scale and number of affected people. In many instances, attribution has been made to one dominant factor as the cause of the rising flood incidence. The nature of the problem however suggests a complex interplay of factors at work but which have received limited research attention. Drawing on climatic data, household and key informant interviews, as well as direct observations, the paper examined the factors that underlie the rising incidence of floods in Kumasi. From the lens of urban political ecology, findings from the study suggest that multiplicity of factors rooted in weak institutional and legal frameworks underlie the worsening flood situation in the city. Key among these are rapid and unplanned urban growth, poor waste management culture and institutional ineptitude. Effective land-use planning and control through smart growth policies, alongside efficient waste management culture, are critical in stemming the problems of floods but the effectiveness of these measures depend on adequate resourcing of the relevant institutions and enforcement of land use regulations. [ABSTRACT FROM AUTHOR]

Business ethics in Africa, as a field of research, practice, and teaching, has grown rapidly over the last two decades or so, covering a wide variety of topical issues, including corporate social responsibility, governance, and social entrepreneurship. Building on this progress, and to further advance the field, this special issue addresses four broad areas that cover important, under-researched or newly emerging phenomena in Africa: culture, ethics and leadership; business, society and institutions; corruption, anti-corruption and governance; and philanthropy, social entrepreneurship and impact investing. In addition to advancing research by addressing some of the imbalances and gaps in the extant literature, this special issue draws attention to indigenous African theories, models and firms. Some challenges facing business ethics, as a field of practice and teaching in Africa, are also highlighted. The paper concludes with a summary of the eight articles in this special issue. [ABSTRACT FROM AUTHOR]

Although fostering innovativeness has long been one of the most important concerns for marketing theory and practice, CEOs continue to identify the lack of an innovation culture as one of the main obstacles they must overcome. Corporate culture permeates from the top of the corporate hierarchy. Therefore, the role of the corporate board can be critical for nurturing an innovation culture and thus stimulating innovativeness inputs. As marketing training and orientation emphasize innovation to create customer value and drive growth, marketing-experienced board members (MEBMs) can be particularly instrumental in fostering innovativeness inputs through their direction and counseling. Therefore, in this paper, we investigate whether the marketing expertise and information brought by MEBMs contribute to firm innovativeness inputs. Furthermore, based on the governance literature, we identify three specific CEO job characteristics that influence a CEO's information processing capacity and ability to implement strategies based on that information, thus enhancing MEBMs' effectiveness in fostering innovativeness. Analysis of a large representative dataset reveals that marketing expertise brought by MEBMs increases firm innovativeness inputs and that CEO risk-taking incentives, insider CEO, and CEO duality enhance MEBMs' effectiveness in fostering innovativeness inputs. The results highlight the value of having marketers on the corporate board and the importance of their counsel to CEOs. [ABSTRACT FROM AUTHOR]

Organizational culture is recognized as a critical and influential aspect of organizational performance. Yet, the underlying mechanism of culture and methodological approaches that effectively link theoretical concepts to empirical models are vague. Consequently, organizational culture has largely been reduced to a linear, static variable in organizational research and management applications. Mathematical approaches can effectively bridge common theoretical culture elements to dynamic empirical interpretation. This paper makes explicit a theoretically-grounded mechanism of the relationship between culture and outcomes. Probability theory and set theory are used to define key elements of the culture mechanism, and an approach for derivation of testable hypotheses is presented. Providing theoretically-driven analyses may take research a step further to provide intervention insights to researchers and practitioners. [ABSTRACT FROM AUTHOR]

This paper studies the impact of local religiosity on analyst forecast accuracy. Using the level of religious adherence as a proxy for religiosity in firm headquarter states, we find that analyst forecasts are more accurate for firms located in areas with stronger religious social norms. Our finding is robust to the inclusion of analyst and regional characteristics, firm, industry, and state fixed effects, controlling for earnings quality and audit quality, 2SLS-instrumental variable estimation, propensity score matching analysis, and a difference-in-difference test using firm headquarter relocations as a quasi-natural experiment. We further document a novel finding that religiosity has an "accentuating effect" on analyst forecast accuracy: religion can make a good thing better. Specifically, we find that local religiosity has a more pronounced positive effect on firms issuing management guidance, firms with better internal governance, better external monitoring, and having fewer agency problems. We also find the positive religiosity-forecast accuracy relation to be more pronounced for managers with greater tournament incentives and for analysts with more years of experience covering a specific firm. Finally, we find that analyst forecast revisions for firms in more religious areas have higher information content. Overall, our study shows that religiosity enhances the accuracy and information content of analyst forecasts. [ABSTRACT FROM AUTHOR]

Fuzzy grey cognitive maps (FGCMs) have been widely adopted to support cause-and-effect decision-making under uncertainty. However, capturing the information for the initial state vector and the relationship matrix from various specialists can be cumbersome, which may affect the convergence of FGCMs or cause them to reach a chaotic state. To address this issue, this paper presents a novel group decision approach based on the combination of grey clustering (GC) and fuzzy grey cognitive maps for assessing causal relationships in uncertain environments. The main contribution consists in applying GC as a mean to obtain the initial state vector from the relationship matrix data. This halves the required inputs to the users, reducing uncertainty in the computational model. Also, the proposition brings a method for aggregating the linguistic judgements of multiple decision-makers when assessing causal relationships. The proposition also differs from others in the literature by providing results with lower imprecision levels, named greyness, and lower number of required iterations for the FGCM-based system to converge. A real application was conducted in a technology start-up to test the approach to practical implications. Results allowed the identification of important elements regarding the company's profile and performance, aiding prioritization and enabling the development of action plans. This paper also includes a comparison of other representative models with the proposed approach, which led to more accurate results. Hence, this study addresses the need for new alternatives to improve the reliability and convergence of FGCM-based systems. Finally, suggestions for future applications are proposed. [ABSTRACT FROM AUTHOR]

Clinical ethics can be viewed as a practical discipline that provides a structured approach to assist healthcare practitioners in identifying, analysing and resolving ethical issues that arise in practice. Clinical ethics can therefore promote ethically sound clinical and organisational practices and decision-making, thereby contributing to health organisation and system quality improvement. In order to develop students' decision-making skills, as well as prepare them for practice, we decided to introduce a clinical ethics strand within an undergraduate medical curriculum. We designed a programme of clinical ethics activities for teaching and assessment purposes that involved using ethical frameworks to analyse hypothetical and real-life cases in uni- and inter- professional groups. In this paper, we draw on medical student feedback collected over 6 years to illustrate the appeal to students of learning clinical ethics. We also outline the range of benefits for students, healthcare organisations, and the field of clinical ethics arising from tomorrow's doctors experiencing clinical ethics early in their training. We conclude by briefly reflecting on how including clinical ethics within tomorrow's doctors curricular can secure and continue future engagement in clinical ethics support services in the UK, alongside the dangers of preparing students for organisational cultures that might not (yet) exist. We anticipate the findings presented in the paper will contribute to wider debates examining the impact of ethics teaching, and its ability to inform future doctors' practice. [ABSTRACT FROM AUTHOR]

This paper seeks to unravel the institutional context of the educational experience of scheduled caste engineering students in Kerala, a federal state in India. Though much has been debated about equity of access in the domain of reservation policies in higher education while studying the caste question and educational equity, process and outcome dimensions continue to be understudied. By presenting ethnographic accounts of the educational experience of fourteen scheduled caste engineering students, we explain how different institutional cultures result in different experiences for students of similar educational and familial backgrounds. Our analysis suggests that the notion of institutional habitus better captures the impact of institutions on marginalised students. The paper concludes with a call for further research to explore the institutional habitus of different higher education institutions. The authors hope that such research would help in formulation of new policies and practices to facilitate institutional transformation and contribute to improved quality and equity of higher education in India. [ABSTRACT FROM AUTHOR]

This paper analyses the dynamic interactions between space and identity by focusing on Syrian students in Turkey. It specifically asks how their migration experiences differentially affect their place-based identities and relationships. I use an intersectional approach and add dimensions of space, time, and everydayness to capture the relationship between the agents (Syrian youth) and the structure (norms, values, and institutions). Drawing on participant observation and in-depth interviews with 30 men and women Syrian students in Istanbul, I show how Syrian students negotiate interactions in the public space, working life, and gender roles, as well as their sense of freedom in the new context. Nevertheless, the migration process does not create the same results for both genders, and expecting a total transformation is not realistic. Women are more eager to adapt themselves to change when they are compared to men respondents. Space-based organizational culture in the daily life of Istanbul contributes to this main difference. In this regard, with sociological imagination, this article draws attention to the role of geography, which in its essence examines temporality and spatiality, and which has been underestimated in migration studies. [ABSTRACT FROM AUTHOR]

Businesses are becoming more conscious of operational risk management practices due to the COVID-19 pandemic. However, some firms practice risk management without fully comprehending how it might help them and their needs. As a result, companies that practice risk management without realizing it are being controlled by the discipline itself. The goal of this study is to look into the epistemic process of risk management practice in the workplace. This phenomenological study interviewed 39 risk management officers, executives, and employees. Data are thematically analyzed. This study discovered five epistemic processes of risk mapping using Foucault's governmentality paradigm. This phenomenological study, interestingly, revealed the black box of risk management practices, as well as the behavior of risk management officers, executives, and risk owners who preferred to monitor the compliance aspects of risk management practices rather than comprehend the capabilities of risk management that could be used within their strategic planning process. Unaware of this black box, organizational actors were blanketed by the organization's culture of fear, which created the impression that the authority was always watching every word said and every action taken. Practically, this study contributes an improved understanding of the real function of risk management that helps them justify the practice and reduce unnecessary fear. The paper concludes with limitations and research recommendations. [ABSTRACT FROM AUTHOR]

The assessment of mental health needs and access to appropriate interventions for parents and caregivers is one of 15 evidence-based standards for the psychosocial care of children with cancer and their families. The objectives of this paper are to describe one program's approach to meeting this standard in oncologic, hematologic, and immunologic populations and outline key ethical, regulatory, and logistical considerations in providing mental health services to caregivers in a pediatric medical setting. A description of the Caregiver Mental Health Program (CMHP) is provided along with a case example to illustrate key considerations, including multiple family members needing care, access to psychiatric services, scope of treatment, confidentiality and privacy, and logistics. Challenges in the development of the CMHP as well as the program's benefits are discussed. Implementation of this standard of care will vary across institutions depending on various factors, such as staffing and programmatic resources and institutional culture. [ABSTRACT FROM AUTHOR]

Despite the increase in the research field of ethics in artificial intelligence, most efforts have focused on the debate about principles and guidelines for responsible AI, but not enough attention has been given to the "how" of applied ethics. This paper aims to advance the research exploring the gap between practice and principles in AI ethics by identifying how companies are applying those guidelines and principles in practice. Through a qualitative methodology based on 22 semi-structured interviews and two focus groups, the goal of the current study is to understand how companies approach ethical issues related to AI systems. A structured analysis of the transcripts brought out many actual practices and findings, which are presented around the following main research topics: ethics and principles, privacy, explainability, and fairness. The interviewees also raised issues of accountability and governance. Finally, some recommendations are suggested such as developing specific sector regulations, fostering a data-driven organisational culture, considering the algorithm's complete life cycle, developing and using a specific code of ethics, and providing specific training on ethical issues. Despite some obvious limitations, such as the type and number of companies interviewed, this work identifies real examples and direct priorities to advance the research exploring the gap between practice and principles in AI ethics, with a specific focus on Spanish companies. [ABSTRACT FROM AUTHOR]

Primary care physicians are uniquely positioned to assist ill and injured workers to stay-at-work or to return-to-work. Purpose The purpose of this scoping review is to identify primary care physicians' learning needs in returning ill or injured workers to work and to identify gaps to guide future research. Methods We used established methodologies developed by Arksey and O'Malley, Cochrane and adapted by the Systematic Review Program at the Institute for Work & Health. We used Distiller SR©, an online systematic review software to screen for relevance and perform data extraction. We followed the PRISMA for Scoping Reviews checklist for reporting. Results We screened 2106 titles and abstracts, 375 full-text papers for relevance and included 44 studies for qualitative synthesis. The first learning need was related to administrative tasks. These included (1) appropriate record-keeping, (2) time management to review occupational information, (3) communication skills to provide clear, sufficient and relevant factual information, (4) coordination of services between different stakeholders, and (5) collaboration within teams and between different professions. The second learning need was related to attitudes and beliefs and included intrinsic biases, self-confidence, role clarity and culture of blaming the patient. The third learning need was related to specific knowledge and included work capacity assessments and needs for sick leave, environmental exposures, disclosure of information, prognosis of certain conditions and care to certain groups such as adolescents and pregnant workers. The fourth learning need was related to awareness of services and tools. Conclusions There are many opportunities to improve medical education for physicians in training or in continuing medical education to improve care for workers with an illness or injury that affect their work. [ABSTRACT FROM AUTHOR]

In the wake of organizational scandals associated with corporate America servant as well as transformational leadership are seen as approaches capable of engendering a type of morality—on the part of leaders and followers—based on shared values, universal moral principles and an orientation towards a pro-social behavior serving the common good. However, recent critiques have highlighted the tendency in the relevant literature to overlook the systemic context within which leadership and followership are situated. Given this oversight this paper re-visits a classic piece of ethnography on corporate America: Robert Jackal's Moral Mazes. Employing concepts from critical realism fused with insights from studies on management and bureaucracy we analyse the key themes from the book pertaining to the nature of the leader–follower dynamic in shareholder capitalism. The analysis highlights the role of bureaucracy and corporate ideology as key elements shaping leader–follower relationships, encouraging a type of morality associated with guarding self-interest whilst undermining relationality. The influence of the structural and cultural context in which leader–follower relations unfold draws attention to morality as relationally contingent as opposed to an ideal state. [ABSTRACT FROM AUTHOR]

Aim: Owing to the COVID-19 pandemic, many companies shifted to telework, with few insights into its implementation, organisational conditions or the role of workplace health promotion and management. This study focused on a multifactorial investigation of conditions in companies which implemented and evaluated telework during the first lockdown in 2020 as well as on their future intentions to facilitate teleworking under health-promoting working conditions. Subject and methods: The research hypotheses relate to an extended technology acceptance model. In a mixed-methods design, expert interviews were fed into the development of an online questionnaire. Out of 1858 contacted companies representing a broad range of Austrian businesses, 192 responses (general management, workplace health managers, etc.) were analysed using descriptive and multivariate statistics. Results: The degree of implementation and claim to teleworking increased significantly during the first lockdown and did not return to pre-pandemic levels afterwards. Changes depended on preparation and experience: evaluation of teleworking and willingness to continue offering teleworking were conditional on preparation and the degree of implementation. Prerequisites for future intentions to implement health-promoting teleworking included readiness, general willingness and existing workplace health promotion/management structures. Conclusion: This paper demonstrates the potential of health-promoting organisational cultures for development processes – particularly in times of crisis. Anchoring health-focused structures in companies helps to create health-promoting frameworks. Health-promoting teleworking can be developed from workplace health promotion/management using established approaches. It is essential to build on in-house capacities and competencies to develop awareness for a holistic culture for health-promoting (tele)work and to encourage deliberations about potential measures. [ABSTRACT FROM AUTHOR]

This paper discusses the ethical implications of racism and some of the various costs associated with racism occurring at the institutional level. We argue that, in many ways, the laws, social structures, and institutions in Western society have operated to perpetuate the continuation of historical legacies of racial inequities with or without the intention of individuals and groups in society. By merely maintaining existing structures, laws, and social norms, society can impose social, economic, and health costs on racial minorities that impinge on their well-being and human dignity. Based on a review of multidisciplinary research on racism, particularly focusing on healthcare, we demonstrate how institutional racism leads to social and economic inequalities in society. By positing institutional racism as the inherent cause of avoidable disparities in healthcare, this paper draws attention to the ethical significance of racism, which remains a relatively neglected issue in bioethics research. [ABSTRACT FROM AUTHOR]

Big Data technology is one of the most promising organizational processes within the Healthcare and Pharmaceutical industry and crucial for any company that wants to preserve the competitive advantage in the market, where most of the organizational structures are already struggling with the right skills and knowledge to fully support existing business needs for storing and processing and even analyzing information. This paper aims to examine the extent to which new Big Data technology and data-related processes are developing different professionals skills and competencies within the Healthcare and Pharmaceutical industries, and creating sustainable development in addressing critical organizational challenges in recruiting, retaining, and discover professional skills that can fully support the advances and exponential growth of Big Data technology benefits. This research paper also highlights the significant aspects of Big Data in professional technical and process oriented skills development, and the influence it has on organizational business processes including how various internal functions will need to adapt to new circumstances with renewed competency and skills development programs for departments that are strongly connected to the business and analytical needs. We conducted a focus group with twenty-five industry based professionals' ranges from analysts to executive directors to better assess the necessary knowledge to answer the proposed research questions: (1) which professional skills can big data influence in employee development and (2) how can organizations adapt their employee skills to big data. Regarding the key research limitations/implications most of the article and research was built on the foundation of the literature review and the performed focus group. The conceptual recommendations and observations presented provide solid empirical evidence but should be subjected to more comprehensive, large-scale empirical testing and validation. It's recommended for future research a more extensive sample of companies, organizations, and interviewees. Studying a broader set of similar research questions in more homogeneous organizations could provide deeper insights into the process, governance, and stakeholder dimensions of Big Data within specific contexts. Therefore this study contributes to explore in-depth and systematically to what extent Big Data technology and processes are currently influencing the healthcare and pharmaceuticals industries where to the best of the authors' knowledge, it is the first focus group dealing with the presented research questions. [ABSTRACT FROM AUTHOR]

This paper provides a viewpoint of the culture and subcultures at Google Inc., which is a famous global company, and has a huge engineering staff and many talented leaders. Through its history of development, it has had positive impacts on society; however; there have been management challenges. The Board of Directors (BoDs) developed and implemented a way to measure the abilities of their managers, which helped to identify problems. This paper will analyze the case study of Harvard Business Review, Oxygen Project, and clarify the management problem in Google's organization. It will also compare Google with Zappos, a much smaller organization, and present how the BoDs of Zappos assesses its culture and subcultures. In this paper, we will recommend eight important points to building an organizational culture that is positive for stable growth of a company. We believe that much of what be learned could be useful to other business leaders, regardless of company scale. [ABSTRACT FROM AUTHOR]

This study explores schools' digital maturity self-evaluation reports' data from Estonia. Based on quantitative data (N = 499) the schools that attempt digital transformation were clustered into three successive digital improvement types. The paper describes 3 main patterns of school improvement in different phases of innovative change: classroom innovation practices' driven schools, participatory led structural change driven schools; and inclusive and evidence based change management type of schools. The defining variables for digital transformation towards new levels of digital maturity were teachers' role, digital competences, learning organization culture, participatory management, inclusive leadership, structural changes and network, and IT-manager involvement to structural changes. [ABSTRACT FROM AUTHOR]

Health care personnel attitudes toward refugee claimant entitlement to health care are influenced by multilevel factors including institutional and societal culture. Although individual attitudes may be modified through training, macro- and meso-issues require system-level interventions. This paper analyzes the role of individual-, institutional-, and city-level factors in shaping attitudes toward refugee claimants' access to health care among Canadian health care personnel. A total of 4207 health care personnel in 16 institutions located in Montreal and Toronto completed an online survey on attitudes regarding health care access for refugee claimants. We used multilevel logistic regression analysis to identify individual-, institutional-, and city-level predictors of endorsing access to care. Participants who had prior contact with refugee claimants had greater odds of endorsing access to care than those who did not (OR 1.13; 95% CI 1.05, 1.21). Attitudes varied with occupation: social workers had the highest probability of endorsing equal access to health care (.83; 95% CI.77,.89) followed by physicians (.77; 95% CI.71,.82). An estimated 7.97% of the individual variation in endorsement of equal access to health care was attributable to differences between institutions, but this association was no longer statistically significant after adjusting for city residence. Results indicate that the contexts in which health care professionals live and work are important when understanding opinions on access to health care for vulnerable populations. They suggest that institutional interventions promoting a collective mission to care for vulnerable populations may improve access to health care for precarious status migrants. [ABSTRACT FROM AUTHOR]

This paper seeks to categorize and analyze the organizational culture and organizational culture components – leadership style, decision-making modes, standards of performance, evaluation strategies, perception of students, organizational unit, goal definition, and source of authority – in a predominantly private higher education sector. By examining the perceptions of faculty and senior academic administrators of the organizational culture of their respective universities, using a model that identifies cultures by dimensions of policy definition and operational control to produce the quadrants of collegium, bureaucracy, corporation, and enterprise, it provides insights on what organizational culture characteristics result in an effective institution able to respond to the ever-changing demands of the higher education landscape. It also seeks to explore whether the historical period of establishment of the institution influences its organizational culture and the features it comprises. Findings suggested that multiple organizational cultures co-exist at a time while some are predominant. The corporate culture was mostly prevailing within all universities established at any time period. It was permanently overlaid on bureaucracy so that many institutions operated in highly regulated environments with a mixture of both modes of governance. Emerging universities were found to be more entrepreneurial as per the loose-tight coupling defined in the model and the perceptions of participants. Despite the wealth of organizational culture literature on the benefits of less control-oriented cultures, private universities in Lebanon have not transformed significantly. Rather, they tend to adhere more to organizational cultures that emphasize stability amid turbulence, thus acting as a kind of security blanket or risk mitigate. [ABSTRACT FROM AUTHOR]

The US South is disproportionately impacted by HIV. Social, cultural, economic, and political characteristics of the South shape access to mental health services leaving adverse impacts on health and wellness outcomes among People Living with HIV. The aim of this paper was to: (a) identify meso factors (at individual, organizational and community-level manifestations) which impact mental health services among People living with HIV in the South of those factors and (b) pose community-articulated recommendation and strategies. Through qualitative interviews with People Living with HIV and service providers, this study found that the meso factors of restricted funding and compounding stigma shaped mental health services in the South. Given the disproportionate rate of HIV, lack of mental health care, and landscape of socio-political factors unique to the region, attention to intervenable meso factors and community-based strategies are needed to enhance mental health services and respond to the HIV epidemic in the US South. [ABSTRACT FROM AUTHOR]

Despite scholars' reliance on Schein's (1990) three-interconnected layer framework of organizational culture (i.e., artifacts, values/norms, underlying assumptions), few, if any, measure artifacts. This gap is significant because artifacts are readily visible and provide valuable insight into understanding the perpetuation of norms through their manifestation in the work environment. Moreover, existing assessments focus on one layer only, either values/beliefs or underlying assumptions, resulting in only a partial picture of culture. In this tutorial-based paper, we demonstrate a grounded theory approach comprising content analysis, thematic analysis, and intensity scoring, to develop an unobtrusive method for coding artifacts seen in photos of office spaces. Unobtrusive methods reduce participant burden, which is critical because existing assessments of culture are time consuming and/or rely on numerous participants. We demonstrate how to use the photo coding method and wrap-up the tutorial by showing how artifact coding augments an existing qualitative culture assessment, emphasizing the added value of artifact assessment. We hope by providing an unobtrusive method to artifact coding, researchers will start assessing this important layer of culture to achieve a more comprehensive understanding of organizational culture. [ABSTRACT FROM AUTHOR]

The topic of green human resource management has attracted considerable attention during this last decade. Despite this interest, little research has been conducted to explore the successful implementation of green human resource management to achieve environmental sustainability goals. Therefore, this study aims to identify the factors affecting the effective implementation of green human resource management in petrochemical companies in Bushehr City. This research is the first article that has evaluated green human resource management measures in petrochemical industries, and on the other hand, it can be stated that it is the first paper to perform green measures of human resource management using the combined method of fuzzy hierarchical analysis and type-2 fuzzy DEMATEL. The present study seeks to identify these factors and examine their relationships based on existing theoretical foundations and expert opinions. Based on results, factors affecting green human resource management implementation were divided into five categories: recruitment and employment, training and development, performance appraisal, service compensation and reward, and green organizational culture management. In other words, a total of five criteria and twenty green sub-criteria were identified for the implementation of green human resource management. Fuzzy AHP and type-2 fuzzy DEMATEL were applied to determine the weights of the criteria. The results showed that the process of green training and development is the most critical factor in the effective implementation of green human resource management. Also, training and development processes, service compensation, and green organizational culture management are affecting factors to achieve this critical issue. In order to implement green human resource management, this study has proposed the priority of green measures for petrochemical industry managers. [ABSTRACT FROM AUTHOR]