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Understanding how employees respond to HR systems is a critical question in the strategic HR literature and the need for more nuanced theoretical frameworks explaining who responds differentially to HR systems persists. Drawing on a contingency perspective and the theory of purposeful work behavior, we present a theoretical framework that suggests that employee motivational goal strivings interact with commensurate HR bundles (communion‐enhancing HR bundles, status‐enhancing HR bundles, and achievement‐enhancing HR bundles) to predict employee job performance. Based on survey data collected from 362 employees in 84 service units, our findings reveal that the effects of communion and status strivings on job performance are more positive and stronger for employees in units with higher levels of communion‐enhancing HR bundles and status‐enhancing HR bundles, respectively. In contrast, the effect of achievement goal strivings on job performance is weaker in units with higher levels of achievement‐enhancing HR bundles. These findings have significant implications for both theoretical and practical perspectives, shedding light on the role of employee motivations in shaping the effectiveness of HR bundles on employee performance. [ABSTRACT FROM AUTHOR]

Hybrid organizations must sustainably attend to multiple goals embedded in different institutional spheres. Past research has highlighted the value for hybrids in recruiting board members representing different logics to avoid attentional drifts; yet, diverse boards have also been prone to conflicts that occasion attentional lapses, thereby jeopardizing these organizations' pursuit of multiple goals. We draw on a longitudinal comparative case study of five work integration social enterprises with institutionally diverse boards to uncover an integrative model of hybrid governance consisting of a protective board structure and relational leadership processes that, together, prevent distracting cognitive and emotional conflicts and foster attentional engagement of both the board and senior managers to multiple goals. The protective board structure prevents shifts in board composition and ensures the enshrined representation of the organization's logics. Relational leadership processes—which help board members relate to each other, with the organization's mission, and with senior managers—include enculturation processes (i.e., interventions to reduce the cognitive and emotional gap between institutionally diverse board members) and bridging processes (i.e., interventions to facilitate communication and alignment between the board and senior managers in the decision-making process). These findings contribute to research on hybrid organizations, board governance, and organizational attention. [ABSTRACT FROM AUTHOR]

Despite two decades of evolution as an area of research and practice, talent management faces ongoing criticism for being overly static in its approach, offering little in terms of enabling strategic agility. This is problematic as organizations increasingly rely on strategic agility to manage their dynamic business operations. Drawing on matching theory and adopting an agility lens, we explore the link between talent management and strategic agility. Through a qualitative research design, encompassing 34 interviews in 15 organizations, we explicate a skills‐matching perspective on talent management, including initial and dynamic skills‐matching in external and internal labor markets. Through this process, organizations can build a set of dynamic capabilities, underlying two meta‐capabilities, strategic sensitivity and resource fluidity, which enable strategic agility. In doing so, we portray skills‐matching as an illustration of a processual view on talent management and create a model of developing strategic agility through skills‐matching, responsive to external and internal demands. [ABSTRACT FROM AUTHOR]

A fundamental organization design principle is to group interdependent roles into the same subunits to minimize coordination costs. However, observations in organizations, as well as theorizing in other subfields, such as corporate governance, indicate that interdependent roles sometimes perform conflicting functions, suggesting that they should be separated rather than integrated. Building on work in systems theory and axiomatic design theory, we discuss how to reconcile these two perspectives. Our key proposal is to distinguish between ends and means, or functions (e.g., goals or mandates) and structures (e.g., roles). This conceptualization makes it possible for two roles to be simultaneously interdependent in work processes yet conflicted in goals. Our framework leads to a modification of the traditional organization design principle of grouping based on interdependencies. It also suggests an alternative explanation for the division of labor within organizations: Organizations divide labor not only to capture gains from specialization but also to avoid functional conflict. [ABSTRACT FROM AUTHOR]

Organizations often involve collaboration such that when they function well, their members engage in purposive coordination and cooperation with others. Previous research has focused on the role of shared, organizational-level goals and supportive governance mechanisms in promoting collaboration. But this research has not adequately addressed the question of the role of moral legitimacy in sustaining commitment to organizational goals and in facilitating good governance. In this article, we identify novel ethical microfoundations of collaborative organizations, explaining the role of organizational ethics in supporting organization-level goals and good governance. We draw upon virtue ethics, adopting a practice perspective on joint production to explain how standards of professional excellence and the virtues function so as to sustain commitment to organizational goals within collaborative organizations. We also draw upon goal-framing theory to articulate the reciprocal and mutually supportive relationship between governance and virtue, where governance requires virtue to function well, and virtue is sustained by governance mechanisms. [ABSTRACT FROM AUTHOR]

Work in the gig economy is championed by platform organizations as affording individuals the flexibility to decide when, where, and how much they wish to work. The reality is more complex. In app‐based gig work, we propose the concept of "algorithmic HRM control," which acts as an omnipresent and distinctive control system that differs from traditional forms of control in two significant ways: first, the reliance upon, and pervasiveness of, algorithmic technologies in its enactment; and second, the substantial direct and indirect influence of non‐organizational parties in controlling workers. Through a qualitative research design, this article delineates the scope of algorithmic HRM control in allocating and coordinating tasks, managing performance and rewards, and aligning the actions of workers with organizational objectives. Our analysis also unpacks the rigidity and complexities of the control system, as experienced by workers, and the influential role of non‐organizational parties in exerting unique, distinct forms of control. In so doing, we build upon emerging research on the duality of algorithmic HRM by revealing the inherent flaws or challenges from the perspective of the most central party—the gig worker. While output‐oriented control is pervasive, process and normative control elements are also found to exist in some scenarios, creating significant concerns for workers. [ABSTRACT FROM AUTHOR]

As sites where social media corporations profess their commitment to principles like community and free speech, policy documents function as boundary objects that navigate diverse audiences, purposes, and interests. This article compares the discourse of values in the Privacy Policies, Terms of Service, and Community Guidelines of five major platforms (Facebook, Instagram, YouTube, Twitter, and TikTok). Through a mixed-methods analysis, we identified frequently mentioned value terms and five overarching principles consistent across platforms: expression, community, safety, choice, and improvement. However, platforms limit their burden to execute these values by selectively assigning responsibility for their enactment, often unloading such responsibility onto users. Moreover, while each of the core values may potentially serve the public good, they can also promote narrow corporate goals. This dual framing allows platforms to strategically reinterpret values to suit their own interests. [ABSTRACT FROM AUTHOR]

The Canadian Association of Radiologists supports equity, diversity, and inclusion (EDI) in employment. It is imperative that institutions implement recruitment and retention practices to ensure a diverse workforce. This requires considerable attention to each step in the process, including the job posting, candidate search, hiring committee composition, interviews, hiring decision, and retention and promotion. Job postings must be widely distributed and visible to underrepresented groups. The candidate search should be completed by a diverse committee with expertise in EDI. All committee members must complete EDI and anti-bias training and conduct a broad search that ensures underrepresented groups are encouraged to apply. Interviews must be offered to all candidates. The hiring decision must avoid the use of subjective criteria. Recruitment of members of underrepresented groups ensures a diverse workforce, and organizations should commit resources to the retention and promotion of these members. Mentorship programs must be implemented and incentives provided to faculty members to serve as mentors. Transparent guidelines for promotion made universally available on department or institution websites. Recruiting a diverse workforce in Medical Imaging will only be achieved if EDI are central to the organization's goals and strategic plan. All organizational policies, practices, and procedures must be reviewed with an intersectional lens to identify potential gaps, areas for improvement, and areas of strength in the recruitment and retention of members of underrepresented groups. [ABSTRACT FROM AUTHOR]

The article discusses the "US News and World Report" (USNWR) rankings in public health graduate education. Topics include argument of institutions on the methodology used for USNWR rankings, the growth in interest in public health as a profession during the COVID-19 pandemic, and options that would provide better data for promoting student fit for public health programs than rankings.

By utilizing data of 1,336 Microfinance Institutions (MFIs) from 91 emerging and developing countries for the period 2010–2018, this study investigates the non-linear/quadratic relationship between employee turnover and the depth of outreach of MFIs. The data were analysed using conventional panel data econometric tools and techniques. In general, the findings revealed that employee turnover has an inverted U-shaped relationship with the depth of outreach of MFIs when proxied by the proportion of female borrowers. The study outcomes imply that a low to moderate level of employee turnover is good for MFIs, as it may overcome organizational blindness and groupthink, and favours the replacement of unproductive and inefficient employees that lack social or human capital related to their job. However, after a certain threshold, employee turnover was observed to generate an adverse impact on the depth of outreach of MFIs. Therefore, the management of MFIs should give due consideration to ensuring an optimal level of employee turnover that is beneficial for the intended organizational goals. [ABSTRACT FROM AUTHOR]

Background: Measures in operations management are pivotal for monitoring and assessing various aspects of hospital performance. Existing literature highlights the importance of regularly updating key management measures to reflect changing trends and organizational goals. Advancements in machine learning (ML) have presented promising opportunities for enhancing the process of updating operations management measures. However, their specific application and performance remain relatively unexplored. We aimed to investigate the feasibility and effectiveness of using common ML techniques to identify and update key measures in hospital operations management. Methods: Historical data on 43 measures on financial balance and quality of care under 4 categories were retrieved from the BI system of a regional health system in Central China. The dataset included 17 surgical and 15 non-surgical departments over 48 months. Four common ML techniques, linear models (LM), random forest (RF), partial least squares (PLS), and neural networks (NN), were used to identify the most important measures. Ordinary least square was employed to investigate the impact of the top 10 measures. A ground truth validation compared the ML-identified key measures against the humanly decided strategic measures from annual meeting minutes. Results: For financial balancing, inpatient treatment revenue was an important measure in 3/4 years, followed by equipment depreciation costs. The measures identified using the same technique differed between years, though RF and PLS yielded relatively consistent results. For quality of care, none of the ML-identified measures repeated over the years. Those consistently important over four years differed almost entirely among four techniques. On ground truth validation, the 2016–2019 ML-identified measures were among the humanly identified measures, with the exception of equipment depreciation from the 2019 dataset. All the ML-identified measures for quality of care failed to coincide with the humanly decided measures. Conclusions: Using ML to identify key hospital operational measures is viable but performance of ML techniques vary considerably. RF performs best among the four techniques in identifying key measures in financial balance. None of the ML techniques seem effective for identifying quality of care measures. ML is suggested as a decision support tool to remind and inspire decision-makers in certain aspects of hospital operations management. [ABSTRACT FROM AUTHOR]

Background: Work engagement, professional quality of life (ProQOL), and intent to leave (ITL) significantly impact organizational behaviors and outcomes. Understanding the complex interrelationships among nurse work engagement, ProQOL, and ITL is essential for improving nurse retention, job satisfaction, and patient outcomes. In previous investigations, work engagement, ProQOL, and ITL relationships have primarily been analyzed individually. A more integrated approach is needed to gain a comprehensive understanding of these factors in the nursing profession. Purpose: This study was designed to evaluate the interrelationships among work engagement, ProQOL (compassion satisfaction [CS], burnout, and secondary traumatic stress [STS]), and ITL in nurses using structural equation modeling path analysis. Methods: This was a quantitative descriptive study. Data were collected from registered nurses in the United States (n = 900) using the Utrecht Work Engagement Scale, the ProQOL-5 (CS, burnout, and STS), and a demographics datasheet (including a one-item ITL question). The proposed theoretical model, incorporating major constructs, was tested using structural equation modeling. Results: Level of work engagement in nurses impacts ITL through ProQOL. Among the mediating variables, burnout (0.31) had the largest total effect on ITL, followed by STS (0.12) and CS (−0.12). Burnout and STS were found to correlate with ITL directly, whereas CS was found to correlate with ITL indirectly. Conclusions: Promoting work engagement, addressing burnout and STS, and fostering CS can positively influence nurse retention and job satisfaction, ultimately improving patient care quality. Healthcare leaders and policymakers should implement strategies to enhance nurse engagement, reduce burnout, and cultivate compassion satisfaction to increase nurse retention and improve organizational outcomes. [ABSTRACT FROM AUTHOR]

Simple Summary: Established in 2002, the Korean Gynecologic Oncology Group (KGOG) has presented improved clinical outcomes based on multi-center clinical trials. To date, KGOG has approved 156 studies and published 68 KGOG-led studies. The organization aims to advance gynecologic cancer research through sustained efforts and international collaboration. The Korean Gynecologic Oncology Group (KGOG) was established in 2002 and is the only organization in Korea conducting multi-center clinical trials for gynecologic cancers. Since its re-establishment as a non-profit organization in 2021, KGOG has grown significantly, now including 207 gynecologic oncology specialists from 76 hospitals. This growth is a testament to the dedication and hard work of all those involved in the organization. KGOG is committed to maximizing the activation of multi-center clinical research through policies that support patients with rare diseases and gynecologic cancer research, focusing on strengthening institutional capacity, equalizing participation opportunities, and enhancing information sharing. A significant milestone for KGOG was becoming a member of the US Gynecologic Oncology Group (GOG) in 2005, allowing participation in GOG clinical trials. KGOG later joined the Gynecologic Cancer InterGroup (GCIG) and strengthened its capabilities by hosting the first Endometrial Cancer Consensus Conference—Clinical Research (ECCC-CR) in 2023. KGOG holds biannual meetings and symposia, as well as 224 operating committee meetings annually to review the discussions of the Tumor Site Committee. KGOG has conducted 156 investigator-initiated trial (IIT) or sponsor-initiated trial (SIT) studies as KGOG-led or participated in research. Currently, 18 studies are registered, and 10 are in preparation. To date, 68 papers have been published. KGOG conducts six national projects and collaborates with external organizations such as the NRG Oncology Foundation, Gynecologic Oncology Group Partners (GOG-P), GCIG, East Asian Gynecologic Oncology Trial group (EAGOT), and the Japanese Gynecologic Oncology Group (JGOG). Through collaboration with renowned international research institutions, KGOG has significantly expanded the scope of its research, achieving noteworthy clinical outcomes. This report not only introduces the history and recent status of KGOG but also presents the exciting future direction of the organization, filled with potential breakthroughs and advancements in gynecologic oncology research. [ABSTRACT FROM AUTHOR]

Corporate carbon neutrality pledges have been criticized for their lack of integrity, especially when they are primarily based on the simple purchase of carbon offsets without making any significant emission reductions. Neutrality pledges that are consistent with the goal of the ISO corporate net zero guidelines should be based on the reduction of all but the so-called unavoidable or residual emissions. The residual emissions should be neutralized not through reduction offsets but by actually removing the equivalent amount of emissions from the atmosphere. In this paper, I analyze whether climate pledges of 115 large companies, which cover all eleven Global Industry Classification Standards' sectors, follow the aforementioned net zero definition. The assessed criteria are (i) the type of pledge made, (ii) the definition of residual emissions employed and (iii) whether the company commits to neutralize its emissions exclusively with removals. Secondly, the assessment involves evaluating the companies' commitment to their net zero pledges by examining the residual emission level provided and determining if their climate goal extends to absolute scope 3 emissions. From the companies that had a net zero target (69) only 22% aimed to reduce emissions to a residual level and compensate with removals. The residual emission levels in the target year is specified by 29 companies and ranges between 0 and 80% (mean = 19.3%, median = 10%, n = 29). More than half of the residual emissions that exceed the median of 10% are claimed by sectors that are not classified as hard-to-abate such as information technology or communication companies. Key policy insights: Corporate net-zero goals appear more ambitious than the reduction and compensation commitments that companies are making Residual emission levels that determine the reduction obligations under a net-zero pledge should not be determined by corporates or technical experts alone Involvement of governments and civil society actors in participatory processes at national and international level is needed to determine residual emissions 'Fair contributions' and thus residual emissions should be informed by companies' impact on fulfilling the needs of the most vulnerable [ABSTRACT FROM AUTHOR]

The aim of the study is to identify the relationship between national culture and preferred leadership behavior in the Republic of Serbia. Using the Value Survey Module 2008 (VSM08) and the Leader Behavior Description Questionnaire XII (LBDQXII), the research is conducted on a sample of 344 employees in Serbian business organizations. The results show that the national culture in Serbia is homogeneous, but that two Serbian first-level regions according to the Nomenclature of Territorial Units for Statistics (NUTS1) exhibit some differences in preferences for leader behavior and in correlation patterns between cultural values and aspects of preferred leadership behavior. This study fills a gap in researching the relationship between national culture and preferred leadership behavior in Serbia. Moreover, the results provide a basis for aligning actual with the preferred leadership behavior, so that the organizational goals can be achieved more efficiently. Despite the significant contributions, the study is not without limitations, primarily related to the sample size. [ABSTRACT FROM AUTHOR]

The article outlines the transformative goals for the American Dental Association (ADA) as it navigates evolving challenges in the dental field. Topics include the need for innovative leadership, enhancing member engagement, addressing mental health concerns among dentists, and the importance of adapting to technological advancements in practice.

Workplace violence (WPV) has become a crisis for health care workers, with a significant increase in violent events taking place in health care settings across the nation. Health care organizations should develop a comprehensive WPV program that includes recognition, management, and reporting of all types of WPM A large health care system developed strategies and a program to address WPX The health care system believes that a safe and respectful work environment is foundational to the goal of zero preventable harm. The "Safety in the Workplace" initiative was designed to raise awareness of concerning behaviors and to offer tools and resources for identifying, responding to, and reporting incidents of violence, aggression, or disruptive behaviors of WPV During a 6-month pilot of a WPV bundle, there was a 44% reduction in physical violence reports and a 44% reduction in reported incidents of WPX From -Julie 2020 to June 2021, there was a 10% decrease in WPV overall. [ABSTRACT FROM AUTHOR]

BACKGROUND: Organizations are in a state of continual evolution, driven by the relentless shifts in their external environments. Numerous theories have been proposed to understand the essential skills and capabilities for successful organizational change. Yet, there remains a gap in capturing a holistic view necessary to fully comprehend the dynamics of competence in today's rapidly changing landscape. OBJECTIVE: This research aims to explore and consolidate the concept of 'competence' in the context of organizational change processes. METHODS: Employing an integrative literature review approach, a total of 3,230 studies were screened. Out of these, 32 studies were selected based on strict relevance and quality criteria, providing a robust foundation for the analysis. RESULTS: The findings reveal a multi-layered nature of organizational change, highlighting that the nature and prerequisites of change vary significantly across different organizational levels. By applying a competence lens, we discern how required competence during change are not uniform but rather vary depending on whether they are applied in an operational or strategic context. This demonstrates a nuanced, level-dependent variability in change competence across the organizational hierarchy. CONCLUSION: We conceptualize 'change competence' as a dual-faceted construct. It encompasses both the capacity to leverage existing organizational competence and the adeptness to develop new competence, thereby meeting the evolving demands imposed by both internal and external drivers of change. This comprehensive understanding paves the way for more effective strategies in managing organizational change. [ABSTRACT FROM AUTHOR]

The purpose of this study is to apply Q Methodology to identify the barriers to strategic alignment between the actions of the human resources manager and the organization's strategy in 21 public organizations in Tehran. The similar and conflicting perspectives of the participants, along with 11 Q factors, and mental patterns about different types of barriers were revealed. Based on the tables of arrays and Q factor scores, the indicators of each factor were identified. The indicators include, but are not limited to, the following: less alignment of goals of each unit or department with organizational goals (19% of 81%), non-alignment between job extension and physical and cognitive ability (11.5% of 81%), non-alignment between job description and job specification, and selection and recruitment (8% of 81%), and other indicators, which shows the importance of strategic management, and the necessity of interventions and actions of strategic human resource managers to increase strategic alignment in organizations. Therefore, the contribution of this study is presented through the explanation and interpretation of the determinants of strategic misalignment and in the form of misalignment indicators, which aim to develop researchers' understanding of how to achieve strategic alignment by strategic human resource managers. [ABSTRACT FROM AUTHOR]

Background: The integration of patient-centered care (PCC) and value-based healthcare (VBHC) principles, emphasizing personalized, responsive care and cost efficiency, is crucial in modern healthcare. Despite advocation from the International Consortium for Health Outcomes Measurement (ICHOM) for the global adoption of these principles through patient-reported measures (PRMs), their implementation, especially the pregnancy and childbirth (PCB) set, remains limited in maternity care. This study focuses on understanding the optimal organizational entity for integrating standard ICHOM-PCB-PRMs into routine maternity care in Finland. It aims to clarify the distribution of tasks among stakeholders and gather Finnish maternity healthcare professionals' perspectives on organizational responsibility in PRM collection. The emphasis was on identifying the optimal organizational framework for managing PRMs in maternity care. Results: A total of 66 maternity healthcare professionals participated in the study, reaching a consensus that public maternity care centers in Finland should be the primary entity responsible for managing PRMs in the maternity sector. Key aspects such as confidence with the role as a mother, maternal confidence with breastfeeding, and satisfaction with the result of care were identified as crucial and should be inquired about in both public maternity care centers and hospital maternity wards. The findings highlight the importance of comprehensive and consistent attention to these PRMs across public maternity care centers and hospital maternity settings to ensure holistic and effective maternal care. Conclusions: The study highlights the central role of public maternity care centers in the collection and management of PRMs within Finnish maternity care, as agreed upon by the professional consensus. It underscores the importance of a consistent and holistic approach to PRM inquiry across different care settings to enhance the quality and effectiveness of maternity care. This finding is crucial for policymakers and healthcare practitioners, suggesting that reinforcing the collaborative efforts between public maternity care centers and hospital maternity wards is vital for a patient-centric, efficient healthcare system. Aligning with PCC and VBHC principles, this approach aims to improve healthcare outcomes for pregnant and postpartum women in Finland, emphasizing the need for a unified strategy in managing maternity care. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to establish an evaluation method for cross-regional major infrastructure project (CRMIP) supportability. The focus is to identify evaluation indicators from a complexity perspective and develop an evaluation model using qualitative and quantitative methods. Case studies are carried out to verify the reliability of the evaluation model, thereby providing theoretical and practical guidance for CRMIP operations and maintenance (O&M). Design/methodology/approach: Guided by the idea of complexity management, the evaluation indicators of CRMIP supportability are determined through literature analysis, actual O&M experience and expert interviews. A combination of qualitative and quantitative methods, consisting of sequential relationship analysis, entropy weighting, game theory and cloud model, is developed to determine the indicator weights. Finally, the evaluation model is used to evaluate the supportability of the Hong Kong–Zhuhai–Macao Bridge (HZMB), which tests the rationality of the model and reveals its supportability level. Findings: The results demonstrate that CRMIPs' supportability is influenced by 6 guideline-level and 18 indicator-level indicators, and the priority of the influencing factors includes "organization," "technology," "system," "human resources," "material system," and "funding." As for specific indicators, "organizational objectives," "organizational structure and synergy mechanism," and "technical systems and procedures" are critical to CRMIPs' O&M supportability. The results also indicate that the supportability level of the HZMB falls between good and excellent. Originality/value: Under the guidance of complexity management thinking, this study proposes a supportability evaluation framework based on the combined weights of game theory and the cloud model. This study provides a valuable reference and scientific judgment for the health and safety of CRMIPs' O&M. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore how health-care organisations learn from failures, challenging the common view in management science that learning is a continuous cycle. It focuses on understanding how the context of a health-care organisation and the characteristics of failure interact. Design/methodology/approach: Systematically collected empirical studies that examine how health-care organisations react to failures, both in terms of learning and non-learning, were reviewed and analysed. The key characteristics of failures and contextual factors are categorised at the individual, team, organisational and global level. Findings: Several factors across four distinct levels are identified as being susceptible to the situational impact of failure. In addition, these factors can be used in the design and development of innovations. Taking these factors into account is expected to stimulate learning responses when an innovation does not succeed. This enhances the understanding of how health-care organisations learn from failure, showing that learning behaviour is not solely dependent on whether a health-care organisation possesses the traits of a learning organisation or not. Originality/value: This review offers a new perspective on organisational learning, emphasising the situational impact of failure and how learning occurs across different levels. It distinguishes between good and bad failures and their effects on a health-care organisation's ability to learn. Future research could use these findings to study how failures influence organisational performance over time, using longitudinal data to track changes in learning capacity. [ABSTRACT FROM AUTHOR]

Objective: This study aims to identify the criteria and indicators of the "Paternal Home" metaphor in public organizations. This metaphor can reflect the distribution of power, authority, responsibility, expectations, and organizational values. Methodology: Using the phenomenological method, a framework of these criteria and indicators has been identified at the levels of managers, employees, and the organization. This framework was developed through semi-structured interviews and Colaizzi's content analysis. Findings: At the managerial level, the identified criteria are: clear goals of the manager, manager's support, managerial modeling, managerial consideration, power sharing and participation, justice and non-discrimination, and managerial transparency. At the employee level, the identified criteria are: organizational commitment of employees, employee effectiveness, task importance, trust among employees, employee dependency and attachment to the organization, willingness to continue cooperation with the organization, loyalty and sense of responsibility towards the organization, employee altruism, work conscience among employees, protection of organizational resources, civic behavior and social etiquette of employees, employee interest, and employee intimacy. At the organizational level, the identified criteria are: organizational integrity and honesty, organizational reliability, organizational competence, shared organizational vision, team learning in the organization, organizational attention to employees, and organizational adaptability and organicity. Conclusion: These findings can help organizations create an environment that employees perceive as their paternal home, thereby increasing their commitment, loyalty, responsibility, and satisfaction. [ABSTRACT FROM AUTHOR]

Musculoskeletal disorders (MSDs) present a major occupational health challenge, especially among office workers. Objective: To evaluate the effectiveness of a workplace intervention program for managing MSDs and measure its impact on presenteeism/absenteeism and health status. Methods: This semi-experimental study was conducted between May 2019 and October 2022 in Greece and involved 247 office workers randomly assigned to early and late intervention groups. The intervention included a seminar on ergonomics and proper workstation practices with a demonstration of exercises. Data were collected by the SF-36, the Standardised Nordic, and the Work Productivity and Activity Impairment Questionnaires. Results: In the early intervention group (n = 143), presenteeism significantly decreased (p = 0.045), from a mean value of 0.11 to 0.07, but not absenteeism. Significant improvements were observed in physical (p = 0.007) and mental health (p = 0.012). Reductions in pain were recorded for the neck (p = 0.032), shoulders (p = 0.015), wrists (p = 0.014), upper back, lower back, hips, and knees (p = 0.044 for each). In the late intervention group (n=104), there were no significant changes in absenteeism or presenteeism. Mental health improved significantly (p = 0.008), and reductions in pain were noted for the neck (p = 0.001), wrist (p = 0.0005), and upper back (p = 0.001). Conclusions: This workplace intervention program proved effective both in reducing pain in various body areas and reducing presenteeism, and improved physical and mental health were observed in the intervention groups while absenteeism remained unchanged. [ABSTRACT FROM AUTHOR]

Humanizing healthcare experiences is imperative for global healthcare organizations, emphasizing connections, empathy, and trust between patients, providers, and the broader community. Patients seek personalized, compassionate care, while employees prioritize supportive workplaces. Modernized feedback programs recognize consumer preferences for convenience and accessibility, leveraging technology like artificial intelligence (AI) for real-time insights. Northwestern Medicine's "Short, Modern, Smart" feedback program exemplifies this, focusing on efficiency, contemporary needs, and technology for action. Key considerations include (1) Short: Streamlining surveys for efficiency, (2) Modern: Prioritizing open-ended comments for personalized insights, and (3) Smart: Leveraging AI for proactive understanding. Recommendations for organizations include implementing formal change management, adopting unified metrics for comprehensive experience measurement, and leverage AI to connect feedback back to humans. In conclusion, humanizing healthcare starts with effective feedback collection and actioning. Northwestern Medicine's approach offers insights, emphasizing streamlined processes, personalized engagement, and technological empowerment, which organizations should prioritize for growth and continuous improvement. [ABSTRACT FROM AUTHOR]

AbstractObjectivesMethodResultsConclusionThis study assessed the readiness of The Individualized Positive Psychosocial Interaction (IPPI) program in the nursing home (NH) setting from the perspective of NH providers implementing the IPPI. The evidence-based IPPI program is designed to help remediate distress and improve mood for residents living with dementia. NH staff are trained to engage residents in brief (i.e. 10-min) one-to-one, preference-based activities to alleviate emotional distress and enhance quality of life.NH providers (n = 15) who championed the IPPI implementation completed an exit interview based on the nine domains of the Readiness Assessment for Pragmatic Trials (RAPT). Interviews were audio-recorded, transcribed, and coded by RAPT domains, then scored by the research team to reflect an average for each domain.Providers rated the IPPI program’s readiness high on the domains of alignment, impact, risk, implementation protocol, evidence, cost, and acceptability. The domains of measurement and feasibility scored lower, likely due to broader contextual issues and require particular attention.Results illustrate that the IPPI program successfully aligns with stakeholder priorities, is a safe intervention with minimal risk, and has beneficial outcomes. The IPPI’s low cost, design, and alignment with organizational goals also facilitated implementation while measuring outcomes and staffing considerations impacted organizational capacity for implementation. [ABSTRACT FROM AUTHOR]

Internal audit is a function designed to assist companies in achieving their strategic goals. So far, internal audit is considered only as a fault finder so that its function is less acceptable in the work unit. Over time, internal audit has been accepted as a compliance tester in an organization. This compliance testing results in activities that are still a formality without any real action from the implementation of compliance procedures. In accordance with the times, especially in the field of technology, various kinds of risks threaten each organization such as cyber, market and other risks that affect the achievement of organizational goals. Risk-based audits are starting to be launched and implemented to be able to help management see which side of each work unit has potential risks and actions to mitigate risks. Internal audit designs each audit plan in each work unit to be able to sort out the work unit in each potential risk in each work unit. Internal audit findings are grouped into three parts of the risk group, namely, low, medium and high to be able to provide recommendations for urgent action with a high level of risk. Awareness of each work unit is also expected to be increased from the audit results so that in the future each work unit conducts self-assessment and supervision of any risks that arise or have the potential to arise in its work unit, and reports to Management so that the necessary follow-up can be carried out to prevent risks that will occur to a minimum. [ABSTRACT FROM AUTHOR]

BACKGROUND: Disability holds a unique position in employment, including corporate social responsibility (CSR) and diversity, equity and inclusion efforts. Furthermore, contextual shifts in employment, such as the COVID-19 pandemic, make it critical to explore how disability is considered within company strategies. OBJECTIVE: Authors reviewed 2020/2021 CSR reports to observe organizational disability inclusion practices and shifts in company approaches to workplace and community initiatives. This analysis helps illuminate what disability inclusion strategies businesses publicize and prioritize, contributing to the growing knowledge of disability inclusion. METHODS: Building from a previous analysis completed in 2018 (Gould et al., 2020), the current review involved content analysis of 129 CSR reports from companies recognized for their disability inclusion efforts. RESULTS: Results showed a substantial increase in organizations that participated in disability inclusion activities and illuminated potential contextual changes. Additional findings highlight primary disability inclusion strategies as well as emerging practices. CONCLUSION: Although there is an increasing interest in including disability within business efforts, there continues to be distinct challenges to advancing disability inclusion overall. By providing insights into disability inclusion approaches, the current study sets a foundation for future research to explore the efficacy and long-term impacts of inclusive practices to enhance disability employment outcomes. [ABSTRACT FROM AUTHOR]

The article discusses the International Council on Social Welfare's (ICSW) vision and priorities for the upcoming Summit of the Future, scheduled for September 2024, within the context of Agenda 2030. Topics include the importance of intergenerational equity and social inclusion, the role of digital transformation in social development, and the need to address the Sustainable Development Goals (SDG) financing gap to ensure equitable progress.

The European General Data Protection Regulation 2016/679 (GDPR) aims to harmonize data protection laws across European Union (EU) Member States. The goal of GDPR is to ensure respect of the fundamental right to protection of the personal data and privacy, to enhance security measures, including information technology (IT) for data protection, and to render natural persons control over their personal data. Importantly, companies, institutions, freelancers (including medical writers) located outside the EU and handling personal data of natural persons living on the territory of the EU must comply with GDPR. Medical writers edit documents related to the activities in health sector that comprise personal data, specifically health data considered as sensitive data. Therefore, medical writing should put in place robust security measures and comply with the GDPR. This article is a clarification of the GDPR notions, principles, technical and organizational measures applied to the medical writing to guarantee protection of the personal data and respect of individual's rights and freedoms. [ABSTRACT FROM AUTHOR]

Objectives: To investigate community health centers' (CHCs) health literacy. Design: A cross‐sectional study. Sample: A total of 374 CHCs were surveyed and 258 CHCs responded, with an effective questionnaire response rate of 69.0%. Measurements: Data were collected by using a self‐developed health literacy assessment tool to survey CHCs' health literacy throughout Taiwan from January to December 2019. Results: The item of organizational health literacy (OHL) with the highest proportion of CHCs not implementing them was "Design of easy‐to‐use computer applications and new media" (47.3% not yet achieved), followed by "Involving target audiences in document and service development" (34.9% not yet achieved). CHCs located in northern Taiwan had higher health literacy achievement scores than those in other regions, and those in urban areas had higher health literacy achievement scores than those in general and remote areas. Conclusions: This study identified items with poor implementation of OHL and found regional differences in health literacy among CHCs. The findings can inform the development of targeted interventions to improve health literacy in underperforming CHCs and guide policymakers in allocating resources to regions and areas in need of. [ABSTRACT FROM AUTHOR]

Although researchers have devoted great effort to explore the antecedents of altruistic behaviours (a type of organisational citizenship behaviours), the important role of technical factors (social media) remains unclear. Drawing on social comparison and organisational support theory, this study explored how social media affordances influence employees' altruistic behaviours from both positive and negative perspectives. In this study, 302 employees from organisations in China were surveyed. We found that social media affordances could facilitate employees' perceived organisational support and social comparison of ability. Perceived organisational support positively mediated the relationship between social media affordances and altruistic behaviours. Although the evidence did not support the notion that social comparison of ability could directly dampen altruistic behaviours, a post-hoc analysis found that it could dampen the positive impact of perceived organisational support on developing altruistic behaviours. This study expanded previous research focusing on only positive or negative effects of social media use in the workplace by investigating the dual effects and the interaction effect in between. Here, we discuss the results and provide practical guidance for managers and organisations. [ABSTRACT FROM AUTHOR]

Context: Medical education relies on real patient learning (RPL) to provide medical students with essential clinical experience. However, growing demand for clinical placements continues to be a challenge in providing sufficient RPL opportunities. The COVID‐19 pandemic forced academic institutions to rethink the delivery of traditional clinical training and innovations in online clinical learning experiences, specifically livestreamed clinical experiences, have emerged which show promise in addressing the capacity limitations of traditional placements. Although previous reviews have explored the use of livestreamed clinical experiences during the pandemic, there is a lack of rigorous theoretical framing to support these innovations. Objectives: The aim of this review is two‐fold: to examine the effectiveness of livestreamed clinical experiences through an experience‐based learning (ExBL) theory perspective and to provide practical recommendations to optimise and implement these innovations. Methods: A review of literature was conducted to identify journal articles published between September 2019 and January 2023 reporting on innovations relating to livestreamed clinical experiences. The search focused on undergraduate and postgraduate medical education but relevant evidence from other healthcare professions were also included due to a limited evidence base. Strengths and weaknesses were derived from the literature and analysed in relation to ExBL components. Results: Principal strengths of livestreamed clinical experiences included expanded access to RPL opportunities and medical specialties, enhanced standardisation of learning experiences and positive perceptions from students regarding convenience. Clinical educators found these innovations enabled teaching at scale. Patients did not perceive such innovations to negatively impact their standard of care. Limitations included the inability to practice physical examination skills, challenges in ensuring learner engagement and connectivity issues. Conclusion: Livestreamed clinical experiences have the potential to effectively expand placement capacity and provide high‐quality educational experiences for medical students. Although certain limitations exist, technological and pedagogical adaptations can help overcome these challenges. The application of theoretical frameworks to future online innovations will be fundamental to ensure effective clinical learning. Can livestreamed clinical experiences in medical education offer a high‐quality educational experience and a credible solution to longstanding problems with clinical placement? Find out here. [ABSTRACT FROM AUTHOR]

The article outlines her vision for enhancing the National Association of Teachers of Singing (NATS) in the 21st century, focusing on making the organization more inclusive and adaptive to current trends. Topics include fostering diversity in leadership, integrating technological advancements, and evolving to support various musical genres beyond classical traditions.

Along with the progress of economic development, the enhancement of national income, and the trend of population ageing in past years, people are annually increasing the medical expenses and enhancing the demands for medical devices. Being a part of healthcare, the requirements for the product safety and quality of medical devices are rather high. Manufacturers in the world therefore have to work hard to promote the competitiveness, attempting to achieve corporate goals and supply the best products to medical profession. Core competition combined resources are the sign of competitive advantage. Firms would build excellent competitive advantage through important resource combinations. A company tending to create competitiveness as well as build and lead new markets has to make investment earlier and continuously, apply the imagination to predict, develop, and investigate markets which have not been existed. The research focused on supervisors and employees in the medical device industry. The results reveal notable and positive effects of core competitiveness on strategic alliance and alliance performance, the understanding of how medical device firms apply strategic behavior in the competitive strategic means to reinforce the resource acquisition capability, and the reference for building the competitive advantage after strategic alliance and drafting appropriate competitive strategies for the business management of a domestic firm in medical device industry. It is expected to propose more specific suggestions for firms in medical device industry using core competitiveness in strategic alliance and dedicating to the promotion of competitive advantage. [ABSTRACT FROM AUTHOR]

Organizations need high performance from their employees to achieve their goals, provide specialized services and products, and ultimately secure a competitive edge. Performance is also a source of satisfaction for employees, as it creates feelings of mastery and pride. Different leadership styles positively influence both employee performance and organizational excellence; thus, the present study aimed to analyze the relationship between a novel leadership style based on attachment theory, secure base leadership, and job performance (i.e., task and conceptual performance and counterproductive work behaviors). Additionally, a passive-avoidant leadership relationship with performance dimensions is analyzed. Using partial least squares structural equation modeling with self-reported data from 422 Spanish employees, the results show that secure base leadership is positively related to task and contextual performance, while it is negatively related to counterproductive work behaviors. The opposite pattern is found for passive-avoidant leadership (except for the link between passive-avoidant leadership and contextual performance, which is not significant). The promotion of secure base leadership within organizations allows for the cultivation of a supportive environment that favors work behaviors that are aligned with organizational objectives, and since leadership can be trained, these results are relevant for practitioners in organizations. [ABSTRACT FROM AUTHOR]

The case is based on the current performance management system (PMS) followed by THDC India Ltd. (THDCIL). It intends to provide inputs about the importance of sound and objective performance management as a key HR subsystem that helps in planning, measuring and integrating performance, contributing towards organizational and business objectives, and developing a collaborative organizational culture. The case portrays an incident of performance review grievance between a superior (Mr Ajay Kumar) and a subordinate (Mr Prashant Kumar) and shows an organization's struggle to handle an inefficient performance planning claim by a subordinate. Despite creating a clear mandate and SMART (specific, measurable, attainable, realistic and timely) PMS goals, the HR team and employees are continuously showing resistance to discuss and develop SMART KRAs and KPIs collaboratively. It further talks about the issues in the performance planning process regarding goal setting, providing regular feedback and managing performance effectively while actively engaging employees. It also states how an incident about the unsatisfactory appraisal rating of Mr Prashant Kumar led to organizational chaos and employee dissatisfaction. It further provides insights into managing an aggrieved manager using performance review discussion and coaching. It also intends to give students an insight into the different steps in designing and modifying performance management to suit business requirements. The case may help students appreciate the different roles played by HR, such as employee champion, administrative expert, strategic partner and change agent for aligning and achieving individual, team and organizational goals and objectives. They would also gain knowledge and skills to understand the role of HR in designing, executing and managing the PMS by analysing a real-life situation. [ABSTRACT FROM AUTHOR]

Marketing mix strategy plays an important role and serves as a road map for achieving organizational and marketing objectives. An effective marketing mix in the food brand segment strengthens the product's image, recognition, perception and market share by offering superior value to its customers. The purpose of this case study was to review the marketing mix strategy of a local spice brand with a focus on the bottom of the pyramid (BOP) customers. The case revolved around many questions, encompassing several aspects related to brand marketing, marketing mix strategies, communication and brand distribution, and the company's core values and vision and its alignment with the mission. The data for this case study were acquired from secondary sources. The information set highlighted the marketing mix and raised questions regarding the underlined challenges faced by the brand for penetrating and maintaining its presence in the market. [ABSTRACT FROM AUTHOR]

Effective project management is crucial for organizations to achieve strategic objectives and maintain competitiveness in today's market. The project management office (PMO) has emerged as a key enabler in enhancing project management effectiveness through centralized oversight, support, and standardization. However, evaluating the effectiveness of PMOs and identifying areas for improvement remain challenging. This paper aims to provide a comprehensive overview of project management effectiveness and the role of PMOs in achieving organizational success by establishing a maturity rating system. The research objectives include identifying critical success factors relevant to sustainable PMO effectiveness, reviewing existing literature on project management maturity models, analyzing data through literature review and questionnaires, developing a rating system based on identified success factors, and contributing to the existing literature on PMOs. The literature review and thematic analysis identified five critical themes—organizational culture, governance, competence, project controls, and engagement—each with corresponding success factors. Questionnaires were used to assess the maturity levels and relative importance of these factors, where the AHP analysis determined the weighted importance of each success factor and category. The results highlight the critical success factors for PMOs: collaboration, effective leadership, alignment with organizational goals, knowledge management, project planning, risk management, stakeholder satisfaction, and communication. By establishing a standardized and objective approach to evaluating sustainable PMO effectiveness, organizations can enhance their sustainable project management practices, improve project success rates, and address the challenges associated with evaluating PMO performance. Ultimately, adopting a systems approach enables PMOs to align strategies with organizational goals and foster a culture of continuous improvement. [ABSTRACT FROM AUTHOR]

Sustainable development has become a corporate goal all over the world, and innovation as a crucial prerequisite for sustainable development has attracted much attention. This study investigates the relationship between the business environment and corporate innovation in Chinese A-share listed enterprises from 2017 to 2020. We use a complex indicator to measure the business environment and use multiple regression models to conduct the analysis. The findings suggest that a favorable business environment promotes corporate innovation by reducing financing constraints and environmental uncertainty. Compared to non-state-owned enterprises, the positive impact of the business environment on corporate innovation is enhanced in state-owned enterprises. Concentrated ownership enhances the positive impact of a favorable business environment on corporate innovation. Our study provides a new analytical perspective on the relationship between the business environment and corporate innovation in the context of China. [ABSTRACT FROM AUTHOR]

Background: Staffing shortages across the healthcare sector pose a threat to the continuity of the Canadian healthcare system in the post-COVID-19 pandemic era. We sought to understand factors associated with turnover intention as well as Canadian healthcare providers' (HCPs) perspectives and experiences with turnover intention as related to both organizational and professional turnover. Method: A convergent questionnaire mixed-methods design was employed. Descriptive statistics and ordinal logistic regressions were used to analyze quantitative data and ascertain factors associated with turnover intention. Thematic analysis was used to analyze qualitative open-field textbox data and understand HCPs' perspectives and experiences with turnover intention. Results: Quantitative analyses revealed that 78.6% of HCPs surveyed (N = 398) reported at least a 25% turnover likelihood regarding their organization, with 67.5% reporting at least a 25% turnover likelihood regarding their profession. Whereas regression models revealed the significant impact of years worked, burnout, and organizational support on turnover likelihood for organizations, age, sex, burnout, and organizational support contributed to the likelihood of leaving a profession. Patterns of meaning drawn from participants' qualitative responses were organized according to the following four themes: (1) Content to stay, (2) Drowning and no one cares, (3) Moral stressors, and (4) Wrestling with the costs and benefits. Conclusions: Many HCPs described weighing the costs and benefits of leaving their organization or profession during the COVID-19 pandemic. Although challenging working conditions, moral stressors, and burnout may play a significant role in HCPs' experiences of turnover intention, there is ample room to intervene with organizational support. [ABSTRACT FROM AUTHOR]

Despite the prevalence and importance of multiple goals for organizations, research on how organizations respond to performance on multiple goals continues to be limited and has examined only search intensity as the focal response, ignoring that search may occur in different locations. We extend the research on multiple goals by developing and testing novel theory on the relationship between performance feedback on multiple goals and the locus of search. Drawing upon the behavioral theory of the firm and using panel data from global pharmaceutical firms, we first show that when performance is below aspirations on a primary goal, a firm's propensity to engage in distal search increases along both the technological (i.e., familiar vs. unfamiliar search) and the organizational dimension (i.e., internal vs. external search). However, building on more recent literature that points to the need to consider multiple goals of unequal importance and, specifically, the self-enhancement perspective, we argue and find that performance on a secondary goal modifies this pattern, particularly when performance on a primary goal is unsatisfactory. Under feedback inconsistency, where performance on a primary goal is low but performance on a secondary goal is high, decision-makers decrease distal search to both unfamiliar technological areas and areas external to the organization. Our theory and findings highlight the importance of performance feedback regarding multiple goals in regulating the key locus of search choices and extend research on self-enhancement and learning from performance feedback. [ABSTRACT FROM AUTHOR]

Background: The corn supply chain is vital for food security and economic stability regionally and globally. This study integrates sustainable supply chain management with location optimization to address trade-offs from climate change, economic viability, and environmental impact while assuming the constant social obligation inherent in the supply chain structure. Methods: This study employs a mixed-integer programming (MIP) framework to optimize facility locations in North Dakota, including corn production zones as suppliers and ethanol plants as consumers. Primary objectives include cost minimization and greenhouse gas reduction, enabling the prioritization of economic or environmental goals as per organizational strategies and regulations. This approach ultimately maximizes resource utilization by ensuring efficient production and distribution practices. Results: The case study results highlight the optimal selection of 20 out of 30 corn production zones to meet statewide ethanol plant demand efficiently. Using compressed natural gas (CNG) instead of diesel could potentially save USD 2 million annually and cut carbon emissions by up to 1148 thousand tons per year, demonstrating meaningful progress toward economic and environmental sustainability within the supply network. Conclusions: The presented work offers a systematic methodology for designing sustainable supply chains for various agricultural products, aligning with the broader goal of promoting sustainability and resilience for efficient agricultural production and distribution systems. [ABSTRACT FROM AUTHOR]

When Appreciative Inquiry practitioners recognise Artificial Intelligence's influence, it can help them create an environment that combines technology with humancentred values, facilitating an organisation that is not only efficient, but also inclusive and fair. This article points out the many opportunities for Appreciative Inquiry to contribute to organisational conversations and development efforts around trustworthy Artificial Intelligence. [ABSTRACT FROM AUTHOR]

Purpose: This study analyses the effects of firm efficiency on firm performance and how controlling shareholders moderate the link between the two variables. Design/methodology/approach: This study employs data envelopment analysis to estimate firm efficiency and the panel regression method to assess the hypothesised relationships among 1,295 firm-year observations of publicly listed firms in Malaysia from 2015 to 2019. Findings: The results indicate that firm efficiency (technical efficiency, pure technical efficiency and scale efficiency) has mixed relationships with firm performance (return on assets, market-to-book ratio and operating cash flows), all of which are being moderated by controlling shareholdings. Practical implications: This study highlights the importance of assessing firm efficiency as the key success factor for improving firm performance. Industrial managers should manage efficiently their resources or operating costs in achieving their corporate financial goals. Moreover, this study notes the presence of controlling shareholders, who can be either self-interested or company goal aligned. Originality/value: This study suggests becoming efficient in transforming inputs into outputs is a prerequisite before investigating accrual-based and cash-based firm performance measures, and the presence of controlling shareholders matters in these regards. [ABSTRACT FROM AUTHOR]

Purpose: Business strategy issues increasingly concern value realized from supply resources. However, how supply resources are valorized by managerial factions in a strategic issue setting is not sufficiently explored. In organizations operating in complex business contexts, several strategic agendas and supply value perceptions typically coexist. This study aims to explore the process of developing corporate attention towards supply-related strategic issues and how it links to sourcing strategy. Design/methodology/approach: An explorative longitudinal case study within the food industry is conducted. Data are collected in a four year period. Working physically from the case company made it possible to be close to the company's actors. The first author participated in 26 formal team meetings ranging from 1.5 h to 3 days long, conducted 28 interviews across managerial levels and functions and participated in informal verbal and written communications. Findings: This study explores strategizing efforts of organizations and scrutinize consequences of strategic ambiguity for sourcing strategy and supply resources. Furthermore, this study outlines implications for management and theory development. Research limitations/implications: Since this paper is based on an in-depth single case study, its findings are not empirically generalizable. Practical implications: This paper suggests that managers should pay stronger attention to constituents' valuation of supply resources, and how they fit with the different strategic agendas within the firm. By doing so, a more comprehensive supply resource mobilization is possible. Originality/value: Business strategy research increasingly focuses on the value of supply resources for a buying firm's business strategy (Kotabe and Murray 2018; Lee and Rammohan 2017; Schiele, Calvi, and Gibbert 2012). In a context where the value obtained from sourcing is gaining increased importance, more organizations link supply policies with corporate strategic goals (Andersen, Ellegaard, and Kragh 2016; Hesping and Schiele 2015; Pardo et al., 2011). However, existing supply chain research does not incorporate an organization's strategizing efforts, when considering supply resource valuation, and how this can be a source of ambiguity to sourcing strategy. The is the paper's contribution. [ABSTRACT FROM AUTHOR]