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Background This review summarizes applications of organizational theory and management research to cardiac surgery as it relates to patient outcomes and the adoption of new technology. Methods A total of 17 papers published in top organizational theory and management journals from 2000-2020 that examined the cardiac surgery care setting were included. Findings were classified according to two major outcomes of interest: patient care and new technology adoption patterns. Findings were further stratified based on whether predictors of these outcomes were individual-, team-, or organizational-level factors. Results A growing number of studies in the organizational theory and management literature has been using the cardiovascular care setting as a research context. Applying the various theoretical lens of organizational theory, these studies have studied how individual-, team-, and organizational-level factors influence 1) patient care outcomes such as patient mortality rates, readmission rates, post-surgery complication rates, surgery duration, and length-of-stay and 2) the adoption of new technologies or the abandonment of old technologies. Examples of these factors include task specialization, multi-siting, attribution, team familiarity dispersion, distribution of failure, workload, responsibility complementarity, expertise, team learning processes, technology status, organizational missions, and organizational status. Conclusions Well-established and studied principles from the fields of organizational theory and management research can provide unique and valuable insights into how care processes, individual attributes, systems-related factors, and the interplay between such factors affect cardiac surgical patient outcomes and clinical care. Expanding collaboration between these fields and clinicians in cardiac surgery seems prudent.

A rarely acknowledged fact about organization theory (OT) is that many of its ideas stem from the field of artificial intelligence (AI). For example, key OT concepts such as problemistic search, he...

Purpose This paper aims to contribute to the understanding of the mechanisms that evolve during reputational scandals and lead to changes in industry regulation. It explores the processes by which a demand for external industry regulation evolves, also addressing the consequences of firms’ competitive behaviors which lead to substantial misbehavior and the destruction of reputational capital. The authors are interested in whether and how regulatory activities – in the case analyzed here, changes in insurance regulation regarding sales commissions for insurance brokers – are used as a costly, external behavioral control mechanism (third-loop learning) to terminate a reputational scandal that cannot be stopped by internal controls at a firm level (first-loop and second-loop learning) anymore. Design/methodology/approach The paper explores a real-life case in the German insurance industry that peaked in 2012 and has been well documented by broad media coverage, complemented by interviews with leading industry representatives. Using causal process tracing as a methodology, the authors study the factors in the case that led to an industry scandal. The authors further analyze why the insurance firms involved were not able to limit the scandal’s impact by internally controlling their behaviors, but had to call for external regulation, thus imposing costly restrictions on sales and contract processes. To identify the mechanisms underlying this result, theories from the fields of economics (game theory) and sociology (vicious cycle of bureaucracies), as well as organizational learning theory, are used. Findings The authors find that individual rationality does not suffice to prevent insurance firms from scandalous business practices, e.g. via implementing appropriate internal behavioral control measures within their organizations. If, as a result, misbehavior leads to reputational scandals, and the destruction of reputational capital spills over to the whole industry, a vicious cycle is set in motion which can be terminated by regulation as an externally enforced control mechanism. Research limitations/implications This study is limited to the analysis of a single case study, combining published materials, e.g. broad media coverage, with interviews from representatives of the insurance industry. Nevertheless, the underlying mechanisms that have been identified can be used in other case studies as well. Practical implications The paper shows that if firms want to avoid increasing regulation, they must implement strong reputational risk management (RRM) to counteract short-term profit pressure and to avoid restrictive regulation imposed on the industry as a whole. Furthermore, it sheds light on the relevance of spillover effects for RRM, as not only employee behavior within an organization might lead to the destruction of reputational capital but also that from other firms, e.g. from elsewhere within an industry. Originality/value The paper contributes by emphasizing a direct causal link between corporate scandals, loss of reputation and regulatory change within the insurance industry. Furthermore, the paper contributes by combining economic theories with organizational theories to understand real-life phenomena.

Mistreatment in childbirth is institutionalized in many healthcare settings globally, causing widespread harm. Rising concern has elicited research on its prevalence and characteristics, with limited attention to developing explanatory theory. Mistreatment, a complex systemic and behavioral phenomenon, requires social science theory to explain its persistence despite official norms that promote respectful care. Diane Vaughan’s normalization of organizational deviance theory from organizational sociology emerged from studies of how things go wrong in organizations. Its multi-level framework provided an opportunity for analogical cross-case comparison to elaborate theory on mistreatment as normalized organizational deviance. To elaborate the theory, the Tanzanian public health system in the period of 2010–2015 was selected as a case. A broad Scopus search identified 4068 articles published on the health system and maternal health in Tanzania of which 122 were selected. Data was extracted using a framework based on the theory and reviews of mistreatment in healthcare. Relationships and patterns emerged through comparative analysis across concepts and system levels and then were compared with Vaughan’s theory and additional organizational theories. Analysis revealed that normalized scarcity at the macro-level combined with production pressures for biomedical care and imbalanced power-dependence altered values, structures and processes in the health system. Meso-level actors struggled to achieve production goals with limited autonomy and resources, resulting in workarounds and informal rationing. Biomedical care was prioritized, and emotion work was rationed in provider interactions with women, which many women experienced as disrespect. Analogical comparison with another case of organizational deviance based on literature enabled a novel approach to elaborate theory. The emergent theory sheds light on opportunities to transform systems and routinize respectful care. Theory application in additional settings and exploration of other social theories is needed for further understanding of this complex problem.

How far Organization Theory can shed light on complex peacekeeping operations, observing the explanatory power and differences among more hierarchically-based approaches and network theory? It also makes the case for further research on why and how local elites, experienced with foreign intervention, hijack international organizations to advance their own interests., Como a Teoria das Organizações pode esclarecer operações de manutenção da paz complexas, observando o poder de explicação e as diferenças entre as abordagens mais baseadas em hierarquia e a teoria de redes? Isso também propicia uma pesquisa mais afundo em por que e como as elites locais, experientes com a intervenção estrangeira, “sequestram” as organizações internacionais para promover seus próprios interesses.

Purpose Despite its significance, national culture is often underrepresented in the hospitality industry. Implementing tools such as the global leadership and organizational behaviour effectiveness (GLOBE), whilst valuable to a considerable extent, might induce false assumptions about the universality of managerial practices for hotels through purposefully ignoring the in-group variations within each cultural cluster. Because employees’ perceptions are deeply rooted in context-specific value systems, this study aims to challenge the tendency to adopt a globalized approach to leadership and management through investigating potential variations in employees’ perceptions in two countries in the south Asian cluster of the GLOBE. Design/methodology/approach Data were collected by using hard-copy and online convenience-sampling techniques from a sample of hotel employees and managers in Iran (392) and India (421). Structural equation modelling using AMOS 22 was adopted to test the hypotheses. Findings Both similarities and differences were observed between the Iranian and Indian contexts. The similarities confirm that GLOBE is correct to place them in the same regional cluster but the differences which relate to perceptions of organizational justice are also revealing. Whilst procedural justice affects organizational factors that influence employee motivation with the Iranian sample, distributive justice has no effect, whereas with the Indian sample these results were the other way around. Practical implications For scholars and practitioners, the authors show that organizational theories and concepts cannot necessarily be transferred from a Western context to other parts of the world without making adjustments for national culture and generalizations cannot even be made within regions of similar culture. For example, this study shows that in Iran organizational justice is perceived differently from how it is perceived in India. Originality/value This study extends the literature about the effect of national culture on the hotel employees’ cognitions and behaviours by shedding light on the divergence between countries within the same regional cluster in the GLOBE classification.

Organizations rarely invest in contingent employees, at least relative to the human resources efforts commonly afforded to permanent workers — but should they? Traditional social exchange theory suggests that motivation and loyalty should be difficult to cultivate in short-term, fixed-term relationships like contingent employment. However, a novel social exchange model (i.e., the anchoring model) suggests that socioemotional exchange relationships can develop quickly in response to highly salient “anchoring events.” We position employee onboarding as a positive anchoring event that can quickly and durably drive contingent workers’ socioemotional exchange in the form of work engagement, self-reported task performance, and intent to return to the employing organization. Specifically, we develop and test a temporally grounded process model based on the three proposed stages of the anchoring model. Our model was supported across two studies, an initial cross-sectional evaluation of the basic model within a heterogenous sample of contingent workers (n = 121), followed by a three-wave evaluation of the more detailed process model among an organizational sample of seasonal workers (n = 378). Findings provide evidence that the anchoring model, including the expanded framework developed here, explains contingent workers’ attitudinal and behavioral responses to human resources initiatives in a way that traditional organizational theories have not fully achieved. Finally, recommendations for effectively managing contingent workers, through onboarding as well as through other efforts such as training and development, are also discussed.

Drawing from resource dependence theory, this study explores the extent to which international student enrollment related to institutional decisions to shift to in-person instructional strategies during the COVID-19 pandemic. We focus our study particularly on July 2020, a time during which tensions around international students’ legal status in the US were especially high. Our results suggest that leaders at private not-for-profit institutions were significantly more likely to shift instructional strategies to include more in-person instruction, thus allowing more international students to enroll but also placing at risk the health of individuals on their campuses and in their local communities. A similar result was not found for public institutions. These results speak to the extent to which private institutions in the US have become financially dependent on international students’ tuition and have clear implications for the financial futures of US higher education institutions. Supplementary Information The online version contains supplementary material available at 10.1007/s10734-021-00768-7.

With rapid advancements in machine learning, we consider the epistemological opportunities presented by this novel tool for promoting organizational theory. Our paper unfolds in three sections. We ...

This paper examines the current state of service quality research through various organizational theoretical perspectives and identifies potential research directions that can be explored to provid...

This study investigated the moderating role of macroeconomic factors in the relationship among CFV and DMS by considering a sample of 380 listed non-financial firms of Pakistan over a period from (1999-2018). Ordered probit regression and executed some standard econometric techniques such as two-way fixed effect, generalized method of moments (GMM), to explain the robustness of main findings. The study findings endeavor that role of macroeconomic factors weakens the CFV relationship with DMS. In addition, carried out a conditional analysis to analyze the effect of cash flow volatility on debt maturity structure at different percentiles (25th, 50th,75th) of macroeconomic variables. The conditional effects results indicate that when inflation, money supply and interest rate vary from low to high level, the inverse effect of cash flow volatility on debt maturity structure is determined. However, when a country experiences higher economic growth the direct effect of cash flow volatility on the debt maturity structure is determined. this research findings suggest some recommendations in the subsequent ways: Firstly, firms when facing variation in the earning level may mitigate their financial distress, cost of bankruptcy by choosing short-term maturity debts. Secondly, the role of macroeconomic factors should be considered by the financial managers in the decision-making process as it effects the firms DMS. Thirdly, non-financial firms, banks, financial institutions may lessen their risk of non-performing loans by limiting their financing when experiencing high CFV.

PurposeAmbiguity has become a central concept in strategic communication research in recent years. This paper addresses three central deficits in the research to date. First, clarity-focused approaches and ambiguity-focused approaches are in opposition to each other, resulting in an exaggeration of the advantages and opportunities of the respective favored perspective and affording the opposing position little justification at best. Second, research on strategic ambiguity is by and large limited to the organizational perspective and has little interest in societal change. Third, there has been barely any research into concrete practices of strategic ambiguity and these practices have never been systematized.Design/methodology/approachThe research questions will be answered on the basis of the “Theory of Social Systems” (TSS) by Niklas Luhmann, which can be attributed to the “Communication Constitutes Organization” (CCO) perspective. This perspective seems appropriate because the important concepts of communication and decision making play a central role in the TSS.FindingsStrategic communication oscillates between clarity and ambiguity in order to defuse the dilemma and paradox. The re-entry of the distinction is a second-order observation and, thus, reveals the blind spots of clarity- and ambiguity-focused approaches. On this basis, a systematic approach is developed that encompasses various different dimensions of strategic clarity and ambiguity.Practical implicationsThe paper focuses on the oscillation between strategic ambiguity and strategic clarity, making clear that the aim is not simply to substitute a new dominance of ambiguity for the clarity that has dominated textbooks thus far. Instead, it is a matter of reflective management of the distinction between strategic ambiguity and strategic clarity. The systematization of the practices of strategic ambiguity and strategic clarity can ultimately be used as a toolbox for the concrete application of strategic ambiguity and strategic clarity.Originality/valueOvercoming the dualism of clarity-focused and ambiguity-focused approaches makes it possible, first, to explore the situational use of strategic clarity and strategic ambiguity. Second, the societal theoretical perspective shows the way in which organizations respond with strategic ambiguity to the increase in social contradictions without, however, being able to abandon strategic clarity. Third, using the systematic approach to the dimensions presented here, these practices can be described and examined in context.

Harassment is a common experience for medical and healthcare trainees. Experiencing harassment can have significant consequences for trainees in multiple domains, including mental, physical, social...

The purpose of the article is the development of the concept and fundamentals of the innovatics of higher education, further development, and improvement of higher education innovatics, the definition of directions, and management of innovations in the field of higher education and science. Higher education innovatics, proposed by the authors, studies and summarizes theoretical issues and practices of implementing and managing innovation activities of higher educational institutions, scientific institutions, organizations and management bodies associated with the higher education system. This article analyzes innovative changes in the higher education system caused by the environment of academic capitalism. Among them: basic issues of the organizational theory of higher education innovatics; analysis of the direction and impact of innovation processes in the field of higher education and science on the objects and subjects of innovative transformations; the role of the state in the management of innovation activities in the field of higher education and science; types of innovations in the higher education system that can lead to innovative changes; innovations of economic and market type in higher education; innovations of organizational type in the higher education sphere; innovations of educational and pedagogical type in the system of higher education; means and tools for innovation management in education; problems of the forced or emergency distance learning, etc.Innovative activity in the field of higher education and science leads to serious innovative transformations both in the entire field of higher education and science, and in its subjects – universities, research institutes, and related organizations and institutions.

La finalidad de esta investigación es detallar y examinar la aproximación conceptual de la gestión de los municipios y su influencia en la gobernabilidad como un factor muy importante en el bienestar de los ciudadanos, el fundamento está centrado en la teoría organizacional como principal fuente que se debería impulsar el estado en sus instituciones públicas, así mismo mejorar las capacidades de los recursos humano para un mejor desempeño eficiente para el logro de sus objetivo del mismo modo en la investigación realizada hacemos relevancia que es muy importante que los ciudadanos participen ya que esto contribuye al desarrollo de las localidades. Para ello se ha hecho revisión sistemática de artículos publicadas en revistas científicas de scielo, Redalyc y revistas indexadas latindex cuyas publicaciones estén comprendidas entre el 2015 al 2020 para el cual se ha desarrollado una base de datos de 10 artículos los resultados obtenidos de estas investigaciones nos permitirá hacer las discusiones y con ello llegar a las conclusiones de como la gestión municipal efectiva tiene un impacto positivo para una buena gobernabilidad y su estudio, diagnostico incidirá de manera oportuna para futuras investigaciones.

Primary care healthcare organizations are complex and multidimensional, and there has been much discussion about the potential dangers of focusing on outcomes as quality indicators in isolation without understanding the processes and system characteristics that drive them. Organizational health, as a concept, shifts the focus of measurement upstream and considers the elements needed for sustainable long-term success. This study has both designed and tested the first survey seeking to measure organizational health specifically within the context of primary care. A stepwise approach was taken to ensure that the validity and reliability of the survey was examined at multiple stages.Supplemental data for this article is available online at https://doi.org/10.1080/00185868.2021.1947164.

Makalah ini membahas tentang penerapan penganggaran berbasis kinerja pada institusi pendidikan tinggi di Indonesia. Kajian ini menggunakan metode pustaka dengan analisis narasi untuk memperdalam pengetahuan tentang penganggaran berbasis kinerja. Kesimpulan yang dapat ditarik dalam kajian ini adalah penerapan penganggaran berbasis kinerja memainkan peran penting dalam mewujudkan perguruan tinggi yang berkualitas. Untuk menerapkan penganggaran berbasis kinerja, perguruan tinggi harus mempertimbangkan kompetensi manajemen, komitmen organisasi, sistem penghargaan, dan kualitas perguruan tinggi. Makalah ini memberikan perspektif yang berbeda untuk memahami penerapan penganggaran berbasis kinerja dengan mengintegrasikan teori manajemen kelembagaan dan teori organisasi dalam menetapkan tujuan organisasi.

Background: Universities continue to experience pressure to prepare work-ready graduates. In Ontario, this has recently taken the form of new provincial funding metrics which include experiential education. This places more formal pressure on all provincial universities to foster experiential education. Purpose: This study focuses on the organizational dynamics within a selected university as it developed an Experiential Education Certificate (EEC). Methodology/Approach: Using a qualitative approach, this case study relies on multiple methods. Content analysis was used to analyze textual data that framed the EEC. Semi-structured interviews ( n = 12) with institutional actors were used to analyze how experiential education is framed administratively and practiced at the technical level of the university. Findings/Conclusions: Although the EEC reflected a management logic, it was not fully aligned with the academic logic of ground-level technical actors (e.g., professors). Institutionalizing experiential education has implications for multiple logics at play within universities and thus requires more “logic work” of those working within. Implications: This exploratory study lays the groundwork for further theorizing experiential education from an organizational perspective, namely, studying experiential education across disciplines, theorizing at the field level, and including administrators.

Positive motivation to perform work tasks has been associated with better performance and outcomes in both the organizational and informal education literature. In environmental education (EE), thi...

Purpose The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts. Design/methodology/approach This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review. Findings Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development. Research limitations/implications This review discusses practical implications for human resource management practitioners. Originality/value This review is a unique attempt to assess the human capital and well-being literature systematically.

Research at the intersection of feminist organizational theory and techno-science scholarship notes the important role that gender plays in technology design, adoption, implementation, and use and how technology shapes and is shaped by gender and gendered work life. While governments are committed to advancing gender equity, feminist theory is rarely applied to the study of technology in government, thus limiting our ability to fully understand gendered outcomes of e-government. In this paper, we argue that e-government research and practice can benefit from drawing from three streams of feminist research: 1) studying gender as social construction, 2) researching gender bias in data, technology use and design, and 3) assessing gendered representation in technology management. Drawing from feminist research, we offer six propositions and several research questions for advancing research on e-government and gender. We contribute to research on gender and e-government by advocating for a feminist approach to the analysis of the adoption and implementation of technology in government settings from the perspective of public managers and employees.

In the past 15 years, SEIPS (Systems Engineering Initiative for Patient Safety)1–3 and related conceptual models4 5 were developed to study and improve healthcare. These theoretical models depict how work systems affect health-related outcomes, such as patient safety, and can be used to guide research and improvement efforts. Various versions of the SEIPS model have been used by academics and practitioners, but a recent review argued that broader use and benefits can be achieved through ‘an easy-to-use version of the model and simplified tools for model application’.6 This concords with repeated requests we have received for simple, practical tools to apply SEIPS and with the general critique regarding the dearth of easy to use systems engineering tools.7 Accordingly, we offer SEIPS 101, a simplified, practice-oriented SEIPS model meant for easy use by practitioners, researchers and others, regardless of prior familiarity with SEIPS. We also for the first time present seven simple SEIPS tools virtually anyone can use off-the-shelf. The SEIPS model is a theoretical model rooted in human-centred systems engineering or ‘human factors/ergonomics’.8 9 All versions of the model depict three major components, the work system, processes and outcomes; key characteristics or factors of each; and how the components affect one another. The SEIPS model has been used to understand or design sociotechnical systems and has supported evaluation, planning and research activities. The first version of the SEIPS model was published in 2006 in this journal by Carayon and colleagues,1 based on work dating to the 1980s.10–12 The next addition to the SEIPS family was SEIPS 2.0, proposed by Holden et al 3 primarily to address the work done by patients, families and other non-professionals. SEIPS 2.0 made theoretical expansions to the work system, processes and outcomes components and introduced the configural diagram …

PurposeThe purpose of this paper is to deepen the understanding of adaptive governance, which is advocated for as a manner to deal with dramatic changes in society and/or environment. To re-think the possible contributions of organizations and organization theory, to adaptive governance.Design/methodology/approachBased on social systems theory this study makes a distinction between “governance organizations” and “governance communities.” Organizations are conceptualized as the decision machines which organize and (co-)steer governance. Communities are seen as the social environments against which the governance system orients its operations. This study considers the adaptive mechanisms of organizations and reflect on the roles of organizations to enhance adaptive governance in communities and societies.FindingsDiverse types of organizations can link or couple in different ways to communities in their social environment. Such links can enhance the coordinative capacity of the governance system and can also spur innovation to enable adaptation. Yet, linking with communities can also slow down responses to change and complexify the processes of deliberation in governance. Not all adaptive mechanisms available to organizations can be used in communicating with communities or can be institutionalized, but the continuous innovation in the field of organizations can inspire continuous testing of small-scale adaptive mechanisms at higher levels. Society can thus enhance its adaptive capacity by managing the role of organizations.Originality/valueThe harnessing of insights in organization theory and systems theory for improving understanding of adaptive governance. The finding that both experiment and coordination at societal level are needed, toward adaptive governance, and that organizations can contribute to both.

PurposeInnovation partnerships are a popular model for organizing publicly supported innovation projects. However, partners often have different timelines and planning horizons, understanding of purpose and concepts of value. This hybridity poses organizational challenges pertaining to trust, goal setting, learning and coordination, which may lead to “mission drift,” i.e. compromising or displacement of intended goals. Despite the risk mission drift poses, its underlying dynamics are not sufficiently understood, and the means to mitigate it are unclear. This study aims to address these questions.Design/methodology/approachThrough eight broad and one deep case study of innovation partnerships funded by Innovation Fund Denmark (IFD), the authors investigate how partnerships reconcile multiple expectations and interests within the IFD framework and how this might lead to mission drift. The authors draw upon existing theories on the organizational challenges of innovation partnerships and supplement these with new empirically based propositions on the risk of mission drift.FindingsThis study identifies a core tension between partnership complexity and the degree of formalization. Depending on how these dimensions are combined in relation to particular goals, the partnership mission is likely to become narrower or more unpredictable than intended. Thus, the authors theorize the significance of partnership composition and requisite formalization for a given innovation purpose.Originality/valueThis study contributes to the theoretical understanding of mission drift in innovation partnerships by opening the organizational black box of partnerships. The findings underscore the value of explorative case studies for specifying the contingencies of organizational design and governance mechanisms for different innovation goals.

This survey of faculty advisers examined major variables and findings of past research on student-run agencies using organizational theory. Larger agencies appeared to offer training in more formalized business procedures among a more diverse client base, found in previous research to be helpful to student-run agency graduates now on the job. Hopefully, results will help future researchers identify which factors may best facilitate specific student performance outcomes at agencies of all types and sizes.

This article examines the effects of board turnover on nonprofit financial performance: resource acquisition and utilization. Governing board members play key roles in connecting organizations with external environments and ensuring that executives properly manage the organizations to achieve organizational missions. They also help in effectively attracting and appropriately utilizing financial resources. Given the importance of governing board members, any turnover occurring in the board should affect nonprofit financial performance. Using insights from organizational theories, we argue that the relationship between board turnover and the ability of UW organizations to acquire and utilize funds is nonlinear (first positive and then negative). We find general support for the hypothesis, which yields implications for both research and practice of board governance and human resources management in the nonprofit sector.

International policy trends point to an increased focus on student achievement, teaching quality, and school outcomes. Attention to Swedish students’ poor academic achievement over the past two decades has resulted in an increased emphasis on the responsibility of municipalities and schools to create a better educational atmosphere through building quality control systems at the local level. The purpose of this study is to contribute in-depth knowledge of not only how local education authorities (LEAs) support and control schools through quality management systems but also how these local governance strategies are conditioned and obtain legitimacy in relation to the national governance of schools. Based on interviews with LEA actors in one large municipality in Sweden, as well as observations of meetings within the quality management system, this paper uses an organizational theory to explore what appears to be important in a LEA quality management system and the tensions between the state, the municipality, and the school. The results show that the LEAs’ quality management system is based on three specific strategies: (a) data use, (b) leadership, and (c) different forms of dialogues, which, in turn, contribute to relatively close system connections. The exception is the LEAs’ ability to sustainably contribute to equity in outcomes and quality, where different tensions become clear. There is some support for the LEAs’ potential to contribute to stability and coherence in relation to national governance and to the local schools.

Female representation in policing has stagnated over the past three decades, even with repeated calls for diversification. One explanation for this is that agency attempts to diversify the workforce are merely perfunctory—departments recruit and hire women to placate reformers, but then remove them at opportune times. Guided by the gendered organizations framework, this study uses secondary data from the New York Police Department (NYPD) to examine the extent to which the NYPD used the discretionary nature of probation to remove women from the ranks. We find that a substantially higher percentage of women (compared to men) were terminated from the NYPD during probation, and for relatively minor offenses. We discuss the theoretical and policy implications of these findings.

The ability of open crowds to produce useful and novel solutions is of significant research and practical interest. Much of the existing research has assumed that crowd participants approach problem-solving autonomously and independently of one another. In the Stack Exchange network, we explored problems posted by open crowds and the sequences of suggestions and comments leading up to a solution that was novel and judged by the solution seeker as useful for solving the problem. In the sequences of suggestions, we found indications of self-organization as the crowd emergently accumulated knowledge in specific patterns that were more likely to lead to accepted solutions. The patterns contained positive and negative forms of feedback ensuring that the crowd would, on its own and without external governance intervention, engage in actions that eventually led to accepted solutions. In total, based on the observed knowledge accumulation patterns, three self-organization principles were derived and incorporated into a theory of self-organization for creative solution generation in open crowds. Our theory development suggests implications for research on open crowds specifically, as well as for research on new organizational forms.

The modern supply chain is characterised by an ill-defined and porous perimeter, allowing entry points for potential adversaries to intercept sensitive information and disrupt operations. Such supp...

This paper aims to verify the question of whether organizational learning affects the completion likelihood and duration of firms’ CBA (cross-border acquisitions) deal-making process. By drawing on the organizational learning theory, we hypothesize that firms’ past acquisition success, failure and divestiture experiences have positive learning effects that encourage firms to exploit their existing knowledge and explore new knowledge respectively, which in turn increase the likelihood of subsequent acquisition deal completion, as well as reduce the duration of the acquisition process. We test our hypotheses by using data of 937 firm’s cross-border acquisition deals in the U.S. insurance industry from 1998 to 2019. We confirmed that past success and past divesture experiences are positively associated with acquisition completion. We further confirmed that past success and past divesture reduce deal-completion durations. The findings contribute to organizational theory by confirming the firm's accumulated experiences in the past have a positive impact on the deal completion and deal duration of cross-border acquisition.

Regarding the relationship between CEO power and firm risk, contradictory views can be deduced from managerial power theory and organization theory. This study tries to reconcile these contradictio...

El presente artículo tiene como objetivo ofrecer un análisis del impacto que el entorno ocasionado por el COVID-19 está teniendo en los mecanismos de integración y coordinación interna de la arquitectura de las organizaciones. En adición, describe las características distintivas que las empresas deben adoptar frente a este nuevo entorno. Se presenta un modelo integrador para el análisis de las arquitecturas organizacionales sustentando su explicación en los planteamientos presentados por diferentes teorías organizacionales, tales como contingencia estructural, estructuralista, dependencia de recursos, recursos y capacidades, situacional, de las relaciones humanas y del desarrollo organizacional. También expone las consideraciones esenciales sobre la relación entorno-estrategia- estructura. Enfatiza el artículo la necesidad de las empresas de adoptar cambios que articulen con sentido de oportunidad las estrategias, estructura, sistemas sociotécnicos, mecanismos de control, incentivos y factores cognitivos de las personas con el entorno, tomando estos elementos como determinantes del rendimiento organizacional. El artículo explica la necesidad de adoptar un cambio para que las empresas puedan sobrevivir bajo esta nuevas condiciones, generadas por el efecto COVID-19 y que creará las condiciones para el desarrollo de nuevos hábitos y costumbres en el trabajo, así como nuevos mecanismos de coordinación e integración de las unidades organizacionales y para la toma de decisiones efectivas. Estos elementos de la arquitectura de las organizaciones son factores determinantes para la sobrevivencia y el buen desempeño de las empresas bajo los efectos COVID -19.

The corporate headquarters (CHQ) of the multi-business enterprise, which emerged as the dominant organizational form for the conduct of business in the twentieth century, has attracted considerable scholarly attention. As the business environment undergoes a fundamental transition in the twenty-first century, we believe that understanding the evolving role of the CHQ from an organization design perspective will offer unique insights into the nature of business activity in the future. The purpose of this article, in keeping with the theme of theJournal of Organization DesignSpecial Collection, is thus to invigorate research into the CHQ. We begin by explicating four canonical questions related to the design of the CHQ. We then survey fundamental changes in the business environment occurring in the twenty-first century, and discuss their potential implications for CHQ design. When suitable here we also refer to the contributions published in our Special Collection. Finally, we put forward recommendations for advancements and new directions for future research to foster a deeper and broader understanding of the topic. We believe that we are on the cusp of a change in the CHQ as radical as that which saw its initial emergence in the late nineteenth/early twentieth century. Exactly what form that change will take remains for practitioners and researchers to inform.

Purpose Prior studies on Islamic finance provide a limited linkage between organizational theory and the complex Shariah governance framework embraced by Islamic banks worldwide. This paper aims to show the relevance of the application of “institutional theory” in the Shariah governance framework of Islamic banks. Design/methodology/approach This study applied library research to investigate the application of institutional theory in the Shariah governance framework of Islamic banks. The authors also critically reviewed prior empirical and review papers for accomplishing the research objectives. Findings Based on the critical review, the authors found that institutional theory is the most influential in progressing Shariah governance as it contributes toward the organizational image, helps to achieve religious legitimacy, and inspires a more robust regulatory environment. In addition, a well-designed Shariah governance framework is driven by institutional theory and that could assist in providing guidelines, strategies and procedures for Islamic banks to better conduct; monitor and control their social, religious and accountability obligations. The authors also highlighted the societal, economic and legal environment of Islamic banks in relation to the propositions of institutional theory. They emphasize that a well-designed Shariah governance framework driven by institutional theory could assist in providing guidelines, strategies and procedures for Islamic banks to better conduct, monitor and control their social, religious and accountability obligations. Research limitations/implications This study highlights institutional theory to serve best the development of operational strategies and structures of Islamic banks including the roles, functions and powers of the various stakeholders including regulators and those involved in the Shariah governance process of Islamic banks. The authors recognize the institutional theory to perform a key role in enriching the structural framework of Islamic Financial Institutions. This study is heavily dependent on prior research rather than empirical investigations. The authors did not cover other Islamic finance areas (such as Islamic insurance, Islamic microfinance and Halal industries). Thus, future researchers can apply institutional theory in Shariah governance practices and implementations of setting up rules by the regulators and respective institutions. Originality/value To the best of the authors’ knowledge, this is the first study that attempts to show the importance of the application of institutional theory in Shariah governance of Islamic Banks. Thus, this study, therefore, adding a novel dimension to the literature by arguing why institutional theory, is more pronounced (as compared to the other theoretical frameworks) in the formation and discharge of the roles, powers and functions by the different governance organs (such as regulators, the board of directors, management and Shariah supervisory board) operating in this unique corporate governance landscape.

More than 30 years has passed since the foundational works of the late Trevor Slack and his colleagues first appeared using design archetypes to explore change dynamics amongst National Sport Organizations. The scale and nature of change that has continued to occur in the operating environment for these organizations over the last three decades has resulted in NSOs increasingly being required to be more professional, to manage more complex sport delivery systems, and strategically adapt and change to be effective. In that context, the authors explore the contemporary nature of NSO design archetypes in order to better understand the current and emerging dynamics of change for these organizations. This conceptual paper reviews the theory and utility of design archetypes in helping to understand organizational change dynamics in relation to NSOs, revisits the work of Slack and others in order to identify ways to improve the representation of design archetypes for contemporary NSOs, and presents an argument for a renewed emphasis on design archetypes as a fundamental driver for future research efforts to help understand change within NSOs, and indeed, other sport organizations.

This article is a study of the challenges of implementing a performance and rewards management system for academics (Tenure Track System - TTS) in Pakistan over the last decade. The main empirical focus is on the perceptions of the leading implementer, the Higher Education Commission (HEC). These are supplemented by the perceptions of the Provincial Higher Education Commission (PHEC) in Punjab. Semi-structured interviews and document analysis were the two methods used to collect data. The study is based on two perspectives from organizational theory, a structural and a cultural perspective. The main findings highlight how leaders implemented TTS despite its incompatibility with the structure and culture of public universities in Pakistan. The study also revealed tensions between two reward systems – BPS and TTS – as well as the effects of the 18th constitutional amendment on the implementation of higher education programs. This study contributes insights into the reform of the higher education system in developing countries in the context of NPM.

Organizational learning theory examines how organizations change routine behaviors as a function of their goals and experience (Levitt and March, 1988) Research built on learning theory has assembled much evidence on how organizations adapt to their environments (e g , Gavetti, Greve, Levinthal and Ocasio, 2012) Learning acts both as an underlying assumption in other theories and as a theory on its own, and is used in organizational theory, strategy, and entrepreneurship This foundational role means that a reassessment of learning theory is consequential for the wider field of management, not just for scholars specialized in learning theory

In this article, we situate the relatively new wave of technology-enabled personalized learning platforms within the broader policy context of institutional accountability. Although many education technology innovations were developed in response to heightened accountability pressures, technology-enabled personalization introduces new institutional rules, cultures, and norms that may be at odds with the goals of accountability. Using the adoption of a personalized, blended learning mathematics program at five U.S. schools as a case study, we describe how teachers, school leaders, and program staff navigated institutional pressures to improve state grade-level standardized test scores while implementing tasks and technologies designed to personalize student learning.

Purpose The purpose of this paper is to place the idea of the learning organization in a historical, multidisciplinary context with the aim of identifying obstacles and opportunities for its greater realization in practice. Design/methodology/approach Marking the 30th anniversary of publication of Peter Senge's “The Fifth Discipline”, the paper reflects on approaches to the study and analysis of organizations over the past century from German sociology, human relations, organization development, the learning organization to responses to the Covid-19 pandemic. Findings It is suggested that distributed leadership is critical to the realization of organizational learning and its absence is a major inhibitor of such learning. Following Argyris, it is argued that high levels of skill (personal mastery) may, in some circumstances, provide a barrier to organizational learning in the face of contextual uncertainty and change. Research limitations/implications While no specific areas of research are proposed, questions are raised which may only be answered in the wake of appropriate (interdisciplinary) research. Practical implications The reflective nature of the paper suggests that significant reform is required in the legislation that encourages short-term thinking on the part of institutional investors to the detriment of strategic thinking and long-term planning. Social implications The Covid-19 pandemic seems to have provided an opportunity to redress a perceived imbalance between traditional organizational thinking and opportunities demonstrated by effective community action, for reappraisal of organizations as communities of people as well as being formalized structures, systems and processes. Originality/value This paper seeks to synthesize diverse theories of organization with the aim of stimulating further innovation in approaches to organizational learning.

PurposeThe purpose of this paper is to examine different processes four organizations use to achieve best practices. There is an apparent contradiction between projects designed to create innovation and rigid rule following used for productivity. While both contribute to best practices this study describes a third source. Employees disobeyed rules and, in some cases, the results became best practices. This study identifies three management responses to deviant employee behaviors.Design/methodology/approachThis study uses a multi-case field study design built upon organizational theory in the area of work structures. It uses qualitative methods based on grounded theory. Interviews, observations and archival data were used to triangulate findings. Four firms were selected to participate. One global and one regional accounting firm were compared and contrasted with one global and one regional manufacturing firm.FindingsThe paper provides insights about how change occurs not only from intentional innovation but also from disobeying rigid rules designed to enhance productivity. It also highlights three specific management responses to deviant behavior and the conditions under which each is selected.Research limitations/implicationsBecause of the chosen research approach, this research may not be easily generalized. Therefore, researchers are encouraged to further test the proposed conclusions. The paper expands organizational routine theory to examine how improvisation may change the structure of a formal work process.Practical implicationsThe paper includes management implications. It suggests that rigid conformance to rules may inhibit a possible source of best practice innovation and gives management potential reasons to rethink imposed constraints.Social implicationsRelationships of supervisory action to employee performance and productivity become more important when innovation and efficiency are sought in an organization. These relationships should be examined with a specific outcome in mind. There may be a choice between control and discovery that will require further consideration by management.Originality/valueMany studies look at processes, procedures and organizational routines, most assuming that what is designed is implemented. Others consider deviant behavior usually in a negative light. This paper provides insights into non-conforming actions by employees and the positive unexpected results that can occur, taking into consideration the studies that took this approach to innovation.

PurposeThis paper empirically tests the relationship between food heritage, familiness, and clan culture, thus, highlighting the pivotal role of familiness in building robustly competitive food firms based on clan culture and food heritage.Design/methodology/approachThe methodological approach adopted is based on a quantitative analysis with data from one eco-tourist city in Iran (Torqabeh). In this regard, we developed a structured questionnaire surveying 98 small- and medium-sized enterprises (SMEs) operating in the food industry. We then used partial least squares structural equation modeling (PLS-SEM) to carry out the analysis.FindingsThe results indicate the significant positive relationship between food heritage and clan culture, and highlight the role of familiness as a strong mediator, which is also associated with a strong relationship between food heritage and clan culture.Research limitations/implicationsIn the present study, the main limitation was linked to the small sample size and data collection, which took place in only a single city; however, further research could overcome this limitation by investigating SMEs from a heterogeneous geographical context.Originality/valueThe value of this research relates to studies that have examined food heritage as a possible antecedent of familiness. Moreover, the novelty of this research is to study the concept of familiness in improving resource-based views and organizational theories.

Faculty performance review, faculty development, and organizational climate are an essential element of the educational institution. More importantly, the mentioned variables have certain connections and interplay with each other. This study describes the performance review, faculty development, and organizational climate of a tertiary education institution. This study used a descriptive-correlation design. 56 faculties took part in the survey using a convenience sampling technique. The researcher adopted and modified an instrument and subjected it to validity and reliability test using Cronbach Alpha which yielded an overall coefficient of .0968. The statistical tools used were: mean, t-test, ANOVA, Pearson-r, and regression analysis. With the help of SPSS 20, it analyzed the gathered data. The study found that the respondents observed faculty performance review contexts. Also, the respondents agreed on the unique perspectives of faculty development. Also, the respondents see that the organizational climate affects the faculty to a great extent. There were significant differences found in the three variables. There was a direct, positive relationship between the three variables of the study. In confirmation, the performance review predicts the organizational climate of the faculty. Based on the results of the study, the researcher suggested recommendations essential for the institution, human resource, and faculty.

Incident reporting systems (IRSs) have been widely adopted in healthcare, calling for the investigation of serious incidents to understand what causes patient harm. In this article, we study how the Dutch IRS contributed to social and participative learning from incidents. We integrate quantitative and qualitative data in a mixed-methods design. Between 1 July 2013 and 31 March 2019, Dutch hospitals reported and investigated 4667 incidents. Healthcare inspectors scored all investigations to assess hospitals' learning process following incidents. We analysed if and on what aspects hospitals improved over time. Additionally, we draw from semi-structured interviews with incident investigators, quality managers, healthcare inspectors and healthcare professionals. Healthcare inspectors score incident investigation reports better over time, suggesting that hospitals conduct better investigations or have become adept at writing reports in line with inspectors' expectations. Our qualitative data suggests the IRS contributed to practices that support social and participative learning-the professionalisation of incident investigation teams, the increased involvement of patients and families in investigations-and practices that do not-not linking learning from the investigation teams to that of professionals, not consistently monitoring the recommendations that investigations identify. The IRS both hits and misses the mark. We learned that IRSs need to be responsive to the (developing) capabilities of healthcare providers to investigate and learn from incidents, if the IRS is to stimulate social and participative learning from incidents.

Leadership phenomenon is characterized by unflagging interest among scientists in the field of management. This is one of the reasons why various theories, concepts and topics of leadership are propounded in literature. The current paper examined the trends of leadership publications, the most common topics of leadership, and whether the research topics have followed a coherent progression. A literature review was conducted in order to understand what has been done until now. Using a bibliometric analysis, the current paper summarized 12,235 publications on leadership from the Web of Science database, spanning the period from 1923 to 2019. The findings obtained indicate growing number of leadership publications and the following research topics: leadership management, leadership performance, leadership model, leaders' behaviors, leaders' personalities and team leadership which are related to each other. Moreover, the results also show a weakening interest in 'hard' aspects of leadership in a 'soft' direction.

While the importance of knowledge creation and management has been widely recognized as critical to the continued competitiveness and success of an organization since the 1990s, few systematic studies have been conducted on the processes of creation and knowledge management transfer in organizations. Much of what has been reported in the literature has an anecdotal nature. The development of knowledge management as a distinct domain has historically been influenced by research undertaken in a wide range of disciplines. These disciplines include sociology, psychology and philosophy. Since the early 1990s, research in the area of knowledge management has expanded into contiguous areas such as change management, systems theory, organizational theory, organizational learning &development and artificial intelligence. During the past years, there has been a great deal of interest in knowledge as an organizational and commercial variable, with the need to better understand the processes of knowledge transfer in organizations. In this paper, I present and develop the following questions: What kind of knowledge should we transfer? How should we transfer knowledge between entities? What is the impact of knowledge transfer on organizational performance? To develop the previously mentioned questions, a quantitative research based on a questionnaire has been applied on a sample of 100 people who are working in a certain shared services centre. The main purpose of the research is to identify the impact of knowledge sharing on organizational performance and to analyze the importance of having a solid base of information in order to achieve excellent organizational performance. The result is that knowledge transfer has an impact on the company’s vision, continuous learning and business performance. The way knowledge is managed in a company is crucial to gain a competitive advantage, this being recognized by the respondents as important for achieving the following goals: project success and self-improvement.

Quality management has been widely discussed in the literature, and recent special issues on humanitarian supply chains and relief operations have emphasized the increasing importance of quality management in this key emerging area. In this paper, we provide an extensive literature review in the field of quality management in humanitarian operations and disaster relief management. Our comprehensive review, comprising 61 articles published from 2009 to 2018, leads to the identification of enablers (e.g., transparency, policy framework), challenges (e.g., financial services, identity protection), and theory development approaches, as well as numerous research gaps that must be addressed.

The purpose of this study is to investigate the organizational changes in higher education institutions across different regional contexts, with a special focus on the trends towards marketization ...

Practising internal auditors, including entry-level internal auditors, need face-to-face soft skills to effectively manage the increased complexity of their profession. Although many studies have highlighted the need for soft skills, none has identified the various categories of face-to-face soft skills required by entry-level internal auditors when interacting with stakeholders. The aim of this article is to determine the views of practising internal auditors on the face-to-face soft skills required by entry-level internal auditors. A convergent parallel mixed-methods design was used for the study. Two data collection methods were employed to address the research objective. First, a document analysis was conducted to compile a preliminary list of face-to-face soft skills categories. In this regard inductive thematic analysis was adopted. Second, a web-based survey, conducted among selected practising internal auditors in South Africa, confirmed the preliminary list of 21 face-to-face soft skills. Cronbach’s alpha statistics were calculated and interpreted for responses to all Likert-scale questions. The findings indicate that both practitioners and the Institute of Internal Auditors should augment the existing list of imprecise soft skills to include the identified 21 face-to-face soft skills. If this is done, entry-level internal auditors’ face-to-face soft skills will be enhanced.