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Over the past two decades, there have been a growing number of corporations, both within and beyond the United States, engaging in activities that promote positive social change. The papers in this special topic forum examine corporate social change agency at the micro, meso, and macro levels of analysis. Through these analyses, the authors of these papers build a richly textured, multidisciplinary conceptual foundation for analysis and research on corporate social change activities. [ABSTRACT FROM AUTHOR]

Objective This paper describes how the administrative leadership of 1 physical therapy department curated, implemented, and evaluated a culturally responsive administrative support strategy to foster a positive working environment. Participants' perceptions of culturally responsive practices were explored using climate survey data. Methods This case occurred in the physical therapy and rehabilitation science department at an academic medical center in the United States. The department administers 5 educational programs, 3 faculty practices, a community clinic, and a robust research enterprise and employs over 100 employees. After a historic sociocultural event, administrators implemented a series of actions to understand the needs of department employees and to respond in a culturally responsive manner. Interventions included supportive activities, educational opportunities, and community-building events. The department administered an annual climate survey to assess the employees' perceptions of the working climate, perceived impacts of the culturally responsive interventions, and suggestions for improving department climate. Survey analysis included frequency statistics and thematic content analysis with sensitizing concepts from a culturally responsive practice framework previously applied in primary and secondary school settings. Results A total of 131 employees participated in the annual climate survey from 2020 to 2022. Employees' confidence to identify and address microaggressions in working environments showed trends of overall improvement, and overall self-reported experiences with racial discrimination decreased. Participants reported positive trends in addressing discrimination among colleagues but also reported addressing offensive behaviors perpetrated by patients. Conclusion Findings suggest that culturally responsive interventions are associated with positive trends in employee climate. Interventions tailored to the audience and curated to deepen cultural knowledge, enhance self-awareness, and validate others fostered a shared commitment to cultural equity. Impact Administrative leaders have a role in fostering an inclusive climate by capitalizing on culturally significant teachable moments with sound culturally responsive strategy, bidirectional culturally sensitive communication, individual development, and collective action. [ABSTRACT FROM AUTHOR]

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

Aim: This qualitative study explored de‐implementation of feeding tube auscultation practice in adult patients by critical care nurses. Background: Despite years of evidence suggesting inaccuracy and harm, auscultation (air bolus method) continues to be used by the majority of critical care nurses to verify small‐bore feeding tube placement in adults. Design This descriptive qualitative study used thematic analysis with telephone interview data. Methods: Fourteen critical care nurses from four stratified groups within the United States (by hospital type and auscultation practice) participated in telephone interviews. Results: Two major themes of individual influence and organizational leadership emerged from the data. Categories identified key components required for auscultation de‐implementation. Conclusions: Nurses feel obligated to follow hospital policies and expressed less accountability for their own practice. Organizational leadership involvement is recommended to facilitate de‐implementation of this tradition‐based, low‐value practice and mitigate harm events. Summary statement: What is already known about this topic? Auscultation is not an accurate method to identify feeding tube placement.Many critical care nurses continue to use the auscultation method (a low‐value, tradition‐based practice) to verify feeding tubes.Factors associated with de‐implementation of auscultation method for feeding tube verification are unknown. What this paper adds? Many nurses are aware that auscultation is not evidence based for adult feeding tube verification and are falsely comforted by hearing the whoosh sound (psychological bias).A combination of individual and organizational factors are barriers to de‐implementing auscultation of feeding tubes.Nurses seek guidance from leaders within their organization to facilitate de‐implementation, which is a necessary component of evidence‐based practice. The implications of this paper: A major challenge to de‐implementation of auscultation is the lack of valid bedside methods to assess feeding tube placement. Active involvement by organizational leaders will facilitate decision‐making to recommend a safe substitution for the auscultation method.Nurses expressed eagerness to incorporate evidence into their practice if they have adequate leadership support and the necessary resources to make practice changes.Formal intervention by organizational leaders is needed to promote de‐implementation of auscultation for feeding tubes. [ABSTRACT FROM AUTHOR]

This paper asserts that whiteness is a major ideological framework that is subtlety interwoven into our institutional structures and is a major organizing principle in the workplace. Efforts to increase racial equity, inclusion, and belongingness within the workplace and throughout society at large are ineffectual and virtually impossible without addressing the deleterious effects of whiteness. Addressing these pervasive subtleties in the workplace requires more than changing the complexion of an organization; instead, it also involves devoting ample attention to promoting widespread cultural change by being intentional about dismantling whiteness. An illustrative list of four preliminary steps for shifting the racial paradigm by attending to the ideology of whiteness in the workplace is provided. [ABSTRACT FROM AUTHOR]

This paper outlines the development of an entrepreneurial culture in the US Capitol region and the formation of a regional industrial cluster. The conditions that the literature associates with entrepreneurship lag rather than lead the development of the cluster. Supportive social capital, venture capital and entrepreneurial support services, as well as actively engaged research universities, are conditions that reflect the successful establishment of an entrepreneurial culture, built by the actions of pioneering entrepreneurs who often adapted to constructive crisis. [ABSTRACT FROM AUTHOR]

Defence acquisition is a complex undertaking involving multiple actors and processes. However, in recent years, the US and UK defence acquisition frameworks have been criticised for not being able to cope with the complex and uncertain nature of defence. The paper takes this criticism and argues that defence acquisition is best understood as a "wicked problem" in which collective processes tie the system into large and interconnected networks of systems, not as a traditional linear science problem. In particular, the paper demonstrates that the Linear Transformation Model, at the heart of the US and UK defence acquisition framework, is ill-designed to cope with the complex and uncertain nature of both defence outputs and outcomes. The main reasons are technological maturity, information asymmetry and the need for interpretation and judgement. Furthermore, the paper elaborates that defence acquisition is characterised by a "problem of theory" and a "problem of practice" and that further research is necessary in order to transform its institutional culture and tackle the theory-practice divide with a more holistic approach. [ABSTRACT FROM AUTHOR]

This paper reports findings from a qualitative study on the triggers of hospital social workers' moral distress at a large southern U.S. health system. Moral distress occurs when ethical conflict cannot be resolved in a way that aligns with an individual's personal and professional values and ethics. Participants indicated that moral distress derives from both individual interactions and the culture and climate of health systems. For example, participants expressed how sources of moral distress derived from client-centered decisions, such as end-of-life care and patient autonomy; interpersonal dynamics, including team or supervisory conflict; structural issues, such as insurance barriers or internal hospital policies; and organizational values, such as perceptions of institutional support and validation. Implications of this research suggest that health systems need to foster positive ethical environments that nurture clinicians' health and mental health through programs that aim to increase moral resilience, promote empowerment, and foster wellness. [ABSTRACT FROM AUTHOR]

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

The purpose of the research was to examine the part a creative environment plays in creating the foundation for BPR efforts. A comparison between creative environments in US and Japanese companies was used to address the research question. The creative environment of each company was examined by looking at four categories of factors--people, process, output, and environment. These categories were used to organize and systematically analyze the data. In general, the researcher found that Japanese companies tend to adopt incremental business process improvement (BPI) rather than BPR. BPI is a way of life. Emphasis is placed on the 'group' rather than the individual. Since the group is emphasized, individual innovation and creativity is not generally nurtured by management. However, some Japanese companies are beginning to see the value of individual creativity. They are starting creativity training programmes for key employees. Nevertheless, it will take some time before a paradigm of individuality is generally accepted. Since US companies want to change quickly and radically to become more competitive, many are experimenting with BPR. However, a critical success factor of BPR is teamwork and cooperation. Although US companies have historically been very individualistic, teaming and nurturing is beginning to make its way into the culture of many organizations. Successful BPR hinges on changing to an environment conducive to change. Organizations that understand the importance of a change-oriented environment will have the best chance of success. It appears that US and Japanese companies are converging on similar paradigms of work. US companies are moving from "rugged" individualism to cooperation and teamwork. Japanese companies are moving from a group consensus paradigm to one that encourages individual creativity. Although US companies have a long way to go, it might be more difficult for Japanese companies. The culture in Japan is much more homogeneous. In addition, free flow of ideas has not been a part of the Japanese culture. Whether or not companies in the US embrace teamwork and individual creativity, the basic culture of the US has always been democratic and has encouraged free speech. [ABSTRACT FROM AUTHOR]

In today's highly competitive world market, businesses can hardly maintain their competitiveness without strong innovation abilities. In the past, many Chinese enterprises have enjoyed success through imitation. But to continue to succeed in a global marketplace, they must develop ambidextrous innovation abilities. The resource‐based theory eloquently posits that competitive advantage is associated with different and heterogeneous resources. To obtain such resources, firms must establish an external network to acquire necessary knowledge and skills. In this paper, we develop a theoretical model linking network orientation, organisational improvisation, ambidexterity and competitive tension. We postulate that organisational improvisation has a mediating effect and competitive tension is a moderator. Empirical results (N = 340) show that (1) network orientation leads to both exploratory and exploitative innovations, (2) the above effect is mediated by organisational improvisation and (3) competitive tension positively moderates the effect between network orientation and organisational improvisation. [ABSTRACT FROM AUTHOR]

Background: Immersive virtual reality (VR) is increasingly used in organizational training interventions. However, few studies have systematically investigated VR compared to standard training methods in actual organizational contexts. Objectives: The focus of this study was to evaluate the effectiveness of a VR simulation for training professionals in the biotech industry. Aligning training needs to unique media affordances, the study designed an immersive story‐based VR simulation for training customer‐facing employees on a new product and tested it in an international biotech company. Methods: The system was evaluated by comparing its effectiveness to a traditional video presentation with the same content in a randomized between subjects experiment. The sample consisted of 95 employees across three locations: Brazil, Denmark, and USA. Results: The VR simulation group performed better than the video presentation group on the outcomes of conceptual knowledge (d = 0.41) spatial knowledge (d = 0.61), transfer intentions (d = 0.57), enjoyment (d = 1.74), self‐efficacy (d = 0.68), perceived learning (d = 0.89), personal value (d = 0.83), and organizational value (d = 0.82), but no significant difference was found for factual knowledge (d = −0.10). Implications: Results suggest that VR simulations can be effective across cultures in organizational training interventions. VR is specifically effective when the goals of the training are to increase conceptual and spatial understanding as well as enjoyment, and self‐efficacy, but not factual knowledge. Furthermore, employees report higher levels of perceived learning, personal and organizational value and transfer intentions after VR training compared to standard video‐based training. Lay Description: What is currently known about the subject matter: Immersive virtual reality (VR) is increasingly used in organizational training interventions. This interest has especially surged amid recent global challenges, and the sudden need for companies and employees to adapt to the new remote working conditions.However, few studies have systematically investigated VR compared to standard training methods in actual organizational contexts that include a real‐world scenario and a representative testing sample.Applied research that assesses the outcomes of VR based training in realistic learning and training settings is needed. What their paper adds: We propose and test an interdisciplinary approach that links unique features of VR with training needs and multidimensional outcome measures in an organizational training context within the biotech industry in Brazil, Denmark and USA.The findings suggest that a specifically designed VR tool is superior to a comparable video presentation for the outcomes of spatial and conceptual knowledge acquisition and transfer intentions, but not factual knowledge acquisition.The VR group also reported significantly higher personal value, organizational value, self‐efficacy, perceived learning, and enjoyment compared to the video group. Implications of study findings for practitioners: The results support the value of using VR simulations in organizational training, specifically related to affective outcomes as well as spatial and conceptual knowledge and transfer intentions.The study suggests that it is not the medium of VR, but rather the alignment between the training goals with the instructional methods and the unique affordances of VR that will contribute to better or worse learning outcomes.The article describes how to evaluate the effectiveness of VR tools in applied contexts, suggesting that we have to evaluate the effectiveness of tested content with respect to different outcome variables, which coincide with the training outcomes of a particular organizational context.The project as a whole, can be used as a blueprint for future applied research efforts, exemplifying how to bridge gaps between small‐medium‐enterprises, international corporate companies and academic institutions. [ABSTRACT FROM AUTHOR]

This paper explores the nature and relationship of the positions of CEO and chair of the board of directors through two related analyses, one examining CEO and board chair turnover and the other examining consolidations and separations in these two positions, using transition-rate analysis, in a sample of 671 large American manufacturing firms for the period from 1978 to 1980. Both turnover and structural change in the top positions were found to depend on firm performance and industry structure; turnover also depended on firm size and the structure of the positions, and structural change also depended on board structure, controlling for retirements. The results highlight the power of the CEO, the tendency to consolidate the top positions under the CEO, and the greater accountability of the person in the combined position for firm performance. The paper concludes with some implications of the findings for understanding the CEO and board chair positions, with an emphasis on top-management power, makes recommendations for research on turnover, and provides suggestions for corporate behavior, based on the results of this study. [ABSTRACT FROM AUTHOR]

The resource dependence approach to organization-environment relations concerns in part the strategy and tactics whereby organizations seek to control aspects of their environment. This study utilizes and extends the resource dependence perspective and establishes the existence of a strategy that the corporate strategy literature ignores. Data from United States antitrust law is used here to sustain the argument that suppression of technology is one strategy used to control resource dependence. Specific tactics and their characteristics are identified, along with their objectives and the processes whereby these may be achieved. The paper shows that the selection of specific tactics is likely to depend on both the particular objective sought and the current judicial interpretation of these areas of law. Recent changes in the latter are producing a situation conducive to the utilization of patent-based tactics. [ABSTRACT FROM AUTHOR]

Purpose: In this paper, the authors examine how religious and political factors affect a firm's corporate governance diversity policies. Design/methodology/approach: The authors develop five basic empirical models. Model 1 examines how religious beliefs and political affiliation determine whether a firm will establish diversity incentive in its senior executives' performance assessment. Model 2 investigates how the diversity goal, religious beliefs and political affiliation separately affect the level of actual diversity achieved. Model 3 examines how the diversity goal and environmental factors interact to affect the level of actual diversity achieved. Model 4 and Model 5 examine whether the diversity incentive in senior executives' compensation plan and the environmental factors (religious belief and political affiliation) help to reduce the compensation differentials between male and female executives. Findings: The authors find that firms located in more liberal counties with more Mainline Protestants and less Republican voters in the United States are more likely to include workforce diversity as a criterion in evaluating their senior executives. The authors also provide evidence that firms with diversity goals have more female directors, more female senior executives and more minority directors. However, they find no evidence that the compensation differentials between male and female executives are smaller in these firms. Finally, they find that external environment affects the effectiveness of the implementation of the diversity goals. Originality/value: In line withthis branch of research, the authors expand the literate on the link between corporate culture and corporate decision-making by investigating the non-financial performance measures. Besides the corporate decision-making in investment, financial reporting and social responsibilities as documented in prior studies, the authors argue that the religious beliefs and political affiliations could also affect the development and implementation of corporate non-financial performance goals in executive incentive contracts. [ABSTRACT FROM AUTHOR]

In a recent paper in this journal Charles B. Saunders et al. argue that corporations have no social responsibility regarding alienation in the workplace in that there is no significant degree of alienation in the workplace, at least in white collar and management level positions in corporate America. Contrary to Saunders et al., this paper defines the concept of alienation. having done that, it proceeds to show that the argument Saunders et al. make flounders on logical grounds. I conclude that Saunders et al. provide no evidence for the claim that alienation is lacking (in any degree) in corporate America. [ABSTRACT FROM AUTHOR]

There is a relationship between marginalized Black K-12 children and Black women in Corporate America. This practice results in Black K-12 children and Black women being undervalued on all levels. Highlighting personal experiences supports current assumptions around inequities, marginalization, and the Black lives Matter movement. At times, the more money you make, the more tolerant you are of the abuse. You become addicted to a lifestyle. I believed my corporate career was the best I would receive from a professional white-collar work environment. Did the inequities experienced in the U.S. K- 12 educational system prepare me to accept this belief in Corporate America? As a child, you learn about the American dream and capitalism. White Corporate America leaders received the same education with a higher probability of a more valuable educational experience. Would the Corporate America experience improve if White children learned about diversity, equity, and inclusion in K-12 to help them see differences as being valuable? Does their comfort level have a direct impact on Black people's assignments, exposure, and careers? My authentic story is shared for others with similar experiences to help them realize they are not alone. We must push past our fears and tell our stories. We should never be ashamed! I will continue to focus on the freedom that blossomed from the time I put pen to paper. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various reports within the issue on topics including Ratio of Interculturalism of Organization (RIO) application, the comparison between the concept of philanthropy and social entrepreneurship in the U.S., and the business culture in Ghana.

Purpose – The purpose of this paper is to review Buddhism as a potential reform instrument in the workplace and discuss some obstacles in making that happen. Design/methodology/approach – By the use of literature review and interviews, Buddhism's establishment in the USA is reviewed, a brief overview of Buddhism in general is provided, Buddhism is considered within the light of the spirit at work discourse, and the current discourse on implementing Buddhist practices in the workplace is reviewed. Findings – It is found that Buddhist practices are becoming more widely accepted but the fact that they are called "Buddhist" practices may be a barrier in massive acceptance. Research limitations/implications – The information was gathered from literature and disputed by pro-Buddhist individuals (monks and lay persons), which may leave room for some bias in view sharing. Practical implications – Buddhist practices, when perceived as ethical values, make perfect sense, and could help instigate a positive turnaround in general feelings about work and experiences at work. Originality/value – Buddhism has not been discussed broadly within the scope of management practices. While Buddhism is generally endorsed in this paper, the discourses here discussed present a realistic view on points of caution when considering promoting Buddhist values in work environments. [ABSTRACT FROM AUTHOR]

A conference paper about the social responsibility of business is presented. The author notes that while the subject is not new, it is experiencing a period of increased intensity among the general public. The main concerns deal with examining what role a corporation should play in society and how corporations should go about becoming more socially responsible. The author discusses the public image of the American corporation as well as the role is plays as a social institution.

Purpose: The purpose of this study is to describe and interpret the interpersonal and intragroup conflict experiences of staff-level employees and leaders in the medical imaging technology field, working in US tertiary care centers to extract mitigation and management strategies. Design/methodology/approach: A total of 13 medical imaging technologists, who were employed in leadership and staff positions throughout the USA, offered their in-depth accounts of workplace conflict in this interpretive phenomenological investigation. Findings: Conflict avoidance was a predominant conflict management style. This style did little to effectively manage workplace conflict. In some cases, it led to deleterious effects on individuals and organizations and created conflict perpetuation. With proper conflict mitigation and management, the conflict perpetuation cycle can be broken. Research limitations/implications: Generalization beyond the group being studied is not applicable, as it is not the intent of phenomenological research. Four leaders participated in the research study. To examine this population more completely, a greater sample size is required. This recommendation also applies to the staff technologist roles. Another limitation involved the leader/staff-level representation inequality, as well as the male–female representation. These imbalances made it difficult to effectively make comparisons of the experiences of leaders with staff-level technologists, and males with females. Practical implications: Offering the medical imaging workforce emotional intelligence training, health-care administrators can invest in their leaders and staff technologists. Medical imaging schools can incorporate emotional intelligence training into their curricula. Clear policies may decrease the ill effects of change when unforeseeable occurrences result in schedule modifications. Making technologists fully aware of who is responsible for shift coverage when these events occur may reduce negative impact. Trainings in organizational change, collaboration or positivity may be warranted, depending on findings of cultural assessments. Team-building events and opportunities for employees to intermingle may also be used to improve a departmental or organizational culture. Social implications: Mitigating and managing health-care workplace conflict more effectively may prevent patient harm, thus improving the health of members of society. Originality/value: According to recent studies, conflict, and the incivility that often accompanies it, has been on the increase in US organizations overall, and in health care specifically. Conflict that perpetuates can adversely affect health-care organizations and its employees. This paper offers mitigation and management strategies to prevent such consequences. [ABSTRACT FROM AUTHOR]

High annual turnover rates that plague child welfare agencies are costly and disrupt services. Numerous studies have focused on aspects of the workplace and the characteristics of child welfare workers that may be associated with leaving. Fewer studies have explored the types of worker supports that agencies can offer to encourage retention. This two-study paper utilized data from public child welfare caseworkers to examine predictors of self-reported intent to stay and its association with actually staying at the agency. Results of Study 1 indicated that that self-reported intent to stay was a key predictor of staying (as was number of years on the job). Results of Study 2 indicated that self-efficacy, peer support, supervision, and organizational supports were key predictors of intent to stay. Newer workers differed somewhat from more experienced workers, providing an opportunity for reflection on how agencies can best support staff during different phases of their career. [ABSTRACT FROM AUTHOR]

Abstract Purpose--The purpose of this paper is to evidence the emergence of new forms of work organisation which if observed could be seen as consistent with the concept of the "learning factory". This is attempted through reporting the views of those workers engaged in team based operations and reflects upon the emerging role of first-line and team-based supervisors. The implications of such developments are then considered from the perspective of the current HR plant managers. Design/methodology/approach--This paper reports on a study of 18 US and UK automotive component suppliers. The information gathered included questionnaire data detailing management practices and giving plant level performance measures. The paper draws primarily on data gathered from interviews conducted with workers, team leaders and managers, including HR managers. Findings--While the majority of plants may be some way from a "learning factor" model there is evidence of changing practices, structures and expectations in each that are in varying ways broadly consistent with elements of this approach. As a consequence of the prioritisation for increases in devolution of responsibility to other employees, the traditional role of the HR manager was seen to be evolving which to a number of managers was creating difficulties. Originality/value--This paper contributes to the growing evidence of the devolvement of traditional "managerial" responsibilities to lower levels within increasingly "lean" manufacturing organisations. It also comments on the evolving role of HR managers in contemporary manufacturing. [ABSTRACT FROM AUTHOR]

In recent years a technical discourse of risk has assumed the status of a universal basis for governance and administrative practice in both private and public sector organizations within Britain, the United States, and a number of other Western countries. The re-framing of pre-existing organizational concerns in terms of risk categories reflects an underlying bureaucratic concern with the accountable and cost-effective management of contingency. This paper examines some of the diversity of real-world features of the penetration of spheres of professional practice by this new discourse of risk. While risk-based practice is advocated by rhetorics that stress the promotion of administrative efficiency, in the real world it is possible to observe a wide variety of situationally-specific risk-related practices. This paper argues that ‘risk work’ in organizational settings offers especially useful resources that allow actors to pursue such diverse agendas, while also providing an accounting mechanism that allows them to legitimate such activity. [ABSTRACT FROM AUTHOR]

The article determines the effects of cognitive moral development and the impact of perceived organizational ethical climate on sales personnel. The study analyzes research from samples in Mexico and the United States, and finds a consistency in the relationship between ethical climate and individual commitment to quality as well as organizational commitment and salesperson performance. The study finds that the ethical climate of an organization positively influences commitment for U.S. salespeople but has no influence for Mexican salespeople.

This paper presents the results of an exploratory investigation into the cultural communication styles of Hispanic salespeople. Depth interviews were conducted with 14 ‘key informants’ who were familiar with issues facing Hispanic salespeople. The analysis suggests that (1) a cultural communication style exists for Hispanic salespeople, (2) Hispanic salespeople alter their communication style when selling to Anglo-American customers, and (3) culture clashes may occur when Hispanic salespeople interact with Hispanic customers of a different national origin and/or a different stage in the acculturation process. These findings have implications for the management of Hispanic salespeople in the U.S. [ABSTRACT FROM AUTHOR]

The article presents commentary on a paper in the current issue entitled "Expression of Espoused Humanizing Values in Organizational Practice: A Conceptual Framework and Case Study" by Brian Shapiro and Michael Naughton (S&N). The author notes S&N describe how precision-parts manufacturer Reell had to compromise its values by resorting to layoffs amid an economic recession that began in 2008, and says they do a good job of describing the conflict Reell faced between maintaining its values and its profitability.

Aim: A rigorous examination of the occupational features across cultures helps draw policy recommendations for nurses' quality care practices and good health. This study aimed to explore the differences in work characteristics and health status between Korean and US hospital nurses. Design: For this comparative secondary data analysis study, we constructed a dataset with 304 pairs of nurses from Korea and the United States, matched by age and gender. Methods: We used the data from the 2020 Korean Hospital Nurses Health Behaviors and Health Status study, collected from May to July 2020, and the Nurse Worklife and Wellness Study (NWWS), conducted between November 2020 and February 2021. Results: Compared to nurses in the United States, Korean nurses rated their job‐related conditions much lower, had lower intentions to stay in their current workplace and were less satisfied with their jobs. Korean nurses reported that organizational support and employee health resources were less prevalent and their levels of healthy behaviour practice and health status were lower than their US counterparts. Nurses in Korea require better practice environments and employee health support. Adequate workload and staffing levels are needed to improve job conditions for Korean nurses. Organizational support and employee health resources should always be accessible at nurses' workplaces. [ABSTRACT FROM AUTHOR]

Organizational support represents a critical driver of practice research projects. This analysis includes four international examples of such support (Norway, Finland, Belgium, and USA and China). The four studies capture the similarities and differences between university support and national government support. The analysis is placed within the context of defining practice research and the core components of organizational support. The findings emerged from presentations in a Practice Research Collaborative sponsored by the International Community on Practice Research in Social Work. The conclusion includes a discussion of a cross-case analysis along with the identification of implications for practice research studies in social work and affiliated professional disciplines. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to examine the present U.S. use of the concept of 'corporate culture' using the sociology of Emile Durkheim as a conceptual framework. Durkheim was concerned with understanding where potential sources of morality might reside in a rapidly changing, increasingly differentiated society. Proponents of corporate culture do not rely specifically on Durkheim's work but essentially answer his question by suggesting that the corporation is the appropriate site for moral order. In this paper it is argued that the attempted manipulation of a corporation's culture is simply an addition to other forms of control which companies have tried to implement. More than other forms of control, however, corporate culture elicits sentiment and emotion, and contains possibilities to ensnare workers in a hegemonic system. On the other hand, strengthening corporate cultures in the U.S.A may also lead to increased worker homogenization and activism. [ABSTRACT FROM AUTHOR]

Many teaching hospitals in the United States were founded on philanthropic principles and aimed to aid the urban poor and underserved. However, as times have changed, there has been a divide created between the urban poor and teaching hospitals. There is a plethora of reasons why this is the case. This paper will specifically focus on the histories of ten hospitals and medical schools and the effect that white flight, segregation, elitism, and marginalization had on healthcare institutions all over the United States. It will call for a reexamination of the values of Ivy League and Ivy Plus teaching hospitals and medical schools and for them to take an intentional look into their communities. [ABSTRACT FROM AUTHOR]

Using the case study approach, this paper examines the formation of a pan-Asian American ethnic agency between leaders of corporate employee resource groups and Asian American subgroup ethnic agencies. Themes found consist of 1) formation of the partnership to raise funds for a natural disaster; 2) moving forward as a united pan-Asian American nonprofit organization; and 3) challenges ahead that include utilization of funds and power 4t agency community members. A better-resourced organization can facilitate increased chances of success as well as access to its services by the community in which it serves. [ABSTRACT FROM AUTHOR]

Leading a startup business geared towards creating innovatory products and services is always going to be challenging for entrepreneurs. This task is difficult enough in established and developed economies such as the USA and Europe, but how about in emerging markets such as Iraq, with a history of war and sanctions, and Egypt, suffering from post-revolution chaos, uncertainty and devaluation? Setting up an entrepreneurial and highly innovatory business can be made even more difficult by having to cope with cultural differences. Here we look at the entrepreneurial challenges of operating in radically different environments and some of the distinct issues in the process of creating a culture of innovation. What do we know of the national cultural differences of these countries? These national cultural differences inevitably impact on the creation of an organizational culture, having their own implications for the challenges of leading innovation. This paper suggests that understanding national cultural differences can make all the difference between success and failure in leading innovation. [ABSTRACT FROM AUTHOR]

We live in ‘a world of clashing interests’ [Zinn, H. (1991).Declarations of independence: Cross-examining American ideology. Toronto: Harper Collins, p. xx]. In a grapple for survival, universities choose to spend less money and time on teaching and learning, less time on robust evaluation of student learning and concomitantly less active support for collaborative reflective practice. However, the situation is even more dire than that outlined above because university management seeks to portray its focus on teaching and learning as genuine and a priority. Considerable effort is spent on encouraging teachers to compete for teaching excellence awards at the same time as universities push academics harder and harder into ‘real research’, that is, research that is not about teaching and learning. This is further exacerbated by the use of teaching quality instruments which have been criticised as unreliable indicators of student learning. This paper argues that individual reflective practitioners collecting and collaborating together can advocate for teaching in the current higher education environment but the outreach of this advocacy is likely to be limited when the advocacy remains within ‘pockets of resistance’. To further promote change from within the institution and extend the breadth and depth of an individual's influence beyond the pockets of resistance, we suggest that individuals use collaborative reflective practice-based strategies aligned with each of the dimensions of the institution's ‘cultural web’. Collaborative reflective practice has the potential to advocate for teaching beyond small groups of enthusiasts because it taps into the often hidden but heart-felt passion and commitment to teaching held by many academics. [ABSTRACT FROM AUTHOR]

Aims and objectives This systematic review aims to synthesise the existing research on how patients participate in patient safety initiatives. Background Ambiguities remain about how patients participate in routine measures designed to promote patient safety. Design Systematic review using integrative methods. Methods Electronic databases were searched using keywords describing patient involvement, nursing input and patient safety initiatives to retrieve empirical research published between 2007 and 2013. Findings were synthesized using the theoretical domains of Vincent's framework for analysing risk and safety in clinical practice: 'patient', 'healthcare provider', 'task', 'work environment', 'organisation & management'. Results We identified 17 empirical research papers: four qualitative, one mixed-method and 12 quantitative designs. All 17 papers indicated that patients can participate in safety initiatives. Conclusions Improving patient participation in patient safety necessitates considering the patient as a person, the nurse as healthcare provider, the task of participation and the clinical environment. Patients' knowledge, health conditions, beliefs and experiences influence their decisions to engage in patient safety initiatives. An important component of the management of long-term conditions is to ensure that patients have sufficient knowledge to participate. Healthcare providers may need further professional development in patient education and patient care management to promote patient involvement in patient safety, and ensure that patients understand that they are 'allowed' to inform nurses of adverse events or errors. A healthcare system characterised by patient-centredness and mutual acknowledgement will support patient participation in safety practices. Further research is required to improve international knowledge of patient participation in patient safety in different disciplines, contexts and cultures. Relevance to clinical practice Patients have a significant role to play in enhancing their own safety while receiving hospital care. This review offers a framework for clinicians to develop comprehensive practical guidelines to support patient involvement in patient safety. [ABSTRACT FROM AUTHOR]

This paper discusses the patterns and determinants of global marketing, based an a contingency framework of industry globalization drivers, company position and strategy, organizational factors, and parent company characteristics. These patterns and determinants are examined in a sample of 64 businesses belonging to very large American, European and Japanese multinational companies. The study finds that these businesses mostly use global branding and global packaging but make much less use of global uniformity in other elements of the marketing mix. Several factors, including nationality, explain the use of global marketing. [ABSTRACT FROM AUTHOR]

The three agencies selected for in-depth study were classified as "small," "medium," and "large:" (relative to the San Francisco area). This paper analyzes the relationships between the selected agencies performance and preceptions of their organizations' environment and integration. The size variable, per se, was not an accurate indicator of agency success. Increased size complicates management's task of coordination, but the results of this study empirically demonstrate that the key to successful performance is a management style which properly takes account of the environmental, task, and structural demands unique to the agency segment of the advertising industry. [ABSTRACT FROM AUTHOR]

The paper presents relationships between three types of competition and their aggregate measure, and four dimensions of top management control, for 96 manufacturing firms in diverse American industries. The data suggest that overall competition positively affects control, and that of the three competitions, product competition alone has a significant positive influence on all four management control variables. [ABSTRACT FROM AUTHOR]

This paper is concerned with an analysis of similarities and differences in the organization structure of multinational corporations based in the United States and four European countries. The empirical investigation focused on companies operating under similar contextual constraints. Five dimensions of structural characteristics were examined: (1) basic organizational orientation, (2) structure of the relationships between the corporate headquarters and its foreign operating units, (3) the degree of centralization/decentralization, (4) the standardization of procedures, and (5) organizational flexibility. The results of the survey reveal certain similarities, but they also reveal significant variations in the organization structure of multinational firms of different national origin. [ABSTRACT FROM AUTHOR]