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AbstractBackground: Artificial Intelligence (AI) has transformative potential in healthcare, and it is very useful in areas such as drug discovery, diagnostics, and patient management. However, there is a lack of tools to assess healthcare organizations’ readiness to adopt AI technologies. This study introduces the AI Readiness Five Dimension (AIR-5D) framework, addressing this gap. Methods: The AIR-5D framework was developed using a two-step process: identifying dimensions of AI readiness from literature and weighing these dimensions through expert focus groups. The Analytical Hierarchy Process (AHP) was employed to calculate weights, ensuring consistency and reliability. Results: The results identified five key dimensions: Opportunity Discovery (0.44), Data Management 90.22), IT Environment and Security (0.194), Risk Privacy and Governance (0.101), and Adoption of Technology (0.043). “Opportunity Discovery” was the most critical dimension, while “Adoption of Technology” ranked lowest. Six case studies demonstrated varying AI readiness (score between 3 and 4 on a scale of 5), highlighting challenges in moving beyond AI collaboration to optimization. Conclusions: The AIR-5D framework offers a structured approach for healthcare organizations to assess and enhance their AI readiness. It emphasizes the importance of understanding value, robust data management, and strategic alignment in successful AI adoption. [ABSTRACT FROM AUTHOR]

In the rapidly evolving digital environment, organizations face increasing pressure to adapt to technological advancements while ensuring long-term sustainability. This study was motivated by the critical need to understand how human resource (HR) leadership can effectively foster digital skills development to drive economic sustainable development. Recognizing that digital competencies are now essential for organizational resilience and competitiveness, this research explores the interplay between HR leadership, digital skills acquisition, and economic sustainable development. This study employed the SERVQUAL tool to assess gaps between employee expectations and perceptions across key demographic variables, including age, education level, and employment status. Data collected from 476 participants across several European Union countries underscore the significant influence of demographic factors on these perceptions. The findings reveal a high alignment between employee expectations and perceptions, reflecting the importance of HR leadership in bridging the digital skills gap. Moreover, this study highlights the necessity of integrating HR leadership practices to ensure that digital transformation contributes not only to immediate organizational goals but also to long-term economic sustainable development. This research provides valuable insights into the role of HR leadership in navigating the challenges of the digital era, ultimately offering a framework for fostering a skilled, adaptable, and sustainably oriented workforce. [ABSTRACT FROM AUTHOR]

This article describes a study to understand how galleries, libraries, archives, and museums (GLAMs) in the United States are undertaking reparative description efforts. The study involved interviews with representatives from nineteen institutions that had published or presented on their implementation of reparative description between 2017 and 2020. The authors inquired about the nature of reparative description efforts at the institution, how the work was initiated and conducted, and the interviewees' thoughts about its long-term sustainability at the organization. This article highlights findings from these interviews and the trends that emerged. One of the most significant discoveries was the difficulty GLAM workers reported in assessing the impact of reparative description work, an issue that many interviewees believed could negatively affect the trajectory and progress of the work in the future. Informed by the study's findings, the authors developed a tool to assist institutions in evaluating and benchmarking their initiatives. The Maturity Model for Reparative Description (MMRD), describes and classifies reparative description work across eight evaluative categories. The authors offer the MMRD as a flexible model for institutions to adopt and adapt as a framework for assessing their reparative description work, measuring the progress of their initiatives, and planning and projecting areas of strategic growth. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Community Mental Health is the property of Canadian Periodical for Community Studies Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The goal of the study was to develop and validate a simple, short, easy to self‐administer, and cost‐effective tool to assess organizational trauma‐informed practices (O‐TIPs), by building on existing tools. The tool was developed through a series of steps involving detailed examination, selection, and modification of existing trauma‐informed (TI) frameworks and tools, which resulted in a 31‐item questionnaire with three domains and eight subscales. The O‐TIPs was evaluated for known‐group construct validity to determine the degree to which it could discriminate between groups of organizations that were higher and lower on the extent to which they were implementing TIPs, by administering it online to staff at seven federally qualified health centers at two‐time points. The domains, subscales, and the overall measure showed high internal consistency and discriminated significantly between known groups of centers at baseline and follow‐up. In addition, the tool captured change over time in the extent to which the organizations were implementing TIPs. These findings provide preliminary support for the future use of the O‐TIPs tool by service‐delivery organizations. [ABSTRACT FROM AUTHOR]

Hospital emergency departments (EDs) lack the tools and processes required to facilitate consistent screening and intervention in cases of elder abuse and neglect. To address this need, the National Collaboratory to Address Elder Mistreatment has developed a clinical care model that ED’s can implement to improve screening, referral, and linkage to coordinated care and support services for older adults who are at risk of mistreatment. To gauge ED readiness to change and facilitate adoption of the care model, we developed an organizational assessment tool, the Elder Mistreatment Emergency Department Assessment Profile (EM-EDAP). Development included a phased approach in which we reviewed evidence on best practice; consulted with multidisciplinary experts; and sought input from ED staff. Based on this formative research, we developed a tool that can be used to guide EDs in focusing on practice improvements for addressing elder mistreatment that are most responsive to local needs and opportunities. [ABSTRACT FROM AUTHOR]

ENADE that stands, in Portuguese, for “National Exam of Student Performance” is an exam for all senior students about to graduate; it is one of the official tools for measuring the state of undergraduate courses in Brazil. Contribution: This article presents an integrative synthesis of the 2014 edition of ENADE examination of control and automation engineering (CAE) courses in Brazil. Background: ENADE is a national exam triennially administered for the senior undergraduate students in each area, as part of the federal government policies for performance assessment of higher education in Brazil. The results of ENADE are the basis of quality indexes used for program accreditation and funds distribution. Research Questions: What are the main assessments that the ENADE 2014 can provide about the CAE courses in Brazil? How can the results of such a nationwide evaluation be exploited by specific programs to improve their academic performance? Methodology: Starting from a historical perspective of CAE in Brazil, the authors present their experience with the methods and tools for the preparation of the CAE exam and synthesize the most relevant results of ENADE 2014. Finally, a case study is used to illustrate how could a teaching institution exploit the ENADE report to assess its courses performance. Findings: The exams of 3.579 senior students from 118 CAE courses show significant differences in the academic performance of CAE courses in Brazil according to the geographical region, funding type, and academic organization. The objective and discursive questions had very good discrimination covering the main profiles, resources, and objects of knowledge in the CAE curriculum. The analysis of students’ performance can support educators’ local decisions to improve the quality of CAE courses. [ABSTRACT FROM AUTHOR]

As the needs of patients evolve, healthcare organizations must diversify their approach to improving patient experience. Their programs should encompass the medical, mental, spiritual, and emotional needs of patients and their family members and the staff who care for patients. This case study examines the results of the evaluation to assess the effectiveness of organizational patient experience efforts. The Beryl Institute’s Experience Assessment was the evaluation tool administered and revealed the areas in which the organization was performing well and where improvements were needed. In collaboration with Ambulatory Care and Finance, the Office of Patient Experience targeted the Adult Primary Care and Orthopedic outpatient clinics for this assessment and followed-up with improvement projects to address the areas of opportunities identified. We administered the Extended DiSC® Assessment to the leaders in all departments that function within Ambulatory Care, to support the success of the improvement projects. The DiSC® assessment enables each leader to understand their communication style and gain an understanding of the ways they could improve communication with the leaders they collaborated with, who have different communication styles. Both assessments are geared towards self-examination and prodded the organization towards taking an honest look at how they functioned collectively and on an individual level and helped to clarify their perspective and reiterate their core values as a patient experience organization. The use of the Experience Assessment enabled an objective evaluation of the team’s readiness for patient experience improvements, in conjunction with the insights gleaned from the Extended DiSC® assessment. Experience Framework This article is associated with the Staff & Provider Engagement lens of The Beryl Institute Experience Framework. (http://bit.ly/ExperienceFramework) Access other PXJ articles related to this lens. Access other resources related to this lens.

Hospital emergency departments (ED) are in a unique position to advance best practices for identifying and responding to suspected cases of elder mistreatment. But implementing programs to improve ED clinical practice is challenging given competing priorities, systems barriers, and ED resource variation. Leaders in elder mistreatment prevention/identification/management, emergency medicine, and implementation science have developed approaches for using data to help EDs adopt such best practices. This article describes the Elder Mistreatment Emergency Department Assessment Profile and the Geriatric Emergency Care Applied Research Network. [ABSTRACT FROM AUTHOR]

Determining if an employment opportunity will be a good match can feel daunting, especially for veterinary graduates entering the workforce. To ease this transition, veterinary educators traditionally have attempted to provide career support through interspersed didactic lectures on career options and the preparation of employment documents. While well intended, this approach fails to address the multiple dimensions of effective career planning or the reality that career planning is a lifelong endeavor. For a career-planning teaching modality to be effective, it must address all stages of career planning and provide a framework that can be adapted throughout a career. Here we describe how a four-stage career-planning model, utilized throughout higher education, was employed to create a career planning assignment for guiding students in assessing organizational fit. We describe how student feedback was used to inform revisions, resulting in an improved educational experience as measured by students' perceptions of the utility of the assignment. Additional recommendations based on instructor reflection are provided to guide creation and implementation of future assignments. Given the growing support for professional skills training in veterinary medical education, we view incorporation of such learning activities as essential to preparing students to enter the modern veterinary workplace.

The Vicarious Trauma Organizational Readiness Guide (VT‐ORG) is an assessment of an organization's readiness to address vicarious trauma (VT), which is exposure to the traumatic experiences of people served. This study reports on the psychometric properties of the VT‐ORG. Employees of first responder agencies (e.g., law enforcement, fire, emergency services) and victim assistance agencies are at a high risk for vicarious traumatization, which can lead to PTSD, substance use, and suicidal ideation, among other negative impacts. Organizations that do not address VT may see such effects as employee turnover, reduced efficiency, and negative work environments. The VT‐ORG is an assessment tool designed to help organizations complete the first step of organizational change—conducting a needs assessment. Study participants were 3,018 employees across 13 first responder and victim assistance agencies who completed the 67‐item VT‐ORG and additional measures for evaluation of its validity and reliability. The VT‐ORG was found to have excellent internal consistency (Cronbach's α =.98). A structural equation model demonstrated that the subscales of the VT‐ORG predicted criterion measures of turnover intention, compassion satisfaction, and organizational resilience, with an overall model fit of CFI =.99, RMSEA =.053. This study found the VT‐ORG to be a reliable and valid assessment of organizational responses to vicarious trauma. Highlights: First responders and victim assistance workers are highly exposed to vicarious trauma (VT) or the exposure to the traumatic experiences of others.Vicarious traumatization, or the negative impacts of VT, may lead to serious individual and organizational consequences if not addressed by first response and victim assistance agencies.The Vicarious Trauma Organizational Readiness Guide (VT‐ORG) assesses responses and preparedness regarding VT in these agencies and provides a score on five scales of organizational health.The VT‐ORG was tested on 3,018 individuals from 13 agencies and was found to have excellent internal consistency and criterion validity.The VT‐ORG may be used by organizations to assess their responses and preparedness regarding VT and to inform organizational changes that result in a more vicarious trauma‐informed organization. [ABSTRACT FROM AUTHOR]

Objective: The aim of this study was to describe levels of integration between occupational safety and health (OSH) and workplace wellness programs/practices/policies (" programs" ) among participants in an insurer-sponsored wellness grant program. Methods: We analyzed survey responses about year 1 of an insurer-sponsored grant to start a wellness program from 220 small- and medium-sized employers. Responses yielded 25 indicators of OSH-wellness integration, and 10 additional indicators to summarize multiple responses. Results: At least half of the employers (N = 220) reported some level of integration within five of seven categories of OSH-wellness integration. Employers sometimes considered ergonomics, safety, or substance exposure hazards while designing their wellness program (15%) or reduced such hazards to support their wellness program (24%). Few meaningful differences were observed by employer size. Conclusions: Although high levels of integration were unusual, some degree of integration was common for most indicator categories. [ABSTRACT FROM AUTHOR]

Despite its importance to the performance outcome of an organization, there are very few studies on how feedback mechanism impacts ecosystems of government-funded research institutes (GIs). This study focuses on the effect of the feedback mechanism on the average performance and diversity of a GI ecosystem. Feedback mechanisms consisted of feedback strategy and degree of result sharing. An agent-based model that embeds a genetic algorithm to replicate a real GI ecosystem was used. It was found that relational patterns between average performance and degree of result sharing varied by type of feedback policy. In contrast, convergence time, which refers to the average period of settling the stable state in the perspective of ecosystem diversity, depends on the ratio of result openness rather than the type of feedback policy. This study suggests two plans to improve the GI assessment system by changing the degree of result sharing and feedback type. [ABSTRACT FROM AUTHOR]

Supplemental Digital Content is available in the text Objective: To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Methods: Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. Results: The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. Conclusions: The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Information Science & Technology Association/Joho no Kagaku to Gijutsu is the property of Information Science & Technology Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article examines the development of two Chinese family foundations -- the Lao Niu Foundation and the Lu Jiaxiang Foundation -- using document analyses and semi-structured interviews with foundation leaders. While detailed data on program effectiveness and efficiency is lacking, it is evident that both foundations have generated positive impacts on social development despite an overall lack of support for the foundation sector from Chinese government policy. The case studies indicate that Chinese family foundations are exploring new paths in an increasingly mature philanthropic environment, and suggest several development approaches for family foundations in China and other emerging philanthropic sectors. [ABSTRACT FROM AUTHOR]

A new approach to the multidimensional assessment of research organizations is introduced. Based on the use of quantitative data, various types of research and development results are considered in the approach. [ABSTRACT FROM AUTHOR]

A health literate health care organization is one that makes it easy for people to navigate, understand, and use information and services to take care of their health. This chapter explores the journey that a growing number of organizations are taking to become health literate. Health literacy improvement has increasingly been viewed as a systems issue, one that moves beyond siloed efforts by recognizing that action is required on multiple levels. To help operationalize the shift to a systems perspective, members of the U.S. National Academies of Sciences, Engineering, Medicine Roundtable on Health Literacy defined ten attributes of health literate health care organizations. External factors, such as payment reform in the U.S., have buoyed health literacy as an organizational priority. Health care organizations often begin their journey to become health literate by conducting health literacy organizational assessments, focusing on written and spoken communication, and addressing difficulties in navigating facilities and complex systems. As organizations' efforts mature, health literacy quality improvement efforts give way to transformational activities. These include: the highest levels of the organization embracing health literacy, making strategic plans for initiating and spreading health literate practices, establishing a health literacy workforce and supporting structures, raising health literacy awareness and training staff system-wide, expanding patient and family input, establishing policies, leveraging information technology, monitoring policy compliance, addressing population health, and shifting the culture of the organization. The penultimate section of this chapter highlights the experiences of three organizations that have explicitly set a goal to become health literate: Carolinas Healthcare System (CHS), Intermountain Healthcare, and Northwell Health. These organizations are pioneers that approached health literacy in a systematic fashion, each exemplifying different routes an organization can take to become health literate. CHS provides an example of how, even when the most senior leadership drives the organization to become health literate, continued progress requires constant reinvigoration. At Intermountain Healthcare, the push to become a health literate organization was the natural consequence of organizational adoption of a model of shared accountability that necessitated patient engagement for its success. Northwell Health, on the other hand, provides a model of how a persistent champion can elevate health literacy to become a system priority and how systemwide policies and procedures can advance effective communication across language differences, health literacy, and cultures. The profiles of the three systems make clear that the opportunities for health literacy improvement are vast. Success depends on the presence of a perfect storm of conditions conducive to transformational change. This chapter ends with lessons learned from the experiences of health literacy pioneers that may be useful to organizations embarking on the journey. The journey is long, and there are bumps along the road. Nonetheless, discernable progress has been made. While committed to transformation, organizations seeking to be health literate recognize that it is not a destination you can ever reach. A health literate organization is constantly striving, always knowing that further improvement can be made. [ABSTRACT FROM AUTHOR]

The article describes three approaches to scholastic evaluation: docimological, formative and organizational. The aim is to link the various forms of evaluation to the curriculum building from the point of view of general teaching, with particular attention to the methodological and epistemological aspects. [ABSTRACT FROM AUTHOR]

Este artigo apresenta um levantamento do processo de implantação da Produção Enxuta (PE) em 47 empresas do Brasil e do exterior. Entre os principais resultados, o levantamento revelou que: os temas de maior interesse em ampliar conhecimentos são a cultura organizacional enxuta e o mapeamento do fluxo de valor; os principais motivos para adotar a PE são a necessidade de melhorar a competitividade e a adequação da PE ao combate de problemas críticos da produção; as principais dificuldades na implantação da PE são a resistência das pessoas e a dificuldade na adaptação de conceitos e práticas; as práticas mais utilizadas são a padronização do trabalho e o gerenciamento visual; a produção puxada é a prática prioritária no momento. Os resultados deste levantamento, aliados a observações realizadas durante visitas em algumas das empresas, permitiram a identificação de necessidades e oportunidades para pesquisas sobre a implantação da PE, as quais são sumarizadas no final do artigo.This paper presents a survey on the lean production (LP) implementation process in 47 Brazilian and foreign companies. Among the main results, the survey pointed out that the respondents are mostly interested in learning about lean organizational culture and value stream mapping. The main drivers for adopting LP are improving competitiveness and the fact that LP is adequate to solve critical production problems. People resistance to changes and difficulties to adapt concepts and practices are the main difficulties during LP implementation. The most frequently used practices are work standardization and visual management. Pull production implementation is the practice of highest priority. The results of this survey, along with the observation data collected during visits to some of the investigated companies, permitted the identification of research opportunities on LP implementation, which are summarized at the end of this article.

Sleep deprivation is one of the most important health problem in modern society and evidenced so far, on Romanian employees, have shown that 74% of them have been diagnosed with sleeping disorders (About Sleep Disorders, 2016). Despite this evidence, little attention has been given to the role of organizational factors and to the effects of workplace conflicts in triggering sleeping disorders among Romanian employees. The present empirical research addresses the relationship between organizational climate, the impact of workplace conflicts and employees' sleeping disorders. 151 Romanian employees (101/66.88% - female and 44/29.13% - male) participated at the present study by completing, in paper-pencil format, the questionnaires measuring organizational climate, workplace conflicts and sleeping disorders. The results showed that lower levels of organizational support, justice, decisions and assessment are correlated with sleeping disorders and workplace conflicts. Moreover, the direct relationship between organizational climate and sleeping disorders can be better understood when the impact of workplace conflicts is introduced as a mediator. The present study emphasize on the importance of understanding the role of workplace conflicts in employees' sleeping disorders and helps human resources professional to develop more efficient training programs designed to improve employees social competences (i.e. offering social support to their colleagues experiencing symptoms of sleeping disorders) and to increase knowledge referring to poor organizational climate-sleeping disorders relationship. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore the effects of organizational self-assessment as a tool to enhance organizational capacity in nonprofit human service agencies when it is performed as part of an accreditation process. Eighty-eight organizations completed a self-assessment pretest designed to measure capacity at the beginning of an accreditation process and then the same self-assessment posttest at the end of the accreditation process. The findings reveal that 59% of these organizations demonstrated an increase in capacity. Organizations identified their greatest capacity challenges. The findings mostly support the premise that organizational self-assessment is a beneficial process in building capacity. [ABSTRACT FROM AUTHOR]

A support center for non-profit organizations is a kind of intermediary focusing on the information and consultation in non-profit sector in Japan. This paper examines organizational assessment to Japanese non-profit organizations with the explicit knowledge transferred from the tacit knowledge in one grant-making foundation, The Nippon Foundation. In particular, while such evaluations are based on the more explicit evaluation criteria of (1) the characteristics of the organization and (2) the characteristics of the leader from evaluation data of 24 support centers in Japan, the more tacit and critical evaluation criteria of (3) planning ability and (4) organizational capability determine the total evaluations. This paper concludes that self-business approaches are important for the autonomic growth of non-profit organizations.

Purpose -- The purpose of this paper is to describe the value of process mapping to libraries as a first step in promoting a culture of organizational assessment. In addition, this paper offers a case study of the University of Michigan Library's experience in building up a process mapping skill set and the workflow improvements resulting from these efforts. Design/methodology/approach -- This case study is a description and assessment of a program to train library employees on process mapping. Findings -- Process mapping in library settings empowers librarians and staff to identify and implement elements for improvements in routine work. When given the tools to assess processes, employees at the University of Michigan made several such improvements. Practical implications -- While library staff tend not to be familiar with process mapping, these skills are critical for retaining institutional knowledge, training staff, and identifying areas for improvement in common and rarely used workflows alike. Originality/value -- Process improvements were identified and implemented at the University of Michigan Library when the staff mapped the processes of their daily work. [ABSTRACT FROM AUTHOR]

By examining their sustainability activities through the lens of the LSO model, Vail Resorts provides a rich example of best practices relating to a company's pursuit of sustainability efforts and their expected benefits. Vail Resorts' wide-ranging sustainability actions, combined with the LSO model, provide managers with a well-defined road map to lead their own sustainable organization. Vail Resorts' implementation of the various components of the LSO model, and the results achieved, demonstrate that "sustainability is not just doing good, it is also good business." [ABSTRACT FROM AUTHOR]

In 2014, South Africa is into its 20th year since the 1994 elections which ushered in a democratic government and marked the official end of apartheid. The discipline of Psychology has in this time attained many milestones, several of which relate to the sub-discipline of psychological assessment. Prior to, during, and post-apartheid, psychological assessment featured as one of the most contentious areas in the history of the country, as well as the history of Psychology. In this article, we provide some critical insights into those aspects in the history of psychological assessment in South Africa that have led it to be the provocative field it is today. We also identify the positive contributions of psychological assessment that have facilitated South Africa’s movement towards a more just and equitable society. The article concludes with suggestions for the future development of psychological assessment and how it can serve to enhance the discipline of Psychology and the wellbeing of South Africans. [ABSTRACT FROM PUBLISHER]

Highlights: [•] We outline a conceptual framework for fitness-to-operate (FTO). [•] We develop an assessment guide designed for offshore facilities. [•] The framework and guide provide new insights into safety capability. [ABSTRACT FROM AUTHOR]