Systems Within Systems: Putting Program Implementation in Organizational Context.

Purpose The purpose of this paper is to explain how and why the intangible critical success factors (CSFs) determine the outcomes of public-private partnerships (PPP) projects in e-governance. Design/methodology/approach Drawing from the literature, PPP was conceptualized as an organization which facilitates the creation of social capital. It is argued that the intangible CSFs correspond to the key dimensions of the social capital that drives the development of intellectual capital in the course of addressing the challenges faced during the execution of an e-governance project. These efforts determine the accomplishment of the desired project objectives. The emergent framework was applied to an e-governance PPP project to anecdotally exemplify how the deficiency of organizational characteristics impedes the formation of social capital, resulting in project failure. Findings A theoretical framework was developed to illuminate the mechanisms and the attendant propositions that explain how and why the intangible factors influence the PPP outcomes. Research limitations/implications This study fills a critical gap in the literature on PPP projects in general, and on e-governance projects in particular. It also extends the application of the social capital framework from an intra-organizational to an inter-organizational context. Practical implications The results of this study foster a better understanding of the drivers of success in managing a PPP model in e-governance initiatives. Social implications This research work would help in improving the formulation and management of PPPs in the emerging economies, which could potentially enhance the societal outcomes. Originality/value The explanatory framework of this research serves as a useful perspective to address policy and program implementation issues of PPP initiatives in e-governance.

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What are the factors associated with the implementation of a peer-led health promotion program? Insights from a multiple-case study

Health Education Research ◽

10.1093/her/cyz028 ◽

2019 ◽

Vol 34 (6) ◽

pp. 578-591

Author(s):

A Lorthios-Guilledroit ◽

J Filiatrault ◽

L Richard

Keyword(s):

Older Adults ◽

Health Promotion ◽

Conceptual Framework ◽

Program Implementation ◽

Organizational Context ◽

Multiple Case Study ◽

Health Promotion Program ◽

Structured Interviews ◽

Multiple Case

Abstract Peer education is widely used as a health promotion strategy. However, few efforts have been undertaken to understand the implementation of peer-led health promotion programs (HPPs). This multiple-case study identifies factors facilitating the implementation of a peer-led HPP for older adults presenting with fear of falling (Vivre en ï¿½quilibre) and their mechanisms of action. It used a conceptual framework postulating factors that may influence peer-led HPPs implementation and mechanisms through which such factors may generate implementation outcomes. Six independent-living residences for older adults in Quebec (Canada) implemented Vivre en ï¿½quilibre as part of a quasi-experimental study. Implementation factors and outcomes were documented through observation diaries, attendance sheets, peers’ logbooks, questionnaires administered to participants and semi-structured interviews conducted among peers, activity coordinators of residences and a subgroup of participants. The analysis revealed three categories of factors facilitating program implementation, related to individuals, to the program and to the organizational context. Three action mechanisms identified in the framework (interaction, self-organization and adaptation) were facilitated by some of these factors. These findings support the application of the peer-led program implementation conceptual framework used in this study and provide insights for practitioners and researchers interested in implementing peer-led HPPs.

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Communication Disordered: Program Implementation in Long-Term Care

Perspectives of the ASHA Special Interest Groups ◽

10.1044/persp1.sig15.64 ◽

2016 ◽

Vol 1 (15) ◽

pp. 64-67

Author(s):

George Barnes ◽

Joseph Salemi

Keyword(s):

Program Implementation ◽

Long Term Care ◽

Family Satisfaction ◽

Regulatory Compliance ◽

Care Staff ◽

Term Care ◽

Staff Members ◽

Change Policy

The organizational structure of long-term care (LTC) facilities often removes the rehab department from the interdisciplinary work culture, inhibiting the speech-language pathologist's (SLP's) communication with the facility administration and limiting the SLP's influence when implementing clinical programs. The SLP then is unable to change policy or monitor the actions of the care staff. When the SLP asks staff members to follow protocols not yet accepted by facility policy, staff may be unable to respond due to confusing or conflicting protocol. The SLP needs to involve members of the facility administration in the policy-making process in order to create successful clinical programs. The SLP must overcome communication barriers by understanding the needs of the administration to explain how staff compliance with clinical goals improves quality of care, regulatory compliance, and patient-family satisfaction, and has the potential to enhance revenue for the facility. By taking this approach, the SLP has a greater opportunity to increase safety, independence, and quality of life for patients who otherwise may not receive access to the appropriate services.

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Development and Construct Validation of the German Workplace Trust Survey (G-WTS)

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000002 ◽

2010 ◽

Vol 26 (1) ◽

pp. 3-10 ◽

Cited By ~ 17

Author(s):

Nale Lehmann-Willenbrock ◽

Simone Kauffeld

Keyword(s):

Convergent Validity ◽

Affective Commitment ◽

Discriminant Validity ◽

Organizational Context ◽

Organizational Trust ◽

Three Dimensional ◽

Future Research ◽

Work Related ◽

Reliable Assessment ◽

Workplace Trust

In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related attitudes and behaviors and 92 of these completed the survey twice. The hypothesized three-dimensional conceptualization of organizational trust was confirmed by confirmatory factor analysis. The G-WTS showed good internal consistency and retest reliability values. Concerning convergent validity, all of the three G-WTS dimensions positively predicted job satisfaction. In terms of discriminant validity, Coworker Trust enhanced group cohesion; Supervisor Trust fostered innovative behavior, while Organizational Trust was associated with affective commitment. Theoretical and practical contributions as well as opportunities for future research with the G-WTS are discussed.

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