The impact of middle manager affective commitment on perceived improvement program implementation success

2018 ◽  
Vol 43 (3) ◽  
pp. 218-228 ◽  
Author(s):  
Ashley-Kay Fryer ◽  
Anita L. Tucker ◽  
Sara J. Singer
Keyword(s):  
Program Implementation ◽  
Affective Commitment ◽  
Middle Manager ◽  
Implementation Success ◽  
Improvement Program ◽  
The Impact

scholarly journals Association Between Federal Value-Based Incentive Program Implementation and Hospital-Onset C. difficile Infection Rates

2020 ◽  
Vol 41 (S1) ◽  
pp. s133-s133
Author(s):  
Mohammad Alrawashdeh ◽  
Chanu Rhee ◽  
Heather Hsu ◽  
Grace Lee
Keyword(s):  
Program Implementation ◽  
Negative Binomial ◽  
Negative Binomial Regression ◽  
Neutralization Assay ◽  
Nucleic Acid Amplification ◽  
Teaching Hospitals ◽  
Future Research ◽  
Testing Methods ◽  
Toxigenic Culture ◽  
The Impact

Background: The Hospital-Acquired Conditions Reduction Program (HACRP) and Hospital Value-Based Purchasing (HVBP) are federal value-based incentive programs that financially reward or penalize hospitals based on quality metrics. Hospital-onset C. difficile infection (HO-CDI) rates reported to the CDC NHSN became a target quality metric for both HACRP and HVBP in October 2016, but the impact of these programs on HO-CDI rates is unknown. Methods: We used an interrupted time-series design to examine the association between HACRP/HVBP implementation in October 2016 and quarterly rates of HO-CDI per 10,000 patient days among incentive-eligible acute-care hospitals conducting facility-wide HO-CDI NHSN surveillance between January 2013 and March 2019. Generalized estimating equations were used to fit negative binomial regression models to assess for immediate program impact (ie, level change) and changes in the slope of HO-CDI rates, controlling for each hospital’s predominant method for CDI testing (nucleic acid amplification including PCR (NAAT), enzyme immunoassay for toxin (EIA), or other testing method including cell cytotoxicity neutralization assay and toxigenic culture). Results: Of the 265 study hospitals studied, most were medium-sized (100–399 beds, 55%), not-for-profit (77%), teaching hospitals (70%), and were located in a metropolitan area (87%). Compared to EIA, rates of HO-CDI were higher when detected by NAAT (incidence rate ratio [IRR], 1.55; 95% CI, 1.41–1.70) or other testing methods (IRR, 1.47; 95% CI, 1.26–1.71). Controlling for CDI testing methods, HACRP/HVBP implementation was associated with an immediate 6% decline in HO-CDI rates (IRR, 0.94; 95% CI, 0.89–0.99) and a 4% decline in slope per year-quarter thereafter (IRR, 0.96; 95% CI, 0.95–0.97) (Fig. 1). Conclusions: HACRP/HVBP implementation was associated with both immediate and gradual improvements in HO-CDI rates, independent of CDI testing methods of differing sensitivity. Future research may evaluate the precise mechanisms underlying this improvement and if this impact is sustained in the long term.Funding: NoneDisclosures: None

Factors influencing success among collaborative sage-grouse management groups in the western United States

2010 ◽  
Vol 37 (3) ◽  
pp. 250-260 ◽  
Author(s):  
LORIEN R. BELTON ◽  
DOUGLAS JACKSON-SMITH
Keyword(s):  
Early Stage ◽  
Collaborative Group ◽  
Successful Implementation ◽  
Sage Grouse ◽  
Implementation Success ◽  
Management Plans ◽  
Collaborative Conservation ◽  
Process Factors ◽  
Group Success ◽  
The Impact

SUMMARYConsiderable efforts have been put into collaborative conservation efforts across the globe. In the western USA, concern about declines of two sage-grouse species (Centrocercus urophasianus and C. minimus) has led to the creation of over 60 collaborative wildlife management partnership groups to develop and implement local sage-grouse management plans. These sage-grouse local working groups (LWGs) share a common goal, information, and policy environment, but were implemented in diverse ways. As a result, they provide a rare opportunity to study systematically the impact of contextual, organizational, institutional and process factors on local collaborative group success. Data from document reviews and an extensive survey of over 700 group participants from 53 sage-grouse LWGs were used to assess the success of this collaborative conservation effort and identify those group attributes that were related to successful implementation and funding of projects. Specifically, external, internal and emergent group characteristics were considered as likely predictors of LWG implementation success. The LWGs varied broadly in their achievements. The presence of a neutral facilitator, participants' feelings of ownership, groups whose local plans had more authority and early-stage group successes were significantly related to implementation success at the group level.

Community Kids Wraparound Mental Health Program: An Effective Approach to Working with Families in Crisis

2007 ◽  
Vol 1 (2) ◽  
pp. 77-99
Author(s):  
Douglas Klayman ◽  
Jenny Crawford
Keyword(s):  
Mental Health ◽  
Experimental Research ◽  
Program Implementation ◽  
Health Program ◽  
Impact Analysis ◽  
Systems Of Care ◽  
Mental Health Program ◽  
Program Termination ◽  
Quasi Experimental ◽  
The Impact

This article presents findings from the five-year evaluation of a youth wraparound mental health program called Community Kids. The structure of the program, sociological theories underlying the philosophy of wraparound, and the context of the mental health system prior to program implementation are discussed. Included are utilization trends from inception through program termination. The impact analysis is presented in terms of five outcome domains for three participant cohorts, defined by tenure in the program. This longitudinal quasi-experimental research provides additional evidence of the efficacy of systems of care and the wraparound model in terms of improving clinical outcomes for youth.

The model of HRM-trust-commitment relationships

2015 ◽  
Vol 115 (8) ◽  
pp. 1457-1480 ◽  
Author(s):  
Dagmara Lewicka ◽  
Katarzyna Krot
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Content Type ◽  
Calculative Commitment ◽  
Starting Point ◽  
Research Findings ◽  
Organisational Trust ◽  
The Impact ◽  
The Relationship

Purpose – It is worth focusing on the examination of factors influencing the quality of the work environment. The purpose of this paper is to verify the influence of the HRM system and organisational trust on employee commitment. Design/methodology/approach – The survey was conducted in Poland among 370 employees in organisations from two sectors of the economy: services and industry. The verification of the theoretical model was performed based on structural equation modelling. Findings – Research findings made it possible to successfully verify the model of the relationship between the HRM system (practices, process), organisational trust and commitment. The starting point for trust in an organisation followed by commitment is the HRM system. It seems that the impact of the HRM process on creating organisational trust is higher. Research findings have also confirmed a relationship between each type of organisational trust and calculative commitment based on benefits, which is a strong determinant of affective commitment. Organisational trust is, therefore, an intermediary factor because the organisation must build trust in employees first before they become affectively committed. Originality/value – Current studies have not examined the issue of a mutual relationship between three constructs: perceived HRM practices and process, organisational trust and commitment. What is more, previous research was confined to the constructs analysed holistically without considering their complexity (different types of trust and commitment). In addition, the authors attempted to enrich Allen and Mayer’s (1991) model with a new aspect of the commitment – calculative, which is linked to the benefits received by employees. The authors also identified the mediating influence of the trust and calculative commitment onto the affective commitment.

scholarly journals Organizational Commitment and Job Burnout among Psychaitric Nurses in Punjab Pakistan

2015 ◽  
Vol 6 (2) ◽  
pp. 138 ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Psychiatric Hospitals ◽  
Job Burnout ◽  
Equation Modeling ◽  
Asian Countries ◽  
Cross Sectional ◽  
The Impact

<p><em>Job burnout issue is an increasingly important phenomenon in Asian countries. </em><em>Based on the model of casual turnover this study assessed the direct effect of organizational commitment on job burnout. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that only and normative commitment have significant impact while affective commitment and continuous commitment has not significant effect on nurse’s job burnout.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her job burnout in the hospital. This study recommends that future researchers should examine the impact of work environment on job burnout as a </em><em>unidimensional</em><em>. This study contributes socially and economically.</em></p>

scholarly journals STUDI EVALUATIF BERBASIS MODEL CSE-UCLA TENTANG PELAKSANAAN PROGRAM PENDIDIKAN BINTARA DI SEKOLAH POLISI NEGARA POLDA BALI

2019 ◽  
Vol 9 (2) ◽  
pp. 89-105
Author(s):  
I Gede Putu Semadi ◽  
Nyoman Dantes ◽  
Ni Made Sri Mertasari
Keyword(s):  
Program Implementation ◽  
Education Program ◽  
Descriptive Analysis ◽  
Program Planning ◽  
Program Improvement ◽  
Assessment System ◽  
Model Assessment ◽  
Improvement Program ◽  
Quantitative Descriptive Analysis ◽  
Quantitative Descriptive

ABSTRAK  Penelitian ini termasuk penelitian evaluatif, yang bertujuan untuk mengevaluasi dan menganalisis Kualitas Pelaksanaan Program Pendidikan Bintara Di Sekolah Polisi Negara Polda Bali dengan model CSA-UCLA System Assesment (A), Program Planning (P), Program Implementation (P), Program Improvement (P),  dan Program Certification (P). Responden pada penelitian ini adalah Personil/pegawai Sekolah Polisi Negara Bali (Pendidik danTenaga Kependidikan) 140 orang dan Peserta Didik 92 orang di Sekolah Polisi Negara Polda Bali. Data dikumpulkan dengan menggunakan kuesioner, dokumentasi dan wawancara.  Data dianalisis dengan analisis deskriptif  kuantitatif dan diverifikasi dengan kuadran Glickman. Hasil penelitian dievaluasi dari dimensi A-P-P-P-P terhadap, 1) Personil/Pegawai SPN Polda Bali (Pendidik dan Tenaga kependidikan)  adalah T-R-T-T-T, 2) Peserta Didik yakni T-T-T-R-T  dimana T berarti Tinggi dan R berarti Rendah, sehingga menunjukkan bahwa  secara umum berjalan dengan baik dan berada pada kuadran II yaitu terkategori Baik. Hal ini didukung oleh penilaian yang dilakukan oleh seluruh komponen pendidikan yang ada yaitu Personil/Pegawa SPN Polda Bali (Pendidik dan Tenaga kependidikan) serta Peserta Didik.  Kata-kata kunci:   CSE-UCLA, Kualitas, PelaksanaanABSTRACT Semadi, I Gede Putu  (2019), EVALUATIVE STUDY BASED ON CSE-UCLA MODEL ABOUT IMPLEMENTATION OF THE BINTARA EDUCATION PROGRAM AT THE BALI POLICE REGIONAL POLICE SCHOOL This thesis has been supervised and approved by the firt supervisor : Prof. Dr. Nyoman Dantes, and the second supervisor  : Dr. Ni Made Sri Mertasari, M.Pd. This research includes evaluative research, which aims to evaluate and analyze the Quality of Implementation of the Bintara Education Program at the Bali Police Regional Police School with CSA-UCLA Model Assessment System (A), Planning Program (P), Implementation Program (P), Improvement Program (P ), and Certification Program (P). Respondents in this study were Member of the Bali Police Regional Police School (Educators and Education staff) are 140 people and 92 students at the Bali Police Regional Police School. Data was collected using questionnaires, documentation and interviews. Data were analyzed by quantitative descriptive analysis and verified by Glickman's quadrant. The results of the study were evaluated from the dimensions of A-P-P-P-P to 1) Member of the Bali Police Regional Police School (Educators and Education staff)  are T-R-T-T-T, 2) Students are T-T-T-R-T where T means High and R means Low, thus indicating that generally it works well and is in quadrant II which is categorized Good. This is supported by the assessment carried out by all existing educational components, namely Educators, Education Personnel and Students. Keywords : CSE-UCLA , Quality, Implementation

scholarly journals Employment Opportunities And Human Resources Development In Digital Era: A Case Study In Industrial Sector

2018 ◽  
Vol 8 (2) ◽  
pp. 159-168
Author(s):  
Devi Asiati ◽  
Gutomo Bayu Aji ◽  
Vanda Ningrum ◽  
Ngadi Ngadi ◽  
Triyono Triyono ◽  
...  
Keyword(s):  
Industrial Sector ◽  
Production Equipment ◽  
Improvement Program ◽  
Digital Era ◽  
Local Resources ◽  
The World ◽  
The Government ◽  
Machine Replacement ◽  
The Impact

Transformation of digitalization in large industries has an impact on the automation of production equipment, including the replacement of production machines from conventional machines (manual) to digital machines. Meanwhile, automation of production equipment requires workers with higher skills, in fact the existing workforce does not have expertise in carrying out all-digital equipment. The impact is a reduction in labor (layoffs). Machine replacement is done in stages so that the reduction of workforce (PHK) in bulk is not visible. However, the inconsistency between the preparation in the world of education and the needs in the world of work continues to occur today. Until now, vocational development based on local resources has not been operating optimally and needs serious attention from the local government. The government on various occasions mentioned four leading sectors that will be strengthened in the development of vocational institutions, namely maritime, tourism, agriculture (food security), and the creative industry. In addition, the government is also developing a policy scheme for Skill Development Funds (SDF), which is a skills improvement program for workers affected by automation (PHK), including through Vocational Training Center (BLK).

scholarly journals Impact of Transformational Leadership on the Affective Commitment of Employees in the Service Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 1388-1393
Keyword(s):  
Transformational Leadership ◽  
Service Sector ◽  
Affective Commitment ◽  
Positive Impact ◽  
Multifactor Leadership Questionnaire ◽  
Intellectual Stimulation ◽  
Four Dimensions ◽  
Multifactor Leadership ◽  
The Impact ◽  
The Relationship

Purpose – There are few studies that have studied the relationship between Transformational leadership (TL) and organisation commitment (OC), but there are very few studies on the service sector especially in the Indian context. This study aims to fill the gap in literature by empirically examining the impact of four dimensions of TL using Multifactor Leadership Questionnaire (MLQ) on the Affective Commitment (AC) of the employees, within the context of the service sector in Bengaluru. Design/methodology/approach – A total of two hypotheses were proposed for testing transformational leadership using Multifactor Leadership Questionnaire (MLQ) questionnaire, (Bass and Avolio, 1997) and five items of affective organization commitment developed by Allen and Meyer (1996) was used for affective commitment. The questionnaire was administered to 210 employees working in various industries in the service sector in Bengaluru to measure the impact of TL on the AC of the respondents. Findings – The analysis of the data collected shows that TL has a positive impact on the affective commitment of the employees. In particular, the results of an empirical investigation revealed that individualized influence and individual consideration by the transformational leader had a significant impact on the affective commitment level of the employees. The employees in the hospitality industry had a difference in opinion compared to IT, Banking & education sector employees on the intellectual stimulation by the leader and their affective commitment towards the organization. Originality/value – This paper contributes to the existing literature of leadership and OC by providing practical evidence leading to the improvement of information and the understanding of the relationship between TL and AC.

scholarly journals The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

2013 ◽  
Vol 7 (3) ◽  
pp. 165 ◽  
Author(s):  
Amin Wahyudi ◽  
Tulus Haryono ◽  
Asri Laksmi Riyani ◽  
Mugi Harsono
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Structural Equation ◽  
Affective Commitment ◽  
Work Ethic ◽  
Equation Model ◽  
Work Ethics ◽  
Central Java ◽  
Mediating Variables ◽  
The Impact

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of  multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective<br />commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.

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