scholarly journals Perceived Barriers and Facilitators to Using Knowledge Brokers in Canadian Rehabilitation Settings: A Qualitative Study

2020 ◽  
Author(s):  
Dina Gaid ◽  
Sara Ahmed ◽  
Aliki Thomas ◽  
André Bussières
Keyword(s):  
Qualitative Study ◽  
Organizational Support ◽  
Descriptive Analysis ◽  
Organizational Level ◽  
Evaluation Tools ◽  
Healthcare Organizations ◽  
Individual Level ◽  
Knowledge Brokers ◽  
The Individual ◽  
Process Level

Abstract Background: Knowledge translation experts advocate for employing knowledge brokers (KBs) to promote the uptake of research evidence in health care settings. However, little is known about factors influencing the utilization of KBs, thereby limiting their employment within healthcare organizations. This research aimed to identify factors likely to hinder or promote the optimal use of KBs within rehabilitation settings in Canada.Methods: Qualitative study using semi-structured telephone interviews with individuals performing KB activities in rehabilitation settings across Canada. The interview topic guide was informed by the Consolidated Framework for Implementation Research (CFIR) and consisted of 20 questions covering five domains (characteristics of individuals, inner setting, process, outer settings, and innovation characteristics). All interviews lasted 60 to 90 minutes, were digitally recorded, and transcribed verbatim. We conducted qualitative descriptive analysis combining deductive coding guided by the CFIR. Two independent analysts coded and rated all interviews, then met to review, deliberate and modify the codes as appropriate. A matrix was created by listing the salient codes for each CFIR construct to identify factors (facilitators and barriers) at the individual, organisational, and process level most likely to impact the KB’s success/failure.Results: Twenty-three participants, from five Canadian provinces were interviewed. At the individual level, the majority of participants reported having strong communication skills, being confident about performing KBs activities, and possessing solid clinical experience and prior research skills. At the organizational level, most respondents indicated constantly networking and engaging with clinical teams and different stakeholders, and having an acceptable level of guidance from their managers. Very few participants felt that they received sufficient organizational support (i.e., clerical support and IT support). At the process level, all participants indicated needing evaluation tools to better gauge their performance, and the majority mentioned that they would benefit from having additional training tailored to their roles as KBs.Conclusions: Individual, organisational and process level factors likely to hinder or promote the optimal use of KBs within Canadian rehabilitation settings include skillsets and networking abilities; culture, resources, and leadership support; and the need for specific training for KBs and for evaluation tools to monitor their performance.

Innovating with Strangers; Managing Knowledge Barriers Across Distances in Cross-Industry Innovation

2020 ◽  
Vol 17 (01) ◽  
pp. 2050008 ◽  
Author(s):  
Hilda Bø Lyng ◽  
Eric Christian Brun
Keyword(s):  
Organizational Level ◽  
Individual Level ◽  
Types Of Knowledge ◽  
Level Of Activity ◽  
Knowledge Barriers ◽  
Knowledge Brokers ◽  
The Individual ◽  
Use Of Knowledge ◽  
Industry Experience

We explore the types of knowledge barriers that are encountered at organizational level in cross-industry innovation, what influences them and how they can be overcome. Eleven cross-industry projects were qualitatively analyzed at the individual level of activity. Innovation collaboration occurred at three levels; intra-organizational, inter-organizational, and inter-institutional. Each level exhibited added relational distances as well as semantic and pragmatic barriers, of which the latter type was the most challenging. Effort necessary to overcome knowledge barriers accumulated at each level. Knowledge barriers were increased by legitimacy differences and communicational deficiencies, and lowered by reduction of interdependencies, use of knowledge brokers, and previous cross-industry experience.

Understanding Telehealth

2011 ◽  
pp. 254-276
Author(s):  
Joachim Jean-Jules ◽  
Alain O. Villeneuve
Keyword(s):  
Conceptual Model ◽  
New Technologies ◽  
Organizational Level ◽  
Future Research ◽  
Healthcare Organizations ◽  
Organizational Learning Theory ◽  
Individual Level ◽  
The Individual ◽  
Operational Issues ◽  
Professional Resources

During the past few decades, many healthcare authorities sought to integrate new methods of delivering care to patients. Among the priorities faced by these organizations, a major issue arose of how to provide healthcare to patients who live in rural or remote regions suffering from a lack of accessible professional resources and services that comply with WHO’s call for providing fair access to healthcare. Many attempts were made to integrate new technologies such as telehealth into the healthcare system, but in many cases, telehealth was not successful due in part to limited assimilation into healthcare organizations and work practices. Telehealth addresses operational issues such as a shortage of professionals in rural or underserved geographical regions. Using a breadth of reference theories such as institutional theory, structuration theory, and organizational learning theory, we propose a conceptual model that integrates the determinants of telehealth assimilation and identifies factors that impinge upon the process of assimilation. We posit that telehealth assimilation can only be understood by taking a multilevel approach to the phenomenon, whereby assimilation starts at the individual level, permeates through other organizational levels such as groups, and finally ends at the organizational and inter-organizational level. Further, assimilation of technological innovations must be considered within their institutional context. Derived from our conceptual model, we make several propositions and hope that our work will significantly guide future research and managerial actions geared toward integrating healthcare in the workplace.

scholarly journals Cultivating organizational compassion in healthcare

2019 ◽  
Vol 26 (3) ◽  
pp. 340-354 ◽  
Author(s):  
Ace Volkmann Simpson ◽  
Ben Farr-Wharton ◽  
Prasuna Reddy
Keyword(s):  
Healthcare Workers ◽  
Workplace Bullying ◽  
Organizational Level ◽  
Healthcare Sector ◽  
Positive Organizational Scholarship ◽  
Staff Turnover ◽  
Healthcare Organizations ◽  
Individual Level ◽  
Organizational Scholarship ◽  
The Individual

AbstractThe compassion of healthcare workers towards patients is widely recognized, but research suggests a dearth of compassion among co-workers. Indeed, workplace bullying and negative employee outcomes are over-represented in the healthcare sector (including burnout and substantial staff turnover). In this paper, we discuss the cultivation of compassion for healthcare workers, using the lens of positive organizational scholarship. Our concern is not only with the individual level compassion (i.e. between employees), we also consider how compassion can be cultivated systemically across healthcare institutions at the organizational level. More specifically, we present a proposed Noticing, Empathising, Assessing and Responding Mechanisms Model of Organizational Compassion as a tool for consciously cultivating workplace compassion in healthcare organizations.

scholarly journals Association of Happiness and Nursing Work Environments with Job Crafting among Hospital Nurses in South Korea

2020 ◽  
Vol 17 (11) ◽  
pp. 4042
Author(s):  
Sujin Chang ◽  
Kihye Han ◽  
Yongae Cho
Keyword(s):  
Organizational Support ◽  
Cross Sectional Study ◽  
Work Environments ◽  
Job Crafting ◽  
Organizational Level ◽  
Hospital Nurses ◽  
Cross Sectional ◽  
Individual Level ◽  
Job Attitude ◽  
The Individual

Nurses are key professionals in healthcare sectors, whose job attitude is closely associated with patient health outcomes and safety. Job crafting describes how workers shape their tasks to find a sense of meaning and value in their work. This study aimed to examine the associations of happiness at the individual level and nursing work environments at the organizational level with job crafting among hospital nurses in Korea. This cross-sectional study analyzed survey data from 220 nurses working in four Korean hospitals. Multiple linear regression modeling was used to examine associations among the study variables. Nurses who were satisfied with their lives were significantly more likely to exhibit higher levels of job crafting (B = 0.07, p < 0.001). Nursing work environments had no significant association with nurses’ job crafting. In comparison with nurses working in general units, operating room nurses were significantly less likely to craft their job (B = −0.35, p = 0.001). Organizational support should be established to improve nurses’ happiness and job crafting. Hospitals should provide various opportunities for education and training to strengthen job crafting.

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox
Keyword(s):  
Research Question ◽  
Qualitative Inquiry ◽  
Growth Mindset ◽  
Organizational Level ◽  
Military Officers ◽  
Individual Level ◽  
Qualitative Research Design ◽  
Professional Pride ◽  
The Individual ◽  
The Military

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

Public service motivation and willingness to collaborate

2014 ◽  
Vol 2 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Heather Getha-Taylor ◽  
Alexa Haddock-Bigwarfe
Keyword(s):  
Homeland Security ◽  
Public Service ◽  
Public Service Motivation ◽  
The Body ◽  
Organizational Level ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Original Survey ◽  
The Individual

Purpose – The purpose of this paper is to examine public service motivation (PSM) and the connection with collaborative attitudes among a sample of homeland security actors representing the public, private, and nonprofit sectors. Design/methodology/approach – This study examines relationships between measures of PSM and collaboration using original survey data and hierarchical multiple regression. Findings – Findings reveal strong positive relationships between PSM measures and attitudes toward collaboration at the individual and organizational level. Research limitations/implications – Survey results are cross-sectional and are from respondents participating in a single state's homeland security summit. Practical implications – It is expected that results can be used to enhance collaboration at the individual and organizational levels. At the organizational level, results can be used for matching individuals with collaborative opportunities. At the individual level, results can be used for enhanced self-reflection and effectiveness purposes. Originality/value – This study provides insights on the relationship between PSM measures and collaborative attitudes. The research contributes to the body of scholarly work connecting PSM and correlates of interest.

scholarly journals The Impact of Customer Contact on Collective Human Energy in Firms

2018 ◽  
Vol 44 (5) ◽  
pp. 915-952
Author(s):  
Petra Kipfelsberger ◽  
Heike Bruch ◽  
Dennis Herhausen
Keyword(s):  
Transformational Leadership ◽  
Organizational Level ◽  
Data Set ◽  
Customer Contact ◽  
Individual Level ◽  
Moderated Mediation Model ◽  
Human Energy ◽  
The Individual ◽  
High Level ◽  
The Impact

This article investigates how and when a firm’s level of customer contact influences the collective organizational energy. For this purpose, we bridge the literature on collective human energy at work with the job impact framework and organizational sensemaking processes and argue that a firm’s level of customer contact is positively linked to the collective organizational energy because a high level of customer contact might make the experience of prosocial impact across the firm more likely. However, as prior research at the individual level has indicated that customers could also deplete employees’ energy, we introduce transformational leadership climate as a novel contingency factor for this linkage at the organizational level. We propose that a medium to high transformational leadership climate is necessary to derive positive meaning from customer contact, whereas firms with a low transformational leadership climate do not get energized by customer contact. We tested the proposed moderated mediation model with multilevel modeling and a multisource data set comprising 9,094 employees and 75 key informants in 75 firms. The results support our hypotheses and offer important theoretical contributions for research on collective human energy in organizations and its interplay with customers.

The Gatekeeping of iNews.id about News on Worship in Mosques Due to the Covid-19 Pandemic

MEDIASI ◽  
2021 ◽  
Vol 2 (2) ◽  
pp. 100-107
Author(s):  
Shania Shaufa ◽  
Thalitha Sacharissa Rosyidiani
Keyword(s):  
Production Process ◽  
Media Coverage ◽  
System Level ◽  
Organizational Level ◽  
Online Media ◽  
Individual Level ◽  
The Public ◽  
The Social ◽  
The Media ◽  
The Individual

This article explains about online media iNews.id in implementing gatekeeping function. This study aims to find out how gatekeeping efforts iNews.id in the production process on the issue of preaching restrictions on worship in mosques during Ramadan in 2020. During the Covid-19 pandemic, the current media situation, especially in the midst of a crisis, encourages the public to become heavily dependent on media coverage. With a qualitative approach, researchers analyzed five levels of influence on the gatekeeping process in online media iNews.id. The results of this study show that factors that influence the way iNews.id in the production process of preaching restrictions on worship in mosques due to the Covid-19 pandemic are the individual level of media workers, the level of media routine, the organizational level, the extramedia level, and the social system level. The conclusions of this study state the most dominant levels is the organization level and the media routine level in the iNews.id.

scholarly journals Characteristics Contributing to Low- and Minimum-Wage Labour in Germany

2020 ◽  
Vol 240 (2-3) ◽  
pp. 161-200
Author(s):  
Matthias Dütsch ◽  
Ralf Himmelreicher
Keyword(s):  
Minimum Wage ◽  
Descriptive Analysis ◽  
Explanatory Power ◽  
Working Hours ◽  
Individual Characteristics ◽  
Systematic Analysis ◽  
Individual Level ◽  
Wage Labour ◽  
Random Intercept ◽  
The Individual

AbstractIn this article we examine the correlation between characteristics of individuals, companies, and industries involved in low-wage labour in Germany and the risks workers face of earning hourly wages that are below the minimum-wage or low-wage thresholds. To identify these characteristics, we use the Structure of Earnings Survey (SES) 2014. The SES is a mandatory survey of companies which provides information on wages and working hours from about 1 million jobs and nearly 70,000 companies from all industries. This data allows us to present the first systematic analysis of the interaction of individual-, company-, and industry-level factors on minimum- and low-wage working in Germany. Using a descriptive analysis, we first give an overview of typical low-paying jobs, companies, and industries. Second, we use random intercept-only models to estimate the explanatory power of the individual, company, and industry levels. One main finding is that the influence of individual characteristics on wage levels is often overstated: Less than 25 % of the differences in the employment situation regarding being employed in minimum-wage or low-wage jobs can be attributed to the individual level. Third, we performed logistic and linear regression estimations to assess the risks of having a minimum- or low-wage job and the distance between a worker’s actual earnings and the minimum- or low-wage thresholds. Our findings allow us to conclude that several determinants related to individuals appear to suggest a high low-wage incidence, but in fact lose their explanatory power once controls are added for factors relating to the companies or industries that employ these individuals.

Organizational Arrogance and a Theory-Based Instrument

2021 ◽  
pp. 210-232
Author(s):  
C. Victor Herbin III
Keyword(s):  
Organizational Culture ◽  
Work Teams ◽  
The Body ◽  
Organizational Level ◽  
Cronbach Alpha ◽  
Individual Level ◽  
Body Of Knowledge ◽  
The Individual ◽  
Development And Validation

Prior studies provided insight on arrogance at the individual level and how arrogant individuals express superiority through (1) overconfidence in capabilities, (2) dismissiveness, (3) and disparagement, and how these behaviors may negatively impact those employees in and around their work teams, yet did not indicate how these behaviors impact organizational culture. Organizational arrogance represents an emerging concept that describes arrogance at the organizational level. Organizational arrogance provides the body of knowledge with a comprehensive and inclusive definition that led to the development and validation of the Organizational Arrogance Scale with a Cronbach Alpha of .922 that accurately measures the presence of organizational arrogance.

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