PERSONAL MANAGEMENT TECHNIQUES IN PRESCHOOL EDUCATION INSTITUTIONS BASED ON ORGANIZATIONAL CULTURE

2018 ◽  
Author(s):  
Xia Yuanyuan ◽  
◽  
Shen Jialong ◽  
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Learning Community ◽  
Housing Stock ◽  
Preschool Education ◽  
Well Being ◽  
Free Food ◽  
Work And Family ◽  
Kindergarten Teacher ◽  
Team Culture

Teachers are the main human resource for the development of preschool education. Effective management of preschool teachers should be based on the real characteristics of teachers and a unique cultural background. Based on the special organizational environment of the kindergarten, this study analyzed past development experience by conducting a literature method and questionnaires, and then identified the shortcomings of the current leadership of the kindergarten teacher. We found that kindergarten teachers are younger, and the gender difference is significant. The teachers interviewed generally had a low initial level of education, which reached only the national minimum standard. Moreover, whether teachers are in officially budgeted positions can influence the development of their professional concepts and ethics (Sig bilateral <0.05). In terms of organizational culture, we have proposed strategies for managing a kindergarten teacher from four aspects, namely: improving well- being through benefits and preferences, such as “five social insurances and one housing stock”, discounts on childcare costs and free food on weekdays; formation of a team culture that balances work and family through the integration of culture in the overall management system of the kindergarten. Creating a learning community and harmoniously creating an organizational climate in kindergartens, aimed at helping to build high-quality professional teachers to implement healthy development of preschool education by encouraging teachers to carry out teaching and research projects and research, forming a team of like-minded people. Building a harmonious organizational climate will increase the assessment of kindergarten management, the educational function of culture, turn kindergarten into an emotional home with humanistic care and make teachers feel the value of their own lives and the importance of existence.

Family Firms and the Effects of Organizational Culture on Their Innovation

2022 ◽  
pp. 1082-1102
Author(s):  
Elif Baykal
Keyword(s):  
Organizational Culture ◽  
Financial Performance ◽  
Organizational Climate ◽  
Family Firms ◽  
Work And Family ◽  
Work Outcomes ◽  
Organizational Cultures ◽  
Important Work ◽  
The Relationship

Owing to the fact that sustainability and the financial performance of businesses are important work outcomes in family firms, in this chapter for both reaching work and family related goals and ensuring sustainibility, it is proposed that family firms as in the case with their non-family counterparts will prefer to exploit innovativeness in attaining their financial goals. The main objective of this chapter is understanding innovative inclinations and preferences of family firms and examining the relationship between innovativeness and organizational cultures of these companies. And it is suggested that organizational culture will act as a catalyzer in this relationship. In the chapter, innovativeness in family firms has been examined in detail. Main types of organizational cultures regarding innovation in family firms have been explained in detail, and an approach that suggests that organizational climate is closely related with the innovativeness of family firms has been adopted.

Family Firms and the Effects of Organizational Culture on Their Innovation

2019 ◽  
pp. 207-226 ◽  
Author(s):  
Elif Baykal
Keyword(s):  
Organizational Culture ◽  
Financial Performance ◽  
Organizational Climate ◽  
Family Firms ◽  
Work And Family ◽  
Work Outcomes ◽  
Organizational Cultures ◽  
Important Work ◽  
The Relationship

Owing to the fact that sustainability and the financial performance of businesses are important work outcomes in family firms, in this chapter for both reaching work and family related goals and ensuring sustainibility, it is proposed that family firms as in the case with their non-family counterparts will prefer to exploit innovativeness in attaining their financial goals. The main objective of this chapter is understanding innovative inclinations and preferences of family firms and examining the relationship between innovativeness and organizational cultures of these companies. And it is suggested that organizational culture will act as a catalyzer in this relationship. In the chapter, innovativeness in family firms has been examined in detail. Main types of organizational cultures regarding innovation in family firms have been explained in detail, and an approach that suggests that organizational climate is closely related with the innovativeness of family firms has been adopted.

Employee well-being: A multilevel model linking work and family domains

2007 ◽  
Author(s):  
Kelly M. Schwind ◽  
Remus Ilies ◽  
Daniel Heller
Keyword(s):  
Multilevel Model ◽  
Well Being ◽  
Work And Family

PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Silvia Agustin
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Employee Performance ◽  
Test Validity ◽  
Workplace Culture ◽  
Work Culture ◽  
Eligibility Criteria ◽  
Reliable Instrument ◽  
And Performance

The purpose of this study are: 1) To clarify whether there is influence organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital and 2) Measure the influence of organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital. Based on test validity workplace culture, leadership, work climate and performance in mind all the items declared invalid meet the eligibility criteria are good and reliable instrument. Work Culture regression analysis obtained by value t = 2.091 while t table = 1.988, so t count&gt; t table and the significance value is 0,040 this value is smaller than α = 0.05 not significant effect on employee performance Padang Police Hospitals. Leadership regression analysis obtained by value t = 1.762 while t table = 1.988 so that t

scholarly journals Measures of organizational culture, organizational climate, and implementation climate in behavioral health: A systematic review

2021 ◽  
Vol 2 ◽  
pp. 263348952110188
Author(s):  
Byron J Powell ◽  
Kayne D Mettert ◽  
Caitlin N Dorsey ◽  
Bryan J Weiner ◽  
Cameo F Stanick ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Psychometric Properties ◽  
Behavioral Health ◽  
Implementation Research ◽  
Learning Climate ◽  
Evidence Based ◽  
Implementation Climate ◽  
Relative Priority ◽  
Evidence Based Practices

Background: Organizational culture, organizational climate, and implementation climate are key organizational constructs that influence the implementation of evidence-based practices. However, there has been little systematic investigation of the availability of psychometrically strong measures that can be used to assess these constructs in behavioral health. This systematic review identified and assessed the psychometric properties of measures of organizational culture, organizational climate, implementation climate, and related subconstructs as defined by the Consolidated Framework for Implementation Research (CFIR) and Ehrhart and colleagues. Methods: Data collection involved search string generation, title and abstract screening, full-text review, construct assignment, and citation searches for all known empirical uses. Data relevant to nine psychometric criteria from the Psychometric and Pragmatic Evidence Rating Scale (PAPERS) were extracted: internal consistency, convergent validity, discriminant validity, known-groups validity, predictive validity, concurrent validity, structural validity, responsiveness, and norms. Extracted data for each criterion were rated on a scale from −1 (“poor”) to 4 (“excellent”), and each measure was assigned a total score (highest possible score = 36) that formed the basis for head-to-head comparisons of measures for each focal construct. Results: We identified full measures or relevant subscales of broader measures for organizational culture ( n = 21), organizational climate ( n = 36), implementation climate ( n = 2), tension for change ( n = 2), compatibility ( n = 6), relative priority ( n = 2), organizational incentives and rewards ( n = 3), goals and feedback ( n = 3), and learning climate ( n = 2). Psychometric evidence was most frequently available for internal consistency and norms. Information about other psychometric properties was less available. Median ratings for psychometric properties across categories of measures ranged from “poor” to “good.” There was limited evidence of responsiveness or predictive validity. Conclusion: While several promising measures were identified, the overall state of measurement related to these constructs is poor. To enhance understanding of how these constructs influence implementation research and practice, measures that are sensitive to change and predictive of key implementation and clinical outcomes are required. There is a need for further testing of the most promising measures, and ample opportunity to develop additional psychometrically strong measures of these important constructs. Plain Language Summary Organizational culture, organizational climate, and implementation climate can play a critical role in facilitating or impeding the successful implementation and sustainment of evidence-based practices. Advancing our understanding of how these contextual factors independently or collectively influence implementation and clinical outcomes requires measures that are reliable and valid. Previous systematic reviews identified measures of organizational factors that influence implementation, but none focused explicitly on behavioral health; focused solely on organizational culture, organizational climate, and implementation climate; or assessed the evidence base of all known uses of a measure within a given area, such as behavioral health–focused implementation efforts. The purpose of this study was to identify and assess the psychometric properties of measures of organizational culture, organizational climate, implementation climate, and related subconstructs that have been used in behavioral health-focused implementation research. We identified 21 measures of organizational culture, 36 measures of organizational climate, 2 measures of implementation climate, 2 measures of tension for change, 6 measures of compatibility, 2 measures of relative priority, 3 measures of organizational incentives and rewards, 3 measures of goals and feedback, and 2 measures of learning climate. Some promising measures were identified; however, the overall state of measurement across these constructs is poor. This review highlights specific areas for improvement and suggests the need to rigorously evaluate existing measures and develop new measures.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

Implementation of AF-CBT by Community Practitioners Serving Child Welfare and Mental Health

2012 ◽  
Vol 17 (1) ◽  
pp. 32-46 ◽  
Author(s):  
David J. Kolko ◽  
Barbara L. Baumann ◽  
Amy D. Herschell ◽  
Jonathan A. Hart ◽  
Elizabeth A. Holden ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Learning Community ◽  
Hierarchical Linear Modeling ◽  
Behavioral Therapy ◽  
Work Force ◽  
Child Physical Abuse ◽  
Self Report ◽  
Psychological Skills ◽  
Linear Modeling ◽  
Negative Perceptions

The Partnerships for Families project is a randomized clinical trial designed to evaluate the implementation of Alternatives for Families: A Cognitive–Behavioral Therapy (AF-CBT), an evidence-based treatment for family conflict, coercion, and aggression, including child physical abuse. To evaluate the effectiveness of a training program in this model, 182 community practitioners from 10 agencies were randomized to receive AF-CBT training ( n = 90) using a learning community model (workshops, consultation visits) or Training as Usual (TAU; n = 92) which provided trainings per agency routine. Practitioners completed self-report measures at four time points (0, 6, 12, and 18 months following baseline). Of those assigned to AF-CBT, 89% participated in at least one training activity and 68% met a “training completion” definition. A total of 80 (44%) practitioners were still active clinicians in the study by 18-month assessment in that they had not met our staff turnover or study withdrawal criteria. Using an intent-to-train design, hierarchical linear modeling analyses revealed significantly greater initial improvements for those in the AF-CBT training condition (vs. TAU condition) in CBT-related knowledge and use of AF-CBT teaching processes, abuse-specific skills, and general psychological skills. In addition, practitioners in both groups reported significantly more negative perceptions of organizational climate through the intervention phase. These significant, albeit modest, findings are discussed in the context of treatment training, research, and work force issues as they relate to the diverse backgrounds, settings, and populations served by community practitioners.

scholarly journals Cohort profile: the Men and Parenting Pathways (MAPP) Study: a longitudinal Australian cohort study of men’s mental health and well-being at the normative age for first-time fatherhood

BMJ Open ◽  
2021 ◽  
Vol 11 (7) ◽  
pp. e047909
Author(s):  
Jacqui A Macdonald ◽  
Lauren M Francis ◽  
Helen Skouteris ◽  
George J Youssef ◽  
Liam G Graeme ◽  
...  
Keyword(s):  
Mental Health ◽  
Cohort Study ◽  
Data Collection ◽  
Online Survey ◽  
Sleep Problems ◽  
Meta Analysis ◽  
Well Being ◽  
Work And Family ◽  
Depressive Symptom Severity ◽  
Health And Well Being

PurposeThe Men and Parenting Pathways (MAPP) Study is a prospective investigation of men’s mental health and well-being across the normative age for transitioning to fatherhood. This includes trajectories and outcomes for men who do and do not become fathers across five annual waves of the study.ParticipantsAustralian resident, English-speaking men aged 28–32 years at baseline were eligible. Recruitment was over a 2-year period (2015–2017) via social and traditional media and through engagement with study partners. Eight hundred and eighteen eligible men consented to participate. Of these, 664 men completed the first online survey of whom 608 consented to ongoing participation. Of the ongoing sample, 83% have participated in at least two of the first three annual online surveys.Findings to dateThree waves of data collection are complete. The first longitudinal analysis of MAPP data, published in 2020, identified five profiles that characterise men’s patterns of depressive symptom severity and presentations of anger. Profiles indicating pronounced anger and depressive symptoms were associated with fathers’ lack of perceived social support, and problems with coparenting and bonding with infants. In a second study, MAPP data were combined with three other Australian cohorts in a meta-analysis of associations between fathers’ self-reported sleep problems up to 3 years postpartum and symptoms of depression, anxiety and stress. Adjusted meta-analytic associations between paternal sleep and mental health risk ranged from 0.25 to 0.37.Future plansMAPP is an ongoing cohort study. Waves 4 and 5 data will be ready for analyses at the end of 2021. Future investigations will include crossed-lagged and trajectory analyses that assess inter-relatedness and changing social networks, mental health, work and family life. A nested study of COVID-19 pandemic-related mental health and coping will add two further waves of data collection in a subsample of MAPP participants.

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