scholarly journals Testing the Structural Model of Job Characteristics, Organizational Climate and Extra-Organizational Factors on the Transfer of Education with the Role Mediation of Strategies Transfer

2021 ◽  
Vol 10 (1) ◽  
pp. 125-148
Author(s):  
Elham Sadat Soleimani ◽  
Seyed Ahmad Mohammadi Hoseini ◽  
◽  
Keyword(s):  
Organizational Climate ◽  
Structural Model ◽  
Organizational Factors ◽  
Job Characteristics

Free Software Implementation Experiences for the Promotion of the Liquid Society

2012 ◽  
pp. 176-187
Author(s):  
C. De Pablos Heredero ◽  
D. López Berzosa
Keyword(s):  
Organizational Climate ◽  
Open Source ◽  
Information And Communication Technologies ◽  
Digital Literacy ◽  
Organizational Factors ◽  
Communication Technologies ◽  
Political Support ◽  
Software Implementation ◽  
Organizational Complexity ◽  
Information And Communication

Information and communication technologies have changed the way in which citizens interact with Public Administrations. Digital literacy is key for the development of the Liquid Society, and Public Administrations must take the lead in promoting more efficient, universal, and user oriented public services. The migration to open source standards allows Public Administration to offer more democratic, universal, and efficient channels for establishing relationships with citizens. In this article, the authors present international experiences that show how certain Public Administrations have migrated to open source software to promote digital literacy in the contexts they are operating. The final results depend on contextual and organizational factors, including the need to change, the political support and the existence of available technological resources, the organizational climate, motivation levels of human resources, and the kind of leadership for the project or the organizational complexity. Change efforts have strategic and organizational impacts that the organization must evaluate beforehand.

Free Software Implementation Experiences for the Promotion of the Liquid Society

2010 ◽  
Vol 1 (3) ◽  
pp. 36-47
Author(s):  
C. De Pablos Heredero ◽  
D. López Berzosa
Keyword(s):  
Organizational Climate ◽  
Open Source ◽  
Information And Communication Technologies ◽  
Open Source Software ◽  
Digital Literacy ◽  
Organizational Factors ◽  
Communication Technologies ◽  
Political Support ◽  
Organizational Complexity ◽  
Information And Communication

Information and communication technologies have changed the way in which citizens interact with Public Administrations. Digital literacy is key for the development of the Liquid Society, and Public Administrations must take the lead in promoting more efficient, universal, and user oriented public services. The migration to open source standards allows Public Administration to offer more democratic, universal, and efficient channels for establishing relationships with citizens. In this article, the authors present international experiences that show how certain Public Administrations have migrated to open source software to promote digital literacy in the contexts they are operating. The final results depend on contextual and organizational factors, including the need to change, the political support and the existence of available technological resources, the organizational climate, motivation levels of human resources, and the kind of leadership for the project or the organizational complexity. Change efforts have strategic and organizational impacts that the organization must evaluate beforehand.

scholarly journals Does team cohesion always positively influence team innovation? A chain mediation model

2021 ◽  
Vol 8 (6) ◽  
pp. 106-116
Author(s):  
Hua Zhang ◽  
Kun Shi ◽  
Haoxiang Hu
Keyword(s):  
Organizational Climate ◽  
Organizational Factors ◽  
Team Cohesion ◽  
Job Crafting ◽  
Mediation Model ◽  
Team Innovation ◽  
Mediating Role ◽  
Intermediary Role ◽  
A Chain ◽  
Innovation Behavior

This study explores the chain-mediating mechanism between organizational climate and team job crafting on team cohesion and team innovation behavior, based on the input-mediator-outcome-input (IMOI) theory .Using 229 valid samples, the result shows that team cohesion, organizational climate and team job crafting can significantly positively predict team innovation behavior; team job crafting plays an intermediary role between team cohesion and team innovation behavior; organizational climate and team job crafting play a chain mediating role between team cohesion and team innovation behavior. When other factors are taken into account, team cohesion is not always a positive factor in team innovation behavior This research attempted to combine the organizational factors with the mediating mechanism of team job crafting on team innovation behavior, and provide theoretical and practical guidance for the organizations on team innovation.

scholarly journals Management of Constipation in Long-term Care Hospitals and its Ward Manager and Organization Factors

2020 ◽  
Author(s):  
Manami Takaoka ◽  
Ayumi Igarashi ◽  
Asako Futami ◽  
Noriko Yamamoto-Mitani
Keyword(s):  
Organizational Climate ◽  
Long Term Care ◽  
Organizational Factors ◽  
Staff Nurses ◽  
Cross Sectional ◽  
Term Care ◽  
Pharmacological Management ◽  
Bowel Movement Frequency ◽  
Hospital Study

Abstract Background Studies examining organizational factors that may influence constipation management in long-term care (LTC) hospitals are lacking. This study aimed to clarify the practice of constipation management in LTC hospitals and to explore its factors, including ward manager’s perception, organizational climate, and constipation assessment.Methods In this cross-sectional questionnaire survey of ward managers and staff nurses working in LTC wards, we determined daily assessment and practices regarding constipation management. We also conducted multivariate analyses to examine factors related to constipation management.Results There was a 20% response rate to the questionnaire. Nearly all LTC wards routinely assessed bowel movement frequency; other assessments were infrequent. Laxatives were used, but the use of dietary fiber and probiotic products was implemented in only 20%–30% of wards. The implementation of non-pharmacological management and adequate use of stimulant laxatives were positively associated with the ward manager’s belief and knowledge, organizational climate, the existence of nursing records for constipation assessment, planned nursing care for constipation, and organized conferences and in-hospital study sessions on constipation management.Conclusion Areas to improve constipation management in LTC hospitals include altering the ward manager’s perception, improving hospital’s organizational climate, and introducing standardized assessment/care planning systems.

Identification of factors that influence occupational accidents in the petroleum industry: A qualitative approach

Work ◽  
2020 ◽  
Vol 67 (2) ◽  
pp. 419-430
Author(s):  
Zahra Naghavi-Konjin ◽  
Seyed Bagher Mortazavi ◽  
Hassan Asilian Mahabadi ◽  
Ebrahim Hajizadeh
Keyword(s):  
Organizational Climate ◽  
Influencing Factors ◽  
Occupational Safety ◽  
Qualitative Content Analysis ◽  
Influence Factors ◽  
Petroleum Industry ◽  
Organizational Factors ◽  
Qualitative Approach ◽  
Occupational Accidents ◽  
Structured Interviews

BACKGROUND: Exploring experiences of individuals for barriers they confront relating to safety could help to design safety interventions with an emphasis on the most safety influencing factors. OBJECTIVE: This study strived to present an empirical exploration of individuals’ experiences across the petroleum industry at different levels of the organizational structure for factors that influence occupational accidents. METHOD: Based on accidents history, face-to-face semi-structured interviews were conducted with individuals who engaged in fatal activities, as well as authorities responsible for managing safety. The qualitative content analysis of 46 interview transcripts was conducted using MAXQDA software. RESULTS: A three-layer model comprising organizational, supervisory and operator level influencing factors with 16 categories were found influence factors of occupational safety. The results highlighted the role of organizational factors, including inappropriate contract management, inadequate procedures, and issues relating to competency management and the organizational climate. Moreover, defects relating to the monitoring and supervision system were identified as important causes of accidents. CONCLUSIONS: The findings demonstrated that the qualitative approach could reveal additional latent aspects of safety influencing factors, which require consideration for the appropriate management of occupational safety. This study can guide the planning of preventive strategies for occupational accidents in the petroleum industry.

Creating safer and healthier workplaces: Role of organizational factors and job characteristics*

2001 ◽  
Vol 40 (3) ◽  
pp. 319-334 ◽  
Author(s):  
Harry S. Shannon ◽  
Lynda S. Robson ◽  
Joanna E.M. Sale
Keyword(s):  
Organizational Factors ◽  
Job Characteristics

scholarly journals Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate

2020 ◽  
Vol 17 (7) ◽  
pp. 2193
Author(s):  
Jincen Xiao ◽  
Jih-Yu Mao ◽  
Sihao Huang ◽  
Tao Qing
Keyword(s):  
Organizational Climate ◽  
Organizational Factors ◽  
Survey Study ◽  
Future Research ◽  
Person Environment Fit ◽  
Level Model ◽  
Perceived Insider Status ◽  
Green Behavior ◽  
Time Lagged

Employee green behavior has received considerable attention in recent years because of its contribution to an organization’s environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary green behavior. The present study draws on person-environment fit theory to investigate how and when employee voluntary green behavior can be facilitated by employee-organization fit. Based on a time-lagged survey study of 413 employees from three different manufactures of chemical products, the present study discovers a positive relationship between employee-organization fit and employee voluntary green behavior, and this relationship is mediated by perceived insider status. Moreover, the relationship between perceived insider status and voluntary green behavior is strengthened when employees perceive a green organizational climate. Insights for theory, practice, and future research are also discussed.

Hoe willen werknemers na hun pensioen blijven werken?

2012 ◽  
Vol 25 (1) ◽  
Author(s):  
Tuğba Polat ◽  
P. Matthijs Bal ◽  
Paul G.W. Jansen
Keyword(s):  
Organizational Climate ◽  
Psychological Contract ◽  
Elderly Care ◽  
Organizational Factors ◽  
Retirement Age ◽  
Work Context ◽  
Job Tasks ◽  
Work Content ◽  
Work Involvement ◽  
Psychological Contract Fulfillment

After-retirement work profiles: how do employees want to continue working after retirement? After-retirement work profiles: how do employees want to continue working after retirement? This paper investigates employees’ preferences for working after their retirement age and the (personal and organizational) factors that are related to those preferences. The study was conducted among 474 employees of three elderly care organizations. The results demonstrated that there are four after retirement work-profiles, namely: a work-profile in which the employee prefers to (1) work less; (2) keep the existing work-profile more or less the same, (3) modify the content of their work, (4) change the work context. Further analyses demonstrated that with increasing age, preferences to change the content of the work or the context of the work decrease. Contrarily, employees with a higher education have the preference for a work-profile with modified work content and have higher preference to work in another work context after their retirement. Further, the results displayed that employees who experience an accommodative organizational climate want to modify their job tasks and prefer to work somewhere else. Contrastingly, employees that experience a development organizational climate and psychological contract fulfillment want to modify their work involvement as little as possible.

scholarly journals Organizational Factors Influencing Implementation of Evidence-Based Practices for Integrated Treatment in Behavioral Health Agencies

2014 ◽  
Vol 2014 ◽  
pp. 1-9 ◽  
Author(s):  
Caroline A. Bonham ◽  
David Sommerfeld ◽  
Cathleen Willging ◽  
Gregory A. Aarons
Keyword(s):  
New Mexico ◽  
Organizational Climate ◽  
Behavioral Health ◽  
Organizational Factors ◽  
Integrated Treatment ◽  
Financial Resources ◽  
Evidence Based ◽  
Mixed Method Research ◽  
Evidence Based Practices ◽  
Community Agencies

Objective. In recent years, New Mexico has prioritized integrated treatment for cooccurring mental health and substance use disorders within its public behavioral health system. This report describes factors likely to be important when implementing evidence-based practices (EBPs) in community agencies.Methods. Our mixed-method research design consisted of observations, semistructured interviews, and surveys undertaken with employees at 14 agencies at baseline and after 18 months. We developed four-agency typologies based on iterative coding and analysis of observations and interviews. We then examined survey data from employees at the four exemplar agencies to validate qualitative findings.Results. Financial resources and strong leadership impacted agency capacity to train providers and implement EBPs. Quantitative analysis of service provider survey responses from these agencies (N= 38) supported qualitative findings and demonstrated significant mean score differences in leadership, organizational climate, and attitudes toward EBPs in anticipated directions.Conclusion. The availability of strong leadership and financial resources were key components to initial implementation success in this study of community agencies in New Mexico. Reliance only on external funding poses risks for sustainment when demoralizing work climates precipitate employee turnover. Strong agency leadership does not always compensate for deficient financial resources in vulnerable communities.

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