Challenges of Adopting DevOps for Combat Systems Development Environment

The Department of Defense (DoD) is often exhorted to adopt best practices from industry, and more recently, innovation in software development as exemplified by Silicon Valley. Yet, the DoD is vastly different from industry in multiple aspects, and adoption of such practices is not as straightforward as in industry. This article investigates the challenges of adopting Development and Operations (DevOps) in the U.S. Navy for combat systems. The authors conducted interviews of multiple subject matter experts in the Navy and DoD familiar with software development, DevOps, and the DoD’s acquisition processes. The observations collected from the interviews were organized and classified into either organizational, process, regulatory challenges, and technical challenges. The majority of the challenges cited were nontechnical challenges dealing with regulations, organization culture, and process. Knowledge of the challenges could help acquisition leaders in planning for, and adapting DevOps to, the Navy’s acquisition process to improve DoD’s software development and maintenance processes.

Creating shared value: the case of innovability at Suzano in Brazil

PurposeThis study aims to investigate how Suzano implemented shared value (SV) strategies to reconcile profitability and social welfare by joining innovation and sustainability.Design/methodology/approachThe authors use an exploratory, descriptive qualitative approach using the interactive qualitative analysis (IQA) method. IQA procedures and protocols were operationalized to get to Suzano's SV system. Primary data were collected through in-depth interviews. Content analyses were conducted with the support of Atlas.ti software.FindingsThe most relevant findings of this research are (1) Suzano developed a unique strategy to spread collaborative and innovation mindset throughout the organization called “innovability”; (2) Suzano's effort to understand local community's demands and a collaborative work raised the companies' profitability and enabled prosperity for the community; (3) the IQA procedures and protocols enabled the development of a Suzano's SV system, composed of nine elements and their relationships. They are purpose-driven leadership, materiality matrix, social welfare, profitability, ecosystem, business results, social results, impact and sustainable economic development, (4) purpose-driven leadership is the system's driver.Research limitations/implicationsThis study was limited to studying the implementation of the SV as a strategy to reconcile profitability and welfare. Despite the findings about the company's conflicts with local communities and the strategy with small family producers, other studies could evaluate the strategy of different stakeholders, such as the supply chain since Suzano is one of the leading companies of paper sales in Brazil.Practical implicationsBy using IQA protocols and the nine elements of this study, other researchers may replicate it to investigate the adoption of SV strategies in other organizations. The SV system developed in this study may be used by business leaders to disseminate the SV policies and practices in their organization.Social implicationsThe company adopts the three forms of SV -reconceiving products and markets, redefining productivity in the value chain and developing clusters with the local community-as strategies for sustainable and collaborative management. Suzano was led to get involved with the problems and conflicts' root causes. By doing so, the company unlocked innovation as a driver to achieve sustainable and responsible management. For them, innovation is in service of sustainability, creating innovability. Both concepts are part of the whole organization culture and practice. Innovability is Suzano's essence, and SV strategies are the means to scale it.Originality/valueThe originality of the paper relies on the method and techniques used to gather and analyze primary data, in which the unit of analysis (Suzano's SV strategy) was considered a system. Major findings were validated with research participants. By using IQA protocols and the nine elements of this study, other researchers may replicate it to investigate the adoption of SV strategies in other organizations.

THE EFFECT OF ENTERPRISE RISK MANAGEMENT, KNOWLEDGE MANAGEMENT, AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL RESILIENCE

This study aims to identify the influence of Enterprise Risk Management, Knowledge Management, and Organizational Culture on the company's ability to survive in an ever-changing environment. This research is a quantitative study using primary data. The data were obtained through a questionnaire distributed to accountants who held the lowest supervisory positions in private Indonesian companies. With a sample of 103 respondents, the data were processed using linear regression. This study found that in the context of companies in Indonesia, Enterprise Risk Management and Organizational Culture can increase Organizational Resilience. However, this study failed to prove the role of Knowledge Management in Organizational Resilience. This study provides contributions in both managerial and theoretical aspects. In the managerial aspect, this study implies ERM and organization culture are elements that should be implemented so that companies can survive in a volatile environment. From a theoretical point of view, this research has proven that in the long term ERM is able to maintain organizational resilience. Besides, this study also indicates that knowledge management is still not widely applied by companies in Indonesia. For this reason, the attention of management so that knowledge management is applied needs to be improved.

Apparatus performance improvement model of the national narcotics agency in preventing illegal circulation of narcotics

This study aims to determine apparatus performance model variabels of job satisfaction and the impact on personil performance of National Narcotics Agency Aceh Province. The data used is the data by distributing questionnaires to 177 respondent of personil National Narcotics Agency Aceh Province. To analyze the data, the statistical analysis used structure equation modeling (SEM) and processed with the help of the application Amos. The variables of apparatus performance model measured include transformational leadership, organization culture and Intrinsic Motivation effect toward job satisfaction and then analysis of statistical test is transformational leadership, organization culture, Intrinsic Motivation and job satisfaction effect toward of Personil Performance of National Narcotics Agency Aceh Province. The result job satisfaction variable effect dominand variabel to Apparatus Performance of National Narcotics Agency Aceh Province.

Organization Culture Change and its Effect on Women’s Motivation

The research study is mainly about the organization's culture change and its effect on women’s motivation in the organization. The selected organization for this research is K-Electric and the study focuses on the transition and transformation in the organizational context. The objectives have been developed to identify and investigate that how cultural change can affect motivation. In this regard, a review of literature has been done to conduct the secondary analysis, however, for primary analysis, semi-structured interviews have been conducted and a close-ended questionnaire has been developed on Likert scale to obtain quantitative nature of data, to further analyze it by applying the quantitative tools and methods in particular. The main findings of the overall research are that the organizational culture change in K-Electric has a direct and profound impact on the women's level of motivation. Moreover, programs that were undertaken to motivate the women's also resulted in women's increased level of adaptability and flexibility in the organization to a greater extent. The research limitation and future implications have also been discussed in the research. Along with this, the conclusion of the overall study has been given; in addition to the recommendations to further bring improvements in the organizational planning and formulated strategies.

Intellectual Structure of Knowledge Management: A Bibliometric Analysis of the Journal of Information and Knowledge Management

The Journal of Information and Knowledge Management (JIKM) published its first issue in 2002 and celebrated its 19th birthday in 2020. This study aims to assess JIKM performance over its lifetime between 2002 and 2020 by extracting data from the Scopus database and using a combined approach of bibliometric and content analysis. More specifically, we evaluate JIKM’s productivity and stature, discuss its performance compared to other journals, and identify key contributing (authors, institutions, and countries), citation pattern, and conceptual structure. The results highlight JIKM’s growing presence, which is reflected in the dual rise of publication activity and accumulated citation. JIKM becomes one of the preeminent journals in the area of knowledge management, with a broad range of scientific actors’ contributions (authors, institutions and countries) from all over the world. Furthermore, using a bibliographic coupling, keywords’ analysis, and co-authorship analysis, we analyse JIKM’s content and identify the most frequent themes discussed. The analysis reveals that JIKM has expanded its scope from knowledge management to a new array of emerging technologies’ topics such as artificial intelligence and data mining. Graphical visualization of similarities (VOSviewer and Rstudio) shows that the major themes published are clustered into four groups, mainly (i) sustainable knowledge, (ii) emerging technologies, (iii) information management, and (iv) organization culture and knowledge sharing.

Adult Day Service Use among Ethnic Minority Older Adults: An Updated Integrative Review

Adult day services (ADS) are a preferred care option for racial and ethnic minorities compared to other types of long-term care services in the United States. However, there is limited knowledge on minority ADS users. Focusing on minority older adults, this study aims to (a) identify facilitator and barriers of ADS use, and (b) examine ADS’s effect on health and wellbeing. Using Whittemore and Knafl’s methodology of integrative reviews, we searched relevant studies published between 2010 to 2020 in Ageline, PubMed, PsycINFO, CINAHL, Web of Science and Google Scholar and included 8 articles in this review after extensive screening and critical appraisal. Crowe Critical Appraisal Tool (CCAT) was used to assess methodological rigor of the studies included in this review. This review showed that individual factors of ADS use among minority older adult included functional impairment, diabetes, race, gender, and degree of loneliness. Organizational characteristics, such as availability of transportation services, bilingual nurses, peer support, and cultural activities, and structural factors including for-profit status and source of payment were also related to ADS use among minority older adults. Positive outcomes associated with ADS use were improved quality of life and sense of fulfillment. Better understanding of minority older adults’ experience with ADS will help tailor the services to better fit their cultural preferences and needs. Future research should move beyond individual-level factors to identify and address organizational and structural factors such as institutional structure, organization culture and practice impact on disparities and discrimination in services access and quality.

Analisis Budaya Organizational Culture Assesment Instrument (OCAI) pada Pejabat Struktural di RS Islam Surabaya

Latar Belakang: Budaya organisasi merupakan salah satu tata nilai dalam membangun organisasi yang efektif. Budaya organisasi menjadi kewajiban yang perlu tumbuh dalam membentuk ciri khas perilaku organisasi serta perilaku individu di dalamnya yang membentuk citra organisasi di masyarakat selaku pemakai produk yang dihasilkan oleh organisasi tersebut.Tujuan: Memetakan budaya organisasi pada pejabat struktural di Rumah Sakit Islam Surabaya.Metode: Penelitian ini bersifat deskriptif dengan melibatkan seluruh pejabat struktural di RS Islam Surabaya sebagai responden yang berjumlah 63 orang. Analisis data dilakukan dengan pengukuran terhadap rerata antara pelaksanaan budaya organisasi yang telah terlaksana dengan kondisi ideal yang diharapkan oleh pejabat struktural. Penilaian dilakukan dengan menggunakan metode Organization Culture Asessement Instrument (OCAI).Hasil: Budaya Organizational Culture Assesment Instrument (OCAI) pejabat struktural, telah sesuai antara harapan dan kenyataan. Perbedaan antara harapan dan kenyataan budaya Clan dan Hierarchy adalah 1,95 dan 1,26. Budaya Pejabat Struktural RS Islam Surabaya saat ini didominasi dengan budaya Hierarchy dan budaya Clan.Kesimpulan: Kunci sukses keberhasilan budaya organisasi ditunjukkan dengan tidak adanya gap antara harapan dan kenyataan. Budaya Hierarchy menunjukkan bahwa organisasi sudah memiliki tatanan dan mengharuskan seluruh pejabat melakukan kebijakan tersebut, sedangkan budaya Clan menandakan bahwa RS Islam Surabaya merupakan tempat bekerja yang hangat, memiliki susana kekeluargaan, dan setiap individu saling mengisi satu sama lain.

How Organizational Culture Moderate the Effect of Total Productive Maintenance Practice on Organization’s Operational Performance? Evidences from Indonesian Mining Industry

The industry needed a system to support its operation when most of the processes were done by equipment or machines. Total Productive Maintenance (TPM) was a system to ensure all equipment or machines run in optimal performance for long period by fully supported by top management until the bottom level. Implementation of this system in the mining industry was still seldom due to some factors and organizational culture was one of the reasons. The purpose of this research was to analyze the influence of TPM implementation on operational performance by moderating the effect of organizational culture in the mining industry by using a two-step approach of structural equation model (SEM). The research type was under explanative research with hypothesis testing from primary data that was obtained from distributing questionnaires and direct interviews in the field which was analyzed by using Lisrel 8.7. This research showed that the construct of TPM has a significant impact to influence operation performance directly in the mining industry with a t-value of 3.54 and organization culture also increases the significance by moderating effect with t-value of interaction 5.28 was higher than 1.96 while organizational culture was not significant to influence operational performance directly that was showed by t-value 1.22. This research had a novelty for studying TPM practice in Indonesian mining by using SEM to analyze the moderating effect of organizational culture. The managerial implication of this research was a guideline for decision-makers to implement TPM by considering developing, group, hierarchical, and rationale culture to improve operational performance in the Indonesian mining industry.

The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

(1) Background: Corporate social responsibility (CSR) is a concept, which from its very beginning, has been dividing researchers and practicians into its supporters and opponents. The owners of some organizations can still see in it its great value and implement its premises, among other things, in the human resources management processes. (2) Methods: The aim of the research presented within this article was to define the aspects of CSR in the processes of recruitment and selection of candidates to work in the teal organization and the motifs of implementing the aspects of CSR into these processes. A qualitative research strategy was applied in order to achieve reliable research results, and a single embedded case study was used as a tool of this research. The research information was gathered with the use of the following research methods: interviews, analysis of the documents, and analysis of the audio–visual materials (video recordings). The research was carried out in one of the leading teal companies in Poland, Marco Company Ltd. (3) Results: In the organization being researched, the aspects of the teal organization were identified in ten elements of the job candidates’ recruitment and selection processes. They permeate the entire process of recruitment constituting its inherent feature. The inclusion of CSR aspects into the processes of the job candidates’ recruitment and selection allows the company to gain such candidates who will make up the unique organization culture in cooperation with other Marco Company employees and will also fulfil corporate fundamental vision and mission. (4) Conclusions: The processes realized within the analysed company, including those in the field of job candidates‘ recruitment and selection, are to create a socially responsible and timeless business as the foundation of the welfare of the customers, suppliers, employees, company partners and local society. In order to achieve this purpose, the company needs suitable people, and that is the reason why CSR aspects are already included in the process of job candidates’ recruitment and selection.