Contradictions of Ordered Trust: Trust-based Work and Conflicting Logics in Municipal Care

This article examines intra-organizational trust and institutional logics in municipal social care services in the setting of a trust-based developmental project. A case study was conducted in a Swedish municipal district. The data consists of 27 semi-structured interviews with care workers, first-line managers, and strategic staff as well as 11 observations. The study adds insights regarding trust in public sector organizations and shows how a strong focus on economic efficiency can relativize trust into a question of financial accountability. The results demonstrate how the governing managerial logic is not only in conflict with but also seems to overrule attempts to establish a more trust-based logic. Moreover, contributing to the institutional logics literature, it further shows how power structures affect institutional logics and how conflicts between logics play out differently at various organizational levels. The prospects of accomplishing a more trust-based governance without larger institutional or organizational changes are hence problematized.

Left behind or at the front line of COVID-19: A descriptive phenomenological study

During the COVID-19 pandemic, nurses in the field examined were required to manage large numbers of patients suffering from COVID-19 in in-patient clinics necessitating relocation of registered nurses (RNs) from other clinics in the department to support the care of those patients. The aim of the study was to explore how RNs attribute meaning to their experiences during the organizational changes caused by the first wave of the COVID-19 pandemic. This descriptive phenomenological study is based on thematic analysis interviewing 47 RNs who either continued working in in-patient clinics, were relocated to in-patient clinics, or remained in out-patient clinics. The study methods complied with the COREQ. The main finding, ‘Sense-making in a changed reality of nursing’, shows how RNs attribute meaning or not to the organizational changes, and explains how meaning-making in RNs continuing in in-patient clinics reinforced their identity as RNs or, conversely, how feelings of meaninglessness in those relocated to in-patient clinics or remaining in out-patient clinics contributed to identity loss. This article suggests that managers, by paying attention to the narratives of meaning or meaninglessness in nurses during organizational changes, could be instrumental in managing the anger, frustration, and hopelessness arising from experiences of meaninglessness.

Challenges in Land Use and Transport Planning Integration in Helsinki Metropolitan Region—A Historical-Institutional Perspective

Land use and transport integration has been considered a must-have approach in achieving sustainable urban development. However, successful applications of the concept have been few, as institutional reforms to support land use and transport integration have lagged behind. Accordingly, this article argues that understanding difficulties in land use and transport integration requires an analysis of the long-term evolution of formal and informal institutional frameworks in planning practices. For this purpose, this article presents a case study of land use and transport planning in Finland’s Helsinki Metropolitan Region, which combines interview research on planners’ perceptions with a document analysis of the historical trajectories of the region’s plans, policy documents and related institutional and organizational changes. The historical-institutional approach of the article draws on discursive institutionalism as a novel analytical approach for studying how land use and transport integration is institutionally conditioned.

Researchers’ View on R&D Organizational Change Using the Grief Cycle

<p>When change becomes a need, research and development organizations must likewise be adaptable to new challenges. The necessary changes will provide difficulties for management to manage human resource development. Failure, stagnation, or success is the eventual consequence of every organizational reform. Organizational changes are effective or unsuccessful based on the implementation strategies used, emphasizing the significance of human development managerial skills, leadership communication, and organizational interpersonal communication. This study aims to present an empirical study of changes occurring in research and development companies using grief cycle analysis. This research utilizes a variety of aspects and documents from prior studies to analyze the collective grief cycle phenomena associated with organizational changes in the R&amp;D sector. The empirical description of the grieving cycle analysis demonstrates that the outcome of the grief cycle process indicates that the organization is not prepared to undertake changes, resulting in the crisis of certain workers. An empirical account of grieving cycle analysis reveals that time and the process of habituation play a significant influence in organizational members acceptance of changes in research and development organizations. Leadership communication and organizational interpersonal communication are critical in influencing organizational members' comprehension and acceptance of organizational goals and change processes..</p><p> </p>Keywords: grief cycle, organizational change R&amp;D, acceptance, HR management, leadership communication, organizational interpersonal communication

STUDI DISKRIPTIF PERUBAHAN BUDAYA ORGANISASI KEPERAWATAN

A good organization also has good order. Regularity is inherent and becomes a habit that unwittingly becomes a culture, thus distinguishing it from other groups. Muhammadiyah Kendal Islamic Hospital experienced ups and downs during the leadership of the institution's management. The new leadership brings change, the bad culture of the organization must be changed, especially in the field of nursing. Nursing in the hospital is the driving force of organizational life. The purpose of this study is to see the extent to which organizational culture changes to the work culture of nurses after a change in leadership. Data retrieval using descriptive method. Data were taken from RSI nurses totaling 76 nurses Based on the inclusion and exclusion criteria, the researcher only took 33 people who had had a minimum of one year of service, and experienced a change in leadership. Data processing. This data is processed in manual by using excel programe. Of the 33 nurses, 50% of the leadership's attention is good, while 50% is less. This condition illustrates that nurses group need more intention supervision. From the data above, it can be concluded that caused organizational changes, performance has not been maximized, coordination has not been maximized and routine, the new work culture has not been fully formed.

Expendable or valuable?

This study explores the impact of organizational changes on newspaper photo departments, an area of newsrooms that have arguably been particularly affected by structural changes in the field of journalism Through qualitative interviews with editors responsible for photojournalism at five Swedish newspapers that have experienced recent changes to photo staffing and routines for the sourcing of images, the study explores the following questions: Which routines do the newspapers have for sourcing images, in terms of in-house staff and external sources? How do notions of visual quality and external factors, such as audiences and competition, contribute to shaping the newspapers’ visual strategies? Findings indicate that newspapers rely on staff photojournalists for unique and in-depth coverage, but less for routine and breaking news. A certain expansion of photojournalism was found in some newsrooms where it is seen as a competitive edge; which, in part, challenges a “discourse of doom.” Uncertainty about the support for visual strategies in newsrooms lacking visual leadership was also found.

Implementation Science and Implementation Science Communications: a refreshed description of the journals’ scope and expectations

This editorial provides a comprehensive consolidated overview of the scope and expectations of Implementation Science and Implementation Science Communications. We remain most interested in rigorous empirical studies of the implementation of evidence-based healthcare practices (including interventions, technologies, and policies) and the de-implementation of practices that are demonstrated to be of low or no benefit. Implementation strategies (e.g., continuing professional education, organizational changes, and financial incentives to enhance the uptake of evidence-based practices) are of central interest to the journals. We see the field as large and complex, with a wide literature that is published in many venues. We urge people for whom it is new to spend some time reading the existing literature, and learning the scope of the work that has already been done, and published, in our journals and in an increasing number of other journals in the field.

Transformacja Sił Zbrojnych RP 1999-2020. Aspekt organizacyjny

The article presents the organizational changes of the Polish Army after Poland joined the NATO alliance. The issues addressed are presented in three parts, including changes carried out immediately after Poland joined the alliance, then organizational transformations related to the implementation of the professionalization program of the Polish Armed Forces, and ending with the changes introduced in the second decade of the 21st century. The aim of the research was to determine the scope of the organizational changes made in the Polish Army and their impact on the security of the state. The analysis covered the development programs of the Polish Armed Forces, which were periodically modified to adapt them to new challenges and current needs resulting from the international situation, as well as compact stud-ies, articles and Internet publications dealing with the issues of organizational changes. During the research, the methods of document research and critical analysis of the literature were used. The result of the research is to show the course of the introduced changes and the related transformations of the organizational structure of the army. This made it possible to define the current possibilities of taking defense actions by the Polish Armed Forces in the event of a possible armed conflict.

Оrganizational Change as “Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia

The process of globalization and intensive technological development imposes the need to constantly introduce different types of organizational changes. Human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. This paper analyzes the impact of four different types of organizational change on employee turnover intention, according to the Cummings and Worley (2014) organizational change classification. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employee turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there are positive correlation as well as causal relationship between all four types of organizational changes and the employee turnover intention, where techno-structural interventions have the most significant impact.