Role of Trust and Team Culture in Knowledge Sharing and OCBs among Government Officials

To date, numerous empirical studies have been confirmed the key roles of knowledge sharing and organizational citizenship behaviors (OCBs) toward organizational performance. Thus, this study attempts to investigate determinants of knowledge sharing, and OCBs in government officials, which can improve organizational performance based on voluntary behaviors. Given this purpose of the study, the data collected from a sample of 250 government officials from An Nhon village, Binh Dinh Province, Vietnam. This research adopts a cross-sectional study design and utilizes partial least square – structural equation modeling (PLS-SEM) technique through Smart-PLS software. The findings indicate that trust and team culture are determinants that positively and directly influences knowledge sharing and OCBs. This research contributes to the knowledge sharing and OCBs literature, and provides practical implications for public sectors. Managers should generate practices that help organizations enhance trust and team culture among officials, which lead to higher knowledge sharing and OCBs.

COVID 19 Pandemic and the Library Online Services

The purpose of this study is to describe the experiences of St. Scholastica's College Manila High School librarians in implementing library online services during the COVID-19 Pandemic. The researcher used a descriptive research design and employed Document Analysis and Thematic Analysis vis-a-vis the respondents' answers on the electronic questionnaires. It was revealed, through this study, that the roles and responsibilities of the SSC Manila HS librarians were technologists, online learning support professionals, instructional partners, and game-based learning developers. On the other hand, they experienced challenges such as having limited transactions and time constraints in delivering library online services and the opportunities of having proactive team culture and providing appropriate and innovative services to their clientele. With these findings, the following are recommended for better library online services of the school libraries and librarians. First, librarians and staff's technical competencies and skills must continuously be honed. Second, the library's online services must also be evaluated annually by the students and faculty members. Third, the librarians and staff must explore more technological applications or apps and learning management systems. Lastly, further research studies are recommended in relation also to delivering library online services that can be in the contexts of other types of libraries, most especially their experiences so that there will be a deeper and bigger understanding of the roles and responsibilities, and the challenges and opportunities of librarians during the COVID-19 Pandemic.

Building leadership capabilities in maternity

BackgroundOver recent years, there has been increasing recognition that effective leadership is critical to establishing positive organisational culture and improving patient outcomes. In maternity, there is a unique interplay between different specialties and disciplines in providing high-quality services.MethodsReview of literature pertaining to leadership and maternity.ResultsGood leadership is the key determinant in ensuring that our multi-professional teams function effectively. The relational aspects of teamworking, linked to safer delivery of services, have been explored in great detail in maternity services. However, there has been less focus on the application of leadership theory in this environment and the impact of interventions used in developing leadership skills within maternity teams.ConclusionsIn this paper, we discuss how leadership theory can be used to understand high profile maternity service failures and how effective team culture, clinical team building and individual leadership skill-development are strong contributors to this thinking. Specific examples are used to describe ongoing work in our drive for improvement and to highlight the current lack of evidence in this area.

"Was That My Misunderstanding?": Managing Miscommunication and Problematic Talk at Work

<p>Where workplace communication is ineffective or problematic there will often be negative outcomes for individuals, teams or organisations as a whole. This thesis examines these issues using data from a variety of New Zealand workplaces, including most importantly an in depth case study of problematic communication in a multicultural factory team. The thesis provides an illustrative analysis of the communication issues that typically arise in these workplaces and the discursive strategies used to manage miscommunication and problematic talk, as well as exploring some of the analytic and theoretical issues which emerge when we attempt to identify instances of miscommunication and diagnose how they came about. The practical implications for workplaces are also discussed. After evaluating previous approaches, the author proposes a comprehensive working model for analysing miscommunication or problematic discourse in workplace interaction which is based on a flexible multi-layered theoretical and methodological framework. The analytic approach taken is to apply the tools of sociolinguistic discourse analysis to data from actual interactions along with associated ethnographic information, in conjunction with a critical analysis of organisational communication practices and processes as seen from a community of practice perspective. A multi-dimensional intertextual approach such as this allows analysis of miscommunication and problematic talk at a number of different levels in order to relate what is happening sequentially and 'on-line' during particular interactions or sequences of interaction to factors such as social identity, group membership, team culture and other aspects of the wider communicative and socio-cultural context.</p>

"Was That My Misunderstanding?": Managing Miscommunication and Problematic Talk at Work

<p>Where workplace communication is ineffective or problematic there will often be negative outcomes for individuals, teams or organisations as a whole. This thesis examines these issues using data from a variety of New Zealand workplaces, including most importantly an in depth case study of problematic communication in a multicultural factory team. The thesis provides an illustrative analysis of the communication issues that typically arise in these workplaces and the discursive strategies used to manage miscommunication and problematic talk, as well as exploring some of the analytic and theoretical issues which emerge when we attempt to identify instances of miscommunication and diagnose how they came about. The practical implications for workplaces are also discussed. After evaluating previous approaches, the author proposes a comprehensive working model for analysing miscommunication or problematic discourse in workplace interaction which is based on a flexible multi-layered theoretical and methodological framework. The analytic approach taken is to apply the tools of sociolinguistic discourse analysis to data from actual interactions along with associated ethnographic information, in conjunction with a critical analysis of organisational communication practices and processes as seen from a community of practice perspective. A multi-dimensional intertextual approach such as this allows analysis of miscommunication and problematic talk at a number of different levels in order to relate what is happening sequentially and 'on-line' during particular interactions or sequences of interaction to factors such as social identity, group membership, team culture and other aspects of the wider communicative and socio-cultural context.</p>

The interaction between servant leadership and organizational culture: an NCAA Division III case study

PurposeServant leadership is primarily focused on the empowerment and moral development of followers (Burton et al., 2017). Within sports research, little is known about how servant leadership interacts with organizational culture in teams. Thus, the purpose of this study is to assess the servant leadership of one head baseball coach and examine the degree to which servant leadership affects the program's culture.Design/methodology/approachData were collected for this case study of an NCAA Division III head baseball coach throughout one academic year. Sources included 12 interviews (ranging from four minutes to 92 min), observation of practices and games, textual analysis of documents and websites, as well as the coach's reflection journal. Data were analyzed using a six-phase process of thematic analysis (Braun and Clarke, 2006).FindingsThe participant exhibited the following servant leadership behaviors: empowering, helping subordinates grow and succeed, behaving ethically, and conceptual skills (Liden et al., 2015, 2008). In addition, the program maintained a culture featuring a few distinct artifacts, very clear espoused values, and three deeply held basic assumptions. The findings suggest that the head coach used servant leadership not to create or change culture but instead to amplify the existing culture of the baseball program.Originality/valueThere is strong evidence of a link between servant leadership and team culture, which is context-bound. At the Division III level, servant leadership behaviors can be used to embody a program's culture. Furthermore, through this embodiment, servant leaders can perpetuate an effective, functioning team culture, particularly within intercollegiate athletics.