Fording Canadian Coal Trust

Energy Technology Data Exchange (ETDEWEB)

Popowich, J.; Millos, R. [Elk Valley Coal Corporation, Calgary, AB (Canada)

2004-07-01

This is the first of five slide/overhead presentations presented at the Fording Canadian Coal Trust and Tech Cominco Ltd. investor day and mine tour. The Fording Canadian Coal Trust is described. The Trust's assets comprise six Elk Valley metallurgical coal mines and six wollastonite operations (in the NYCO Group). Trust structure, corporate responsibility, organizational structure, reserves and resources, management philosophy, operating strategies, steel market dynamics, coal market, production expansion, sales and distribution are outlined. 15 figs., 5 tabs.

Canadian regulatory perspective on organization and management assessments

International Nuclear Information System (INIS)

Phillips, P.H.; Schwarz, G.R.

2002-01-01

The Canadian nuclear industry is undergoing change in response to a variety of internal and external pressures on licensee organizations. Operational experience also indicates that management and human performance aspects are among the leading causes of unplanned events at licensed facilities. These observations have raised the CNSC's awareness of the importance of organization and management processes and human performance to the safety performance of a facility. The CNSC is utilizing quality management and organizational assessment approaches to address this issue. The Organization and Management Review Method has been developed to carry out organizational evaluations. The method has been applied to a number of nuclear facilities in Canada. Results have provided a more complete profile of the organizations and have thereby contributed to the oversight monitoring of licensees. Some of the data are being meta-analyzed to determine what influence culture has on the other organizational dimensions and whether there are performance indicators that can predict future safety performance. We hope that a clear profile of a 'good performer' will allow us to compare and rate facilities against a series of benchmarks or standards yet to be developed. Some of the challenges that the CNSC faces with respect to the implementation of the O and M Method are being addressed. All of the information relevant to safety performance should be taken into account when giving recommendations pertaining to licensing decisions. (author)

The Need for Geoethics Awareness from a Canadian Perspective

Directory of Open Access Journals (Sweden)

Anne Marie Ryan

2017-11-01

Full Text Available An online survey of Canadian Earth scientists on geoethics—defined as the interconnection between humanity and Earth sciences—asked participants to (1 rate the importance of issues around scientific integrity, social responsibility, aboriginal concerns, corporate ethics, and fieldwork; (2 identify ethical considerations they had observed; and (3 tell us how they were introduced to ethical viewpoints and whether their undergraduate programs had prepared them for ethical decision-making. Despite a small sample size (123 responded to our survey we observe that most respondents deemed all criteria we listed as important or very important, with the strongest support for health/safety and honest reporting, and the least, but still significant support for criteria linked to aboriginal issues and fieldwork. Many respondents had observed ethical considerations, particularly lack of giving credit and biased representation of information. We find that informal activities like reading and discussions with peers are the most frequent avenues into geoethics, while undergraduate education is not a significant contributor to current geoethics understandings. Although the survey was restricted to Canada, we perceive our survey as providing a glimpse into the larger geoscience community and offer various recommendations on how the geoscience community and public must be made aware of geoethics, not just in Canada.

Assessing perceived health risks of climate change : Canadian public opinion 2008

International Nuclear Information System (INIS)

2008-03-01

This paper discussed a survey conducted to evaluate the awareness, knowledge, attitudes, and behaviours of Canadians in relation to climatic change. A total of 1600 telephone surveys were conducted with a broad range of age groups. The study showed that climate change is considered by many Canadians to pose a significant threat at both local and global levels. Evidence of climate change has been noted in many communities. However, relatively few Canadians understand how climate change may impact human health. While many Canadians associated climatic change with air pollution hazards and ozone depletion, most Canadians were not aware of the potential negative health impacts related to changes in disease vectors, extreme weather events, and coastal flooding. The strongest awareness and concern about health impacts were expressed by Canadians concerned about global warming. Individuals with chronic health conditions were more likely to be attuned to the potential health impacts of climatic change. Seniors viewed climate change as a longer term problem. Only 10 per cent of Canadians viewed global warming as a major health risk. Sixty-nine per cent of Canadians believed that global warming was happening, while 63 per cent attributed climate change to human activity. Nearly half of all respondents believed that an extreme weather disaster would affect their community during the course of their lifetime. The report suggested that marketing or communications campaigns should build public awareness of the health risks associated with direct or proximal environmental risks. Information about health risks should be specific, and communications should be tailored to age cohorts. Television and print media should be used to build awareness of the health risks of climate change. Provincial concerns related to climatic change were also outlined. tabs., figs

Awareness as a foundation for developing effective spatial data infrastructures

DEFF Research Database (Denmark)

Clausen, Christian Bech; Rajabifard, Abbas; Enemark, Stig

2006-01-01

data. But what makes collaboration effective and successful? For example people often resist sharing data across organizational boundaries due to loss of control, power and independency. In the spatial community, the term awareness is often used when discussing issues concerned with inter-organizational...... addresses the problems spatial organizations currently encounter. As a result, the focus of this paper is on the nature and role of awareness. It explores why and how awareness plays a fundamental role in overcoming organizational constraints and in developing collaboration between organizations. The paper...... discusses the concept of awareness in the area of organizational collaboration in the spatial community, explains the important role awareness plays in the development of spatial data infrastructures, and introduces a methodology to promote awareness. Furthermore, the paper aims to make people...

Prevalence, risk factors and awareness of albuminuria on a Canadian First Nation: A community-based screening study

Directory of Open Access Journals (Sweden)

Zacharias James

2012-04-01

Full Text Available Abstract Background Both diabetic and non-diabetic end stage renal disease (ESRD are more common among Canadian First Nations people than among the general Canadian population. The purpose of this research was to determine the prevalence of and risk factors for albuminuria in a Canadian First Nation population at high risk for ESRD and dialysis. Methods Data from a community-based screening study of 483 residents of a Plains Ojibway First Nation in Manitoba was used. Participants provided random urine samples. Proteinuria was defined as any dipstick positive for protein (≥1 g/L or those with ACR in the macroalbuminuric range (≥30 mg/mmol on at least one sample. Microalbuminuria was defined as ACR ≥2 mg/mmol for males and ≥2.8 mg/mmol for females. Other measures included fasting glucose, haemoglobin A1c, triglycerides, cholesterol, blood pressure, height, weight and waist and hip circumferences. Results Twenty percent of study participants had albuminuria, (5% proteinuria and 15% microalbuminuria. Of participants with diabetes, 42% (56/132 had albuminuria compared to 26% (7/27 among those with impaired fasting glucose and 10% (30/303 among those with normal glucose tolerance. Only 5.3% of those with albuminuria were aware of any degree of renal disease. In a multivariate logistic regression, independent associations with albuminuria were male gender [p = 0.002], increasing fasting glucose [p Conclusions The independent association between BMI and albuminuria has not been previously reported among indigenous populations. There is a high prevalence of albuminuria in this Canadian First Nation population; the high proportion of patients with diabetes and undiagnosed kidney disease demonstrates the need for screening, education and intervention to halt the progression and development of albuminuria and ultimately ESRD and CVD.

Research Data Management and the Canadian Academic Library: An Organizational Consideration of Data Management and Data Stewardship

Directory of Open Access Journals (Sweden)

Michael Steeleworthy

2014-06-01

Full Text Available Research data management (RDM has become a professional imperative for Canada’s academic librarians. Recent policy considerations by our national research funding agencies that address the ability of Canadian universities to effectively manage the massive amounts of research data they now create has helped library and university administrators recognize this gap in the research enterprise and identify RDM as a solution. RDM is not new to libraries, though. Rather, it draws on existing and evolving organizational functions in order to improve data collection, access, use, and preservation. A successful research data management service requires the skills and knowledge found in a library’s research liaisons, collections experts, policy analysts, IT experts, archivists and preservationists. Like the library, research data management is not singular but multi-faceted. It requires collaboration, technology and policy analysis skills, and project management acumen. This paper examines research data management as a vital information, technical, and policy service in academic libraries today. It situates RDM not only as actions and services but also as a suite of responsibilities that require a high level of planning, collaboration, and judgment, thereby binding people to practice. It shows how RDM aligns with the skill sets and competencies of librarianship and illustrates how RDM spans the library’s organizational structure and intersects with campus stakeholders allied in the research enterprise.

The objectives and activities of the Canadian Radiation Protection Association

International Nuclear Information System (INIS)

Haynes, M.J.

1998-01-01

The Canadian Nuclear Society and the Canadian Radiation Protection Association are working to develop an agreement between the organizations to facilitate working together on issues of common interest. This paper will present the objectives, the organizational structure and major areas of activity of the Canadian Radiation Protection Association. It is a reciprocal presentation of one given earlier this year by Mr. Fred Boyd of the CNS to the CRPA annual conference. The intent is to help the membership of each organization better understand the objectives and interests of the other. (author)

48 CFR 1552.209-72 - Organizational conflict of interest certification.

Science.gov (United States)

2010-10-01

... Provisions and Clauses 1552.209-72 Organizational conflict of interest certification. As prescribed in 1509... Conflict of Interest Certification (APR 1984) The offeror [] is [] is not aware of any information bearing on the existence of any potential organizational conflict of interest. If the offeror is aware of...

Disability management and organizational culture in Australia and Canada.

Science.gov (United States)

Buys, Nicholas; Wagner, Shannon; Randall, Christine; Harder, Henry; Geisen, Thomas; Yu, Ignatius; Hassler, Benedikt; Howe, Caroline; Fraess-Phillips, Alex

2017-01-01

Organizational culture has received increasing attention in terms of its influence on workplace health and productivity, yet there has been little research on its relationship with employer-based disability programs. This study explored the relationship between disability management and organizational culture in Australian and Canadian organizations. Thematic analysis was conducted on data from semi-structured interviews with 16 employees, including injured workers, human resource managers and disability managers in two Australian and two Canadian large organizations. Seven themes were identified: 1. Consistency between espoused beliefs and artifacts in organization; 2. Genuineness of interest in well-being of injured worker; 3. Level of ongoing support of worker following injury; 4. Communication with injured workers; 5. Level of support from supervisors and co-workers; 6. Promptness in claims processing and covering medical costs and; 7. Focus on wellness and injury prevention. It was found that organizational culture may impact the delivery and perceived value of employer-based disability management programs. Given the potential relationship between organizational culture and disability management, employers should facilitate a positive workplace culture by ensuring consistency among underlying values, espoused values and actual treatment of employees, including injured workers.

Using the Outdoor Scavenger Hunt to Teach Theories of Organizational Communication

Science.gov (United States)

Tipton, Whitney L.; Kupritz, Virginia W.

2017-01-01

Courses: Communication Theory, Organizational Communication, Strategic Communication. Objectives: Students will identify and categorize organizational discourses on their campuses; students will become aware of the ethical considerations of communication; students will recognize the different perceptions of organizational culture on campus.

Learning Is Change: Creating an Environment for Sustainable Organizational Change in Continuing and Higher Education

Science.gov (United States)

Schultz, Christie

2014-01-01

This article explores the ways in which learning itself is a form of organizational change and, as such, supports organizational readiness for change. The study considers a continuing education unit within a major Canadian university that managed to transform its decentralized and independent student records and administration system (student…

Collaborative Philippine-Canadian Action Cycles for Strategic International Coastal Ecohealth

Science.gov (United States)

Watts, Paul David; Pajaro, Marivic Gosamo

2014-01-01

Canadian-Philippine linkages on multi-year coastal Action Research and learning cycles are detailed within established participatory development strategies. Philippine sustainable development is further considered as a function of inter-jurisdictional considerations, and reflexive role shifts for academe. An organizational process is outlined to…

Effect of Organizational Factors on Information Security Implementations

Science.gov (United States)

Perez, Rafael G.

2013-01-01

The purpose of this quantitative inferential study is to determine the level of correlation between the organizational factors of information security awareness, balanced security processes, and organizational structure with the size of the estimation gap of information security implementations mediated by the end user intentionality. The study…

Intervention model in organizational climate

OpenAIRE

Cárdenas Niño, Lucila; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05; Arciniegas Rodríguez, Yuly Cristina; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05; Barrera Cárdenas, Mónica; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05

2015-01-01

The aim of this study was to assess whether the intervention model in organizational climate PMCO, was effective in the Hospital of Yopal, Colombia. The following five phases, proposed by the model, were implemented: 1) problem analysis, 2) awareness, 3) strategies design and planning, at the individual, intergroup, and organizational levels, 4) implementation of the strategy, and 5) process evaluation. A design composed of two groups, experimental and control, was chosen, analyzing whether t...

Organizational Trust in the Canadian Forces (La Confiance Organisationnelle dans les Forces Canadiennes)

National Research Council Canada - National Science Library

Adams, Barbara D; Thomson, Michael H; Brown, Andrea; Sartori, Jessica A; Taylor, Tamsen; Waldherr, Sonya

2008-01-01

... are not. The purpose of this review was to systematically explore research and theory relevant to organizational trust, and the antecedents and consequences of organizational trust, with a specific emphasis...

The interactions of Canadian ethics consultants with health care managers and governing boards during times of crisis.

Science.gov (United States)

Kaposy, Chris; Maddalena, Victor; Brunger, Fern; Pullman, Daryl; Singleton, Richard

2017-01-01

Health care organizations can be very complex, and are often the setting for crisis situations. In recent years, Canadian health care organizations have faced large-scale systemic medical errors, a nation-wide generic injectable drug shortage, iatrogenic infectious disease outbreaks, and myriad other crises. These situations often have an ethical component that ethics consultants may be able to address. Organizational leaders such as health care managers and governing boards have responsibilities to oversee and direct the response to crisis situations. This study investigates the nature and degree of involvement of Canadian ethics consultants in such situations. This qualitative study used semi-structured interviews with Canadian ethics consultants to investigate the nature of their interactions with upper-level managers and governing board members in health care organizations, particularly in times of organizational crisis. We used a purposive sampling technique to identify and recruit ethics consultants throughout Canada. We found variability in the interactions between ethics consultants and upper-level managers and governing boards. Some ethics consultants we interviewed did not participate in managing organizational crisis situations. Most ethics consultants reported that they had assisted in the management of some crises and that their participation was usually initiated by managers. Some ethics consultants reported the ability to bring issues to the attention of upper-level managers and indirectly to their governing boards. The interactions between managers and ethics consultants were characterized by varying degrees of collegiality. Ethics consultants reported participating in or chairing working groups, participating in incident management teams, and developing decision-making frameworks. Canadian ethics consultants tend to believe that they have valuable skills to offer in the management of organizational crisis situations. Most of the ethics consultants

Government, Coercive Power and the Perceived Legitimacy of Canadian Post-Secondary Institutions

Science.gov (United States)

McQuarrie, Fiona A. E.; Kondra, Alex Z.; Lamertz, Kai

2013-01-01

Governments regulate and control organizations, yet their role in determining organizational legitimacy is largely unexamined. In the changing Canadian post-secondary landscape, legitimacy is an increasingly important issue for post-secondary institutions as they compete amongst themselves for access to ever-shrinking resources. Using an…

ParticipACTION: Baseline assessment of the capacity available to the 'New ParticipACTION': A qualitative study of Canadian organizations

Directory of Open Access Journals (Sweden)

Gauvin Lise

2009-12-01

Full Text Available Abstract Background Evaluation of the original ParticipACTION campaign effects focused on individual awareness, recall, and understanding. Less studied has been the impact such campaigns have had on the broader organizational capacity to mobilize and advocate for physical activity. With the relaunch of ParticipACTION, the purpose of this study was to qualitatively explore baseline organizational capacity to promote physical activity messages, programs, and services within the Canadian context. Methods Using a purposeful sampling strategy, we conducted semi-structured telephone interviews with 49 key informants representing a range of national, provincial, and local organizations with a mandate to promote physical activity. Interview data were analysed using a thematic analytic approach. Results Key informants painted a generally positive picture of current organizational capacity to promote physical activity messages, programs, and services in Canada. Will and leadership were clear strengths while infrastructure limitations remained the greatest concern. Some specific challenges included: 1 funding issues: the absence of core funding in a climate of shifting funding priorities; 2 the difficulty of working without a national physical activity policy (lack of leadership; 3 inconsistent provincial and educational sector level policies; and 4 a persistent focus on obesity rather than physical inactivity. Conclusion The data generated here can be utilized to monitor the future impact of ParticipACTION on enhancing and utilizing this organizational capacity. A range of indicators are suggested that could be used to illustrate ParticipACTION's impact on the broad field of physical activity promotion in the future.

Canadians' perceptions of electric vehicle technology : final report

Energy Technology Data Exchange (ETDEWEB)

NONE

2009-03-15

While Canadians seem to appreciate some of the possible benefits of electric vehicle technology (EVT), they generally lack knowledge or understanding of EVTs, in terms of how they operate and what types of EVT vehicles are currently available. This paper described the challenges associated with the adoption of EVT in Canada. In particular, it described a research program that was designed to assess Canadians' attitudes towards electric vehicle technology, in order to provide input into the development of a technology roadmap and its implementation plan, to provide input into communications plans and strategies to promote greater awareness and acceptance of the technology, and to establish baseline attitudinal indicators that could be tracked over time. Specifically, the objectives of the paper were to measure the Canadian public's levels of awareness, knowledge and comfort with EVTs; determine the motivators to adoption of EVT; determine the barriers to broader acceptance and market diffusion of EVT; and identify key group differences. Topics that were discussed included public awareness and knowledge of electric vehicle technology; and interest in plug-in hybrid vehicles and battery-electric vehicles, including perceived advantages and barriers. A profile of drivers consisted of a review of vehicle type; vehicle use profile; size of vehicle; considerations when choosing a vehicle; personal orientation to vehicle ownership; attitudes about vehicle choice; and attitudes about vehicles and air quality. Descriptions of the quantitative and qualitative methods employed in conducting the research, as well as the survey questionnaire and discussion guide were included as appendices. It was concluded that the small proportion of Canadian drivers who see vehicles as a form of personal expression are more likely to be interested in a future plug-in hybrid electric vehicles purchase or rental. tabs., figs., appendices.

Development of measures of organizational leadership for health promotion.

Science.gov (United States)

Barrett, Linda; Plotnikoff, Ronald C; Raine, Kim; Anderson, Donna

2005-04-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n=144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative, and the literature. Psychometric analyses provided empirical evidence of the construct validity and reliability of the organizational leadership scales. Principal component analysis verified the unidimensionality of the leadership scales of (a) Practices for Organizational Learning, (b) Wellness Planning, (c) Workplace Climate, and (d) Organization Member Development. Scale alpha coefficients ranged between .79 and .91 thus establishing good to high scale internal consistencies. These measures can be used by both researchers and practitioners for the assessment of organizational leadership for health promotion and heart health promotion.

Selected aspects of organizational culture vs. formation of Human Capital

OpenAIRE

Aneta Kisiel

2014-01-01

The awareness of employees in relation to organizational culture existing in a company and their knowledge in this subject - have a crucial meaning. In the face of intensity of transformations, constant searching for the best solutions which bring the organization closer to success seams necessary. The organizational culture can help employees among others to: engage in performance of tasks. Organizational culture helps to understand mission, strategy of the organization and assumptions carri...

Cognate Awareness in French Immersion Students: Contributions to Grade 2 Reading Comprehension

Science.gov (United States)

Hipfner-Boucher, Kathleen; Pasquarella, Adrian; Chen, Xi; Deacon, S. Hélène

2016-01-01

Cognate awareness is the ability to recognize the cognate relationship between words in two etymologically related languages. The current study examined the development of cognate awareness and its contribution to French (second language) reading comprehension among Canadian French immersion children. Eighty-one students were tested at the end of…

Organizational learning and continuous quality improvement: examining the impact on nursing home performance.

Science.gov (United States)

Rondeau, Kent V; Wagar, Terry H

2002-01-01

Interest is growing in learning more about the ability of total quality management and continuous quality improvement (TQM/CQI) initiatives to contribute to the performance of healthcare organizations. A major factor in the successful implementation of TQM/CQI is the seminal contribution of an organization's culture. Many implementation efforts have not succeeded because of a corporate culture that failed to stress broader organizational learning. This may help to explain why some TQM/CQI programs have been unsuccessful in improving healthcare organization performance. Organizational performance variables and organizational learning orientation were assessed in a sample of 181 Canadian long-term care organizations that had implemented a formal TQM/CQI program. Categorical regression analysis shows that, in the absence of a strong corporAte culture that stresses organizational learning and employee development, few performance enhancements are reported. The results of the assessment suggest that a TQM/CQI program without the backing of a strong organizational learning culture may be insufficient to achieve augmented organizational performance.

Health care: a community concern? : developments in the organization of Canadian health services

National Research Council Canada - National Science Library

Crichton, Anne

1997-01-01

... Canadian Health Care Organizational Policies 1967-86 IV Service Delivery Systems and Their Response to the Need for Change to a Collective Care Organization 9. Care in the Doctor's Office 10. Support Services for Physicians in General Practice 11. Medical Practice Organization: Alternative Medical Care Delivery Models 12. Evolution of Public H...

PERANAN KOHESIVITAS KELOMPOK DAN KECERDASAN EMOSIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Directory of Open Access Journals (Sweden)

Eka Ruliza Harahap

2017-08-01

Full Text Available Tujuan penelitian adalah untuk mengetahui peranan kohesivitas kelompok dan kecerdasan emosional terhadap organizational citizenship behavior. Populasi penelitian adalah karyawan departemen produksi PT. Tanimas Soap Industries dimana seluruh anggota populasi berpartisipasi sebagai subyek penelitian. Data penelitian dikumpulkan dengan menggunakan tiga skala psikologi yaitu skala kohesivitas kelompok, skala kecerdasan emosional, dan skala organizational citizenship behavior. Analisa terhadap data yang terkumpul dilakukan dengan menggunakan uji regresi linear sederhana dan berganda.Hasil penelitian menunjukkan bahwa kohesivitas kelompok dan kecerdasan emosional berperan terhadap organizational citizenship behavior.Kecerdasan emosional diketahui memberikan sumbangan lebih besar terhadap organizational citizenship behavior dibandingkan kohesivitas kelompok. Aspek group integration social dari kohesivitas kelompok dan dimensi self-awareness dari kecerdasan emosional memberikan kontribusi paling besar terhadap organizational citizenship behavior.

The organizational attraction of nursing graduates: using research to guide employer branding.

Science.gov (United States)

Fréchette, Julie; Bourhis, Anne; Stachura, Michal

2013-01-01

In the context of the global nursing shortage, only the most attractive employers are able to recruit a sufficient number of nurses to maintain high quality of care and ensure positive patient outcomes. It is important for health care organizations to align their practices and their employer marketing strategies with attraction factors important to nurses. This article presents the results of a survey of 666 nursing students graduating in the spring of 2009 in the Canadian province of Quebec. Hypotheses were tested using repeated-measures analysis of variance and post hoc tests. Consistent with hypotheses, the results showed that quality of care, type of work, compensation, and employer branding are organizational attraction factors that nursing graduates perceived as important, with quality of care being the most important one. These findings were later used by a Canadian university teaching hospital to optimize its employer branding and attraction strategy that resulted in an increase in the hiring of university-trained nurses. Further research is needed to examine organizational attractiveness for new nurses over time, across generations, and within various cultural contexts.

Organizational Capacity to Do and Use Evaluation: Results of a Pan-Canadian Survey of Evaluators

Science.gov (United States)

Cousins, J. Bradley; Elliott, Catherine; Amo, Courtney; Bourgeois, Isabelle; Chouinard, Jill; Goh, Swee C.; Lahey, Robert

2008-01-01

Despite increasing interest in the integration of evaluative inquiry into organizational functions and culture, the availability of empirical research addressing organizational capacity building to do and use evaluation is limited. This exploratory descriptive survey of internal evaluators in Canada asked about evaluation capacity building in the…

Three Portraits of Resistance: The (Un)Making of Canadian Students

Science.gov (United States)

McKenzie, Marcia

2006-01-01

In this article I have outlined several modes of resistance to popular media and dominant cultural narratives suggested in three Canadian educational programs with a focus on social and environmental change. Exploring discourses of awareness, inactive caring, thinking differently, lifestyle activism, impacting the world, and contingent agency, I…

Organizational Probes:Exploring Playful Interactions in Work Environment

NARCIS (Netherlands)

Vyas, Dhaval; Eliens, A.P.W.; Eliëns, A.; van de Watering, M.R.; van der Veer, Gerrit C.; Jorge, J

2008-01-01

Playfulness, with non-intrusive elements, can be considered a useful resource for enhancing social awareness and community building within work organizations. Taking inspirations from the cultural probes approach, we developed organizational probes as a set of investigation tools that could provide

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

International Nuclear Information System (INIS)

Akroyd, Duane; Legg, Jeff; Jackowski, Melissa B.; Adams, Robert D.

2009-01-01

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

Global Awareness in the Classroom: Global Classroom Initiative

Science.gov (United States)

Education Canada, 2004

2004-01-01

As countries around the world move toward global integration, knowledge of how Canada interrelates globally is becoming an increasingly useful asset. It is important that young Canadians learn what it means to become responsible global citizens. Awareness about global issues and appreciation of Canada's efforts in international development offer a…

Organizational socialization in team sport environments.

Science.gov (United States)

Benson, A J; Evans, M B; Eys, M A

2016-04-01

Socialization tactics are often used to manage initial group member interactions in a way that facilitates transition experiences. Although this process is heavily researched in organizational contexts, we sought to extend this line of inquiry to sport by examining the nature of socialization tactics used to integrate new members into existing teams. Interviews were conducted with 12 coaches and 12 athletes from several Canadian Interuniversity Sport teams to explore the nature of socialization and the circumstances underscoring why certain approaches are taken over others. A key process involved establishing congruency of role expectations between incoming athletes and group leaders, and socialization processes balanced expectations of conformity with encouragement of individual personalities within the group. A conceptual basis to examine socialization into team sport environments is discussed in relation to the extant organizational theories, and the practical implications of delineating sport socialization tactics are forwarded. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Impact of culture on commitment, satisfaction, and extra-role behaviors among Canadian ER physicians.

Science.gov (United States)

Williams, E S; Rondeau, K V; Francescutti, L H

2007-01-01

The purpose of this paper is to explore the impact of hospital emergency department culture on the job satisfaction, patient commitment, and extra-role performance of Canadian emergency physicians. The conceptual model related four cultural archetypes from the competing valued model to the three outcome variables. In total, 428 Canadian emergency physicians responded to a national survey. The conceptual model was tested via structural equation modeling via LISREL 8. Culture had a relatively weak impact on the outcomes. Human resources culture related positively to job satisfaction while bureaucratic culture related positively to patient commitment. Patient commitment, but not job satisfaction strongly and positively related to extra-role behavior. A direct relationship between entrepreneurial culture and extra-role behavior emerged from an extended analysis. Organizational culture seems to have more distal relationships with outcome variables and its influence is likely to be mediated by more proximal workplace variables. Of value by showing that a key modern leadership challenge is to create the kind of work culture that can become a source of competitive advantage through generating particular organizational outcomes valued by stakeholders.

MAMA MODEL APPROACH: ITS IMPLICATION TO COMMITMENT AND ORGANIZATIONAL CITEZENSHIP BEHAVIOR OF OPERATIONAL HOTEL EMPLOYEE

Directory of Open Access Journals (Sweden)

Ida Bagus Gede Udiyana

2015-09-01

Full Text Available The aims of this study is to find the existence of MAMA (Motivation, Ability, and Moral Awareness model to the commitment and Organizational Citizenship Behavior (OCB. The subject of the research is the five stars hotels at Nusa Dua Bali. Respondents of this study are the operational employees at the hotels who have Hindu religion with 198 samples. The method of collecting data was simple random sampling method with proportional allocation. Structural Equation Modeling (SEM analysis technique was utilized to analyze the data in this research. This research has found that MAMA model (Motivation, Ability, and Moral Awareness influences OCB. Furthermore this research has found a theory that the main variable which is causing the appearance of organizational citizenship behavior is MAMA (motivation, ability, and moral awareness as an intrinsic behavior, and commitment or organizational citizenship behavior function of MAMA, and commitment or to be formulated as OCB f. Info

Study protocol for the translating research in elder care (TREC: building context – an organizational monitoring program in long-term care project (project one

Directory of Open Access Journals (Sweden)

Cummings Greta G

2009-08-01

Full Text Available Abstract Background While there is a growing awareness of the importance of organizational context (or the work environment/setting to successful knowledge translation, and successful knowledge translation to better patient, provider (staff, and system outcomes, little empirical evidence supports these assumptions. Further, little is known about the factors that enhance knowledge translation and better outcomes in residential long-term care facilities, where care has been shown to be suboptimal. The project described in this protocol is one of the two main projects of the larger five-year Translating Research in Elder Care (TREC program. Aims The purpose of this project is to establish the magnitude of the effect of organizational context on knowledge translation, and subsequently on resident, staff (unregulated, regulated, and managerial and system outcomes in long-term care facilities in the three Canadian Prairie Provinces (Alberta, Saskatchewan, Manitoba. Methods/Design This study protocol describes the details of a multi-level – including provinces, regions, facilities, units within facilities, and individuals who receive care (residents or work (staff in facilities – and longitudinal (five-year research project. A stratified random sample of 36 residential long-term care facilities (30 urban and 6 rural from the Canadian Prairie Provinces will comprise the sample. Caregivers and care managers within these facilities will be asked to complete the TREC survey – a suite of survey instruments designed to assess organizational context and related factors hypothesized to be important to successful knowledge translation and to achieving better resident, staff, and system outcomes. Facility and unit level data will be collected using standardized data collection forms, and resident outcomes using the Resident Assessment Instrument-Minimum Data Set version 2.0 instrument. A variety of analytic techniques will be employed including descriptive

Measuring Holocaust Knowledge and Its Impact: A Canadian Case Study

Science.gov (United States)

Jedwab, Jack

2010-01-01

This article examines the responses of some 1,500 Canadians to a public opinion survey on knowledge of the Holocaust, awareness of genocide, and attitudes towards discrimination and diversity. Based on one of the most detailed surveys conducted to date on Holocaust knowledge, the study found strong correlations between greater reported Holocaust…

Representing Canadian Muslims: Media, Muslim Advocacy Organizations, and Gender in the Ontario Shari’ah Debate

Directory of Open Access Journals (Sweden)

Meena Sharify-Funk

2009-01-01

Full Text Available This paper analyzes a highly public conflict between two Muslim non-profit organizations, the Canadian Islamic Congress (CIC and the Muslim Canadian Congress (MCC, as it played out on the pages of Canadian newspapers and Internet websites. Sparked by profoundly divergent convictions about gender norms and fuelled by contradictory blueprints for “being Muslim in Canada”, this incendiary conflict was fanned by Canadian media coverage. Focusing especially, but not exclusively, on the 2003-2005 debate over Shari’ah-based alternative dispute resolution in Ontario, I will argue that the media have played a role in constructing internal Muslim debates and identity negotiations concerning what it means to be genuinely Canadian and authentically Muslim through controversy-driven journalism that has highlighted opposing ends of a liberal/progressive versus conservative/traditional axis in a search for “point/counter-point” views. Through short stories and commentaries on controversial topicsthat juxtapose two increasingly antagonistic organizational voices, the media have not merely reflected Muslim realities, but also helped to shape them and, more often than not, reinforce polarization between a “majority Muslim” culture seeking to secure space for itself within Canadian society and a “dissident Muslim” culture that seeks to consolidate external support for internal change.

Nuclear communications : A Canadian perspective

International Nuclear Information System (INIS)

Macpherson, John A.

1994-01-01

Times have changed since the early days of nuclear energy when it was a symbol of a brave new world, Public information strategies have evolved to meet increasing public concerns, and have shifted from being a largely unfocused attempt at publicity to being more concerned with managing issues and solving problems. This paper describes some of the salient features of the Canadian experience in nuclear communications and examines four key aspects: opinion and attitude research; media relations; coeducation; and advertising. It also addresses the challenge of responding to the allegations and tactics of those who are actively hostile to nuclear energy, and recommends that the principles of Total Quality Management and of organizational effectiveness be applied more thorough and more consistently to the public affairs function

The Impact of Social Media and Crowdsourcing on Organizational Innovation Culture

DEFF Research Database (Denmark)

Scupola, Ada; Nicolajsen, Hanne Westh

innovation culture using theory on organizational culture and crowdsourcing. The analysis shows that the organizational crowdsourcing event has supported an innovation culture change in the case company towards a more open approach to innovation; creating a new and different awareness of innovation, allowing...... for internal process innovations, empowering the employees, supporting knowledge work and collaboration across the organization to a new extent and overcoming the traditional hierarchy in the organization....

Differences of Organizational Culture between Small and Large Enterprises

Directory of Open Access Journals (Sweden)

Ovidiu-Iliuta Dobre

2016-01-01

Full Text Available This research paper analyses the organizational culture of small enterprises and largeenterprises, and highlights the common elements and the main differences. The results of the studyshow significant differences in terms of organizational culture between the two types oforganizations. Employees working in small size enterprises are oriented towards innovation,whereas the ones working in large enterprises are more aware of social responsibility. In addition,small organizations are perceived to have a more supportive organizational culture than largeenterprises. Furthermore, the study reveals differences in management and leadership styles whenanalyzing the small and large enterprises. Considering the flatter organizational structure of smallenterprises, the managers have a personal relationship with the employees and they motivate thembetter and align their goals with the ones of the enterprise. In large organizations, the managersneed to have a tighter control, as more procedures have to be followed.

Association between Organizational Capacity and Involvement in Chronic Disease Prevention Programming among Canadian Public Health Organizations

Science.gov (United States)

Hanusaik, Nancy; Sabiston, Catherine M.; Kishchuk, Natalie; Maximova, Katerina; O'Loughlin, Jennifer

2015-01-01

In the context of the emerging field of public health services and systems research, this study (i) tested a model of the relationships between public health organizational capacity (OC) for chronic disease prevention, its determinants (organizational supports for evaluation, partnership effectiveness) and one possible outcome of OC (involvement…

Selected aspects of organizational culture vs. formation of Human Capital

Directory of Open Access Journals (Sweden)

Aneta Kisiel

2014-12-01

Full Text Available The awareness of employees in relation to organizational culture existing in a company and their knowledge in this subject - have a crucial meaning. In the face of intensity of transformations, constant searching for the best solutions which bring the organization closer to success seams necessary. The organizational culture can help employees among others to: engage in performance of tasks. Organizational culture helps to understand mission, strategy of the organization and assumptions carried out by it. The purpose of this paper is the description of different aspects of organizational culture with reference to actions taken in the scope of management of human resources. The nature of leadership was also stressed in shaping the organizational culture. The analysis of literature in the field of management, own experience and observation of the author in the above mentioned matter made it possible to respond to the research problem presented in this paper.

Mental health concerns among Canadian physicians: results from the 2007-2008 Canadian Physician Health Study.

Science.gov (United States)

Compton, Michael T; Frank, Erica

2011-01-01

In light of prior reports on the prevalence of stress, depression, and other mental health problems among physicians in training and practice, we examined the mental health concerns of Canadian physicians using data from the 2007-2008 Canadian Physician Health Study. Among 3213 respondents, 5 variables (depressive symptoms during the past year, anhedonia in the past year, mental health concerns making it difficult to handle one's workload in the past month, problems with work-life balance, and poor awareness of resources for mental health problems) were examined in relation to sex, specialty, practice type (solo practice vs group or other practice settings), and practice setting (inner city, urban/suburban, or rural/small town/remote). Nearly one quarter of physicians reported a 2-week period of depressed mood, and depression was more common among female physicians and general practitioners/family physicians. Anhedonia was reported by one fifth; anesthesiologists were most likely to report anhedonia, followed by general practitioners/family physicians. More than one quarter reported mental health concerns making it difficult to handle their workload, which was more common among female physicians and general practitioners/family physicians and psychiatrists. Nearly one quarter reported poor work-life balance. Lack of familiarity with mental health resources was problematic, which was more prominent among female physicians and specialists outside of general practice/family medicine or psychiatry. Mental health concerns are relatively common among Canadian physicians. Training programs and programmatic/policy enhancements should redouble efforts to address depression and other mental health concerns among physicians for the benefit of the workforce and patients served by Canadian physicians. Copyright © 2011 Elsevier Inc. All rights reserved.

Managing competing organizational priorities in clinical handover across organizational boundaries.

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Sujan, Mark A; Chessum, Peter; Rudd, Michelle; Fitton, Laurence; Inada-Kim, Matthew; Cooke, Matthew W; Spurgeon, Peter

2015-01-01

Handover across care boundaries poses additional challenges due to the different professional, organizational and cultural backgrounds of the participants involved. This paper provides a qualitative account of how practitioners in emergency care attempt to align their different individual and organizational priorities and backgrounds when handing over patients across care boundaries (ambulance service to emergency department (ED), and ED to acute medicine). A total of 270 clinical handovers were observed in three emergency care pathways involving five participating NHS organizations (two ambulance services and three hospitals). Half-day process mapping sessions were conducted for each pathway. Semi-structured interviews were carried out with 39 participants and analysed thematically. The management of patient flow and the fulfilment of time-related performance targets can create conflicting priorities for practitioners during handover. Practitioners involved in handover manage such competing organizational priorities through additional coordination effort and dynamic trade-offs. Practitioners perceive greater collaboration across departments and organizations, and mutual awareness of each other's goals and constraints as possible ways towards more sustainable improvement. Sustainable improvement in handover across boundaries in emergency care might require commitment by leaders from all parts of the local health economy to work as partners to establish a culture of integrated, patient-centred care. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Proceedings of the 2010 Canadian Dam Association's public safety around dams workshop

Energy Technology Data Exchange (ETDEWEB)

NONE

2010-07-01

Nearly 30 people have drowned in dam-related incidents over the last 10 years in Canada. The Canadian public is now calling for improved safety guidelines. Public interaction with dams is increasing as a result of interest in extreme sports and perceived rights of access. However, many members of the public are not aware of the dangers posed by dams. This workshop provided a forum to discuss proposals for a draft publication of the Canadian Dam Association (CDA) guidelines for public safety and security around dams. Issues related to current legislation and liability were discussed. Methods of increasing public awareness of the hazards posed by dams included increased signage in dam locations, the use of audible and visual alert systems, and the use of booms and buoys. The responsibilities of dam owners in ensuring the safety of dams were also discussed. The conference featured 5 presentations, of which 2 have been catalogued separately for inclusion in this database. tabs., figs.

THE STUDY OF RELATIONSHIP BETWEEN SOCIAL INTELLIGENCE AND ORGANIZATIONAL PERFORMANCE (CASE STUDY: ARDABIL REGIONAL WATER COMPANY'S MANAGERS

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Habib Ebrahimpoor‎

2013-06-01

Full Text Available The aim of this study was to investigate the relationships among dimensions of social intelligence, social skills, social information processing, social awareness, social desirability of organizational performance. Methods: This research was a descriptive study. The population in this study comprised all experts, assistants and managers of regional water companies in Ardabil province, and was about 164 randomly selected people. And to gather data from field methods the means of questionnaires were used. Tromso questionnaire was chosen and designed to measure social intelligence and organizational performance by assessing specific questions about Balanced Scorecard as independent variable. To achieve the multiplier effect of each variable on the dependent variable, Pearson correlation test was performed. Results indicated that social skills, social information processing, social awareness and social desirability of improving organizational performance had the most important part in social information processing, and social awareness and social skills played a secondary role in improving performance.

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

Energy Technology Data Exchange (ETDEWEB)

Akroyd, Duane [Department of Adult and Community College Education, College of Education, Campus Box 7801, North Carolina State University, Raleigh, NC 27695 (United States)], E-mail: duane_akroyd@ncsu.edu; Legg, Jeff [Department of Radiologic Sciences, Virginia Commonwealth University, Richmond, VA 23284 (United States); Jackowski, Melissa B. [Division of Radiologic Sciences, University of North Carolina School of Medicine 27599 (United States); Adams, Robert D. [Department of Radiation Oncology, University of North Carolina School of Medicine 27599 (United States)

2009-05-15

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

Staff, space, and time as dimensions of organizational slack: a psychometric assessment.

Science.gov (United States)

Mallidou, Anastasia A; Cummings, Greta G; Ginsburg, Liane R; Chuang, You-Ta; Kang, Sunghyun; Norton, Peter G; Estabrooks, Carole A

2011-01-01

: In the theoretical and research literature, organizational slack has been largely described in terms of financial resources and its impact on organizational outcomes. However, empirical research is limited by unclear definitions and lack of standardized measures. : The aim of this study was to assess the psychometric properties of a new organizational slack measure in health care settings. : A total of 752 nurses and 197 allied health care professionals (AHCPs) employed in seven pediatric Canadian hospitals completed the Alberta Context Tool, an instrument measuring organizational context, which includes the newly developed organizational slack measure. The nine-item, 5-point Likert organizational slack measure includes items assessing staff perceptions of available human resources (staffing), time, and space. We report psychometric assessments, bivariate analyses, and data aggregation indices for the measure. : The findings indicate that the measure has three subscales (staff, space, and time) with acceptable internal consistency reliability (alphas for staff, space, and time, respectively:.83,.63, and.74 for nurses;.81,.52, and.76 for AHCPs), links theory and hypotheses (construct validity), and is related to other relevant variables. Within-group reliability measures indicate stronger agreement among nurses than AHCPs, more reliable aggregation results in all three subscales at the unit versus facility level, and higher explained variance and validity of aggregated scores at the unit level. : The proposed organizational slack measure assesses modifiable organizational factors in hospitals and has the potential to explain variance in important health care system outcomes. Further assessments of the psychometric properties of the organizational slack measure in acute and long-term care facilities are underway.

The War's Positive Impact on the Canadian Astronomical Community

Science.gov (United States)

Broughton, Peter

2015-01-01

At the beginning of WWI, the Canadian astronomical community was tiny and astrophysical research was just beginning. By the end of the war, the country had established the forerunner of its National Research Council and had the world's largest fully operational telescope, thanks to the late entry of the USA into the conflict. By 1918, Canada was on the verge of making significant contributions to science.In spite of the immense loss of life in this pointless war, I am aware of only one casualty affecting Canadian professional astronomers, and that was the indirect death of James Chant, son of University of Toronto's only professor of astronomy. Other Canadian astronomers, including Tom Parker, Bert Topham, and Harry Plaskett were on active service; each of their stories is unique.Among those engaged in scientific work during the war were two Canadians temporarily in England: John McLennan whose helium research for dirigibles led him to establish a cryogenic lab in Toronto where the green line in the spectrum of the aurora was identified in 1925, and Allie Douglas who worked as a statistician in the War Office. Later work with Eddington led her to become his biographer and to her distinction as the first person in Canada to earn a PhD in astronomy (in 1926).

Organizational climate in primary care settings: implications for nurse practitioner practice.

Science.gov (United States)

Poghosyan, Lusine; Nannini, Angela; Clarke, Sean

2013-03-01

The purpose of this review is to investigate literature related to organizational climate, define organizational climate, and identify its domains for nurse practitioner (NP) practice in primary care settings. A search was conducted using MEDLINE, PubMed, HealthSTAR/Ovid, ISI Web of Science, and several other health policy and nursingy databases. In primary care settings, organizational climate for NPs is a set of organizational attributes, which are perceived by NPs about their practice setting, emerge from the way the organization interacts with NPs, and affect NP behaviors and outcomes. Autonomy, NP-physician relations, and professional visibility were identified as organizational climate domains. NPs should be encouraged to assess organizational climate in their workplace and choose organizations that promote autonomy, collegiality between NPs and physicians, and encourage professional visibility. Organizational and NP awareness of qualities that foster NP practice will be a first step for developing strategies to creating an optimal organizational climate for NPs to deliver high-quality care. More research is needed to develop a comprehensive conceptual framework for organizational climate and develop new instruments to accurately measure organizational climate and link it to NP and patient outcomes. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.

Canadian Consumer Food Safety Practices and Knowledge: Foodbook Study.

Science.gov (United States)

Murray, Regan; Glass-Kaastra, Shiona; Gardhouse, Christine; Marshall, Barbara; Ciampa, Nadia; Franklin, Kristyn; Hurst, Matt; Thomas, M Kate; Nesbitt, Andrea

2017-10-01

Understanding consumers' food safety practices and knowledge supports food safety education for the prevention of foodborne illness. The objective of this study was to describe Canadian consumer food safety practices and knowledge. This study identifies demographic groups for targeted food safety education messaging and establishes a baseline measurement to assess the effectiveness of food safety interventions over time. Questions regarding consumer food safety practices and knowledge were included in a population-based telephone survey, Foodbook, conducted from November 2014 to March 2015. The results were analyzed nationally by age group and by gender. The results showed that approximately 90% of Canadians reported taking the recommended cleaning and separating precautions when handling raw meat to prevent foodborne illness. Only 29% of respondents reported using a food thermometer when cooking any meat, and even fewer (12%) reported using a food thermometer for small cuts of meat such as chicken pieces. The majority (>80%) of Canadians were aware of the foodborne illness risks related to chicken and hamburger, but fewer (poultry.

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

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José G. Vargas Hernández

2010-03-01

Full Text Available Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human motivation, induction and enforcement as distinct from the theories of structures, strategies and planning to deal with designs appropriate for a computer on which the will of member compliance is not problematic (Donaldson, 1990. This paper aims at reviewing the organizational economics in detail, its definitions, implications and feature and Elements of organizational economics and also the prescriptive and descriptive organizational economics.

The perceived organizational impact of the gender gap across a Canadian department of medicine and proposed strategies to combat it: a qualitative study.

Science.gov (United States)

Pattani, Reena; Marquez, Christine; Dinyarian, Camellia; Sharma, Malika; Bain, Julie; Moore, Julia E; Straus, Sharon E

2018-04-10

Despite the gender parity existing in medical schools for over three decades, women remain underrepresented in academic medical centers, particularly in senior ranks and in leadership roles. This has consequences for patient care, education, research, and workplace culture within healthcare organizations. This study was undertaken to explore the perspectives of faculty members at a single department of medicine on the impact of the existing gender gap on organizational effectiveness and workplace culture, and to identify systems-based strategies to mitigate the gap. The study took place at a large university department of medicine in Toronto, Canada, with six affiliated hospitals. In this qualitative study, semi-structured individual interviews were conducted between May and September 2016 with full-time faculty members who held clinical and university-based appointments. Transcripts of the interviews were analyzed using thematic analysis. Three authors independently reviewed the transcripts to determine a preliminary list of codes and establish a coding framework. A modified audit consensus coding approach was applied; a single analyst reviewed all the transcripts and a second analyst audited 20% of the transcripts in each round of coding. Following each round, inter-rater reliability was determined, discrepancies were resolved through discussion, and modifications were made as needed to the coding framework. The analysis revealed faculty members' perceptions of the gender gap, potential contributing factors, organizational impacts, and possible solutions to bridge the gap. Of the 43 full-time faculty members who participated in the survey (29 of whom self-identified as female), most participants were aware of the existing gender gap within academic medicine. Participants described social exclusion, reinforced stereotypes, and unprofessional behaviors as consequences of the gap on organizational effectiveness and culture. They suggested improvements in (1) the

The Association of Organizational Culture and Quality Improvement Implementation With Neonatal Outcomes in the NICU.

Science.gov (United States)

Mahl, Sukhy; Lee, Shoo K; Baker, G Ross; Cronin, Catherine M G; Stevens, Bonnie; Ye, Xiang Y

2015-01-01

Studies of adult patient populations suggest that organizational culture is associated with quality improvement (QI) implementation, as well as patient outcomes. However, very little research on organizational culture has been performed in neonatal patient populations. This combined cross-sectional survey and retrospective cohort study assessed employee perceptions of organizational culture and QI implementation within 18 Canadian neonatal intensive care units. The associations between these data and neonatal outcomes in extremely preterm infants (born at culture and QI implementation varied according to occupation and age. Higher hierarchical culture was associated with increased survival without major morbidities (odds ratio, 1.04; 95% confidence interval, 1.01-1.06), as were higher QI implementation scores (odds ratio range, 1.20-1.36 by culture type). Our data suggest that organizational culture, particularly hierarchical culture, and level of QI implementation may play a role in neonatal outcomes. Copyright © 2015 National Association of Pediatric Nurse Practitioners. Published by Elsevier Inc. All rights reserved.

Effects of a Music Programme on Kindergartners' Phonological Awareness Skills

Science.gov (United States)

Bolduc, Jonathan

2009-01-01

This research examines the effect of a music training programme on the development of phonological awareness among 104 Franco-Canadian kindergarten children. The experimental group (N = 51) participated in an adapted version of the Standley and Hughes music training programme, while the control group (N = 53) took part in the Ministere de…

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

OpenAIRE

José G. Vargas Hernández; Mohammad Reza Noruzi

2010-01-01

Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human mot...

The Canadian public's awareness and perception of the Atomic Energy Control Board. V. 1

International Nuclear Information System (INIS)

1989-01-01

This report presents the findings from personal interviews with a nationwide sample of 1 928 Canadians 18 years of age and over. The report also incorporates the key findings from the exploratory phase report 'Focus Groups Findings on Attitudes Toward the AECB and Its Activities', CRC, October 1988

Level of Awareness and Application of Personal and Organisational ...

African Journals Online (AJOL)

This study investigated the level of awareness and application of personal and organizational knowledge management by special librarians in South-West, Nigeria. Four research questions and two hypothesis guided the study. Questionnaire was used for the study. The population comprised fifty-four librarians from sixteen ...

Measuring the Efficacy of an Energy and Environmental Awareness Campaign to Effectively Reduce Water Consumption

Science.gov (United States)

Miller, Laura Little

2010-01-01

Increased energy costs and a move toward environmental stewardship are driving many organizations, including universities, to engage in awareness efforts to reduce both energy consumption and their carbon footprint. The purpose of this paper is to determine whether organizational programs aimed at energy and environmental awareness have a…

Organizational Learning: Some Basic Questions and Answers

Directory of Open Access Journals (Sweden)

Miran Mihelčič

2014-05-01

Full Text Available The term “organizational learning” raises a broad range of questions, specifically with regard to its contents. Following the thoughts of eminent philosophers, such as Aristotle and Confucius, the contribution of scientists in any research field to the corpus of human knowledge should also be based on the proper governing of the use of language. Therefore it is, first, of serious importance to be aware that organizational learning is just one dimension or element of the learning organization and not vice versa; second, a good comprehension of basic categories related to the organizational side of (formal social units’ functioning is an imperative part of organizational learning process. In writing this paper, the author started from his experiences acquired in his role as a lecturer on the subject “Theory of Organization”, in which the goal of lecturing was explained to students as gaining knowledge about cooperation and competition of people in the entities of rational production of goods. To generalize the presented questions and answers regarding the use of term “organization” in the field of management, certain similarities and comparisons were sought and found in other fields of science and, more generally, in life itself. After more detailed explanations of other relevant categories for the organizational learning process, the process itself is defined by its goals and steps where the overlapping of the learning process with the organizational change process and the process of increasing organizational capital is shown. Finally, it is also emphasized that the idea of improving internal relationships – as the substance of organization – between employees in a formal social unit through organizational learning could and should be exploited in external relationships between formal social units.

Becoming Food Aware in Hospital: A Narrative Review to Advance the Culture of Nutrition Care in Hospitals.

Science.gov (United States)

Laur, Celia; McCullough, James; Davidson, Bridget; Keller, Heather

2015-06-01

The Nutrition Care in Canadian Hospitals (2010-2013) study identified the prevalence of malnutrition on admission to medical and surgical wards as 45%. Nutrition practices in the eighteen hospitals, including diagnosis, treatment and monitoring of malnourished patients, were ad hoc. This lack of a systematic approach has demonstrated the need for the development of improved processes and knowledge translation of practices aimed to advance the culture of nutrition care in hospitals. A narrative review was conducted to identify literature that focused on improved care processes and strategies to promote the nutrition care culture. The key finding was that a multi-level approach is needed to address this complex issue. The organization, staff, patients and their families need to be part of the solution to hospital malnutrition. A variety of strategies to promote the change in nutrition culture have been proposed in the literature, and these are summarized as examples for others to consider. Examples of strategies at the organizational level include developing policies to support change, use of a screening tool, protecting mealtimes, investing in food and additional personnel (healthcare aides, practical nurses and/or diet technicians) to assist patients at mealtimes. Training for hospital staff raises awareness of the issue, but also helps them to identify their role and how it can be modified to improve nutrition care. Patients and families need to be aware of the importance of food to their recovery and how they can advocate for their needs while in hospital, as well as post-hospitalization. It is anticipated that a multi-level approach that promotes being "food aware" for all involved will help hospitals to achieve patient-centred care with respect to nutrition.

Ongoing child welfare services: Understanding the relationship of worker and organizational characteristics to service provision.

Science.gov (United States)

Lwin, Kristen; Fluke, John; Trocmé, Nico; Fallon, Barbara; Mishna, Faye

2018-06-01

Ongoing child welfare services are put in place after completion of the initial maltreatment investigation when there is a perceived need to mitigate the risk of future harm. The knowledge of how clinical, worker, and organizational characteristics interact with this decision to provide ongoing child welfare services is not well integrated in the research literature. Using secondary data from the Canadian Incidence Study of Reported Child Abuse and Neglect-2008, this study's primary objective is to understand the relationship of clinical, worker, and organizational characteristics to the decision to transfer a case to ongoing child welfare services and their relative contribution to the transfer decision in Canada. Findings indicate that several clinical level variables are associated with families receiving ongoing services. Additionally, organizational factors, such as type of services offered by the organization and the number of employee support programs available to workers, significantly predicted the decision to transfer a case to ongoing services. While no worker factors, such as education, amount of training, experience, or caseload, were associated with ongoing service receipt, the intraclass correlation coefficient of the final three-level parsimonious model indicated substantial clustering at the worker level. Results indicate that Canadian child welfare workers make decisions differently based on factors not available in the current study and that what would be deemed as important worker characteristics do not necessarily predict this outcome. Findings and implications for future research are discussed. Copyright © 2018 Elsevier Ltd. All rights reserved.

Prevention of Fetal Alcohol Spectrum Disorder: Current Canadian Efforts and Analysis of Gaps

Directory of Open Access Journals (Sweden)

Nancy Poole

2016-01-01

Full Text Available Effective prevention of risky alcohol use in pregnancy involves much more than providing information about the risk of potential birth defects and developmental disabilities in children. To categorize the breadth of possible initiatives, Canadian experts have identified a four-part framework for fetal alcohol spectrum disorder (FASD prevention: Level 1, public awareness and broad health promotion; Level 2, conversations about alcohol with women of childbearing age and their partners; Level 3, specialized support for pregnant women; and Level 4, postpartum support for new mothers. In order to describe the level of services across Canada, 50 Canadian service providers, civil servants, and researchers working in the area of FASD prevention were involved in an online Delphi survey process to create a snapshot of current FASD prevention efforts, identify gaps, and provide ideas on how to close these gaps to improve FASD prevention. Promising Canadian practices and key areas for future action are described. Overall, Canadian FASD prevention programming reflects evidence-based practices; however, there are many opportunities to improve scope and availability of these initiatives.

TRUST AND EMOTIONS ENERGIZE ORGANIZATIONAL PERFORMANCE

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Ana Martins

2017-02-01

Full Text Available The aim of this paper is to shed more light on the significant effect that leadership self-efficacy and shared leadership have on organizational performance. The purpose of this study is to contribute to the research on shared leadership that is still in its early stages. Trust, as a component of social capital, is considered the essential criteria for an emotionally aware leader. Trust enables individuals to channel their energy on those aspects of work for which they have real passion. Emotions, whether positive or negative, stimulate and steer organizational performance and behavior. Humor can reduce absenteeism; improve levels of effort, health and energy, all of which influence the levels of performance. The case study methodology focused on a profit-oriented Information Technology SME. A questionnaire was distributed to ascertain how leadership self-efficacy might influence shared leadership and affect organizational performance. The study entails the presupposition that those managers who have regard for the self-efficacy leadership attributes cluster will have a higher probability of improving both perceived and actual employee performance. The results of this study seem to demonstrate that emphasis is placed on the problem-solving attributes of leadership self-efficacy. This will result in a positive impact on the organizational performance as a whole. This paper is of added value for scholars and organizations in the knowledge economy.

How Activism Features in the Career Lives of Four Generations of Canadian Nurses.

Science.gov (United States)

MacDonnell, Judith A; Buck-McFadyen, Ellen

2016-11-01

Recent nursing research using a critical feminist lens challenges the prevailing view of political inertia in nursing. This comparative life history study using a critical feminist lens explores the relevance of activism with four generations of Canadian nurses. Purposeful sampling of Ontario nurses resulted in 40 participants who were diverse in terms of generation, practice setting, and activist practice. Interviews and focus groups were completed with the sample of Ontario registered nurses or undergraduate and graduate nursing students: 8 Generation X, 9 Generation Y (Millennials), 20 Boomers, and 3 Overboomers. Factors such as professional norms and personal and organizational supports shaped contradictory nursing activist identities, practices, and impacts. Gendered norms, organizational dynamics, and the political landscape influenced the meanings nurses attributed to critical incidents and influences that prompted activism inside and outside the workplace, shaping the transformative potential of nursing. Despite its limitations, the study has implications for creating professional and organizational supports for consideration of health politics and policy, and spaces for dialogue to support practice and research aligned with social justice goals.

Examining the Relationship between Organization Systems and Information Security Awareness

Science.gov (United States)

Tintamusik, Yanarong

2010-01-01

The focus of this dissertation was to examine the crucial relationship between organization systems within the framework of the organizational behavior theory and information security awareness (ISA) of users within the framework of the information security theory. Despite advanced security technologies designed to protect information assets,…

The Dimensions of Organizational Intelligence in Romanian Companies – A Human Capital Perspective

Directory of Open Access Journals (Sweden)

Viorel Lefter

2008-10-01

Full Text Available The paper discusses the perceptions of organizational intelligence dimensions in Romanian companies, taking into account the degree of awareness employees have, in relation to this concept, and the overall investments in R&D at the industry level. Starting from the concept of organizational intelligence, the way it is defined in recent literature, we establish seven dimensions which are relevant for its analysis, and test them on a relevant sample, random stratified, of Romanian companies, reflecting the structure of Romanian economy, and all the layers of company size. We examine, thus, the correlation between the quality of the organizational human capital (the individual intelligence and the learning processes, at the organizational level. The results of the study can be further expanded to analyses of the regions of development, by correlating the dimensions of the organizational intelligence with the macro-economic, developmental indicators.

Awareness of technology-induced errors and processes for identifying and preventing such errors.

Science.gov (United States)

Bellwood, Paule; Borycki, Elizabeth M; Kushniruk, Andre W

2015-01-01

There is a need to determine if organizations working with health information technology are aware of technology-induced errors and how they are addressing and preventing them. The purpose of this study was to: a) determine the degree of technology-induced error awareness in various Canadian healthcare organizations, and b) identify those processes and procedures that are currently in place to help address, manage, and prevent technology-induced errors. We identified a lack of technology-induced error awareness among participants. Participants identified there was a lack of well-defined procedures in place for reporting technology-induced errors, addressing them when they arise, and preventing them.

Applying Organizational Change to Promote Lesbian, Gay, Bisexual, and Transgender Inclusion and Reduce Health Disparities.

Science.gov (United States)

Eckstrand, Kristen L; Lunn, Mitchell R; Yehia, Baligh R

2017-06-01

Lesbian, gay, bisexual, and transgender (LGBT) populations face numerous barriers when accessing and receiving healthcare, which amplify specific LGBT health disparities. An effective strategic approach is necessary for academic health centers to meet the growing needs of LGBT populations. Although effective organizational change models have been proposed for other minority populations, the authors are not aware of any organizational change models that specifically promote LGBT inclusion and mitigate access barriers to reduce LGBT health disparities. With decades of combined experience, we identify elements and processes necessary to accelerate LGBT organizational change and reduce LGBT health disparities. This framework may assist health organizations in initiating and sustaining meaningful organizational change to improve the health and healthcare of the LGBT communities.

RELATION BETWEEN ORGANIZATIONAL - AND INFORMATION RESILIENCE: A WAY FOR IMPROVEMENT OF SYSTEM CAPACITY

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Slavko Arsovski

2010-09-01

Full Text Available In today's business conditions, organizations worldwide operate with the transactions executed and communications received immediately after they are initiated. Tolerance in every aspect is shrinking and many organizations are outsourcing dependable. Disruption in business has widened, it includes traditional natural disaster and any event that disturbs this fast-paced operational flow - from an acquisition or organization growth to a new government regulation or to a scheduled system upgrade. This resulted in a new business paradigm organizational resilience. Impact of Information Systems (IS on organizational resilience is through: (1 higher level of knowledge and transparency of business processes, (2 higher level of flexibility, agility and sustainability of organization, (3 enhancement of key competiveness forces, (4 enhancements of awareness about business risks and vulnerability of organizations, (5 enhancement of speed of organization recovery, (6 enhancement of organizational culture and awareness about resilience and (7 supporting the organization sustainability. Each possible impact of IS varies and depends upon two sides and their relations: (1 characteristics of IS which is related to ICT characteristics and (2 characteristics of organization. Because that, authors contribution in this paper is to make clear different approaches to IS - and organizational resilience and establish the model for simulation of this impact. This model is evaluated on an example and presented as a case study.

The "Canadian" in Canadian Children's Literature.

Science.gov (United States)

Bainbridge, Joyce; Wolodko, Brenda

2001-01-01

Notes that a rich body of Canadian children's literature exists that reflects the country's literary and socio-cultural values, beliefs, themes and images, including those of geography, history, language and identity. Discusses how Canadians tend to identify themselves first by region or province and then by nation. (SG)

Organizational culture and organizational commitment: Serbian case

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Mitić Siniša

2016-01-01

Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

Status of Social Engineering Awareness in Business Organizations and Colleges/Universities

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Hauser, Deanna Mae

2017-01-01

Social engineers manipulate individuals into divulging confidential information or compromising personal or organizational security. The purpose of this qualitative case study was to examine the potential lack of social engineering awareness that affects employees at companies in southeastern Michigan. The research method consisted of interviews…

Organizational learning and organizational design

OpenAIRE

Curado, Carla

2006-01-01

Literature review Approach This paper explores a new idea presenting the possible relationship between organizational learning and organizational design. The establishment of this relation is based upon extensive literature review. Findings Organizational learning theory has been used to understand several organizational phenomena, like resources and competencies, tacit knowledge or the role of memory in the organization; however, it is difficult to identify fits and consequent misf...

Integrated complex care model: lessons learned from inter-organizational partnership.

Science.gov (United States)

Cohen, Eyal; Bruce-Barrett, Cindy; Kingsnorth, Shauna; Keilty, Krista; Cooper, Anna; Daub, Stacey

2011-01-01

Providing integrated care for children with medical complexity in Canada is challenging as these children are, by definition, in need of coordinated care from disparate providers, organizations and funders across the continuum in order to optimize health outcomes. We describe the development of an inter-organizational team constructed as a unique tripartite partnership of an acute care hospital, a children's rehabilitation hospital and a home/community health organization focused on children who frequently use services across these three organizations. Model building and operationalization within the Canadian healthcare system is emphasized. Key challenges identified to date include communication and policy barriers as well as optimizing interactions with families; critical enablers have been alignment with policy trends in healthcare and inter-organizational commitment to integrate at the point of care. Considerations for policy developments supporting full integration across service sectors are raised. Early indicators of success include the enrolment of 34 clients and patients and the securing of funds to evaluate and expand the model to serve more children.

The Canadian Dollar and the Dutch and Canadian Diseases

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Serge Coulombe

2013-10-01

Full Text Available With the spectacular rise of the dollar, along with rising natural-resource prices during the first decade of the 21st century, Canadians heard a great deal about Dutch disease. Many politicians and pundits blamed the phenomenon — in which a country’s currency, inflated by rising commodity prices, renders manufacturing exports increasingly uncompetitive — for rising unemployment in the Canadian manufacturing industry. But a close look at what happened during that period reveals that the Dutch disease mechanism was only part of the story. The other part, and quantitatively the most important, is an affliction of an altogether different providence: Canadian disease. Canadian disease is the economic trouble that can be caused by Canada’s extraordinarily heavy reliance on the United States as a trading partner. As a consequence, a sudden depreciation of the U.S, dollar will deteriorate the competitiveness of Canadian manufacturing exporters. Such a phenomenon was at work during the “Great Appreciation” of the Canadian dollar between 2002 and 2008 — the largest such appreciation on record in this country. The depreciation of the U.S. dollar is a phenomenon that is independent of the resource boom and the resulting consequences on the Canadian economy cannot be endorsed to a Dutch disease. Almost 2/3 of the employment losses that are exchange rate related in the trade-exposed manufacturers in Canada during the 2002–2008 period could be attributed to the Canadian disease. The Canadian dollar is partly driven by commodity prices, and the appreciation of the Canadian dollar exerts a negative impact on manufacturing industries that are exposed to international competition. This phenomenon can be coined as a Dutch Affair. The Dutch Affair becomes a disease in the long run when the non-renewable resource is depleted and the manufacturing base is gone. New manufacturing activities might not reappear due to a variety of obstacles. In Canada

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

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Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational

Awareness of stress-reduction interventions on work attitudes: the impact of tenure and staff group in Australian universities

Directory of Open Access Journals (Sweden)

Silvia Pignata

2016-08-01

Full Text Available This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees’ reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1 perceived procedural justice for employees with five or less years of tenure; (2 job satisfaction for employees with 0–19 years of tenure; (3 trust in senior management for employees with 6–19 years of tenure; and (4 affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual

Exploring the impact of the ‘new’ ParticipACTION: overview and introduction of the special issue

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Guy Faulkner

2018-04-01

Full Text Available ParticipACTION is the Canadian physical activity communications and social marketing organization first launched in the fall of 1971 and then ceased operations in 2001. ParticipACTION was relaunched in 2007. Framed as a public health natural experiment, evidence was collected from a population-based survey of knowledge, awareness, understanding of physical activity, and physical activity levels among Canadians (individual level, and key informant surveys and interviews examining capacity, readiness and advocacy for physical activity promotion among physical activity organizations (organizational level. The purpose of this paper is to first provide an overview of some of the major initiatives undertaken by the ‘new’ ParticipACTION that may have contributed to any changes at these individual or organizational levels. Second, the paper sets the stage for the three empirical papers in this special series reporting follow-up results.

Situation awareness system for Canada

Science.gov (United States)

Hill, Andrew

1999-07-01

Situation awareness encompasses a knowledge of orders, plans and current knowledge of friendly force actions. Knowing where you are and being able to transmit that information in near real-time to other friendly forces provides the ability to exercise precise command and control over those forces. With respect to current command and control using voice methods, between 40 percent and 60 percent of Combat Net Radio traffic relates to location reporting of some sort. Commanders at Battle Group and below spend, on average, 40 percent of their total time performing position and navigation related functions. The need to rapidly transfer own force location information throughout a force and to process the received information quickly, accurately and reliably provides the rationale for the requirement for an automated situation awareness system. This paper describes the Situation Awareness System (SAS) being developed by Computing Devices Canada for the Canadian Department of National Defence as a component of the Position Determination and Navigation for Land Forces program. The SAS is being integrated with the Iris Tactical Command, Control, Communications System, which is also being developed by Computing Devices. The SAS software provides a core operating environment onto which command and control functionality can be easily added to produce general and specialist battlefield management systems.

Shifting the Balance: Relationship as Power in Organizational Life.

Science.gov (United States)

Davidson, Sandra J

2015-01-01

Power has traditionally been studied and experienced within organizations from a hierarchical and positivist perspective. However, organizational complexity has never been greater, and in our attempts to find new ways to live amid this complexity we seek alternative theoretical perspectives that may better represent and inform our experiences of organizational life. This article summarizes the positivist view of power within organizations and the limitations of attempting to study power from this perspective. Power is then reconceptualized and explored using the complex responsive process (CRP) analysis. This is an exemplar of how narrative inquiry guided by CRP may be used as a frame for reflexivity and reflection amid organizational power dynamics. The narrative description used in this paper was based on the author's experience and reflection upon a nursing faculty meeting in a large public university. By becoming aware of the power relations in which we engage, and by reflecting upon them using CRP, we may come to understand power relations in a different way. In the act of examining and reflecting on our habitual roles in power relations, we may open up the potential for personal and organizational transformation. © 2015 Wiley Periodicals, Inc.

Canadian Nuclear Safety Commission's intern program

International Nuclear Information System (INIS)

Gilmour, P.E.

2002-01-01

The Intern Program was introduced at the Canadian Nuclear Safety Commission, Canada's Nuclear Regulator in response to the current competitive market for engineers and scientists and the CNSC's aging workforce. It is an entry level staff development program designed to recruit and train new engineering and science graduates to eventually regulate Canada's nuclear industry. The program provides meaningful work experience and exposes the interns to the general work activities of the Commission. It also provides them with a broad awareness of the regulatory issues in which the CNSC is involved. The intern program is a two-year program focusing on the operational areas and, more specifically, on the generalist functions of project officers. (author)

Canadian digitization: radical beginning and pragmatic follow-on

Science.gov (United States)

Grant, Terrill K.

2000-08-01

The Canadian Army, like most Western armies, spent a lot of time soul-searching about the application of technology to its Command and Control processes during the height of the Cold War in the 70's and 80's. In the late 1980's, these efforts were formalized in a program called the Tactical Command, Control and Communications System (TCCCS). As envisioned, the project would replace in one revolutionary Big Bang all of the tactical communications employed in the Canadian field forces. It would also add significant capabilities such as a long range satellite communications system, a universal tactical e-mail system, and a command and control system for the commander and his staff from division to unit HQ. In 1989, the project was scaled back due to budgetary constraints by removing the divisional trunk communications system and the command and control system. At this point a contract was let to Computing Devices Canada for the core communications functionality. During the next 6 years, the Canadian Army expanded on this digitization effort by amending the contract to add in a trunk system and a situational awareness system. As well, in 1996, Computing Devices received a contract to develop and integrate a C2 system with the communications system thereby restoring the final two Cs of TCCCS. This paper discusses the architecture and implementation of the TCCCS as the revolutionary enabler of the Canadian Army's digitization effort for the early 2000 era. The choice of a hybrid approach of using commercial standards supplemented by appropriate NATO communications standards allowed for an easy addition of the trunk system. As well, conformance to the emerging NATO Communications architecture for Land Tactical Communications in the Post 2000 era will enhance interoperability with Canada's allies. The paper also discusses the pragmatic approach taken by the Canadian Army in inserting C2 functionally into TCCCS, and presents the ultimate architecture and functionality. This

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

Science.gov (United States)

Berberoglu, Aysen

2018-06-01

Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical

Facilitating organizational mergers: amalgamation of community care access centres.

Science.gov (United States)

Mercer, Kevin

2008-01-01

The development of 14 Local Health Integration Networks (LHINs) in Ontario necessitated the re-organization of Community Care Access Centres (CCACs). The achievement of LHIN objectives was contingent upon the organizations responsible for home and long-term care placement being aligned within the LHIN geographic boundaries. This re-alignment required 42 provincial organizations to re-structure, integrate and reduce to 14. This project was focused on the amalgamation of two CCACs in the Waterloo Wellington LHIN. Both were distinctly different due to their organizational evolution, the composition of the region and leadership approach. The different organizational cultures, if not managed properly, could result in a derailing of several current projects that were underway and were also key to the overall health system transformation agenda. A literature search provided a plethora of critiques of organizational change approaches and practical suggestions. Of particular relevance was a report to the Royal Commission on Health Care in 2002 that authenticates the dismal success in health care to meet change objectives. The project included a joint planning day for the leadership teams of the two organizations followed by an Organizational Readiness Assessment conducted by the Canadian Council on Health Services Accreditation (CCHSA). Both activities brought the leadership and staff of Waterloo and Wellington together, started the integration process and solicited staff participation. A follow-up survey of the leadership teams revealed the effectiveness of the project in advancing integration between the two organizations and recognizing organizational cultural differences. The CCHSA Organizational Readiness Assessment process was viewed as an effective means for advancing the integration of the two organizations, particularly as it relates to allowing the staff groups to define for themselves the benefits of the merger. The lack of hard evidence on the benefits of a

Energy management in the Canadian airline industry

Energy Technology Data Exchange (ETDEWEB)

1982-09-01

The purpose of this report was to outline the current status of the Canadian airline industry's energy performance and to outline energy management programs undertaken within the industry. The study also provides an aviation energy management information base developed through a comprehensive computer bibliographical review. A survey of the industry was undertaken, the results of which are incorporated in this report. The Canadian airline industry has recognized the importance of energy management and considerable measures have been introduced to become more energy efficient. The largest single contributor to improved productivity is the acquisition of energy efficient aircraft. Larger airlines in particular have implemented a number of conservation techniques to reduce fuel consumption. However, both large and small airlines would further benefit through incorporating techniques and programs described in the annotated bibliography in this study. Rising fuel prices and economic uncertainties will be contributing factors to a smaller average annual growth in fuel consumption during the 1980s. The lower consumption levels will also be a result of continuing energy conservation awareness, new technology improvements, and improvements in air traffic control. 98 refs., 4 figs., 6 tabs.

HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

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Catalia Rafsiah Sari Sari

2015-03-01

relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment

Perceptions of organizational capacity to promote physical activity in Canada and ParticipACTION's influence five years after its relaunch: a qualitative study.

Science.gov (United States)

Ramanathan, Subha; Faulkner, Guy; Berry, Tanya; Deshpande, Sameer; Latimer-Cheung, Amy E; Rhodes, Ryan E; Spence, John C; Tremblay, Mark S

2018-04-01

ParticipACTION is a Canadian physical activity communications and social marketing organization relaunched in 2007. The purpose of this study was to qualitatively investigate organizational capacity for physical activity promotion among Canadian organizations, and the influence of ParticipACTION on capacity five years after relaunch. Using a purposive sampling strategy, semi-structured telephone interviews were conducted with 44 key informants representing national, provincial, and local organizations with a mandate to promote physical activity. Interview data were analyzed using a thematic analytic approach. Organizational capacity in terms of partnerships and collaborations, and the general climate for physical activity promotion have improved since ParticipACTION's relaunch. Although financial resources reduced the ability of organizations to fulfil their mandates, internal factors such as skilled employees and sponsorships, and external factors such as technological improvements in communication and information sharing helped to offset this strain. There were mixed feelings on ParticipACTION's contribution to capacity. While ParticipACTION has brought more attention to inactivity, this was perceived as a complement to work already taking place. While some organizations perceived ParticipACTION's relaunch as competition to funding and access to popular media, others found it as an opportunity to co-brand social marketing campaigns, utilizing ParticipACTION's products and reputation. According to participants, organizational capacity to promote physical activity in Canada has increased since 2007 in subtle but important ways because of a strong climate for physical activity promotion, skilled employees, and information sharing technology. Organizational capacity changes were minimally attributed to ParticipACTION.

The Mediating Role of Organizational Learning in the Relationship of Organizational Intelligence and Organizational Agility.

Science.gov (United States)

Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-06-01

Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We used stratified-random method for sampling. Required data were gathered using three valid questionnaires including Alberkht (2003) organizational intelligence, Neefe (2001) organizational learning, and Sharifi and Zhang (1999) organizational agility questionnaires. Data analysis was done through R and SPSS 18 statistical software. The results showed that organizational learning acts as a mediator in the relationship of organizational intelligence and organizational agility (path coefficient = 0.943). Also, organizational learning has a statistical relationship with organizational agility (path coefficient = 0.382). Our findings suggest that the improvement of organizational learning abilities can affect an organization's agility which is crucial for its survival.

Organizational Commitment through Organizational Socialization Tactics

Science.gov (United States)

Filstad, Cathrine

2011-01-01

Purpose: The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design/methodology/approach: A survey was conducted using a measurement tool based on Van Maanen and Schein's theory on organizational socialization tactics and Kuvaas' measurement tools of…

Perceptions of organizational capacity to promote physical activity in Canada and ParticipACTION’s influence five years after its relaunch: a qualitative study

Science.gov (United States)

Subha, Ramanathan; Guy, Faulkner; Tanya, Berry; Sameer, Deshpande; Amy E., Latimer-Cheung; Ryan E., Rhodes; John C., Spence; Mark S., Tremblay

2018-01-01

Abstract Introduction: ParticipACTION is a Canadian physical activity communications and social marketing organization relaunched in 2007. The purpose of this study was to qualitatively investigate organizational capacity for physical activity promotion among Canadian organizations, and the influence of ParticipACTION on capacity five years after relaunch. Methods: Using a purposive sampling strategy, semi-structured telephone interviews were conducted with 44 key informants representing national, provincial, and local organizations with a mandate to promote physical activity. Interview data were analyzed using a thematic analytic approach. Results: Organizational capacity in terms of partnerships and collaborations, and the general climate for physical activity promotion have improved since ParticipACTION’s relaunch. Although financial resources reduced the ability of organizations to fulfil their mandates, internal factors such as skilled employees and sponsorships, and external factors such as technological improvements in communication and information sharing helped to offset this strain. There were mixed feelings on ParticipACTION’s contribution to capacity. While ParticipACTION has brought more attention to inactivity, this was perceived as a complement to work already taking place. While some organizations perceived ParticipACTION’s relaunch as competition to funding and access to popular media, others found it as an opportunity to co-brand social marketing campaigns, utilizing ParticipACTION’s products and reputation. Conclusion: According to participants, organizational capacity to promote physical activity in Canada has increased since 2007 in subtle but important ways because of a strong climate for physical activity promotion, skilled employees, and information sharing technology. Organizational capacity changes were minimally attributed to ParticipACTION. PMID:29671966

Ethics Leadership in Research, Healthcare and Organizational Systems: Commentary and Critical Reflections

Science.gov (United States)

Gabriele, Edward F.

2011-01-01

In the last decades there has arisen a greater awareness of the ever present need for critical academic reflection on the nature of ethics leadership and committees in research, healthcare, and organizational systems. Yet what is meant by ethics itself? How is ethics understood as a historical phenomenon? What challenges must ethics leaders face…

Canadians' support for radical life extension resulting from advances in regenerative medicine.

Science.gov (United States)

Dragojlovic, Nick

2013-04-01

This paper explores Canadian public perceptions of a hypothetical scenario in which a radical increase in life expectancy results from advances in regenerative medicine. A national sample of 1231 adults completed an online questionnaire on stem cell research and regenerative medicine, including three items relating to the possibility of Canadians' average life expectancy increasing to 120 years by 2050. Overall, Canadians are strongly supportive of the prospect of extended lifespans, with 59% of the sample indicating a desire to live to 120 if scientific advances made it possible, and 47% of respondents agreeing that such increases in life expectancy are possible by 2050. The strongest predictors of support for radical life extension are individuals' general orientation towards science and technology and their evaluation of its plausibility. These results contrast with previous research, which has suggested public ambivalence for biomedical life extension, and point to the need for more research in this area. They suggest, moreover, that efforts to increase public awareness about anti-aging research are likely to increase support for the life-extending consequences of that research program. Copyright © 2013 Elsevier Inc. All rights reserved.

Organizational identification moderates the impact of organizational justice on job satisfaction.

Science.gov (United States)

Yuan, Guo; Jia, Libin; Zhao, Jian

2016-03-09

Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.

Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

Science.gov (United States)

Chang, Ching-Sheng

2014-10-01

Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

OpenAIRE

Ozan BÜYÜKYILMAZ; Yahya FİDAN

2017-01-01

This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study we...

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Directory of Open Access Journals (Sweden)

Ozan BÜYÜKYILMAZ

2017-12-01

Full Text Available This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study were gathered by questionnaire from 228 graduate students studying at the Karabuk University Institute of Social Sciences and at the same time working in state and private institutions. In the process of testing the hypotheses, path analysis was used in the context of structural equation modeling. As a result of the study, it was determined that organizational trust fully mediates the relationship between perceived organizational support and the dimensions of altruism, conscientiousness and sportsmanship of organizational citizenship behavior and partially mediates the relationship between perceived organizational support and the dimensions of courtesy and civic virtue of organizational citizenship behavior.

The relationships between organizational and individual variables to on-the-job driver accidents and accident-free kilometres.

Science.gov (United States)

Caird, J K; Kline, T J

2004-12-01

Highway fatalities are the leading cause of fatal work injuries in the US, accounting for approximately 1 in 4 of the 5900 job-related deaths during 2001. The present study focused on the contribution of organizational factors and driver behaviours to on-the-job driving accidents in a large Western Canadian corporation. A structural equation modelling (SEM) approach was used which allows researchers to test a complex set of relationships within a global theoretical framework. A number of scales were used to assess organizational support, driver errors, and driver behaviours. The sample of professional drivers that participated allowed the recording of on-the-job accidents and accident-free kilometres from their personnel files. The pattern of relationships in the fitted model, after controlling for exposure and social desirability, provides insight into the role of organizational support, planning, environment adaptations, fatigue, speed, errors and moving citations to on-the-job accidents and accident-free kilometres. For example, organizational support affected the capacity to plan. Time to plan work-related driving was found to predict accidents, fatigue and adaptations to the environment. Other interesting model paths, SEM limitations, future research and recommendations are elaborated.

How does organizational culture influence organizational learning in a shipping company?

OpenAIRE

Jimenez, Jorge Mario Garzon

2016-01-01

This project targets on organizational culture and organizational learning, aiming to reveal how organizational culture influences on organizational learning within the shipping industry. The main research question is: How does organizational culture influence organizational learning within a shipping company? The two research sub-questions are: 1) Which components of organizational culture are especially important for organizational learning? 2) How is organizational structure...

Measuring moderations: a cross cultural and comparative research in services between brazilians and canadians

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Marcio de Oliveira Mota

2014-08-01

Full Text Available This study examines the relationship of relational benefits and their consequent variables by moderating cultural idiosyncrasies. The field research was conducted among 297 Brazilians and 207 Canadians. The collected data were analyzed by statistical tests such as comparing means, MANOVA, canonical correlation and moderation in regressive models in order to test the proposed technique. There were also methodological contributions through the development of computational scripts that identified the power and direction of each construct and path. The comparative analyses confirm that Brazilians are possibly more demanding than Canadians when evaluate services. On the one hand, due to Brazilians are culturally with greater power distance, we may indicate that to give them special treatment is an important factor in increasing satisfaction with employees. On the other hand, due to Canadians belong to a more egalitarian society, there are feelings that these privileges and "jeitinhos" should not be just for a few. The results obtained in this study may also be useful in strengthening business ties between Brazil and Canada in order to raise awareness among both countries.

Gastroenterology Curriculum in the Canadian Medical School System.

Science.gov (United States)

Dang, ThucNhi Tran; Wong, Clarence; Bistritz, Lana

2017-01-01

Background and Purpose. Gastroenterology is a diverse subspecialty that covers a wide array of topics. The preclinical gastroenterology curriculum is often the only formal training that medical students receive prior to becoming residents. There is no Canadian consensus on learning objectives or instructional methods and a general lack of awareness of curriculum at other institutions. This results in variable background knowledge for residents and lack of guidance for course development. Objectives. (1) Elucidate gastroenterology topics being taught at the preclinical level. (2) Determine instructional methods employed to teach gastroenterology content. Results . A curriculum map of gastroenterology topics was constructed from 10 of the medical schools that responded. Topics often not taught included pediatric GI diseases, surgery and trauma, food allergies/intolerances, and obesity. Gastroenterology was taught primarily by gastroenterologists and surgeons. Didactic and small group teaching was the most employed teaching method. Conclusion. This study is the first step in examining the Canadian gastroenterology curriculum at a preclinical level. The data can be used to inform curriculum development so that topics generally lacking are better incorporated in the curriculum. The study can also be used as a guide for further curriculum design and alignment across the country.

The dirty oil card and Canadian foreign policy

International Nuclear Information System (INIS)

Chastko, P.

2010-10-01

This paper discussed Canada's oil sands industry in relation to its international reputation as the source of an unacceptable amount of pollution. Environmental lobbyists and awareness groups have targeted Canada's oil sands industry as an example of how the oil industry contributes to pollution during the production phase. Media attention has focused on the oil sands as a heavy grade of crude oil that requires significant upgrading and refining before it can be produced as a barrel of usable oil. Canadian exports of oil sands to the United States have been the target of consumer boycotts and proposed legislation. A lack of available alternative energy sources and infrastructure for the transportation sector, and the continued global demand for petroleum mean that oil sands will continue to be exported to the United States as well as to other export markets such as China and India. The United States is likely to remain the largest importer of Canadian crude oils. However, policy-makers must ensure that the discourse about oil sands does not devolve into an argument in which energy security is pitted against the need for increased environmental protection. 49 refs.

THE LINK BETWEEN ORGANIZATIONAL CULTURE AND PERFORMANCE MANAGEMENT PRACTICES: A CASE OF IT COMPANIES FROM ROMANIA

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Dobre Ovidiu Iliuta

2014-07-01

Taking into account the relation between these variables and organizational performance, it is important to retain key employees that are aware of the organizational goals and values. Therefore, the organization should implement practices that increase job security and career development. In this manner, the organization will not only decrease turnover rates, but it would also form a stronger organizational culture by keeping the employees that are already accustomed with the values, beliefs and norms of the corporation. In order to analyze the data collected from the employees working in IT field, regression and correlation statistical analysis have been used. The results show that adaptability is highly correlated to the mission. The implications of my research for the field of organizational behavior is that the models that were developed for developed economies also applies to developing economies, such as the one from Romania.

Patterns of cigarillo use among Canadian young adults in two urban settings.

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Yates, Erika A; Dubray, Jolene; Schwartz, Robert; Kirst, Maritt; Lacombe-Duncan, Ashley; Suwal, Juhee; Hatcher, Juanita

2014-01-06

Current estimates indicate that cigarillo use has become commonplace among young adults in Canada despite the established risks to health. However, little else is known about patterns of cigarillo use in this subpopulation. The intent of this research was to examine the patterns, attitudes, and beliefs regarding cigarillo use and co-use of cigarillos and cigarettes among Canadian young adults. Canadians aged 19-29 years from the Greater Toronto Area, Ontario and Edmonton, Alberta were recruited from September 2009 to February 2010 and in June 2010, respectively (n=133). Eligible participants completed questionnaires assessing cigarillo, cigarette, and cannabis use; social influence of usage; and beliefs about cigarillo use. Cigarillo use was common in social settings, with friends, and during leisure time. The majority of participants were co-users of cigarillos and cigarettes (82%), and currently used cannabis (72%). Respondents reported "replacing cigarette smoking" and "flavour" as main reasons for smoking cigarillos; and half (52%) believed they were not at all addicted to cigarillos. Disconcertingly, participants perceived the risk of cancer attributed to smoking cigarillos as significantly less than the risk of cancer attributed to smoking cigarettes (p<0.0001). These findings highlight the social nature of cigarillo use, and suggest a lack of awareness of the health risks associated with cigarillo and polytobacco use in this small convenience sample of Canadian young adults. Population-level analyses are needed to further investigate cigarillo, polytobacco and concurrent cannabis use patterns and beliefs among Canadian young adults.

Organizational Values and Innovative Organizational Knowledge Creation

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Lilian Aparecida Pasquini Miguel

2009-01-01

Full Text Available Innovation is a source of competitive advantage and is based on the continuous creation of organizational knowledge, which is supported by the individual learning. The individual learning of traditional / comportamentalist and constructivist nature can be understood, by extension, as organizational learning. The knowledge can be innovative if, along with the enabling conditions that characterize it - intention, fluctuation or chaos, autonomy, redundancy and variety of requirements – the process of learning is based on a constructivist nature, the only one capable to generate new learning solutions. The organizational values are beliefs that guide the organizations behavior and constitute motivational goals. This work had as aim to identify the relationship between organizational values and the creation of knowledge. The descriptive exploratory research used the quantitative method. The organizational values appeared in this study mainly associated to the knowledge creation aspects in the internal sphere of the organizations. The orientation towards the external environment appeared less related to the organizational values.

The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction

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shadi Mahmoudi

2017-04-01

Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data.  Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship.  Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.

Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

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Ipek, Cemalettin

2010-01-01

This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from…

Investigation of the Relationship between Organizational Trust and Organizational Commitment

Science.gov (United States)

Bastug, Gülsüm; Pala, Adem; Kumartasli, Mehmet; Günel, Ilker; Duyan, Mehdi

2016-01-01

Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational…

Organizational Silence in Universities as the Predictor of Organizational Culture

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Erkan YAMAN

2014-04-01

Full Text Available The aim of this study is to determine the relationship between the sense of organizational silence and the organizational culture the instructors perceived. In this study, the scale for determining organizational culture developed by İpek (1999 and the scale for measuring organizational silence developed by Çakıcı (2007 and adapted by Soycan (2010 are used. No remarkable difference was found in the academic staff's sense of organizational silence degree according to their genders and educational backgrounds. It was seen that the instructors' sense of organizational silence had remarkable differences according to their age group, faculty, sense of administration type in their institutions, frequency of their face-to-face communication with their administrators and their thoughts of speaking clearly with their administrators. It was observed that research assistants had a significantly higher sense of organizational silence than the lecturers in the sense of ‘Lack of Experience'. It was seen that academicians who had 1-5 years of employment period had the highest sense of organizational silence while those who had 21 years or more employment period had the lowest sense of organizational silence in the sense of ‘Lack of Experience' of organizational silence. When the points that participant academicians got from organizational silence and organizational culture scales analyzed in the correlation table, it was found out that there was a remarkable relationship between the academicians' sense of organizational silence and sense of organizational culture. This relationship was a medium-level negative relationship between subdimensions of two scales. A medium-level negative relationship between the organizational silence (total and the organizational culture was also seen. Based on the findings, university administrators were proposed to create a participant culture in their institutions as well as to encourage instructors to speak clearly and

Management's role in shaping organizational culture.

Science.gov (United States)

Kane-Urrabazo, Christine

2006-04-01

The present study addresses the importance of the manager's role in the development and maintenance of organizational culture. It describes the types of cultures that exist and manager characteristics that are essential to facilitating a healthy workplace. While many managers do not deny the importance of organizational culture in employee satisfaction, few fail to realize the direct impact they have in shaping it. It is oftentimes believed that cultures are predetermined; however, this is a false assumption. It is crucial that managers at all levels are aware of their roles and responsibilities in upholding positive workplace environments that can increase employee satisfaction. Dissatisfaction is the major cause of turnover and can have detrimental cost and environmental effects on the agency. Four critical components of culture (i.e. trust and trustworthiness, empowerment and delegation, consistency and mentorship) are discussed, as is the role of managers in turning these into positive cultural traits. The viewpoints of several authors, such as Stephen Covey, Mark McCormack and Charles Handy, are explored in relation to the development of organizational culture. Additional theories--Kanter's 'Theory of Organizational Empowerment', Locke's 'Goal-setting Theory' and the 'Social Exchange Theory'- supplement these viewpoints. Managers are always under the magnifying glass, with each action carefully scrutinized by subordinates. They must exercise caution when making decisions, ensuring that fairness and equitability exists among staff, and that ethical standards are upheld on a continual basis. The four cultural components, viewed as managerial traits of trust and trustworthiness, empowerment, consistency and mentorship coexist at all times regardless of the type of culture. Managers must put support systems and other mechanisms into place that allow employees the opportunity to empower themselves and to flourish, thus increasing their own effectiveness as well as

Organizational factors influencing successful primary care and public health collaboration.

Science.gov (United States)

Valaitis, Ruta; Meagher-Stewart, Donna; Martin-Misener, Ruth; Wong, Sabrina T; MacDonald, Marjorie; O'Mara, Linda

2018-06-07

Public health and primary care are distinct sectors within western health care systems. Within each sector, work is carried out in the context of organizations, for example, public health units and primary care clinics. Building on a scoping literature review, our study aimed to identify the influencing factors within these organizations that affect the ability of these health care sectors to collaborate with one another in the Canadian context. Relationships between these factors were also explored. We conducted an interpretive descriptive qualitative study involving in-depth interviews with 74 key informants from three provinces, one each in western, central and eastern Canada, and others representing national organizations, government, or associations. The sample included policy makers, managers, and direct service providers in public health and primary care. Seven major organizational influencing factors on collaboration were identified: 1) Clear Mandates, Vision, and Goals; 2) Strategic Coordination and Communication Mechanisms between Partners; 3) Formal Organizational Leaders as Collaborative Champions; 4) Collaborative Organizational Culture; 5) Optimal Use of Resources; 6) Optimal Use of Human Resources; and 7) Collaborative Approaches to Programs and Services Delivery. While each influencing factor was distinct, the many interactions among these influences are indicative of the complex nature of public health and primary care collaboration. These results can be useful for those working to set up new or maintain existing collaborations with public health and primary care which may or may not include other organizations.

A study on relationship between organizational culture and organizational commitment

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Maryam Khalili

2014-07-01

Full Text Available This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991 [Denison, D. R., & Spreitzer, G. M. (1991. Organizational culture and organizational development: A competing values approach. Research in organizational change and development, 5(1, 1-21.]. The study is accomplished among selected full time employees who work for an Iranian bank named Bank Saderat Iran. Using Pearson correlation test as well as linear regression methods, the study has determined that there were some positive and meaningful relationship between all components of organizational commitment and organizational culture.

Conflict: Organizational

DEFF Research Database (Denmark)

Clegg, Stewart; Mikkelsen, Elisabeth Naima; Sewell, Graham

2015-01-01

This article examines four contemporary treatments of the problem of organizational conflict: social psychological, anthropological, neo-Darwinian, and neo-Machiavellian. Social psychological treatments of organizational conflict focus on the dyadic relationship between individual disputants....... In contrast, anthropological treatments take a more socially and historically embedded approach to organizational conflict, focusing on how organizational actors establish negotiated orders of understanding. In a break with the social psychological and anthropological approaches, neo-Darwinians explain...... of organizational conflict where members of an organization are seen as politicized actors engaged in power struggles that continually ebb and flow....

Protest: The Canadian pulse

International Nuclear Information System (INIS)

Lott, J.E.

1979-01-01

This popularly written article compares Canadian attitudes to protests against nuclear power to those in the United States. Canadian protesters are more peaceful, expressing their opinions within the law. The article describes the main anti-nuclear groups in Canada and presents the results of public opinion surveys of Canadians on the use of nuclear power for generating electricity. (TI)

Healthy Variability in Organizational Behavior: Empirical Evidence and New Steps for Future Research.

Science.gov (United States)

Navarro, José; Rueff-Lopes, Rita

2015-10-01

The healthy variability thesis suggests that healthy systems function in a complex manner over time. This thesis is well-established in fields like physiology. In the field of organizational behavior, however, this relation is only starting to be explored. The objective of this article is threefold: First, we aim to provide a comprehensive review of the healthy variability thesis including some of the most important findings across different fields, with a focus on evidences from organizational research in work motivation and performance. Second, we discuss an opposite pattern, unhealthy stability, i.e., the relationship between unhealthy behaviors and lower variability. Again, we provide evidence from diverse areas, from affective processes to disruptive organizational comportments like mobbing. Third, we provide a critical evaluation of current methodological trends and highlight what we believe to be the main factors that are stopping organizational research from advancing in the field. Theoretical, methodological and epistemological implications are discussed. To conclude, we draw a compilation of the lessons learned, which hopefully provide insights for prolific research avenues. Our main purpose is to raise awareness of the healthy variability thesis and to enthuse organizational researchers to consider it in order to advance existing knowledge, revisit old theories and create new ones.

The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction

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Masoomeh Saadati

2016-04-01

Full Text Available Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale, and organizational commitment (Meyer and Allen questionnaire and job satisfaction (Saneie scale were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively. Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment. Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.

The Mediating Role of Organizational Learning in?the Relationship of Organizational Intelligence and Organizational Agility

OpenAIRE

Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-01-01

Objectives Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. Methods This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We...

Canadian Public Libraries Are Aware of Their Role as Information Literacy Training Providers, but Face Several Challenges. A Review of: Lai, H.-J. (2011. Information literacy training in public libraries: A case from Canada. Educational Technology & Society, 14(2, 81-88.

Directory of Open Access Journals (Sweden)

Laura Newton Miller

2012-03-01

Full Text Available Objective– To explore the current state of information literacy (IL training in Canadian public libraries, and to identify strategies used for improving IL training skills for staff and patrons.Design – Mixed-methods approach, including document analysis, observations, and focus group interviews.Setting – Two libraries of a large public library system in Canada: the central library and one branch library.Subjects – Six staff members (manager, administrator, training coordinator, instructor, and computer technician who have been involved in designing and teaching information literacy courses for library patrons and staff.Methods – The researcher analyzed internal and external library documents related to information literacy, including, but not limited to, reports, posters, lesson plans, newsletters, and training scripts. He also observed interactions and behaviours of patrons during IL training sessions. Finally, he conducted a focus group with people involved in IL training, asking questions about facilities and resources, programs, patron reaction, librarian knowledge of IL theory, and impediments and benefits of IL training programs in public libraries.Main Results – Staff were aware of the importance of IL training in the library. Attracting more library patrons (including building partnerships with other organizations, improving staff IL and training skills, employing effective strategies for running training programs, and dealing with financial issues were all concerns about running IL training that were highlighted.Conclusion – Canadian public libraries are well aware of their role as IL training providers, but they still face several challenges in order to improve their effectiveness.

Organizational governance

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Klein, Peter G.

This chapter reviews and discusses rational-choice approaches to organizational governance. These approaches are found primarily in organizational economics (virtually no rational-choice organizational sociology exists), particularly in transaction cost economics, principal-agent theory...

Multilingualism in Canadian schools: Myths, realities and possibilities

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Patricia A. Duff

2007-08-01

Full Text Available Abstract Bilingualism and multiculturalism have for four decades been official ideologies and policies in Canada but, as is often the case, the implementation and outcomes of such government policies nationally are less impressive than the rhetoric would suggest. This article reviews the political, theoretical and demographic contexts justifying support for the learning and use of additional languages in contemporary Canadian society and schools, and summarizes research demonstrating that bilingualism and multilingualism are indeed cognitively, socially, and linguistically advantageous for children (and adults, as well as for society. The five studies in this special issue are then previewed with respect to the following themes that run across them: (1 the potential for bilingual synergies and transformations in language awareness activities and crosslinguistic knowledge construction; (2 the role of multiliteracies and multimodality in mediated learning; and (3 the interplay of positioning, identity, and agency in language learning by immigrant youth. The article concludes that more Canadian schools and educators must, like the researchers in this volume, find ways to embrace and build upon students’ prior knowledge, their creativity, their collaborative problem-solving skills, their potential for mastering and manipulating multiple, multilingual semiotic tools, and their desire for inclusion and integration in productive, engaging learning communities.

Cognitive aspects of sexual functioning: differences between East Asian-Canadian and Euro-Canadian women.

Science.gov (United States)

Morton, Heather; Gorzalka, Boris B

2013-11-01

The purpose of this study was to investigate the sexual beliefs of female undergraduates, as well as the thoughts they experience during sexual experiences. The study aimed to determine potential differences in these variables between East Asian-Canadians and Euro-Canadians, as well as the influence of acculturation on these variables. In addition, the relationships between sexual beliefs, automatic thoughts, and specific aspects of sexual functioning were examined. Euro-Canadian (n = 77) and East Asian-Canadian (n = 123) undergraduate women completed the Sexual Dysfunctional Beliefs Questionnaire, the Sexual Modes Questionnaire, the Female Sexual Function Index, and the Vancouver Index of Acculturation. East Asian women endorsed almost all sexual beliefs assessed in this study more than did Euro-Canadian women, and endorsement of these beliefs was associated with acculturation. In addition, East Asian-Canadian and Euro-Canadian women differed in the frequency of experiencing negative automatic thoughts. Results also revealed associations between difficulties in sexual functioning, and both sexual beliefs and automatic thoughts. Together, these results provide preliminary support for the hypothesis that differences in cognitive aspects of sexuality may underlie the differences in sexual functioning previously observed between these two groups.

Dictionaries of Canadian English | Considine | Lexikos

African Journals Online (AJOL)

... its best, reached a high degree of sophistication, there are still major opportunities waiting to be taken. keywords: dictionary, lexicography, canadian english, canadianisms, national dictionaries, canadian french, canadian first nations lan-guages, bilingual dictionaries, regional dictionaries, unfinished diction-ary projects ...

Organizational Networks

DEFF Research Database (Denmark)

Grande, Bård; Sørensen, Ole Henning

1998-01-01

The paper focuses on the concept of organizational networks. Four different uses of the concept of organizational network are identified and critically discussed. Special focus is placed on how information and communication technologies as communication mediators and cognitive pictures influence...... the organizational forms discussed in the paper. It is asserted that the underlying organizational phenomena are not changing but that the manifestations and representations are shifting due to technological developments....

Canadian leadership in energy

International Nuclear Information System (INIS)

2010-09-01

Canada's energy is complex and an important resource as it fuels and funds the economy. The unique character of Canada's energy production and consumption provides strength to the country. The purpose of this booklet was to highlight Canada's energy production and consumption and to demonstrate Canada's rank globally with other major global energy players. The document also presented information on the value of Canada's energy exports, Canada's relationship with the United States, and Canada's energy-related carbon dioxide emissions. Specifically, the document discussed Canada's energy in a global context; the value of Canada's energy exports; domestic value of energy; Canada's unique energy mix; Canada's electricity mix; Canada's carbon dioxide emissions; energy strategies; and the importance of energy to Canadians. It was concluded that there are 14 federal, provincial and territorial jurisdictions managing their respective energy resources. All of these regions, with the exception of Saskatchewan have produced an energy strategy document or a climate change action plan focusing on 8 areas of action, notably awareness; benefit; efficiency; development; diversification; electricity; and emissions. refs., tabs., figs.

Organizational consciousness.

Science.gov (United States)

Pees, Richard C; Shoop, Glenda Hostetter; Ziegenfuss, James T

2009-01-01

The purpose of this paper is to develop a conceptual understanding of organizational consciousness that expands the discussion of organizational analysis, and use a case study to apply it in the analysis of a merger between an academic health center and a regional medical center. The paper draws on the experiences and insights of scholars who have been exploring complex organizational issues in relationship with consciousness. Organizational consciousness is the organization's capacity for reflection; a centering point for the organization to "think" and find the degree of unity across systems; and a link to the organization's identity and self-referencing attributes. It operates at three stages: reflective, social, and collective consciousness. Translating abstract concepts such as consciousness to an organizational model is complex and interpretive. For now, the idea of organizational consciousness remains mostly a theoretical concept. Empirical evidence is needed to support the theory. Faced with complicated and compelling issues for patient care, health care organizations must look beyond the analysis of structure and function, and be vigilant in their decisions on where important issues sit on the ladder of competing priorities. Organizational consciousness keeps the organization's attention focused on purpose and unifies the collective will to succeed. If the paper can come to understand how consciousness operates in organizations, and learn how to apply it in organizational decisions, the pay-off could be big in terms of leading initiatives for change. The final goal is to use what is learned to improve organizational outcomes.

Becoming Food Aware in Hospital: A Narrative Review to Advance the Culture of Nutrition Care in Hospitals

Directory of Open Access Journals (Sweden)

Celia Laur

2015-06-01

Full Text Available The Nutrition Care in Canadian Hospitals (2010–2013 study identified the prevalence of malnutrition on admission to medical and surgical wards as 45%. Nutrition practices in the eighteen hospitals, including diagnosis, treatment and monitoring of malnourished patients, were ad hoc. This lack of a systematic approach has demonstrated the need for the development of improved processes and knowledge translation of practices aimed to advance the culture of nutrition care in hospitals. A narrative review was conducted to identify literature that focused on improved care processes and strategies to promote the nutrition care culture. The key finding was that a multi-level approach is needed to address this complex issue. The organization, staff, patients and their families need to be part of the solution to hospital malnutrition. A variety of strategies to promote the change in nutrition culture have been proposed in the literature, and these are summarized as examples for others to consider. Examples of strategies at the organizational level include developing policies to support change, use of a screening tool, protecting mealtimes, investing in food and additional personnel (healthcare aides, practical nurses and/or diet technicians to assist patients at mealtimes. Training for hospital staff raises awareness of the issue, but also helps them to identify their role and how it can be modified to improve nutrition care. Patients and families need to be aware of the importance of food to their recovery and how they can advocate for their needs while in hospital, as well as post-hospitalization. It is anticipated that a multi-level approach that promotes being “food aware” for all involved will help hospitals to achieve patient-centred care with respect to nutrition.

The Effect of Perceived Organizational Support on Organizational Identification

OpenAIRE

A. Çelik; M. Findik

2012-01-01

The aim of the study is to determine the effects of perceived organizational support on organizational identification. In accordance with this purpose was applied on 131 family physicians in Konya. The data obtained by means of the survey method were analyzed. According to the results of correlation analysis, while positive relationship between perceived organizational support, organizational identification and supervisor support was revealed. Also, with the scope of the ...

Canadian attitudes to nuclear power

International Nuclear Information System (INIS)

Davies, J.E.O.

1977-01-01

In the past ten years, public interest in nuclear power and its relationship to the environment has grown. Although most Canadians have accepted nuclear power as a means of generating electricity, there is significant opposition to its use. This opposition has effectively forced the Canadian nuclear industry to modify its behaviour to the public in the face of growing concern over the safety of nuclear power and related matters. The paper reviews Canadian experience concerning public acceptance of nuclear power, with special reference to the public information activities of the Canadian nuclear industry. Experience has shown the need for scientific social data that will permit the nuclear industry to involve the public in a rational examination of its concern about nuclear power. The Canadian Nuclear Association sponsored such studies in 1976 and the findings are discussed. They consisted of a national assessment of public attitudes, two regional studies and a study of Canadian policy-makers' views on nuclear energy. The social data obtained were of a base-line nature describing Canadian perceptions of and attitudes to nuclear power at that time. This research established that Canadian levels of knowledge about nuclear power are very low and that there are marked regional differences. Only 56% of the population have the minimum knowledge required to indicate that they know that nuclear power can be used to generate electricity. Nevertheless, 21% of informed Canadians oppose nuclear power primarily on the grounds that it is not safe. Radiation and waste management are seen to be major disadvantages. In perspective, Canadians are more concerned with inflation than with the energy supply. About half of all Canadians see the question of energy supplies as a future problem (within five years), not a present one. A more important aspect of energy is seen by the majority of Canadians to be some form of energy independence. The use of data from these studies is no easy

Using kaizen to improve employee well-being: Results from two organizational intervention studies

Science.gov (United States)

von Thiele Schwarz, Ulrica; Nielsen, Karina M; Stenfors-Hayes, Terese; Hasson, Henna

2016-01-01

Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention studies. Case 1 is from the Danish Postal Service, where kaizen boards were used to implement action plans. The results of multi-group structural equation modeling showed that kaizen served as a mechanism that increased the level of awareness of and capacity to manage psychosocial issues, which, in turn, predicted increased job satisfaction and mental health. Case 2 is from a regional hospital in Sweden that integrated occupational health processes with a pre-existing kaizen system. Multi-group structural equation modeling revealed that, in the intervention group, kaizen work predicted better integration of organizational and employee objectives after 12 months, which, in turn, predicted increased job satisfaction and decreased discomfort at 24 months. The findings suggest that participatory and structured problem-solving approaches that are familiar and visual to employees can facilitate organizational interventions. PMID:28736455

Using kaizen to improve employee well-being: Results from two organizational intervention studies.

Science.gov (United States)

von Thiele Schwarz, Ulrica; Nielsen, Karina M; Stenfors-Hayes, Terese; Hasson, Henna

2017-08-01

Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention studies. Case 1 is from the Danish Postal Service, where kaizen boards were used to implement action plans. The results of multi-group structural equation modeling showed that kaizen served as a mechanism that increased the level of awareness of and capacity to manage psychosocial issues, which, in turn, predicted increased job satisfaction and mental health. Case 2 is from a regional hospital in Sweden that integrated occupational health processes with a pre-existing kaizen system. Multi-group structural equation modeling revealed that, in the intervention group, kaizen work predicted better integration of organizational and employee objectives after 12 months, which, in turn, predicted increased job satisfaction and decreased discomfort at 24 months. The findings suggest that participatory and structured problem-solving approaches that are familiar and visual to employees can facilitate organizational interventions.

Comparative study of radon exposure in Canadian homes and uranium mines - a discussion on the importance of national radon program

International Nuclear Information System (INIS)

Chen, Jing

2017-01-01

The history of lung cancer in uranium miners is well known for over hundreds of years when the disease was referred to as 'miner's disease' or 'mountain sickness'. Radon levels in uranium mines have decreased significantly over the past 30 years as a result of effective radiation protection measures at workplaces. For the most recent 10-year period, the average radon concentrations to underground and surface workers in Canadian uranium mines were 111 and 11 Bq m -3 , respectively. Based on the recent radon survey carried out in roughly 14 000 homes in 121 health regions across Canada and the more recent radon and thoron survey in 33 Canadian cities and 4000 homes, the average radon concentration in Canadian homes is 77 Bq m -3 . This study demonstrates that, nowadays, workers are exposed to radon in underground mines at a comparable radon level to what Canadians are exposed to at home. Since exposure to indoor radon is the main source of natural radiation exposure to the population, it is important for the National Radon Program to further increase radon awareness, and to encourage more Canadians to take appropriate actions to reduce radon exposure. (authors)

Cross-situational consistency of trait expressions and injunctive norms among Asian Canadian and European Canadian undergraduates.

Science.gov (United States)

Locke, Kenneth D; Sadler, Pamela; McDonald, Kelly

2018-06-14

In the current paper, we sought to clarify when and why Asian Americans/Canadians and European Americans/Canadians differ in self-consistency (the consistency of personality traits across situations). European Canadian (n = 220) and second-generation Asian Canadian (n = 166) undergraduates (Mage = 19 years) described the traits they expressed and the traits others wanted them to express (i.e., injunctive norms, or injunctions) in four different social situations (i.e., with parents, with friends, with siblings, and with professors). Self-consistency was greater among European Canadians than Asian Canadians, but only when comparing behavior with parents versus with peers (i.e., friends and siblings). The same pattern was found for injunctive consistency (cross-situational consistency of trait injunctions). Injunctions strongly predicted the behavior of both Asian and European Canadians, but because the injunctions from parents versus peers diverged more for Asian Canadians, so did their behaviors. Controlling for the effect of inconsistent injunctions across situations eliminated the ethnic difference in self-consistency. Finally, Asian Canadians who perceived their immigrant parents as embracing a Canadian identity were as cross-situationally consistent as European Canadians because they tended to behave-and believe their parents approved of their behaving-with parents similarly to how they behaved with peers (e.g., more carefree and outspoken). Contrary to previous theorizing, cultural influences on broad cognitive or motivational dispositions (e.g., dialecticism, collectivism) alone cannot explain the observed pattern of ethnic differences in consistency. To understand when bicultural individuals are less consistent across situations also requires an understanding of the specific situations across which they tend to encounter divergent social norms. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Availability of MeSH in Vendor-Supplied Cataloguing Records, as Seen Through the Catalogue of a Canadian Academic Health Library

Directory of Open Access Journals (Sweden)

Pamela S. Morgan

2007-09-01

Full Text Available This study examines the prevalence of medical subject headings in vendor-supplied cataloguing records for publications contained within aggregated databases or publisher collections. In the first phase, the catalogue of one Canadian academic medical library was examined to determine the extent to which medical subject headings (MeSH are available in the vendor-supplied records. In the second phase, these results were compared to the catalogues of other Canadian academic medical libraries in order to reach a generalization regarding the availability of MeSH headings for electronic resources. MeSH was more widespread in records for electronic journals but was noticeably lacking in records for electronic monographs, and for Canadian publications. There is no standard for ensuring MeSH are assigned to monograph records for health titles and there is no library in Canada with responsibility for ensuring that Canadian health publications receive Medical Subject Headings. It is incumbent upon libraries using MeSH to ensure that vendors are aware of this need when purchasing record sets.

A Research on the Relationship between Organizational Commitment and Organizational Cynicism

Directory of Open Access Journals (Sweden)

Özlem GÜLLÜOĞLU IŞIK

2015-08-01

Full Text Available AbstractIn the process of transformation of an industrial production society into information and consumer society, organizational commitment has become among the most emphasized concepts in recent years. The organizational commitment is a psychological situation determining the relationship of the employee with his company and providing him the determination to continue to work. Its causes and outcomes have become the major research topic in recent years and many studies conducted in several segments such as nursing, police dept. tearchers..etc. One other aspect of the research is “organizational cynicism” defined as one’s negative attitude towards the company for which he/she works. It consists of telling that the organization lacks sincerity and honesty. The sources of organizational cynicism are mainly personality, violation of psychological contract and flaws in leadership behaviors. However, there is a little research on the possible relationship between organizational commitment and organizational cynicism. With the aim of contributing to the process of discussion concerning the topic, the relationship between organizational commitment and organizational cynicism is analyzed by means of this research. Organizational commitment and organizational cynicism scale was implemented to the employees of three and four star hotels carrying on business in Kayseri and results tried to be discussed according to organizational dynamics.

Continuous Palliative Sedation for Existential Distress? A Survey of Canadian Palliative Care Physicians' Views.

Science.gov (United States)

Voeuk, Anna; Nekolaichuk, Cheryl; Fainsinger, Robin; Huot, Ann

2017-01-01

Palliative sedation can be used for refractory symptoms during end-of-life care. However, continuous palliative sedation (CPS) for existential distress remains controversial due to difficulty determining when this distress is refractory. The aim was to determine the opinions and practices of Canadian palliative care physicians regarding CPS for existential distress. A survey focusing on experience and views regarding CPS for existential distress was sent to 322 members of the Canadian Society of Palliative Care Physicians. Eighty-one surveys returned (accessible target, 314), resulting in a response rate of 26%. One third (31%) of the respondents reported providing CPS for existential distress. On a 5-point Likert-type scale, 40% of participants disagreed, while 43% agreed that CPS could be used for existential distress alone. Differing opinions exist regarding this complex and potentially controversial issue, necessitating the education of health-care professionals and increased awareness within the general public.

Cross-sectional study of Hepatitis B Awareness among Chinese and Southeast Asian Canadians in the Vancouver-Richmond community

Directory of Open Access Journals (Sweden)

Justin Cheung

2005-01-01

Full Text Available BACKGROUND: Hepatitis B (HBV is endemic and a leading cause of morbidity and mortality in Asia. British Columbia has the highest proportion of Chinese and Southeast Asians among all Canadian provinces. The present study was designed to evaluate the degree of concern for and knowledge of HBV in this high-risk community.

PanCanadian Energy Corporation 2001 progress report : Voluntary challenge and registry Inc

International Nuclear Information System (INIS)

2001-10-01

With extensive exploration and production activities stretching across Canada and reaching into the Gulf of Mexico, PanCanadian Energy Corporation is one of Canada's largest producers and marketers of crude oil, natural gas and natural gas liquids. PanCanadian is a committed supporter of the Climate Change Voluntary Challenge and Registry (VCR) program, whose aim is the reduction of greenhouse gas emissions. Through geological sequestration, improved operational efficiencies, research, public policy input, employee education, and regular reporting to external stakeholders, PanCanadian remains committed to greenhouse gas management. To date, the reductions amount to 2.5 million tonnes per year plus 103,000 net tonnes injected into the Weyburn project during 2000. The start-up of the Weyburn carbon dioxide injection project was the major focus of the efforts in 2000, along with improvements in the measurement processes used to prepare the reports. Assistance in the formulation of provincial and national strategies was provided. In section 1 of the document, a statement concerning senior management support was provided, and section 2 detailed the base year quantification. In section 3, the projection was discussed, followed by the targets in section 4. The measures to achieve targets were reviewed in section 5, and the results achieved were examined in section 6. Education, training and awareness were dealt with in section 7. 8 tabs., 3 figs

ERP implementation and organizational performance. A Romanian case study of best practices

Directory of Open Access Journals (Sweden)

Valentin Florentin Dumitru

2013-06-01

Full Text Available Best practices are conceived in management as improvement programs leading to higher organizational performance. We hereby take an interest in the effects of Enterprise Resource Planning (ERP, systems implementation as managerial tools on firm performance, in connection with the organizational processes, and accounting and controlling systems. The aim of this paper is to investigate how the mutual evolution of both organizations and systems transforms the case of ERP implementation in best practices in management and accounting in an emerging economy. This research comes in the context of a slowly developing research based on empirical data in Romania in this area. However, best practices need to be promoted in order to stimulate change, in an increasingly complex and competitive environment, and with fewer resources available to organizations. By an in-depth longitudinal case study, we illustrate how both the ERP system and the case organization evolved, triggering a fit which consequently led to improving organizational performance. The paper has practical contributions for the Romanian business environment, in that Romanian managers and IT employees might become aware how they can leverage their ERP system to exploit its fuller potential, and regarding the importance of the organizational context for the implementation and postimplementation processes.

Framing Canadian federalism

National Research Council Canada - National Science Library

Saywell, John; Anastakis, Dimitry; Bryden, Penny E

2009-01-01

... the pervasive effects that federalism has on Canadian politics, economics, culture, and history, and provide a detailed framework in which to understand contemporary federalism. Written in honour of John T. Saywell's half-century of accomplished and influential scholarly work and teaching, Framing Canadian Federalism is a timely and fitting t...

Dollars and sense: the financial impact of Canadian wellness initiatives†.

Science.gov (United States)

Wilkin, Christa L; Connelly, Catherine E

2015-09-01

The popular press reports anecdotal benefits of organizational initiatives that are designed to improve employees' work-life balance and wellness, but the long-term impact of these initiatives on firms' financial performance is unknown. Our longitudinal study of publicly traded Canadian organizations uses the strategic human resources management framework to explain why these initiatives may affect their financial performance. We use an exploratory factor analysis of three waves of archival data to identify two types of initiatives and regression to measure their impact on return on assets (ROA). Our findings suggest that, after 2 years, health promotion initiatives significantly decreased ROA, while work-life balance initiatives significantly increased it. Both effects became non-significant over the longer term. © The Author (2013). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

The Organizational Economics of Organizational Capability and Heterogeneity

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Argyres, Nicholas; Felin, Teppo

For decades, the literatures on firm capabilities and organizational economics have been at odds with each other, specifically relative to explaining organizational boundaries and heterogeneity. We briefly trace the history of the relationship between the capabilities literature and organizational...... economics and point to the dominance of a “capabilities first” logic in this relationship. We argue that capabilities considerations are inherently intertwined with questions about organizational boundaries and internal organization, and use this point to respond to the prevalent “capabilities first” logic....... We offer an integrative research agenda that focuses, first, on the governance of capabilities and, second, on the capability of governance....

From organizational awareness to organizational competency in health care social work: the importance of formulating a "profession-in-environment" fit.

Science.gov (United States)

Spitzer, William; Silverman, Ed; Allen, Karen

2015-01-01

Today's health care environments require organizational competence as well as clinical skill. Economically driven business paradigms and the principles underlying the Patient Protection and Affordable Care Act of 2010 emphasize integrated, collaborative care delivered using transdisciplinary service models. Attention must be focused on achieving patient care goals while demonstrating an appreciation for the mission, priorities and operational constraints of the provider organization. The educational challenge is to cultivate the ability to negotiate "ideology" or ideal practice with the practical realities of health care provider environments without compromising professional ethics. Competently exercising such ability promotes a sound "profession-in-environment" fit and enhances the recognition of social work as a crucial patient care component.

The Organizational Climate and Organizational Structure of Elementary Schools. A Study.

Science.gov (United States)

Ranyard, Redge W.

This report examines the relationship between the organizational climate (as measured by the Organizational Climate Description Questionnaire of Halpin and Croft--1966) and the organizational structure (in the context of the bureaucratic construct of Weber--1947) of elementary schools. The study postulated that the organizational structure of a…

Relationship between nurses' organizational trust levels and their organizational citizenship behaviors.

Science.gov (United States)

Altuntas, Serap; Baykal, Ulku

2010-06-01

This research used a descriptive and explorative design to determine the levels of nurses' organizational trust and organizational citizenship and to investigate relationships between the levels of organizational trust and organizational citizenship behaviors. Nurses who had completed their orientation from a total of 11 hospitals with bed capacities of 100 and located in the European district of Istanbul were included in the sample for this study. Formal, written applications and approval of the ethical committee were obtained from concerned institutions before proceeding with the data collection step. The Organizational Trust Inventory and the Organizational Citizenship Level Scale, a questionnaire form including five questions regarding nurses' personal characteristics, were used in data collection. Data collection tools were distributed to 900 nurses in total, and usable data were obtained from 482 nurses. Number and percentage calculations and Pearson correlation analysis were used to assess research data. The results of the present research showed that nurses had a higher than average level of trust in their managers and coworkers and they trusted more in their managers and coworkers than their institutions. The Organizational Citizenship Level Scale indicated that the behavior most frequently demonstrated by the nurses was conscientiousness, followed by courtesy and civic virtue, whereas sportsmanship was displayed to an average extent. An analysis of relationships between nurses' level of organizational trust and their organizational citizenship behaviors revealed that nurses who trust in their managers, institutions, and coworkers demonstrated the organizational citizenship behaviors of conscientiousness, civic virtue, courtesy, and altruism more frequently. The findings attained in this study indicated that the organizational trust the staff had in their institutions, managers, and coworkers influenced the organizational citizenship behaviors of

Revisiting Organizational Credibility and Organizational Reputation – A Situational Crisis Communication Approach

Directory of Open Access Journals (Sweden)

Jamal Jamilah

2017-01-01

Full Text Available Organizational credibility, the extent of which an organization as the source of messages is perceived as trustworthy and reliable, is one important aspect to determine organization’s survival. The perceived credibility of the messages will either strengthen or worsen an organization reputation. The primary objective of this paper is to revisit the concept of organizational credibility and its interaction with organizational outcomes such as organizational reputation. Based on the situational crisis communication theory (SCCT, this paper focuses on the impact of organizational credibility on organizational reputation following a crisis. Even though the SCCT has been widely used in crisis communication research, the theory still has its own limitations in explaining factors that could potentially affect the reputation of an organization. This study proposes a model by integrating organizational credibility in the SCCT theoretical framework. Derived from the theoretical framework, three propositions are advanced to determine the relationships between organizational credibility with crisis responsibility and perceived organizational reputation. This paper contributes to further establishing the SCCT and posits key attributes in the organizational reputation processes..

Does organizational culture mediate the relationship between transformational leadership and organizational commitment

Directory of Open Access Journals (Sweden)

Nor Hazana Abdullah

2015-02-01

Full Text Available To date, the relationships among organizational culture, transformational leadership and organizational commitment have been empirically investigated. However, majority of these studies have been focusing on direct effects of either transformational leadership or organizational culture on organizational commitment in large organizations. This approach might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

A study on relationship between organizational culture and organizational commitment

OpenAIRE

Maryam Khalili

2014-01-01

This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991) [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991)...

The Effects of Employee’s Perceptions of Organizational Justice and Organizational Trust on Organizational Commitment: A Research on a Public Organization

Directory of Open Access Journals (Sweden)

Hakan CANDAN

2014-12-01

Full Text Available In this study, it is aimed to present the senses of employees about organizational justice, organizational trust and organizational commitment; and also to research the effects of organizational justice and organizational trust perceptions on organizational commitment. In this context, 260 questionnaires that obtained from registry and cadastre employees and determined appropriate for study is analyzed. Analyses are done by using SPSS 16.0 program and the consequences are consistent with national and international literature. Hypothesizes within the research are tested with correlation and regression analyses. According the consequences, distributional justice perception effects three sub-dimension of organizational commitment (affective, continuity, and normative positively, transactional justice perception has positive effects on only affective commitment and continuity commitment; procedural justice perception has no effect on sub-dimensions of organizational commitment. The other findings are perceptions of trust on manager and trust on organization that are two sub-dimensions of organizational trust; has positive effects on all dimensions of organizational commitment

Ethno-linguistic peculiarities of French Canadian and English ...

African Journals Online (AJOL)

When English Canadian and French Canadian phraseology is compared, the greater role of religion in the French Canadian community is evident, rather than in English Canadian; the influence of the Canadian variant of the English language on the Canadian variant of French is clearly expressed. With all the differences, ...

Organizational climate, occupational stress, and employee mental health: mediating effects of organizational efficiency.

Science.gov (United States)

Arnetz, Bengt B; Lucas, Todd; Arnetz, Judith E

2011-01-01

To determine whether the relationship between organizational climate and employee mental health is consistent (ie, invariant) or differs across four large hospitals, and whether organizational efficiency mediates this relationship. Participants (total N = 5316) completed validated measures of organizational climate variables (social climate, participatory management, goal clarity, and performance feedback), organizational efficiency, occupational stress, and mental health. Path analysis best supported a model in which organizational efficiency partially mediated relationships between organizational climate, occupational stress, and mental health. Focusing on improving both the psychosocial work environment and organizational efficiency might contribute to decreased employee stress, improved mental well-being, and organizational performance.

Leader - Member Exchange in Different Organizational Cultures and Effects to Organizational Burnout

Directory of Open Access Journals (Sweden)

Erdem Kırkbeşoğlu

2014-06-01

Full Text Available The purpose of this study is to examine the effect of leader- member exchange to burnout syndrome in different organizational cultures. Sample of the study is constituted by 183 participants who work in life insurance companies which represent organic organizational culture and non-life insurance companies which represent mechanical organizational culture. As a result of regression and correlation analysis, it is determined that leader-member exchange in organic organizational culture affects organizational culture negatively and in higher level compared to mechanical organizational cultures.

The effects of perceived managerial support on organizational commitment: An example of professional football players

Directory of Open Access Journals (Sweden)

İlhan ADİLOĞULLARI

2017-12-01

Full Text Available Aim: The aim of the study was to examine the effect of the support from managers that the professional footballers perceive in their commitment to their teams. Material and Methods: In this study, 641 professional football players were randomly participated from the professional football leagues organized by Turkish Football Federation in the season of 2015-2016. Data were collected by administrating the “Perceived Managerial Support Questionnaire” developed by Giray and Sahin (2012 and the “Organizational Commitment Questionnaire” which developed by Meyer and Allen (1997 and adapted to Turkish language by Wasti (2000 that has three subscales and 18 items. The data obtained in the study were evaluated by the Mann Withney U test, the Kruskal-Wallis test and the regression analyses as well as the percent-frequency analyses via SPSS programme. Results: Results revealed that there was a significant relationship between the level of organizational commitment and managerial support of professional football players that they perceive from their managers. In relation to perceived managerial support of football players, there was a significant difference between the groups according to league category and educational status of football players who participated in the present study. Furthermore, there was a significant difference in the level of organizational commitment among the groups according to football players’ age, level of league, educational status and duration of professional football career. Conclusion: According to results of this study that the professional football players’ commitment of their teams is predicted by the perceived managerial support from their managers is considered as an important conclusion. In this premise, results of the present study shed light on our understanding of the organizational management in football to be aware of football player’s expectations from their managers and provide such awareness in

Modeling Organizational Cognition

DEFF Research Database (Denmark)

Secchi, Davide; Cowley, Stephen

2018-01-01

This article offers an alternative perspective on organizational cognition based on e-cognition whereby appeal to systemic cognition replaces the traditional computational model of the mind that is still extremely popular in organizational research. It uses information processing, not to explore...... inner processes, but as the basis for pursuing organizational matters. To develop a theory of organizational cognition, the current work presents an agent-based simulation model based on the case of how individual perception of scientific value is affected by and affects organizational intelligence...... units' (e.g., research groups', departmental) framing of the notorious impact factor. Results show that organizational cognition cannot be described without an intermediate meso scale - called here social organizing - that both filters and enables the many kinds of socially enabled perception, action...

INVESTIGATING THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMUNICATION AND ORGANIZATIONAL CULTURE

Directory of Open Access Journals (Sweden)

Mădălina ŞOMĂCESCU

2016-05-01

Full Text Available In this paper we investigated the relationship between the organizational communication and organizational culture. The starting point of our analysis is that the two variables are in interdependent relation. Our study, performed in a large public organization operating in Romania and abroad, identified a positive association between the two variables. The organizational communication helps the organization to disseminate the culture among the employees. Also, the organizational culture is developed through the interactions and communications among the staff. The management of the organizations must encourage and promote an open communication in order to create a culture that sustain the performance.

Organizational Change

OpenAIRE

Davis, MC; Coan, P

2015-01-01

This chapter examines how organizational change principles may be applied to promote organizational greening and employee pro-environmental behaviour. Four key areas of change management are focused upon: organizational culture; leadership and change agents; employee engagement; and the differing forms that change may take. The role of each factor in supporting environmental change is discussed, together with relevant research evidence drawn from the corporate sustainability; WPEB; management...

Perceived Organizational Support and Organizational Citizenship Behavior: The Case of Kuwait

OpenAIRE

Ali H. Muhammad

2014-01-01

This article examines the relationship among perceived organizational support, affective organizational commitment, and employee citizenship behavior in Kuwaiti business organizations. Employees¡¯ affective organizational commitment is proposed to mediate the relationship between perceived organizational support and employee citizenship behavior. Data were collected from 261 employees affiliated with 9 Kuwait business organizations. These businesses represented firms in the banking, and finan...

Canadian petroleum industry

Energy Technology Data Exchange (ETDEWEB)

Dagher, J.H.

1969-12-01

This study covers the following Canadian petroleum industry categories: (1) a brief history; (2) the demand for Alberta crude; (3) U.S. oil policies; (4) overseas exploration; (5) the national oil policy; (6) the Montreal pipeline and its targets; (7) a continental oil policy; and (8) the impact of Arctic reserves. It is noted that large potential benefits will improve from the Manhattan navigating the Northwest Passage. Without prejudging the analysis now applied to the information gathered on this voyage, the Manhattan has greatly contributed to the solution of the problem of access to the Arctic islands. The picture for natural gas is less fraught with uncertainties. Unlike oil, where domestic and international considerations may weigh in U.S. policy decision, Canadian natural gas is likely to be allowed to enjoy its full economic potential in bridging the foreseeable U.S. supply gap and, inasmuch as this potential is ultimately tied with that for crude oil markets, the anticipated U.S. needs for Canadian natural gas may be expected to enhance U.S. interest in the overall well-being of the Canadian petroleum industry.

Canadian leadership in energy

Energy Technology Data Exchange (ETDEWEB)

NONE

2010-09-15

Canada's energy is complex and an important resource as it fuels and funds the economy. The unique character of Canada's energy production and consumption provides strength to the country. The purpose of this booklet was to highlight Canada's energy production and consumption and to demonstrate Canada's rank globally with other major global energy players. The document also presented information on the value of Canada's energy exports, Canada's relationship with the United States, and Canada's energy-related carbon dioxide emissions. Specifically, the document discussed Canada's energy in a global context; the value of Canada's energy exports; domestic value of energy; Canada's unique energy mix; Canada's electricity mix; Canada's carbon dioxide emissions; energy strategies; and the importance of energy to Canadians. It was concluded that there are 14 federal, provincial and territorial jurisdictions managing their respective energy resources. All of these regions, with the exception of Saskatchewan have produced an energy strategy document or a climate change action plan focusing on 8 areas of action, notably awareness; benefit; efficiency; development; diversification; electricity; and emissions. refs., tabs., figs.

A study to measure the impact of organizational culture and organizational excellence

Directory of Open Access Journals (Sweden)

Asghar Nikbakht Elham Nikbakht

2012-09-01

Full Text Available Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held among 70 employees of one of distance learning universities located in province of Esfahan, Iran. The study uses Pearson correlation ratio as well as linear regression technique to investigate the relationships. The results confirmed that there are positive and meaningful relationship between organizational culture and quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes but it does not find any meaningful relationship between organizational culture and methods of assessment.

The influence of leadership practices and empowerment on Canadian nurse manager outcomes.

Science.gov (United States)

Spence Laschinger, Heather K; Wong, Carol A; Grau, Ashley L; Read, Emily A; Pineau Stam, Lisa M

2012-10-01

To examine the influence of senior nurse leadership practices on middle and first-line nurse managers' experiences of empowerment and organizational support and ultimately on their perceptions of patient care quality and turnover intentions. Empowering leadership has played an important role in staff nurse retention but there is limited research to explain the mechanisms by which leadership influences nurse managers' turnover intentions. This study was a secondary analysis of data collected using non-experimental, predictive mailed survey design. Data from 231 middle and 788 first-line Canadian acute care managers was used to test the hypothesized model using path analysis in each group. The results showed an adequate fit of the hypothesized model in both groups but with an added path between leadership practices and support in the middle line group. Transformational leadership practices of senior nurses empower middle- and first-line nurse managers, leading to increased perceptions of organizational support, quality care and decreased intent to leave. Empowered nurse managers at all levels who feel supported by their organizations are more likely to stay in their roles, remain committed to achieving quality patient care and act as influential role models for potential future leaders. © 2011 Blackwell Publishing Ltd.

An investigation on the role of organizational climate on organizational citizenship behavior

Directory of Open Access Journals (Sweden)

Mahsan Hajirasouliha

2014-04-01

Full Text Available This paper presents an empirical study to investigate the effect of organizational climate on organizational citizenship behavior in one of Iranian automakers. The proposed study uses a standard questionnaire for measuring organizational citizenship behavior, which is adopted from Podsakoff et al. (2000 [Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3, 513-563.]. The study also uses another questionnaire, which measures organizational climate, which is adopted from Arabacı (2010 [Arabacı, I. B. (2010. Academic and administration personnel's perceptions of organizational climate (Sample of Educational Faculty of Fırat University. Procedia-Social and Behavioral Sciences, 2(2, 4445-4450.] and both questionnaires are designed in Likert scale. Cronbach alphas for organizational citizenship behavior and organizational climate are measured as 0.78 and 0.84, respectively, which are above the acceptance level of 0.70. Therefore, we can confirm the validity of both questionnaires. The study is implemented among 200 experts in Iranian automaker, randomly and using Spearman correlation ratio as well as stepwise regression techniques, the study has detected a meaningful relationship between components of organizational climate and organizational citizenship behavior.

Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals.

Science.gov (United States)

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2016-04-01

The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

Organizational culture modeling

OpenAIRE

Valentina Mihaela GHINEA; Constantin BRĂTIANU

2012-01-01

The purpose of this paper is to present a conceptual analysis of organizational culture modeling in the framework of system dynamics. Tom Peters and Robert Waterman demonstrated through their seminal research that organizational culture constitutes one of the most important key success factors in any company trying to achieve excellence in its business. Organizational culture is a strong nonlinear integrator of the organizational intellectual capital acting especially on the emotional knowled...

The role of organizational culture and leadership in water safety plan implementation for improved risk management

International Nuclear Information System (INIS)

Summerill, Corinna; Pollard, Simon J.T.; Smith, Jennifer A.

2010-01-01

Appropriate implementation of WSPs offers an important opportunity to engage in and promote preventative risk management within water utilities. To ensure success, the whole organization, especially executive management, need to be advocates. Illustrated by two case studies, we discuss the influence of organizational culture on buy-in and commitment to public health protection and WSPs. Despite an internal desire to undertake risk management, some aspects of organizational culture prevented these from reaching full potential. Enabling cultural features included: camaraderie; competition; proactive, involved leaders; community focus; customer service mentality; transparency; accountability; competent workforce; empowerment; appreciation of successes, and a continual improvement culture. Blocking features included: poor communication; inflexibility; complacency; lack of awareness, interest or reward and coercion. We urge water utilities to consider the influence of organizational culture on the success and sustainability of WSP adoption, and better understand how effective leadership can mould culture to support implementation.

The role of organizational culture and leadership in water safety plan implementation for improved risk management

Energy Technology Data Exchange (ETDEWEB)

Summerill, Corinna, E-mail: c.summerill@cranfield.ac.uk [Cranfield University, Centre for Water Science, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom); Pollard, Simon J.T., E-mail: s.pollard@cranfield.ac.uk [Collaborative Centre of Excellence in Understanding and Managing Natural and Environmental Risks, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom); Smith, Jennifer A., E-mail: j.a.smith@cranfield.ac.uk [Cranfield University, Centre for Water Science, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom)

2010-09-15

Appropriate implementation of WSPs offers an important opportunity to engage in and promote preventative risk management within water utilities. To ensure success, the whole organization, especially executive management, need to be advocates. Illustrated by two case studies, we discuss the influence of organizational culture on buy-in and commitment to public health protection and WSPs. Despite an internal desire to undertake risk management, some aspects of organizational culture prevented these from reaching full potential. Enabling cultural features included: camaraderie; competition; proactive, involved leaders; community focus; customer service mentality; transparency; accountability; competent workforce; empowerment; appreciation of successes, and a continual improvement culture. Blocking features included: poor communication; inflexibility; complacency; lack of awareness, interest or reward and coercion. We urge water utilities to consider the influence of organizational culture on the success and sustainability of WSP adoption, and better understand how effective leadership can mould culture to support implementation.

Predictors of responses to organizational wrongdoing: a study of intentions of management accountants.

Science.gov (United States)

Casal, Jose C; Bogui, Frederic B

2008-08-01

It has been proposed that employees aware of organizational wrongdoing face two decisions: whether or not to blow the whistle and whether or not to leave their organizations. Of these only the decision to blow the whistle has received attention, leaving a gap in knowledge; thus, a survey of 330 management accountants was analyzed to examine potential predictors of intended responses to organizational wrongdoing. Analysis of ratings indicated that intent to leave increased with seriousness of wrongdoing and expected retaliation for whistleblowing and decreased with expected effectiveness of whistleblowing. Intent to stay and blow the whistle increased with expected effectiveness of whistleblowing and role responsibility for reporting and decreased with expected retaliation for whistleblowing; intent to leave and blow the whistle increased with expected effectiveness of whistleblowing and role responsibility for reporting.

The Mediating Effect of Organizational Justice Between Power Sources and Organizational Commitment

OpenAIRE

Pahrudin; Noor; Kasmir

2017-01-01

This study examines the role of organizational justice in the relationship between energy sources and organizational commitment. This study uses structural equation modeling (SEM) to test the hypothesis on a sample of 160 Indonesian workers in a state enterprise. The results show that energy sources are positively associated with organizational commitment and that organizational fairness is positively related to organizational commitment. The power source, in turn, has a positive effect on or...

Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

Science.gov (United States)

Aydin, Erhan; Gormus, Alparslan Sahin

2015-01-01

Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

Canadian competitive advantage

International Nuclear Information System (INIS)

Wills, J.

1997-01-01

The evolution of the Canadian petrochemical industry was outlined, emphasizing the proximity to feedstocks as the principal advantage enjoyed by the industry over its international competitors. Annual sales statistics for 1995 were provided. Key players in the Canadian petrochemical industry (Nova, Dow, DuPont, Methanex, Esso, Union Carbide, Shell and Celanese), their share of the market and key products were noted. Manufacturing facilities are located primarily in Alberta, southern Ontario and Quebec. The feedstock supply infrastructure, historical and alternative ethane pricing in Canada and the US, the North American market for petrochemicals, the competitiveness of the industry, tax competitiveness among Canadian provinces and the US, the Canada - US unit labour cost ratio, ethylene facility construction costs in Canada relative to the US Gulf Coast, and projected 1997 financial requirements were reviewed. 19 figs

The Relationship between Perceived Organizational Support and Organizational Cynicism of Research Assistants

Science.gov (United States)

Kasalak, Gamze; Bilgin Aksu, Mualla

2014-01-01

The purpose of this study is to ascertain to what extent organizational cynicism may be predicted based on the level of perceived organizational support by determining the relationship between research assistants' perceived organizational support and organizational cynicism. The population of the study consists of 214 research assistants working…

Organizational Stress Moderates the Relationship between Mental Health Provider Adaptability and Organizational Commitment

Science.gov (United States)

Green, Amy E.; Dishop, Christopher; Aarons, Gregory A

2016-01-01

Objective Community mental health providers often operate within stressful work environments and are at high risk for emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examines the relationships between organizational stress, provider adaptability, and organizational commitment. Methods Variables were analyzed using moderated multi-level regression in a sample of 311 mental health providers from 49 community mental health programs. Results Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low, but were less committed than those who were less adaptable when organizational stress was high. Conclusions In the current study, providers higher in adaptability may perceive their organization as a greater fit when characterized by lower levels of stressfulness; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain desirable employees. PMID:27301760

Removing barriers: the Canadian Electricity Association's response to Canada's innovation strategy

International Nuclear Information System (INIS)

2002-11-01

The Canadian Electricity Association is of the opinion that the innovation strategy put forth by the government of Canada represents a step in the right direction. It particularly appreciated the integrated, cross-jurisdictional approach suggested by the government. Two key issues have an impact on the electricity sector's ability to innovate: the competitive challenge and the environmental challenge. The industry must rapidly adjust the corporate structures and cultures to the opening of almost 50 per cent of the electricity market in Canada as of May 2002, and place emphasis on efficiency and customer satisfaction. Awareness concerning the complexities of the environmental and economic trade-offs involved in the generation, transmission, distribution and marketing of electric power must be improved to assist customers in their energy use decisions. The issue of greenhouse gases and the impact of human activity on global climate must be kept in the forefront. The industry must continue to find effective means of improving the economics and environmental performance of low greenhouse gas options. The Canadian Electricity Association believes that the existing barriers to innovation in Canada should be identified and reduced as a first step. It stated that cost of capital is the fundamental driver of investment and innovation. The regulation and taxation system needs revising. Partnerships with governments and academic institutions are an effective way of pushing forward the innovation agenda. The Canadian Electricity Association recommended that tax incentives for research and development and related capital expenditures be increased. The tax treatment of investment in existing personnel should be improved. 1 ref

The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

Science.gov (United States)

Demir, Kamile

2015-01-01

Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

RELATIONSHIP BETWEEN THE LEADERSHIP BEHAVIORS AND ORGANIZATIONAL TRUST AND ORGANIZATIONAL JUSTICE

OpenAIRE

YILMAZ, Kürşad; ALTINKURT, Yahya

2014-01-01

This paper examined the relationships between the school administrators’ leadership behavior and teachers’ perceptions of organizational trust, and organizational justice. The sample of the survey model study consists of 271 high school teachers in the province of Kutahya in Turkey. Data is collected by “Organizational Trust Scale”, “Organizational Justice Scale” and “Leadership Behavior Scale”. Data is analyzed through descriptive statistics and Regression Analysis. The research findings sho...

Impacts of organizational leadership and culture on organizational ...

African Journals Online (AJOL)

Impacts of organizational leadership and culture on organizational trust: Role of job cadre. ... Open Access DOWNLOAD FULL TEXT ... Data analysis via two separate 2X2X2 ANOVA revealed significant main influences of leadership quality ...

Organizational Blogging

DEFF Research Database (Denmark)

Agerdal-Hjermind, Annette

of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers. Based on an empirical investigation of the organizational bloggers using situational analysis and thematic network...... and resources, barriers and opportunities, which employees experience when acting as bloggers, as well as when acting on other transparent Web 2.0 mediated communications platforms for corporate purposes....

Organizational Health Index and Organizational Agility Maturity Criteria as Measurement Tools of Organizational Transformation Effectiveness

Directory of Open Access Journals (Sweden)

Swasti Sri Harjanti

2017-04-01

Full Text Available Abstract. As a response to negative growth in the mobile legacy projection - which supports 50% of Telkom revenue, and a positive high growth projection in the ICT and digital business revenue, Telkom decides to shift the business to digital. To be a successful digital company, Telkom has created strategic initiatives, including organizational transformation adopting Customer Facing Unit (CFU concept that has been done for several months but there still no evaluation method for the success. This paper purpose is to evaluate the implementation of one human capital management strategic initiatives - CFU transformation implementation success, through Organizational Health Index and Organizational Agility Maturity model and formulate a recommendation for Telkom to create a more healthy and agile organization. This research using 11 synthetized dimension of Organization Health Index and Organizational Agility Maturity Model method as tools. Questionnaire consist of 53 practices that represented by 55 questions that asks about respondents extent to which they agree (satisfaction and whether it meet respondents expectation. Survey result shows that Telkom already in a healthy condition and agile as an organization. This result concluded that by methods used in this research, the transformation could be stated as a success. However, according to the result, maintain and improvement of current health and agility still needed, especially improvement regarding innovation and learning. Keywords:Organization, organizational agility, organizational health index, telecommunication, transformation

The organizational memory in the process of knowledge management: Study in the Federal University of Paraná

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Maria Olívia Ferreira Pereira

2016-04-01

Full Text Available Introduction: Organizational Memory allows the identification, registration, use and reuse of information and knowledge built from practice. The Universities need to improve their practices related to use and reuse of information derived from practical experiences lived and learned. Objective: Aims to identify Organizational Memory, as one element involving the representation of knowledge and information, as a practice of knowledge management in the Federal University of Paraná. Methodology: Exploratory study, supported on a literature review, with data collected through an online questionnaire distributed to the staff of the Dean of Research and Post Graduate Studies of Federal University of Paraná. Results: The results present data on the education of the study personnel. It is observed that employees realize the importance of organizational memory, but not yet aware of their importance as an essential element of management. Conclusion: Organizational Memory must be used as one component that propitiates to manage the intellectual and individual assets and a tool that should facilitate the sharing and reuse of corporate knowledge.

The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

Science.gov (United States)

Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

2014-08-15

"The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

Linking the Organizational Forms Teachers and Teaching Methods in a Class Instructional Methodology

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Graciela Nápoles-Quiñones

2016-05-01

Full Text Available A descriptive study was conducted to show the link between the organizational forms teachers and teaching methods, to expose the pedagogical theory, to deepen the teaching-learning process through methodological class. The main content of the work of teachers is the preparation and level rise; which requires the selection and use of working methods, ways and procedures in accordance with the real and objective conditions of staff who have received the action and conducive to teaching work. Teachers should be aware that you need to master the content they teach, be aware of the level of development of its students, the specific characteristics of the group and of each student, and competent to reciprocate the content they teach with reality.

Canadian Hydrogen Association workshop on building Canadian strength with hydrogen systems. Proceedings

International Nuclear Information System (INIS)

2006-01-01

The Canadian Hydrogen Association workshop on 'Building Canadian Strength with Hydrogen Systems' was held in Montreal, Quebec, Canada on October 19-20, 2006. Over 100 delegates attended the workshop and there were over 50 presentations made. The Canadian Hydrogen Association (CHA) promotes the development of a hydrogen infrastructure and the commercialization of new, efficient and economic methods that accelerate the adoption of hydrogen technologies that will eventually replace fossil-based energy systems to reduce greenhouse gas emissions. This workshop focused on defining the strategic direction of research and development that will define the future of hydrogen related energy developments across Canada. It provided a forum to strengthen the research, development and innovation linkages among government, industry and academia to build Canadian strength with hydrogen systems. The presentations described new technologies and the companies that are making small scale hydrogen and hydrogen powered vehicles. Other topics of discussion included storage issues, hydrogen safety, competition in the hydrogen market, hydrogen fuel cell opportunities, nuclear-based hydrogen production, and environmental impacts

RELATIONSHIP ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT IN HEALTH INSTITUTIONS

OpenAIRE

SEMERCİOĞLU, M.Serhat; ÇETİN, Derya; PEKSOY, Abdülaziz Ali

2017-01-01

Shared   and  learned   values,   norms, believes,  behaviors and  symbols  which are known  as  organization culture;  is  a holistic element   that   describes  organizational   aims and helpsorganization members to understand  organizational   objectives   within and beyond  the  organizational  environment. From this point of view, successfulfirms have to establish an organization which is powerful and  unique in  their  organizational  cultures. One     of    the     critical     factors...

Organizational Sense: A Notion for Studying Emerging Organizational Professionalism at Work

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Gérald Gaglio

2014-03-01

Full Text Available This article examines organizational professionalism at work and in action. I focus on how organizational professionalism emerges in the workplace and what kinds of situated skills are involved. Organizational professionalism is explored in three dimensions (activity, politics, and ethics, from which the notion of organizational senseis developed. Organizational sense has three accepted meanings. The first accepted meaning relates to everydayness and ecologies of action. It has collective, material, and informational dimensions, and is distributed between people and objects. The second accepted meaning concerns the political dimension of performing a professional activity and its sensitivity (attentiveness, discernment, etc.. The third accepted meaning concerns ethics and examines loyalty toward an organization. The notion of organizational sense is illustrated by means of fieldwork with a population of internal communicators working in seven major French organizations. 

Spiritual Intelligence Relationship with Organizational Citizenship Behavior of High School Teachers in Germi City

OpenAIRE

Moosapour, Sodeif; Feizi, Dr. Mohammad; Alipour, Dr. Hosein

2013-01-01

The present study is a survey method and terms of the target is practical and has done to explain the spiritual intelligence (Existential Intelligence, Personal intelligences, Transcendental Awareness and Conscious State Expansion) relationships with Organizational Citizenship Behavior (Sportsmanship, Courtesy, Conscientiousness, Civic Virtue and Altruism). The population was high school teachers in Germi City that were 400 peoples. We determined the amount of the sample size with the used of...

Examining the impact of business process orientation on organizational performance: the case of Croatia

OpenAIRE

Ljubica Milanović Glavan; Vesna Bosilj Vukšić

2017-01-01

The competitive global market of the new millennium has raised awareness of business processes as the most important management paradigm. Extensive literature on business process management suggests that organizations can enhance their overall performance by adopting a process view of business. However, empirical research in this field is lacking. The aim of this paper is to examine the how business process orientation (BPO) impacts financially and non-financially organizational performance (...

Factors Predicting Burnout Among Chaplains: Compassion Satisfaction, Organizational Factors, and the Mediators of Mindful Self-Care and Secondary Traumatic Stress.

Science.gov (United States)

Hotchkiss, Jason T; Lesher, Ruth

2018-06-01

This study predicted Burnout from the self-care practices, compassion satisfaction, secondary traumatic stress, and organizational factors among chaplains who participated from all 50 states (N = 534). A hierarchical regression model indicated that the combined effect of compassion satisfaction, secondary traumatic stress, mindful self-care, demographic, and organizational factors explained 83.2% of the variance in Burnout. Chaplains serving in a hospital were slightly more at risk for Burnout than those in hospice or other settings. Organizational factors that most predicted Burnout were feeling bogged down by the "system" (25.7%) and an overwhelming caseload (19.9%). Each self-care category was a statistically significant protective factor against Burnout risk. The strongest protective factors against Burnout in order of strength were self-compassion and purpose, supportive structure, mindful self-awareness, mindful relaxation, supportive relationships, and physical care. For secondary traumatic stress, supportive structure, mindful self-awareness, and self-compassion and purpose were the strongest protective factors. Chaplains who engaged in multiple and frequent self-care strategies experienced higher professional quality of life and low Burnout risk. In the chaplain's journey toward wellness, a reflective practice of feeling good about doing good and mindful self-care are vital. The significance, implications, and limitations of the study were discussed.

The effects of authentic leadership, organizational identification, and occupational coping self-efficacy on new graduate nurses' job turnover intentions in Canada.

Science.gov (United States)

Fallatah, Fatmah; Laschinger, Heather K S; Read, Emily A

Nurses' turnover has a costly impact on organizations, patients, and nurses. Numerous studies have highlighted the critical role of nursing leadership in enhancing new nurses' retention. To examine the influence of authentic leadership on new nurses' job turnover intentions through their personal identification with the leader, organizational identification, and occupational coping self-efficacy. Secondary data analysis of a cross-sectional national study of Canadian new graduate nurses was conducted using structural equation modeling. Authentic leadership had a significant positive effect on nurses' personal identification with their leader and their organization. Personal identification mediated the relationship between authentic leadership and organizational identification. Organizational identification had a significant positive effect on occupational coping self-efficacy, which, in turn, had a negative effect on new graduate nurses' job turnover intentions. The findings demonstrate the vital role authentic leadership plays in retaining new graduate nurses. Authentic leaders foster personal and organizational identification among new graduate nurses, leading to increase in the confidence in their ability to manage work-related challenges, which subsequently results in positive outcomes in both new graduate nurses and the organization. Copyright © 2016 Elsevier Inc. All rights reserved.

Conference summaries. Canadian Nuclear Association 29. annual conference; Canadian Nuclear Society 10. annual conference

Energy Technology Data Exchange (ETDEWEB)

NONE

1990-12-31

Separate abstracts were prepared for 15 papers from the twenty-ninth Annual Conference of the Canadian Nuclear Association. Abstracts were also prepared for the 102 papers from the tenth Annual Conference of the Canadian Nuclear Society.

Conference summaries. Canadian Nuclear Association 29. annual conference; Canadian Nuclear Society 10. annual conference

International Nuclear Information System (INIS)

1989-01-01

Separate abstracts were prepared for 15 papers from the twenty-ninth Annual Conference of the Canadian Nuclear Association. Abstracts were also prepared for the 102 papers from the tenth Annual Conference of the Canadian Nuclear Society

Organizational Commitment and Organizational Citizenship Behavior of Preschool Teachers Based on their Employment Status

OpenAIRE

Özlem BAYRAK; Mehmet Ali HAMEDOĞLU

2017-01-01

This study was carried out to investigate the organizational commitment and organizational citizenship levels of preschool teachers on the basis of different variables. 254 preschool teachers were included in the research. “Organizational Commitment Questionnaire” and “Organizational Citizenship Questionnaire” were respectively used for determination of the organizational commitment and organizational citizenship levels of preschool teachers. Statistical analysis of the obtained data was perf...

Awareness and Perception of Copyright Among Teaching Faculty at Canadian Universities

Directory of Open Access Journals (Sweden)

Lisa Di Valentino

2016-02-01

Full Text Available This article describes the background, methodology, and results of a study undertaken in 2014 to determine university faculty awareness and perceptions of copyright as it affects their teaching. An online survey questionnaire was distributed to teaching faculty across Canada, seeking feedback about the copyright policies and training opportunities at their institutions, where they go for copyright assistance, and how they would respond to various copyright-related scenarios that may arise in the course of teaching. Most of the respondents are aware of the copyright policies or guidelines at their universities, but much fewer know whether or not their institution offers copyright training. Of those who are aware of training opportunities, only one third have taken advantage of them. When needing assistance, faculty members are most likely to go to a librarian or to the institution’s copyright policy. Responses to the four scenarios suggest that faculty members are more likely to share digital copyrighted materials (including online works with their students, whereas they are more likely to ask permission or guidance when it comes to print materials. Comments from the respondents touch upon issues of the complexity of copyright, and the often time-consuming process of obtaining permissions for the use of copyrighted materials in teaching. This study was supported by an Ontario Graduate Scholarship. Cet article décrit le contexte, la méthodologie, et les résultats d’une étude préliminaire entreprise en 2014 pour déterminer la sensibilisation et les perceptions du personnel universitaire du droit d’auteur en ce qui concerne l’enseignement et l’apprentissage. Un questionnaire d’un sondage en ligne était distribué (via les associations universitaires à l’équipe enseignante dans tout le Canada, cherchant des commentaires sur les politiques du droit d’auteur et les possibilités de formation aux institutions, où elle recherche

The Study of Relationship between Organizational Learning and Organizational Performance

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Bisotoon Azizi

2017-01-01

Full Text Available The aim of this study was to investigate the relationship between organizational learning and organizational performance among companies operating in the insurance industry of Tehran in Iran. The present study is a descriptive one in terms of the purpose and the method of data collection. The statistical population of the study was all insurance companies in the city of Tehran and 120 insurance companies were selected due to the lack of detailed statistical reference to their number. For this purpose, people were asked some questions who it was authorized to represent the name. The questionnaire is a tool for collecting data. The Gomez questionnaire et al. (2005 was used to measure organizational learning which includes four factors: management commitment, system perspective, openness and experimentation, transfer and integration of knowledge. To measure the organizational performance, the Yang et al. questionnaire (2004 is used. To determine the validity of data collection, the questionnaire was presented to six professors of management at various universities. The validity of questionnaire through the coordination of jury was about %100. The reliability of the questionnaire was conducted on thirty subjects, Cronbach alpha coefficient was calculated 0.91 and 0.85 for organizational learning and organizational performance, respectively. For data analysis, Pearson correlation coefficient and multiple regressions were used. The results showed that there is a positive relationship between organizational learning and its four dimensions (management commitment, vision systems, open space, and experimentation, transfer and integration of knowledge and organizational performance of Tehran insurance companies.

Pre-Service Teachers' Knowledge of Phonemic Awareness: Relationship to Perceived Knowledge, Self-Efficacy Beliefs, and Exposure to a Multimedia-Enhanced Lecture

Science.gov (United States)

Martinussen, Rhonda; Ferrari, Julia; Aitken, Madison; Willows, Dale

2015-01-01

This study examined the relations among perceived and actual knowledge of phonemic awareness (PA), exposure to PA instruction during practicum, and self-efficacy for teaching PA in a sample of 54 teacher candidates (TCs) enrolled in a 1-year Bachelor of Education program in a Canadian university. It also assessed the effects of a brief…

Advancing organizational health literacy in health care organizations serving high-needs populations: a case study.

Science.gov (United States)

Weaver, Nancy L; Wray, Ricardo J; Zellin, Stacie; Gautam, Kanak; Jupka, Keri

2012-01-01

Health care organizations, well positioned to address health literacy, are beginning to shift their systems and policies to support health literacy efforts. Organizations can identify barriers, emphasize and leverage their strengths, and initiate activities that promote health literacy-related practices. The current project employed an open-ended approach to conduct a needs assessment of rural federally qualified health center clinics. Using customized assessment tools, the collaborators were then able to determine priorities for changing organizational structures and policies in order to support continued health literacy efforts. Six domains of organizational health literacy were measured with three methods: environmental assessments, patient interviews, and key informant interviews with staff and providers. Subsequent strategic planning was conducted by collaborators from the academic and clinic teams and resulted in a focused, context-appropriate action plan. The needs assessment revealed several gaps in organizational health literacy practices, such as low awareness of health literacy within the organization and variation in perceived values of protocols, interstaff communication, and patient communication. Facilitators included high employee morale and patient satisfaction. The resulting targeted action plan considered the organization's culture as revealed in the interviews, informing a collaborative process well suited to improving organizational structures and systems to support health literacy best practices. The customized needs assessment contributed to an ongoing collaborative process to implement organizational changes that aided in addressing health literacy needs.

Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

NARCIS (Netherlands)

Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

2002-01-01

This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

Directory of Open Access Journals (Sweden)

Saman Chehrazi

2014-06-01

Full Text Available This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees.

Researching awareness and attitudes : a study of world Englishes and English teachers in South Korea

OpenAIRE

Ahn, Hyejeong

2017-01-01

This study explores the awareness and attitudes of English teachers in South Korea (ETSK) toward eight selected varieties of English: American English (AmE), British English (BrE), Canadian English (CaE), Singaporean English (SiE), Indian English (InE), Chinese English (ChE), Japanese English (JaE) and Korean English (KoE). Data, consisting of 204 questionnaires and 63 interviews, is collected from both Korean and non-Korean English teachers, from two major regions, Busan Gyeongnam and Seoul ...

Work-family conflict, perceived organizational support, and organizational commitment among employed mothers.

Science.gov (United States)

Casper, Wendy J; Martin, Jennifer A; Buffardi, Louis C; Erdwins, Carol J

2002-04-01

This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.

The Effects of Organizational Training on Organizational Commitment

Science.gov (United States)

Bulut, Cagri; Culha, Osman

2010-01-01

This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

Perceptions of Organizational Effectiveness over Organizational Life Cycles.

Science.gov (United States)

Cameron, Kim S.; Whetten, David A.

1981-01-01

Student participants at two universities played multisession simulation games involving the development of 18 organizations. Post-session surveys of 583 participants indicated that organizational effectiveness became more important to participants as the organizations developed. This suggests that future organizational effectiveness studies should…

The Role of Organizational Learning in Transformational Leadership and Organizational Innovation

Science.gov (United States)

Hsiao, Hsi-Chi; Chang, Jen-Chia

2011-01-01

Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and…

The effects of spiritual intelligence and its dimensions on organizational citizenship behaviour

Directory of Open Access Journals (Sweden)

Md. Aftab Anwar

2015-09-01

Full Text Available Purpose: Organizational citizenship behaviour may exist among employees who have inner feelings of having better work experiences by using their spiritual experiences, and also to nurture these by creating meaningful ethical work environments. These phenomena have not been sufficiently studied especially in the context of recent corporate scandals and ethical violations. For this reason, this study seeks to enrich the understanding of relationship of spiritual intelligence and its sub constructs on employee citizenship behaviour among the employees who are working in manufacturing and service organization in Malaysia. Design/methodology/approach: This paper examines the effect of spiritual intelligence and its dimensions on organizational citizenship behaviour among the employees who are working in manufacturing and service industries in Malaysia. Data were collected from 112 employees of the organization from 10 manufacturing and 10 service organization in Peninsular Malaysia. Findings and Originality/value: Multiple regression analyses have revealed that employee spiritual intelligence plays an important role for generating citizenship behaviour among employees. The two important dimensions namely critical existential thinking and transcendental awareness of spiritual intelligence are having great effect on organizational citizenship behaviour. Research limitations/implications: Scholars can develop new research agenda first to identify the nature of effects it might have on employee’s performance which can boost the ultimate goal of the organization. Practical implications: Through the finding of this empirical study, it is hoped that it can provide some preliminary assessment and knowledge of the effects of spiritual intelligence of employees and how they relate to the OCB. This would be vital for industrial development by adding relevant policies regarding enhancing employees’ OCB. Social implications: This study has the capacity to

Organizational roles and the work and organizational engagement

Directory of Open Access Journals (Sweden)

Borkowska Anna

2017-06-01

Full Text Available Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of one of the exclusive SPA (sanus per aquam hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks (the Chef and the Deputy Manager of the Hotel and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated.

Influence of organizational context on nursing home staff burnout: A cross-sectional survey of care aides in Western Canada.

Science.gov (United States)

Chamberlain, Stephanie A; Gruneir, Andrea; Hoben, Matthias; Squires, Janet E; Cummings, Greta G; Estabrooks, Carole A

2017-06-01

Our study examined care aide characteristics, organizational context, and frequency of dementia-related resident responsive behaviours associated with burnout. Burnout is the experience of emotional exhaustion, cynicism, and professional inefficacy. Care aide burnout has implications for turnover, staff health, and quality of care. We used surveys collected from 1194 care aides from 30 urban nursing homes in three Western Canadian provinces. We used a mixed-effects regression analysis to assess care aide characteristics, dementia-related responsive behaviours, unit and facility characteristics, and organizational context predictors of care aide burnout. We measured burnout using the Maslach Burnout Inventory, Short Form. We found that care aides were at high risk for emotional exhaustion and cynicism, but report high professional efficacy. Statistically significant predictors of emotional exhaustion included English as a second language, medium facility size, organizational slack-staff, organizational slack-space, health (mental and physical) and dementia-related responsive behaviours. Statistically significant predictors of cynicism were care aide age, English as a second language, unit culture, evaluation (feedback of data), formal interactions, health (mental and physical) and dementia-related responsive behaviours. Statistically significant predictors of professional efficacy were unit culture and structural resources. Greater care aide job satisfaction was significantly associated with increased professional efficacy. This study suggests that individual care aide and organization features are both predictive of care aide burnout. Unlike care aide or structural characteristics of the facility elements of the organizational context are potentially modifiable, and therefore amenable to intervention. Copyright © 2017 Elsevier Ltd. All rights reserved.

Organizational Communication Based on Organizational Justice Theory for Motivating Workers with Different Cultural Values

OpenAIRE

山口,生史

2002-01-01

This study is based on organizational justice theory. Although organizational justice theory is useful for explaining organizational behavior, it has not focused on motivation, per se. ln this study, the linkage between organizational justice and motivation is explored with the mediating effect of interpersonal communication in an organization (i.e.，organizational communication).

Personality, temperament, organizational climate and organizational citizenship behavior of volunteers

Directory of Open Access Journals (Sweden)

Elżbieta Chwalibóg

2011-06-01

Full Text Available The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB S. Retowski, Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT B. Zawadzki and J. Strelau, Personality Inventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB with a component of Agreeableness - Trust (A1, with Extraversion (E and its components: Warmth (E1, Excitement Seeking (E5 Activity (E4 and Gregariousness (E2 and the component of Conscientiousness – Self-Discipline (C5, component of Openness to Experience – Actions (O4, and also negative correlations with Neuroticism (N and its components: Vulnerability (N6, Self-Consciousness (N4 and Anxiety (N1. The study also revealed a clear positive correlations Organizational Citizenship Behavior (OCB with Activity (AK, Endurance (WT and Briskness (ŻW and a clear negative correlation with Perseveration (PE, Emotional Reactivity (RE. In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior (OCB with a Career (Assessment and Promotion (OA and the Communication and Information (KI. Regression model developed using multiple regression (stepwise regression method takes into account the following variables: Activity (AK - Temperament, Agreeableness component of the Personality - Straightforwardness (A2, and the component of Neuroticism – Self

The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate

Science.gov (United States)

Köse, Akif

2016-01-01

The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…

A study to measure the impact of organizational culture and organizational excellence

OpenAIRE

Asghar Nikbakht Elham Nikbakht; Ali Soleimani Rad; Mohammad Reza Iravani

2012-01-01

Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held...

THE ANTECEDENTS OF ORGANIZATIONAL AGILITY: ORGANIZATIONAL STRUCTURE, DYNAMIC CAPABILITIES AND CUSTOMER ORIENTATION

OpenAIRE

Kanten, Pelin; Kanten, Selahattin; Keceli, Munevver; Zaimoglu, Zuhal

2017-01-01

This study aims to investigate someantecedents of organizational agility. In the literature, it is seen thatstudies suggest that some organizational factors provide to maintainorganizational agility. Therefore, organizational structure, dynamic capabilitiesand customer orientation are considered as predictors of organizational agilitywithin the scope of the study. For this purpose, the data which were collectedfrom 176 employees in the retailing industry by the survey method were analyzedusin...

The impact of organizational culture on employees’ organizational silence In Shiraz University of Medical Sciences

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Ebrahim Parcham

2017-01-01

Full Text Available Introduction: Organizational Culture is one of the most important factors that can change the climate of silence. The main aim of this research was to investigate the influence of organizational culture on employees’ organizational silence in Shiraz University of Medical Sciences. Method: This research was a descriptive-correlation one. The target population was chosen from 1900 staff of the University of Medical sciences and Health Care headquarter in Shiraz. Thus 311 employees were selected using the Krejcie and Morgan sampling table. The instrument used in this research was Denison (2006 organizational culture questionnaire and Dimitris Buratas and Maria Vacula (2007 organizational culture. Cornbrash’s alpha method was used to calculate the reliability. The Item analysis and expert consensus were applied to calculate the validity of instruments. All gathered data analyzed with PLS software. Results: The results showed that the four dimensions of organizational culture include organizational involvement, organizational adaptability, organizational concistency and organizational mission was moderate and the mean scores obtained for each factor were 2.85, 2.82, 2.94 and 2.93 respectively. Structural equation model showed Organizational culture has a significant positive impact on organizational silence (β=0.68; P<.001. Conclusion: Based on the results and impact of organizational culture on organizational silence that is positive and significant; The organization further efforts to strengthen various aspects of organizational culture, especially the employees’ involvement in decision making; Employees can better express their opinions and thus reduced their organizational silence. In other words strengthening corporate culture is combined with the reduction of organizational silence. Medical organizations can establish appropriate reward system for creative ideas and suggestions to encourage people express their ideas As a result, reduced

Research organizational factors

International Nuclear Information System (INIS)

Coffman, F.D. Jr.

1990-01-01

Organizational processes at nuclear power plants should be sufficient to prevent accidents and to protect public health and safety upon the occurrence of an accident. The role of regulatory research is to confirm that agency assessments of organization processes are on a firm technical basis and provide for improvements in the NRC [Nuclear Regulatory Commission] programs. A firm technical basis is achieved by reducing uncertainties associated with methods and measures used to assess organization processes. The general objective for regulatory research is to confirm that the agency has a coherent understanding of the organizational processes that are individually necessary and are collectively sufficient for safe operations, methods are available to reliably characterize organizational processes, and measures exist to monitor changes in the key organizational processes. The first specific objective was to develop a method to translate organizational processes into PRAs. The discussion provides feedback and insights from experience with the past and the ongoing organizational factors research. That experience suggests a set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights

Emotional Intelligence, Work/Family Conflict, and Work Values among Customer Service Representatives: Basis for Organizational Support

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Rommel P. Sergio

2015-03-01

Full Text Available This research paper discusses the profile of emotional intelligence, work/family conflict, and work values among 437 purposively selected customer service representatives (CSRs from the Middle East, Iran, Pakistan, Russia, India, and the Philippines. Moreover, the study leads to a set of organizational change development programs to assist organizations to cope with their diversity concerns. The descriptive, comparative-correlational methods were employed as this paper also aims to find the correlates of emotional intelligence such as work/family conflict, and work values. The researchers utilized several instruments, namely the Demographic Profile Sheet, Emotional Competence Inventory, Work/Family Conflict Scale, and Work Values Inventory. The general findings reveal that there is a significant relationship between emotional intelligence and work/family conflict, particularly on the areas of self- management, social awareness and relationship management; whereas, there is a significant relationship between emotional intelligence (particularly on the clusters of self- management, social awareness and relationship management and work values (specifically in the areas of management, achievement, supervisory relations, way of life, and independence. The organizational development support programs with emphasis on diversity management have been recommended to set future directions for call center organizations involved in the study.

Impact on Organizational Climate trough Organizational Culture factors. Case Study of Latvia and Lithuania

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Juris Iljins

2016-01-01

Full Text Available Purpose of the article: The purpose of this paper is to investigate the impact of organizational culture on organizational climate in process of change. For solving this problem, it is necessary to identify the main factors of organizational culture in the change process. After exploring the impact of organizational culture on organizational climate through distinguished culture’s factors, article examines how changes can be processed in different cultural environments. Methodology: The research design is based on Yin (1994 methodology and consists of two main stages: data analysis and validation for case study and case study’s methodology according to Yin (1994 (four steps: design the case, conduct the case, analyse the case evidence and develop conclusions. In the first stage an expert evaluation method was used to investigate the significance of organizational culture factors’ impact on organizational climate. Different factors of organizational climate were explored in the paper. To affirm the results triangulation method was applied. To verify the results of the research mathematical calculations and case study were used. Within the research the most significant factors were stressed. During the second stage, the case study was carried out to validate the research results in specific companies. Comparison between medium-size companies was made. It is important, that in case Latvian company (A capital holders are Latvian entrepreneurs and capital holders of Lithuanian company (B are international. Scientific aim: To distinguish organizational culture’s factors that have an impact on organizational climate’s change. Findings: The results of the research confirmed that during the period of changes organizational culture has an impact on organizational climate through specific factors. Theoretical model how change organizational culture impacts organizational climate is developed. Research showed that stability, job satisfaction, team

Financial outlook for the Canadian gas industry

International Nuclear Information System (INIS)

Friedenberg, B.

1995-01-01

The financial outlook for the Canadian gas industry depends on the outlook for gas prices at Canadian producing basins, the cost of producing in Canada and the volume of production of Canadian natural gas. Price, cost and volume determine the health of the Canadian industry. Industry's costs are the basis of the supply (volume) offered on the market and price is determined by the interaction of supply and demand. (author)

Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment.

Science.gov (United States)

Green, Amy E; Dishop, Christopher R; Aarons, Gregory A

2016-10-01

Community mental health providers often operate within stressful work environments and are at high risk of emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examined the relationships between organizational stress, provider adaptability, and organizational commitment. Variables were analyzed with moderated multilevel regression in a sample of 311 mental health providers from 49 community mental health programs. Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low but were less committed than those who were less adaptable when organizational stress was high. Providers higher in adaptability may perceive their organization as a greater fit when the work environment is less stressful; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain adaptable employees.

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

Science.gov (United States)

Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

2016-01-01

Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences.

Science.gov (United States)

Azizollah, Arbabisarjou; Abolghasem, Farhang; Mohammad Amin, Dadgar

2015-12-14

Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences.  This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach's Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).

The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

Science.gov (United States)

Fard, Parastoo Gashtasebi; Karimi, Fariba

2015-01-01

This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

The Canadian National Retirement Risk Index: employing statistics Canada's LifePaths to measure the financial security of future Canadian seniors.

Science.gov (United States)

MacDonald, Bonnie-Jeanne; Moore, Kevin D; Chen, He; Brown, Robert L

2011-01-01

This article measures a Canadian National Retirement Risk Index (NRRI). Originally developed by the Center for Retirement Research at Boston College, the NRRI is a forward-looking measure that evaluates the proportion of working-aged individuals who are at risk of not maintaining their standard of living in retirement. The Canadian retirement income system has been very effective in reducing elderly poverty, but our results suggest that it has been much less successful in maintaining the living standards of Canadians after retirement. Since the earlier years of the new millennium, we find that approximately one-third of retiring Canadians have been unable to maintain their working-age consumption after retirement—a trend that is projected to worsen significantly for future Canadian retirees. The release of the Canadian NRRI is timely given the widespread concern that the current Canadian retirement income system is inadequate. Many proposals have recently emerged to extend and/or enhance Canadian public pensions, and the NRRI is a tool to test their merit. The methodology underlying the Canadian NRRI is uniquely sophisticated and comprehensive on account of our employment of Statistics Canada’s LifePaths, a state-of-the-art stochastic microsimulation model of the Canadian population. For instance, the Canadian NRRI is novel in that it models all of the relevant sources of consumption before and after retirement, while accounting for important features that are typically neglected in retirement adequacy studies such as family size, the variation of consumption over a person’s lifetime, and the heterogeneity among the life courses of individuals.

Revisiting Organizational Credibility and Organizational Reputation – A Situational Crisis Communication Approach

OpenAIRE

Jamal Jamilah; Abu Bakar Hassan

2017-01-01

Organizational credibility, the extent of which an organization as the source of messages is perceived as trustworthy and reliable, is one important aspect to determine organization’s survival. The perceived credibility of the messages will either strengthen or worsen an organization reputation. The primary objective of this paper is to revisit the concept of organizational credibility and its interaction with organizational outcomes such as organizational reputation. Based on the situational...

Committing Canadian sociology: developing a Canadian sociology and a sociology of Canada.

Science.gov (United States)

Matthews, Ralph

2014-05-01

This paper is a slightly revised version of the author's "Outstanding Career Award Lecture" presented at the Annual Meeting of the Canadian Sociological Association in Victoria, British Columbia on June 6, 2013. The paper distinguishes between Canadian Sociology and the Sociology of Canada. The former involves the explanatory stance that one takes to understanding Canada. The latter addresses the significant social dimensions that underlie Canadian social organization, culture, and behavior. I make a case for a Canadian Sociology that focuses on the unique features of Canadian society rather than adopting a comparative perspective. I also argue that there is a continuing need within the Sociology of Canada to address the issues of staples development. However, I argue that "new" staples analysis must have a directional change from that of the past, in that social processes now largely determine the pattern of staples development. Moreover, new staples analysis must include issues that were never part of earlier staples analysis, such as issues of environmental impacts and of staples depletion under conditions, such as climate change. The paper concludes by analyzing four factors that provide the dominant social contexts for analyzing modern staples development: (1) the rise of neoliberal government, (2) the implementation of globalization and its social consequences, (3) the assumption of aboriginal rights and entitlement, and (4) the rise of environmentalism. These factors were generally not considered in earlier staples approaches. They are critical to understanding the role of staples development and its impact on Canada in the present time.

Dimensions of Organizational Coordination

DEFF Research Database (Denmark)

Jensen, Andreas Schmidt; Aldewereld, Huib; Dignum, Virginia

2013-01-01

be supported to include organizational objectives and constraints into their reasoning processes by considering two alternatives: agent reasoning and middleware regulation. We show how agents can use an organizational specification to achieve organizational objectives by delegating and coordinating...... their activities with other agents in the society, using the GOAL agent programming language and the OperA organizational model....

Relationship between Organizational Learning and Organizational Agility in Teaching Hospitals of Yazd

Directory of Open Access Journals (Sweden)

Mohammad Amin Bahrami

2016-10-01

Full Text Available Background: In organizational learning theory, organization is defined as an open system that has the ability to anticipate, identify, define, design, and solve its problems. This study was aimed to examine the relationship between organizational learning and organizational agility in the teaching hospitals of the city of Yazd. Methods: This analytical and cross-sectional study was conducted in 2015 in four teaching hospitals of the city of Yazd. A total of 370 administrative and medical staff contributed in the study. We used stratified-random method for sampling. The required data were gathered using two valid questionnaires including organizational learning questionnaire (Neefe 2001 and organizational agility questionnaire according to the theory of Sharifi & Zhang (1999 being analyzed trough statistical softwares of R and lavaan package, semPlot and semtool for structural equation model and SPSS18 for descriptive statistics. Results: Our results showed a positive significant relationship between organizational learning and organizational agility (0.521. Conclusion: Based on the findings it can be concluded that the implementation of appropriate strategies for improving the organizational capacity to direct its employees’ mental abilities, can improve the ability of organization’s rapid response to surrounding issues which is crucial for its survival and dynamics in today’s changing world.

Health practices of Canadian physicians.

Science.gov (United States)

Frank, Erica; Segura, Carolina

2009-08-01

To study the health and health practices of Canadian physicians, which can often influence patient health. Mailed survey. Canada. A random sample of 8100 Canadian physicians; 7934 were found to be eligible and 3213 responded (40.5% response rate). Factors that influence health, such as consumption of fruits and vegetables, amount of exercise and alcohol consumption, smoking status, body mass idex, and participation in preventive health screening measures, as well as work-life balance and emotional stability. Canadian physicians are healthy. More than 90% reported being in good to excellent health, and only 5% reported that poor physical or mental health made it difficult to handle their workload more than half the time in the previous month (although a quarter had reduced work activity because of long-term health conditions). Eight percent were obese, 3% currently smoked cigarettes, and 1% typically consumed 5 drinks or more on days when they drank alcohol. Physicians averaged 4.7 hours of exercise per week and ate fruits and vegetables 4.8 times a day. Their personal screening practices were largely compliant with Canadian Task Force on Preventive Health Care recommendations. They averaged 38 hours per week on patient care and 11 hours on other professional activities. Fifty-seven percent agreed that they had a good work-life balance, and 11% disagreed with the statement "If I can, I work when I am ill." Compared with self-reports from the general Canadian population, Canadian physicians, like American physicians, seem to be healthy and to have generally healthy behaviour. There is, however, room for improvement in physicians' personal and professional well-being, and improving their personal health practices could be an efficient and beneficent way to improve the health of all Canadians.

Canadian gas supply : an update

International Nuclear Information System (INIS)

Rochefort, T.

1998-01-01

An overview of the daily production from the Western Canada Sedimentary Basin (WCSB) from 1986 to 1997 was presented. This presentation also outlined Canadian production trends, Canadian reserves and resources, and supply challenges. Ultimate conventional marketable gas from the WCSB, the Scotian Shelf, the Beaufort Sea and Canada's Arctic region was estimated at 591 TCF. Issues regarding supply and demand of natural gas such as the impact of electricity restructuring on pricing, generation fuel mix, the capacity of the U.S. market to absorb Canadian heavy oil production, and the influence of the rate of technological advances on supply and demand were outlined. The overall conclusion confirmed the health and competitiveness of the Canadian upstream sector and expressed confidence that the WCSB can support rising levels of production to meet the expected continued market growth. tabs., figs

Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.

Science.gov (United States)

Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

2015-09-07

It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

Organizational Identity

DEFF Research Database (Denmark)

Hatch, Mary Jo; Schultz, Majken

This text presents the classic works on organizational identity alongside more current thinking on the issues. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through...

Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

Science.gov (United States)

Chang, Ching-Sheng

2015-06-01

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

Personality, temperament, organizational climate and organizational citizenship behavior of volunteers

OpenAIRE

Elżbieta Chwalibóg

2011-01-01

The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Reto...

Impact of organizational culture on organizational commitment and job satisfaction

OpenAIRE

Abid Alvi, Huma; Hanif, Mehmood; Adil, Muhammad Shahnawaz; Ahmed, Rizwan Raheem; Vveinhardt, Jolita

2014-01-01

In this study, the researcher has tried toinvestigate the three types of organizational culture and its impact on job satisfaction and employee commitment in Chemical Sector of Karachi. The core objective of the study is toidentify the impact of organizational culture on job satisfaction and employeecommitment in Chemical Sector so as to improve the job satisfaction andcommitment of the employees in their working environment. And research questionis what is the impact of organizational cultur...

The relationship between organizational commitment components and organizational citizenship behavior in nursing staff

Directory of Open Access Journals (Sweden)

Leyla Amin Bandar Cham Khaleh

2016-05-01

Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.

Organizational Remembering as Narrative

DEFF Research Database (Denmark)

Musacchio Adorisio, Anna Linda

2014-01-01

This article focuses on organizational remembering in banking. To provide an alternative to the repository image of memory in organization, organizational remembering is conceptualized as narrative, where narrative represents a way to organize the selection and interpretation of the past....... The narrative perspective deals with both the experiential and contextual nature of remembering by addressing concerns raised by critiques of organizational memory studies, namely, the subjective experience of remembering and the social and historical context in which remembering takes place. Antenarrative...... the narrative perspective reveals ruptures and ambiguities that characterize organizational remembering that would remain hidden in the organizational memory studies approach....

Market potential for Canadian crude oil

International Nuclear Information System (INIS)

Heath, M.; Fisher, L.; Golosinski, D.; Luthin, A.; Gill, L.; Raggett, C.

1997-01-01

Future key markets for Canadian crude were evaluated, and probable flow volumes and prices were identified. Key concerns of market participants such as pricing, alternative crude sources, pipeline tariffs and crude quality, were examined. An overview of the competition faced by Canadian crude supply in global markets was presented. World crude oil supply and demand was discussed. US and Canadian crude oil supply (2000 to 2010), refinery demand for light and heavy crudes, existing future crude oil and refined product pipeline infrastructure, and pricing implications of changing crude oil flows were analyzed. The general conclusion was that the US market will continue to provide growing markets for Canadian crude oil, and that the Canadian supply to fulfill increased export requirements will be available due to the combined effects of increasing heavy crude supply, growing production from the east coast offshore, and recent and ongoing pipeline expansions and additions. 20 refs., 64 tabs., 42 figs

The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

International Nuclear Information System (INIS)

Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

2006-01-01

This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

Perceived Organizational Red Tape and Organizational Performance in Public Services

DEFF Research Database (Denmark)

Jacobsen, Christian Bøtcher; Jakobsen, Mads Leth

2018-01-01

The claim that perceived organizational red tape hampers public services has become a central theme in public administration research. Surprisingly, however, few scholars have empirically examined the impact of perceived red tape on organizational performance. This study empirically analyzes how...... perceived organizational red tape among managers and frontline staff relates to objectively measured performance. The data consists of survey responses from teachers and principals at Danish upper secondary schools combined with grade-level administrative performance data. Based on theories of red tape...... and motivation crowding, we hypothesize that perceived organizational red tape reduces performance within such organizations. The empirical result is a small, negative relationship between staff perception of red tape and performance, and no relationship between manager-perceived red tape and performance....

Canadian hydrogen safety program

International Nuclear Information System (INIS)

MacIntyre, I.; Tchouvelev, A.V.; Hay, D.R.; Wong, J.; Grant, J.; Benard, P.

2007-01-01

The Canadian hydrogen safety program (CHSP) is a project initiative of the Codes and Standards Working Group of the Canadian transportation fuel cell alliance (CTFCA) that represents industry, academia, government, and regulators. The Program rationale, structure and contents contribute to acceptance of the products, services and systems of the Canadian Hydrogen Industry into the Canadian hydrogen stakeholder community. It facilitates trade through fair insurance policies and rates, effective and efficient regulatory approval procedures and accommodation of the interests of the general public. The Program integrates a consistent quantitative risk assessment methodology with experimental (destructive and non-destructive) failure rates and consequence-of-release data for key hydrogen components and systems into risk assessment of commercial application scenarios. Its current and past six projects include Intelligent Virtual Hydrogen Filling Station (IVHFS), Hydrogen clearance distances, comparative quantitative risk comparison of hydrogen and compressed natural gas (CNG) refuelling options; computational fluid dynamics (CFD) modeling validation, calibration and enhancement; enhancement of frequency and probability analysis, and Consequence analysis of key component failures of hydrogen systems; and fuel cell oxidant outlet hydrogen sensor project. The Program projects are tightly linked with the content of the International Energy Agency (IEA) Task 19 Hydrogen Safety. (author)

A survey of Canadian cancer patients' perspectives on the characteristics and treatment of breakthrough pain.

Science.gov (United States)

Bedard, Gillian; Hawley, Philippa; Zhang, Liying; Slaven, Marissa; Gagnon, Pierre; Bisland, Stuart; Bennett, Margaret; Tardif, Francois; Chow, Edward

2013-09-01

Breakthrough pain is defined as a transient exacerbation of pain that occurs spontaneously or in response to a trigger despite stable and controlled background pain. The purpose of this study was to explore Canadian patients' awareness of and experience with breakthrough pain in cancer (BTPc). Four Canadian cancer centers participated in a non-interventional survey recruiting cancer patients who experienced breakthrough pain. These patients were asked about their pain, its impact on functioning, current management and interest in new treatments of BTPc. Ninety-four Canadian cancer patients participated in this study, with 96% stating that cancer pain impacted their daily living with over half unable to go to work or shopping. Fifty percent of patients said that an episode of BTPc lasted greater than 60 minutes, with the pain score being on average 7.8/10, impacting normal work (7.2/10) and general activity (7.1/10). Only 35% of patients were very satisfied with the speed of relief of their medications. Those who did not take their breakthrough pain medication for every episode stated that was because the pain was not always severe (37%), or they were afraid of becoming tolerant (23%) or addicted (12%). Patients stated that the most important features of a new treatment for BTPc were the ability to relieve pain completely (47%), and quickly (43%). Patients expressed willingness to try transmucosal products (80%) or nasal products (59%). Breakthrough cancer pain in Canadian cancer patients greatly impacts their daily lives. There is room for improvement in the management of BTPc, and the majority of patients would be willing to try new treatments.

The amazing vanishing Canadian dermatologist: results from the 2006 Canadian Dermatology Association member survey.

Science.gov (United States)

Chow, Eunice Y; Searles, Gordon E

2010-01-01

The 2006 Canadian Dermatology Association (CDA) member survey tracked the Canadian dermatology workforce. Information on use of nondermatologist extenders, impact of financial burden on practice style, and wait times was collected in the survey. To survey Canadian dermatologists for specialty-specific physician resource information including demographics, workload, and future career plans and compare it to results from the 2001 survey. In addition, to explore three other areas not covered in the previous survey: patient access to dermatologic care through wait times, the use of nondermatologist extenders, and potential impact of educational financial debt on practice styles. CDA members in 2006 were surveyed by mail. Follow-up mailings were done for nonresponders. Survey results were compared to those of the 2001 survey. Thirty-six percent (216 of 602) of Canadian dermatologists responded (70% in 2001). The national distribution was identical between surveys. The median age increased to 55 years; two-thirds of dermatologists are male. The median retirement age remained at 65 years. There was a shift from rural to urban practice locations; 78% practice in private offices. Three-fifths of dermatologists do mainly medical dermatology, a decrease between surveys. Pediatric dermatology decreased 10%, whereas surgical dermatology increased 52% between surveys. Fewer practitioners perform noninsured services, and half as many perform research or hospital consultations or teach medical students. Financial debt burden had no impact on selection of practice style. Median wait times for nonurgent consultations doubled from 5 to 10 weeks; follow-up visits increased from 4 to 5 weeks; noninsured consultations increased from 4 to 5 weeks. The national median wait time for a third available consultation appointment was 42 days (range 7-161 days). Seventeen percent of dermatologists reported using nondermatologist extenders. Training programs produce only 60% of new practitioners

Organizational Factors of Justice and Culture Leading to Organizational Identification in Merger and Acquisition

Science.gov (United States)

Ismail, Maimunah; Umar Baki, Nordahlia

2017-01-01

Purpose: This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia. Design/methodology/approach: The study, which adopts the Social Identity Theory as its…

Organizational commitment of military physicians.

Science.gov (United States)

Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

2009-09-01

An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics.

Organizational architecture of multinational company

OpenAIRE

Vrbová, Tereza

2012-01-01

The Bachelor's Thesis ,,Organizational architecture of multinational company" sets the target to analyse organizational structures used in multinational companies at present. In the teoretical section is briefly described development of this subject, basic concepts associated with organizational architecture such as globalization, multinational companies and organizational architecture. I also generalized main characteristics of organizational forms and describe their pros and cons. The pract...

Canadian International Food Security Research Fund (CIFSRF ...

International Development Research Centre (IDRC) Digital Library (Canada)

Canadian International Food Security Research Fund (CIFSRF). The Canadian International Food Security Research Fund (CIFS-RF) is a collaborative program of the Canadian International Development Agency (CIDA) and IDRC valued at CA $61 654 707 (CIDA: CA $50 000 000; IDRC: CA $11 654 707). The program ...

Relationship Between Organizational Culture and Organizational Effectiveness - A Study of Nurses in Taiwan.

Science.gov (United States)

Yan, Yu-Hua

2016-01-01

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. It is therefore essential to understand the relationship between organizational cultures and organizational effectiveness. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 900 questionnaires were distributed and 473 valid questionnaires were returned. Organizational cultures were significantly (positively) correlated with organizational effectiveness (p<0.001). When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing organizational effectiveness.

Organizational Justice

Science.gov (United States)

Burns, Travis

2013-01-01

Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their interactions…

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital's Employees, 2013.

Science.gov (United States)

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.

DSS FOR ORGANIZATIONAL DIAGNOSIS

NARCIS (Netherlands)

FROWEIN, JC; POSTMA, TJBM

1992-01-01

Information technology in relation to organizational diagnosis and organizational change is the subject of extensive and increasing discussion. A condition for change is insight into organizational problems. This paper discusses the relation between the concepts ''problem'', ''decision making'' and

Does organizational agility affect organizational learning capability? Evidence from commercial banking

OpenAIRE

Zaina Mustafa Mahmoud Hamad; Uğur Yozgat

2017-01-01

Both organizational agility and learning capability are prerequisites for organizational survival and success. This study explores the contribution of agility practices to organizational learning capabilities at the commercial banks in Jordan. To examine the proposed model, a sample of 158 employees within top and middle managements was used. Structural Equation Modeling was conducted for assessing validity and reliability of measurement instrument, evaluating model fit, and testing hypothese...

Employees' responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover.

Science.gov (United States)

Sung, Wookje; Woehler, Meredith L; Fagan, Jesse M; Grosser, Travis J; Floyd, Theresa M; Labianca, Giuseppe Joe

2017-06-01

The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Researching organizational factors

International Nuclear Information System (INIS)

Coffman, F.

1991-01-01

This paper discusses feedback and insights from experience (both successful and unsuccessful) with the past and the ongoing organizational factors research. That experience suggests a leading set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights. This paper is organized into (1) an introductory description of what the agency is doing to assess organizational effectiveness, (2) some insights from past and ongoing research, (3) an opinion on a leading set of ingredients to properly research organizational factors, and (4) a summary

Organizational Science

Science.gov (United States)

Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

2013-01-01

Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

Government and voluntary sector differences in organizational capacity to do and use evaluation.

Science.gov (United States)

Cousins, J Bradley; Goh, Swee C; Elliott, Catherine; Aubry, Tim; Gilbert, Nathalie

2014-06-01

Research on evaluation capacity is limited although a recent survey article on integrating evaluation into the organizational culture (Cousins, Goh, Clark, & Lee, 2004) revealed that interest in the topic is increasing. While knowledge about building the capacity to do evaluation has developed considerably, less is understood about building the organizational capacity to use evaluation. This article reports on the results of a pan-Canadian survey of evaluators working in organizations (internal evaluators or organization members with evaluation responsibility) conducted in 2007. Reliability across all constructs was high. Responses from government evaluators (N=160) were compared to responses from evaluators who work in the voluntary sector (N=89). The former were found to self-identify more highly as 'evaluators' (specialists) whereas the latter tended to identify as 'managers' (non-specialists). As a result, government evaluators had significantly higher self-reported levels of evaluation knowledge (both theory and practice); and they spent more time performing evaluation functions. However, irrespective of role, voluntary sector respondents rated their organizations more favorably than did their government sector counterparts with respect to the antecedents or conditions supporting evaluation capacity, and the capacity to use evaluation. Results are discussed in terms of their implications for evaluation practice and ongoing research. Copyright © 2013 Elsevier Ltd. All rights reserved.

ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL LEARNING CLIMATE RELATIONSHIP

OpenAIRE

Mine TA rker

2008-01-01

Global competition highlights the importance of innovation, flexibility, responsiveness, and cooperativeness for long-term organizational success. Innovative and spontaneous behaviours’ vitality is revealed in protecting organization in an ever-chancing environment. As a necessity, organizations will become more dependent on employees who are willing to contribute effective organizational functioning, regardless of their formal role requirements. Employee behaviours like citizenship behaviour...

Ideological and organizational components of differing public health strategies for addressing the social determinants of health.

Science.gov (United States)

Raphael, Dennis; Brassolotto, Julia; Baldeo, Navindra

2015-12-01

Despite a history of conceptual contributions to reducing health inequalities by addressing the social determinants of health (SDH), Canadian governmental authorities have struggled to put these concepts into action. Ontario's-Canada's most populous province-public health scene shows a similar pattern. In statements and reports, governmental ministries, professional associations and local public health units (PHUs) recognize the importance of these issues, yet there has been varying implementation of these concepts into public health activity. The purpose of this study was to gain insight into the key features responsible for differences in SDH-related activities among local PHUs. We interviewed Medical Officers of Health (MOH) and key staff members from nine local PHUs in Ontario varying in SDH activity as to their understandings of the SDH, public health's role in addressing the SDH, and their units' SDH-related activities. We also reviewed their unit's documents and their organizational structures in relation to acting on the SDH. Three clusters of PHUs are identified based on their SDH-related activities: service-delivery-oriented; intersectoral and community-based; and public policy/public education-focused. The two key factors that differentiate PHUs are specific ideological commitments held by MOHs and staff and the organizational structures established to carry out SDH-related activities. The ideological commitments and the organizational structures of the most active PHUs showed congruence with frameworks adopted by national jurisdictions known for addressing health inequalities. These include a structural analysis of the SDH and a centralized organizational structure that coordinates SDH-related activities. © The Author (2014). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Culture and Organizational Learning

NARCIS (Netherlands)

Cook, N.; Yanow, D.

2011-01-01

Traditionally, theories of organizational learning have taken one of two approaches that share a common characterization of learning but differ in focus. One approach focuses on learning by individuals in organizational contexts; the other, on individual learning as a model for organizational

The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

Directory of Open Access Journals (Sweden)

Jimmy Sadeli

2012-12-01

Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

The Effect of Absorptive Capacity on Green Customer Capital under an Organizational Unlearning Context

Directory of Open Access Journals (Sweden)

Silvia Martelo-Landroguez

2018-01-01

Full Text Available Environmental management is becoming increasingly important within organizations and forms an essential part of their strategies. As customers are more concerned with the care of the environment, companies are required to be more aware of their actions. Consequently, companies must ignore their historical mindsets and assumptions to be able to adopt green-oriented practices and processes. Our specific research questions are: (i How can firms become (more green-oriented? and (ii how can knowledge-based organizational capabilities drive this shift into greener companies, which may enhance green customer capital? The research model describes how the complementary roles of absorptive capacity (direct effect and the fostering of an organizational unlearning context (moderating effect affects green customer capital within the Spanish automotive component manufacturing sector. Empirical results reveal that to create green customer capital, companies should absorb new knowledge and build a context of organizational unlearning. In today’s competitive environment, knowledge rapidly becomes obsolete, so companies need to encourage unlearning to make space for new knowledge that meets environmental needs and keeps pace with changing customer preferences. The research hypotheses were tested using partial least squares (PLS path-modeling.

Job Satisfaction: Insights from Home Support Care Workers in Three Canadian Jurisdictions.

Science.gov (United States)

Panagiotoglou, Dimitra; Fancey, Pamela; Keefe, Janice; Martin-Matthews, Anne

2017-03-01

This mixed-methods study identified the personal and workplace characteristics that drive the job satisfaction of home support workers (HSWs) providing assistance to elderly clients. Data were based on a standardized measure of job satisfaction, along with in-depth qualitative interviews with 176 home support workers from three Canadian provincial jurisdictions (British Columbia, n = 108; Ontario, n = 28; Nova Scotia, n = 40). We anticipated that variability in demographic profiles between the three groups of workers and different job descriptions would be associated with differences in perceived job satisfaction. This was not the case. Results from the qualitative analysis highlight key areas that contributed to job satisfaction. These are job (scheduling, travel, and safety), economic (income security), and organizational (communication, support, and respect) factors. Given these findings, we recommend improvements to workplace communication, increased travel time allowance between clients, and wage parity with equivalent positions in long-term care facilities.

Relationship between Organizational Communication Satisfaction and Organizational Justice: An Empirical Study

OpenAIRE

Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

2013-01-01

This study aimed to investigate the relationship between organizational communication satisfaction and organizational justice and to explore the impact of communication satisfaction on perceived justice in a group of university employees. Data were obtained through questionnaires among 481 academics working in public and private universities in Turkey. The research measures used in this study were the Communication Satisfaction Questionnaire of Downs and Hazen and the Organizational Justice S...

2007 Canadian vehicle survey : summary report

Energy Technology Data Exchange (ETDEWEB)

Garcha, A.; Norup, S.; Kormylo, A.

2009-09-15

The Canadian vehicle survey is a quarterly survey of vehicle transportation activities in Canada that began in 1999. This report presented the results of the Canadian vehicle survey for 2007. The purpose of the survey is to encourage Canadians to make energy-efficient choices regarding their driving habits. The study shed light on Canadian fuel consumption behaviour, modes of transportation and consumer trends. This report examined the composition of Canada's vehicle fleet, the main characteristics of this fleet, and the patterns of vehicle use. Some behavioural characteristics of Canadian drivers were also discussed. Specific topics that were presented included Canada's on-road vehicle fleet; geographic analysis; light vehicles; heavy vehicles such as medium and heavy trucks; and trip analysis such as road types used by vehicles, rush hour and fuel consumption, and driver's age and gender. It was concluded that vehicles in Canada consumed 31 billion litres of gasoline and 11 billion litres of diesel. In addition, fuel efficiency for heavy trucks increased 21 percent between 2000 and 2007. 15 tabs., 39 figs., 4 appendices.

Political Socialization Research and Canadian Studies

Science.gov (United States)

Tomkins, George S.

1977-01-01

Presents a review of the burgeoning field of Canadian political socialization research as it applies to children and youth, and considers some implications of recent findings for the Canadian studies curriculum. (Editor)

Nurses' extended work hours: Patient, nurse and organizational outcomes.

Science.gov (United States)

Kunaviktikul, W; Wichaikhum, O; Nantsupawat, A; Nantsupawat, R; Chontawan, R; Klunklin, A; Roongruangsri, S; Nantachaipan, P; Supamanee, T; Chitpakdee, B; Akkadechanunt, T; Sirakamon, S

2015-09-01

Nursing shortages have been associated with increased nurse workloads that may result in work errors, thus impacting patient, nurse and organizational outcomes. To examine for the first time in Thailand nurses' extended work hours (working more than 40 h per week) and its relationship to patient, nurse and organizational outcomes. Using multistage sampling, 1524 registered nurses working in 90 hospitals across Thailand completed demographic forms: the Nurses' Extended Work Hours Form; the Patient, Nurse, Organizational Outcomes Form; the Organizational Productivity Questionnaire and the Maslach Burnout Inventory. The data were analysed using descriptive statistics, Spearman's rank correlation and logistic regression. The average extended work hour of respondents was 18.82 h per week. About 80% worked two consecutive shifts. The extended work hours had a positive correlation with patient outcomes, such as patient identification errors, pressure ulcers, communication errors and patient complaints and with nurse outcomes of emotional exhaustion and depersonalization. Furthermore, we found a negative correlation between extended work hours and job satisfaction as a whole, intent to stay and organizational productivity. Nurses who had extended work hours of >16 h per week were significantly more likely to perceive all four adverse patient outcomes than participants working an extended ≤8 h per week. Patient outcomes were measured by respondents' self-reports. This may not always reflect the real occurrence of adverse events. Associations between extended work hours and outcomes for patients, nurses and the organization were found. The findings demonstrate that working two shifts (16 h) more than the regular work hours lead to negative outcomes for patients, nurses and the organization. Our findings add to increasing international evidence that nurses' poor working conditions result in negative outcomes for professionals, patients and health systems

Organizational climate and culture.

Science.gov (United States)

Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

2013-01-01

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

Canadian gas resource

International Nuclear Information System (INIS)

Anon.

1989-01-01

Canadian exports of gas to the United States are a critical component of EMF-9 (North American Gas Supplies). However, it has been noted that there are differences between US expectations for imports and Canadian forecasts of export supply capacity. Recent studies by the National Petroleum Council (NPC) and the US Department of Energy (DOE) indicate that 1.8 to 2.4 Tcf of imports may be required in the mid to late 1990's; A recent study by Canada's National Energy Board (NEB) indicates that the conventional resource base may not be able to provide continued gas exports to the US after the mid 1990's and that frontier sources would need to be developed to meet US expectations. The discrepancies between US expectations and Canadian estimates of capacity are of great concern to US policymakers because they call into question the availability of secure supplies of natural gas and suggest that the cost of imports (if available) will be high. By implication, if shortages are to be averted, massive investment may be required to bring these higher cost sources to market. Since the long-term supply picture will be determined by the underlying resource base, EMF-9 participants have been asked to provide estimates of critical components of the Canadian resource base. This paper provides a summary of ICF-Lewin's recent investigation of both the Conventional and Tight Gas resource in Canada's Western Sedimentary Basin, which includes both quantitative estimates and a brief sketch of the analysis methodology

Organizational diagnosis, the stepping stone to organizational effectiveness

Directory of Open Access Journals (Sweden)

Patsy Govender

2016-08-01

Full Text Available Organizational survival, success and effectiveness depend on the ability of the organization to adapt to continuous challenges, competition and change. However, improving and changing organizations demand properly understanding and diagnosing them. So, where does diagnosis start and how can we measure effectiveness? Diagnosis starts with assessing key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance to identify gaps towards effectiveness. Effectiveness is evaluated in terms of the extent to which people have the right skills and competencies and are trained and strategically managed to enhance profitability (finance, the organization’s marketing strategy, operations/service and, measurement of the corporate/business development and growth achieved as a result of planned efforts to ensure organizational viability, stability and maturity. This study uses an integrated system evaluation process to diagnose the extent to which key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance impact on organizational effectiveness respectively. The population for the study comprised of all staff in a provincial trade and investment promotion agency in South Africa and a consensus approach was used through a cluster sampling technique, which secured an 85.4% response rate. In this quantitative, cross-sectional study data was collected using questionnaires and analyzed using both descriptive and inferential statistics. The results reflect that the diagnostic variables impact on organizational effectiveness in varying degrees. The important diagnostic dimensions and areas for improvement are identified and suggestions for corrective action are presented in order to enhance overall organizational effectiveness.

Awareness of treatment history in family and friends, and mental health care seeking propensity.

Science.gov (United States)

Thériault, François L; Colman, Ian

2017-04-01

Many adults suffering from mental disorders never receive the care they need. The role of family and friends in overcoming mental health treatment barriers is poorly understood. We investigated the association between awareness of lifetime mental health treatment history in one's family or friends, and likelihood of having recently received mental health care for oneself. Using Canadian Community Health Survey 2012-Mental Health data, we defined care seekers as individuals who talked about mental health issues to at least one health professional in the past 12 months. Seekers were matched to non-seekers based on estimated care seeking propensity, and 1933 matched pairs were created. Reported awareness of lifetime treatment history in family and friends was compared between seekers and non-seekers. There were no differences in the distribution of any confounder of interest between seekers and non-seekers. 73% of seekers were aware of treatment history in family or friends, compared to only 56% of non-seekers (RR 1.3; 95% CI 1.2, 1.3). Awareness of treatment history in family members had nearly identical associations with care seeking as awareness of treatment history in friends. We have found a social clustering of mental health care seeking behavior; individuals who were aware of lifetime treatment history in family or friends were more likely to have recently sought care for themselves. These novel results are consistent with a social learning model of care seeking behavior, and could inform efforts to bridge the current mental health treatment gap.

Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration

Directory of Open Access Journals (Sweden)

Konstantinos M. Karyotakis

2016-05-01

Full Text Available The present paper outlines the critical role and influence of organizational culture and job satisfaction on the relationship between organizational factors and entrepreneurial orientation (EO in the public sector through generating the theoretical framework. Upon examining these terms, a model that reflects their mutual relationships has been suggested. The amalgam of internal work environment, work discretion and rewards/recognition in combination with the appropriate degree of organizational boundaries, such as formalization, centralization, technology routines and connectedness, are crucial for fostering organizational culture and job satisfaction that lead to EO through innovativeness, proactiveness and risk taking.

Canadian Irradiation Centre

International Nuclear Information System (INIS)

1987-05-01

The Canadian Irradiation Centre is a non-profit cooperative project between Atomic Energy of Canada Limited, Radiochemical Company and Universite du Quebec, Institut Armand-Frappier, Centre for Applied Research in Food Science. The Centre's objectives are to develop, demonstrate and promote Canada's radiation processing technology and its applications by conducting applied research; training technical, professional and scientific personnel; educating industry and government; demonstrating operational and scientific procedures; developing processing procedures and standards, and performing product and market acceptance trials. This pamphlet outlines the history of radoation technology and the services offered by the Canadian Irradiation Centre

Organizational Transparency

DEFF Research Database (Denmark)

Albu, Oana Brindusa; Flyverbom, Mikkel

2018-01-01

with the sharing of information and the perceived quality of the information shared. This narrow focus on information and quality, however, overlooks the dynamics of organizational transparency. To provide a more structured conceptualization of organizational transparency, this article unpacks the assumptions......Transparency is an increasingly prominent area of research that offers valuable insights for organizational studies. However, conceptualizations of transparency are rarely subject to critical scrutiny and thus their relevance remains unclear. In most accounts, transparency is associated...... that shape the extant literature, with a focus on three dimensions: conceptualizations, conditions, and consequences. The contribution of the study is twofold: (a) On a conceptual level, we provide a framework that articulates two paradigmatic positions underpinning discussions of transparency, verifiability...

The Impact of Knowledge Management Capability, Organizational Learning, and Supply Chain Management Practices on Organizational Performance

Directory of Open Access Journals (Sweden)

Ingy Essam Eldin Salama

2017-03-01

Full Text Available The focus of this research is developing and examining a conceptual framework relating resource-based organizational capabilities and inter-organizational practices with organizational performance. Specifically, it investigates the relationship between knowledge management capability, organizational learning, supply chain management practices and organizational performance. Such a study is important as it contributes to the growing body of literature that links organizational capabilities and practices with organizational performance. In addition, it also contributes to empirical knowledge by applying the proposed conceptual framework in the Egyptian context, which is currently under-researched. The research approach adopted in this research includes empirical examination of the hypothesized relationships among research variables applied on 63 factories with more than 100 employees located at New Borg Al-Arab industrial city using self-administrated questionnaires. The findings of this research provide evidence that knowledge management capability has an impact on organizational learning as well as on supply chain management practices. However, none of the research variables; i.e. knowledge management capability, organizational learning and supply chain management practices have an impact on organizational performance. The main conclusion drawn from this study is that knowledge management capability may be useful to managers for predicting organizational learning and coordinating supply chain management practices between supply chain members. In addition, it could be concluded that organizational performance, in the factories under study, is affected by variables other than knowledge management capability, organizational learning and supply chain management practices.

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

Science.gov (United States)

Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

2012-07-01

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

OpenAIRE

Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

2014-01-01

The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational cultur...

"Canadianizing" an American Communication Textbook.

Science.gov (United States)

Maclennan, Jennifer M.

2000-01-01

Presents a study on the process involved in the "Canadianization" of U.S. textbooks for the domestic market. Explores whether disciplinary values have been shaped by the United States in the field of communication. Focuses on the experience of developing the Canadian edition of the book "Public Speaking: Strategies for Success"…

Engendering migrant health: Canadian perspectives

National Research Council Canada - National Science Library

Spitzer, Denise L

2011-01-01

... these and other issues at the intersections of gender, immigration, and health in the lives of new Canadians. Situating their work within the context of Canadian policy and society, the contributors illuminate migrants' testimonies of struggle, resistance, and solidarity as they negotiate a place for themselves in a new country. Topics range fr...

DRIVERS OF ORGANIZATIONAL CHANGES

Directory of Open Access Journals (Sweden)

Mariana SENDREA

2017-10-01

Full Text Available Organizational changes do not appear from nothing or by themselves. For any process of performing something, there are certain causes, and the process is the result of those factors. If there are no reasons to carry out a certain process or action, then logically there will not be need for that action. Because of the continuity of the organizational changes in the business life cycle, there will always be reasons for organizational changes. These forces are called sources of organizational change

THE EFFECTS OF PHYSICAL EDUCATION AND SPORT TEACHERS’ PERCEPTIONS ABOUT ORGANIZATIONAL CYNISM ON ORGANIZATIONAL COMMITMENT

Directory of Open Access Journals (Sweden)

Veysel OKÇU

2015-08-01

Full Text Available The study was done with the aim of determining the effects of physical education and sport teachers’ perceptions about the organizational cynism on their organizational commıtment . The research was performed with a relational screening model. The scope of the research consisted of 162 physical education and sport teachers working at the secondary and high schools in the city center and the district centers of Siirt. To find out the teachers’ organizational cynism levels within the rese arch, the organizational cynism scale developed by Sağır and Oğuz (2012 and to find out their organizational commıtment levels, the organizational commıtment scale developed by Balay (2000 were used. As a result of the study, it was clear that had depen dency for their schools in the internalization dimension at most (at better levels, the identification based dimension followed this (at medium level and the adaptation dimension became at the lowest level (I slightly agree. It is determined that the ph ysical education and sport teachers at medium levels experienced the organizational cyni s m . A negative relation was found between the internalization sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, th e alienation sub - dimension from working institution and the sub - dimension of negative attributes to the school at the low level, a positive relation was also found between the internalization sub - dimension of organizational commıtment and the participation sub - dimension in practices of working institution at the medium level. No significant relation was observed between the identification sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, and there was a negative relation between the identification sub - dimension of organizational commıtment and the alienation sub - dimension from working institution at the medium level, a negative

The Canadian Dermatology Workforce Survey: implications for the future of Canadian dermatology--who will be your skin expert?

Science.gov (United States)

Maguiness, Sheilagh; Searles, Gordon E; From, Lynn; Swiggum, Susan

2004-01-01

To survey Canadian dermatologists for specialty-specific physician resource information including demographics, workload and future career plans. In 2001, the Canadian Dermatology Association (CDA) surveyed 555 dermatologists in Canada to gain specialty-specific physician resource information. Three hundred and seventy-one dermatologists (69%) provided information about themselves, their workloads and their future career goals. The average Canadian dermatologist is 52 years old and 35% of practicing dermatologists are over the age of 55. Eighty-nine percent of dermatologists practice in an urban setting, 19% include practice in a rural setting while less than 0.5% practice in remote areas. Canadian dermatologists spend 61% of their clinical time providing services in Medical Dermatology. Within 5 years, 50% of dermatologists reported that they plan to reduce their practices or retire. The Canadian Dermatology Workforce Survey provides a snapshot of the current practice of dermatology in Canada. It also serves to highlight the critical shortage of dermatologists, which will continue to worsen without immediate, innovative planning for the future.

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

OpenAIRE

Saman Chehrazi; Mehrdad Hoseini Shakib; Mohammad Hosein Askari Azad

2014-01-01

This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organiza...

The 2 × 2 model of perfectionism: a comparison across Asian Canadians and European Canadians.

Science.gov (United States)

Franche, Véronique; Gaudreau, Patrick; Miranda, Dave

2012-10-01

The 2 × 2 model of perfectionism posits that the 4 within-person combinations of self-oriented and socially prescribed perfectionism (i.e., pure SOP, mixed perfectionism, pure SPP, and nonperfectionism) can be distinctively associated with psychological adjustment. This study examined whether the relationship between the 4 subtypes of perfectionism proposed in the 2 × 2 model (Gaudreau & Thompson, 2010) and academic outcomes (i.e., academic satisfaction and grade-point average [GPA]) differed across 2 sociocultural groups: Asian Canadians and European Canadians. A sample of 697 undergraduate students (23% Asian Canadians) completed self-report measures of dispositional perfectionism, academic satisfaction, and GPA. Results replicated most of the 2 × 2 model's hypotheses on ratings of GPA, thus supporting that nonperfectionism was associated with lower GPA than pure SOP (Hypothesis 1a) but with higher GPA than pure SPP (Hypothesis 2). Results also showed that mixed perfectionism was related to higher GPA than pure SPP (Hypothesis 3) but to similar levels as pure SOP, thus disproving Hypothesis 4. Furthermore, results provided evidence for cross-cultural differences in academic satisfaction. While all 4 hypotheses were supported among European Canadians, only Hypotheses 1a and 3 were supported among Asian Canadians. Future lines of research are discussed in light of the importance of acknowledging the role of culture when studying the influence of dispositional perfectionism on academic outcomes. (c) 2012 APA, all rights reserved.

Aligning Organizational Pathologies and Organizational Resilience Indicators

Directory of Open Access Journals (Sweden)

Manuel Morales Allende

2017-07-01

Full Text Available Developing resilient individuals, organizations and communities is a hot topic in the research agenda in Management, Ecology, Psychology or Engineering. Despite the number of works that focus on resilience is increasing, there is not completely agreed definition of resilience, neither an entirely formal and accepted framework. The cause may be the spread of research among different fields. In this paper, we focus on the study of organizational resilience with the aim of improving the level of resilience in organizations. We review the relation between viable and resilient organizations and their common properties. Based on these common properties, we defend the application of the Viable System Model (VSM to design resilient organizations. We also identify the organizational pathologies defined applying the VSM through resilience indicators. We conclude that an organization with any organizational pathology is not likely to be resilient because it does not fulfill the requirements of viable organizations.

Organizational learning in developing the integrated quality management

Directory of Open Access Journals (Sweden)

Juhani Anttila

2018-04-01

(processes and also the results obtained thereof. In our approach, the evaluation criteria emphasize organizational learning and integration. The external context of the organization has a crucial role in achieving and developing the business objectives. The organization’s strategy can no longer be based on the value chains but on finding ways to alter them radically through value networking. The organization is influenced by the true and all-inclusive reality, which differs from the apparent reality perceived by the senses, and which is only revealed through consciousness. Understanding this reinforces awareness and trust that are important factors also in quality management and quality assurance.

Title: Evaluation of Organizational Intelligence , Organizational learning and Organizational Agility in Teaching Hospitals of Yazd City: A Case Study at Teaching Hospitals of Yazd City in 2015

Directory of Open Access Journals (Sweden)

MA Kiani

2017-01-01

Full Text Available Background: Organizational intelligence has been defined as the capacity of an organization to direct its mental abilities and use these capabilities to achieve its mission and agility means ability to react quickly to environmental changes and it is an important factor for hospital effectiveness. This study was aimed to Evaluate Organizational Intelligence and Organizational learning and Organizational Agility in Teaching Hospitals of Yazd City. Methods: this descriptive, analytical, cross-sectional study was conducted in 2015 .the study population included administrative and medical staff in Shahid Sadoughi,, Shahid Rahnemoon,, Afshar and burning hospital. A total of 370 administrative and medical staff were contributed in the study.  We used stratified-random method for sampling. The required data were gathered using 3 valid questionnaires including Albrecht- Organizational Intelligence (2002, organizational learning (neefe2001 and  organizational agility questionnaire according to theory Sharifi & Zhang (1999  . data was analyzed by descriptive and inferential statistical methods in SPSS18 . Results: mean Organizational Intelligence scores hospital was 2.29, organizational learning scores hospital was 1.48 and organizational agility scores hospital was 1.52. as well as , hospital variable and Education  affect on Organizational Intelligence, organizational learning and organizational agility. Conclusion: Based on the findings it can be concluded that the implementation of appropriate strategies for improving the organizational capacity to direct its employees’ mental abilities, can also improve the ability of organization’s rapid response to surrounding issues which is crucial for its survival and dynamics in today’s changing world

Strategic Management for Organizational Effectiveness. The Effect of Human Resource Planning on Retention and Related Issues. Volume 3.

Science.gov (United States)

1984-12-01

external impact than individuals in the other organizations. Also, private signals resulted in higher likelihoods of leaving for this externally aware...negative consequences S for boundary spanners; i.e., those Navy personnel who deal largely with individuals in the civilian sector , such as recruiters...of worklife through more effective communications, group and leadership dynamics, etc. -47- S• S The issues of values and organizational culture are

The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

Directory of Open Access Journals (Sweden)

Jimmy Sadeli

2015-08-01

Full Text Available A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.Keywords:Talent management practices, Employee engagement, Transformational and transactional Leadership behaviors, Leadership-driven model on employee engagement

Chernobyl - a Canadian technical perspective

International Nuclear Information System (INIS)

Howieson, J.Q.; Snell, V.G.

1987-01-01

In this report we present the design review done to date in Canada by AECL. From the Canadian point of view it covers: 1) relevant information on the Chernobyl design and the accident, both as presented by the Soviets at the Post-Accident Review Meeting (PARM) held in Vienna from August 25-29, 1986, and as deduced from publicly available Soviet documentation; and 2) details of AECL's technical review of the CANDU PHWR (Pressurized Heavy Water Reactor) against the background of the Chernobyl accident, and implications of the Chernobyl accident. Reviews of operational aspects are underway by the Canadian electrical utilities and a review by the Canadian regulatory agency (the Atomic Energy Control Board) is near completion

Western University (No. 10 Canadian Stationary Hospital and No. 14 Canadian General Hospital): a study of medical volunteerism in the First World War.

Science.gov (United States)

Istl, Alexandra C; McAlister, Vivian C

2016-12-01

The Canadian government depended on chaotic civilian volunteerism to staff a huge medical commitment during the First World War. Offers from Canadian universities to raise, staff and equip hospitals for deployment, initially rejected, were incrementally accepted as casualties mounted. When its offer was accepted in 1916, Western University Hospital quickly adopted military decorum and equipped itself using Canadian Red Cross Commission guidelines. Staff of the No. 10 Canadian Stationary Hospital and the No. 14 Canadian General Hospital retained excellent morale throughout the war despite heavy medical demand, poor conditions, aerial bombardment and external medical politics. The overwhelming majority of volunteers were Canadian-born and educated. The story of the hospital's commanding officer, Edwin Seaborn, is examined to understand the background upon which the urge to volunteer in the First World War was based. Although many Western volunteers came from British stock, they promoted Canadian independence. A classical education and a broad range of interests outside of medicine, including biology, history and native Canadian culture, were features that Seaborn shared with other leaders in Canadian medicine, such as William Osler, who also volunteered quickly in the First World War.

Canadian environmental sustainability indicators: highlights 2005

International Nuclear Information System (INIS)

2005-12-01

Canadians' health and their social and economic well-being are fundamentally linked to the quality of their environment. Recognizing this, in 2004 the Government of Canada committed to establishing national indicators of freshwater quality, air quality and greenhouse gas emissions. The goal of these new indicators is to provide Canadians with more regular and reliable information on the state of their environment and how it is linked with human activity. Canadians need clearly defined environmental indicators - measuring sticks that can track the results that have been achieved through the efforts of governments, industries and individuals to protect and improve the environment. Environment Canada, Statistics Canada and Health Canada are working together to further develop and communicate these indicators. Reflecting the joint responsibility for environmental management in Canada, this effort has benefited from the cooperation and input of the provinces and territories. The indicators are: air quality; greenhouse gas emissions; and, freshwater quality. Air quality tracks Canadians' exposure to ground-level ozone - a key component of smog. The indicator measures one of the most common, harmful air pollutants to which people are exposed. The use of the seasonal average of ozone concentrations reflects the potential for long-term health effects. Greenhouse gas emissions tracks the annual releases of the six greenhouse gases that are the major contributors to climate change. The indicator comes directly from the greenhouse gas inventory report prepared by Environment Canada for the United Nations Framework Convention on Climate Change (UNFCCC) and the Kyoto Protocol. The data are widely used to report on progress toward Canada's Kyoto target for reduced emissions. Freshwater quality reports the status of surface water quality at selected monitoring sites across the country. For this first report, the focus of the indicator is on the protection of aquatic life, such as

Outlook for Canadian refining

International Nuclear Information System (INIS)

Boje, G.

1998-01-01

The petroleum supply and demand balance was discussed and a comparison between Canadian and U.S. refineries was provided. The impact of changing product specifications on the petroleum industry was also discussed. The major changes include sulphur reductions in gasoline, benzene and MMT additives. These changes have been made in an effort to satisfy environmental needs. Geographic margin variations in refineries between east and west were reviewed. An overview of findings from the Solomon Refining Study of Canadian and American refineries, which has been very complimentary of the Canadian refining industry, was provided. From this writer's point of view refinery utilization has improved but there is a threat from increasing efficiency of US competitors. Environmental issues will continue to impact upon the industry and while the chances for making economic returns on investment are good for the years ahead, it will be a challenge to maintain profitability

Environmental Restoration Progam Waste Minimization and Pollution Prevention Awareness Program Plan

Energy Technology Data Exchange (ETDEWEB)

Grumski, J. T.; Swindle, D. W.; Bates, L. D.; DeLozier, M. F.P.; Frye, C. E.; Mitchell, M. E.

1991-09-30

In response to DOE Order 5400.1 this plan outlines the requirements for a Waste Minimization and Pollution Prevention Awareness Program for the Environmental Restoration (ER) Program at Martin Marietta Energy System, Inc. Statements of the national, Department of Energy, Energy Systems, and Energy Systems ER Program policies on waste minimization are included and reflect the attitudes of these organizations and their commitment to the waste minimization effort. Organizational responsibilities for the waste minimization effort are clearly defined and discussed, and the program objectives and goals are set forth. Waste assessment is addressed as being a key element in developing the waste generation baseline. There are discussions on the scope of ER-specific waste minimization techniques and approaches to employee awareness and training. There is also a discussion on the process for continual evaluation of the Waste Minimization Program. Appendixes present an implementation schedule for the Waste Minimization and Pollution Prevention Program, the program budget, an organization chart, and the ER waste minimization policy.

Environmental Restoration Progam Waste Minimization and Pollution Prevention Awareness Program Plan

International Nuclear Information System (INIS)

1991-01-01

In response to DOE Order 5400.1 this plan outlines the requirements for a Waste Minimization and Pollution Prevention Awareness Program for the Environmental Restoration (ER) Program at Martin Marietta Energy System, Inc. Statements of the national, Department of Energy, Energy Systems, and Energy Systems ER Program policies on waste minimization are included and reflect the attitudes of these organizations and their commitment to the waste minimization effort. Organizational responsibilities for the waste minimization effort are clearly defined and discussed, and the program objectives and goals are set forth. Waste assessment is addressed as being a key element in developing the waste generation baseline. There are discussions on the scope of ER-specific waste minimization techniques and approaches to employee awareness and training. There is also a discussion on the process for continual evaluation of the Waste Minimization Program. Appendixes present an implementation schedule for the Waste Minimization and Pollution Prevention Program, the program budget, an organization chart, and the ER waste minimization policy

Canadian guidelines for acute bacterial rhinosinusitis

Science.gov (United States)

Kaplan, Alan

2014-01-01

Objective To provide a clinical summary of the Canadian clinical practice guidelines for acute bacterial rhinosinusitis (ABRS) that includes relevant considerations for family physicians. Quality of evidence Guideline authors performed a systematic literature search and drafted recommendations. Recommendations received both strength of evidence and strength of recommendation ratings. Input from external content experts was sought, as was endorsement from Canadian medical societies (Association of Medical Microbiology and Infectious Disease Canada, Canadian Society of Allergy and Clinical Immunology, Canadian Society of Otolaryngology—Head and Neck Surgery, Canadian Association of Emergency Physicians, and the Family Physicians Airways Group of Canada). Main message Diagnosis of ABRS is based on the presence of specific symptoms and their duration; imaging or culture are not needed in uncomplicated cases. Treatment is dependent on symptom severity, with intranasal corticosteroids (INCSs) recommended as monotherapy for mild and moderate cases, although the benefit might be modest. Use of INCSs plus antibiotics is reserved for patients who fail to respond to INCSs after 72 hours, and for initial treatment of patients with severe symptoms. Antibiotic selection must account for the suspected pathogen, the risk of resistance, comorbid conditions, and local antimicrobial resistance trends. Adjunct therapies such as nasal saline irrigation are recommended. Failure to respond to treatment, recurrent episodes, and signs of complications should prompt referral to an otolaryngologist. The guidelines address situations unique to the Canadian health care environment, including actions to take during prolonged wait periods for specialist referral or imaging. Conclusion The Canadian guidelines provide up-to-date recommendations for diagnosis and treatment of ABRS that reflect an evolving understanding of the disease. In addition, the guidelines offer useful tools to help

On Realities of Canadian Multiculturalism

Institute of Scientific and Technical Information of China (English)

李梦辰

2013-01-01

Canada is a multicultural country which was mainly established by immigrants. Just because of that, Canadian govern⁃ment has carried out the policy of multiculturalism since1970s. However, it has encountered many problems such as policy con⁃flicts, national identity, democracy-inquiry and racial discrimination, etc. Hence the Canadian multiculturalism has been in a di⁃lemma.

Canadian perspectives on food irradiation

International Nuclear Information System (INIS)

Kunstadt, P.

1988-01-01

Canada has been in the forefront of irradiation technology for some 30 years. Nearly 90 of the 140 irradiators used worldwide are Canadian-built, yet Canadian food processors have been very slow to use the technology. The food irradiation regulatory situation in Canada, the factors that influence it, and some significant non-regulatory developments are reviewed. (author)

[Organizational climate and burnout syndrome].

Science.gov (United States)

Lubrańska, Anna

2011-01-01

The paper addresses the issue of organizational climate and burnout syndrome. It has been assumed that burnout syndrome is dependent on work climate (organizational climate), therefore, two concepts were analyzed: by D. Kolb (organizational climate) and by Ch. Maslach (burnout syndrome). The research involved 239 persons (122 woman, 117 men), aged 21-66. In the study Maslach Burnout Inventory (MBI) and Inventory of Organizational Climate were used. The results of statistical methods (correlation analysis, one-variable analysis of variance and regression analysis) evidenced a strong relationship between organizational climate and burnout dimension. As depicted by the results, there are important differences in the level of burnout between the study participants who work in different types of organizational climate. The results of the statistical analyses indicate that the organizational climate determines burnout syndrome. Therefore, creating supportive conditions at the workplace might reduce the risk of burnout.

Canadian national nuclear forensics capability project

International Nuclear Information System (INIS)

Ball, J.; Dimayuga, I.; Summerell, I.; Totland, M.; Jonkmans, G.; Whitlock, J.; El-jaby, A.; Inrig, E.

2015-01-01

Following the 2010 Nuclear Security Summit, Canada expanded its existing capability for nuclear forensics by establishing a national nuclear forensics laboratory network, which would include a capability to perform forensic analysis on nuclear and other radioactive material, as well as on traditional evidence contaminated with radioactive material. At the same time, the need for a national nuclear forensics library of signatures of nuclear and radioactive materials under Canadian regulatory control was recognized. The Canadian Safety and Security Program, administered by Defence Research and Development Canada's Centre for Security Science (DRDC CSS), funds science and technology initiatives to enhance Canada's preparedness for prevention of and response to potential threats. DRDC CSS, with assistance from Canadian Nuclear Laboratories, formerly Atomic Energy of Canada Limited, is leading the Canadian National Nuclear Forensics Capability Project to develop a coordinated, comprehensive, and timely national nuclear forensics capability. (author)

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

OpenAIRE

CENGİZ DEMİR; UMUT CAN ÖZTÜRK

2013-01-01

Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This stud...

An international internship on social development led by Canadian nursing students: empowering learning.

Science.gov (United States)

Zanchetta, Margareth; Schwind, Jasna; Aksenchuk, Kateryna; Gorospe, Franklin F; Santiago, Lira

2013-07-01

A Canadian nursing student-led knowledge dissemination project on health promotion for social development was implemented with local professionals and communities in Brazil. (a) to identify how student-interns contrasted Canadian and Brazilian cultural and social realities within a primary healthcare context from a social development perspective; (b) to examine how philosophical underpinnings, including social critical theory and notions of social justice, guided student-interns in acknowledging inequalities in primary healthcare in Brazil; and (c) to participate in the debate on the contribution of Canadian nursing students to the global movement for social development. A qualitative appraisal of short-term outcomes of an international internship in the cities of Birigui & Araçatuba (São Paulo-Brazil). Four Canadian fourth-year undergraduate nursing students enrolled in a metropolitan university program. Recruitment was through an email invitation to the student-interns, who accepted, and signed informed consent forms. Their participation was unpaid and voluntary. One-time individual interviews were conducted at the end of their internships. Transcriptions of the audio-recorded interviews were coded using the qualitative software program ATLAS ti 6.0. The findings were analyzed using thematic analysis. Student-interns' learning unfolded from making associations among concepts, new ideas, and their previous experiences, leading to a personal transformation through which they established new conceptual and personal connections. The two main themes revealed by the thematic analysis were dichotomizing realities, that is, acknowledging the existence of "two sides of each situation," and discovering an unexpected reciprocity between global and urban health. Furthermore, the student-interns achieved personal and professional empowerment. The knowledge gained from the international experience helped the student-interns learn how to collaborate with Brazilian society

Organizational Design Correlates of Entrepreneurship

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Lyngsie, Jacob; Zahra, Shaker A.

2015-01-01

Extant research offers relatively little insight into the organizational design correlates of entrepreneurship in established firms. We argue on theoretical grounds that the same organizational designs support the realization as well as the discovery of opportunities. Specifically, decentralized...... these organizational design variables are related to opportunity discovery. We find similar effects. We discuss the theoretical and practical implications of our reasoning and results, such as implications for the idea in the innovation and organizational learning literatures that optimal performance over time...... requires that firms either vacillate between organizational designs or adopt ambidextrous designs....

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

Directory of Open Access Journals (Sweden)

CENGİZ DEMİR

2013-06-01

Full Text Available Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This study composed of two main parts. The first part consists of theoretical framework which explains organizational culture and commitment’s relationship. The second part is devoted to empirical analysis. Survey study was made in this part which held on 189 employees in the province of İzmir.

The identification of potential applications for robotics and remote control systems in Canadian mining. 2 Volumes

Energy Technology Data Exchange (ETDEWEB)

1982-01-01

This report presents a preliminary overview of potential applications for robotics and remote control in the Canadian mining industry. The first of two volumes, summarizes the industry awareness and interest in using these technologies. Also included is a look at factors playing a major role in the development of the mining robotics industry, such as safety, productivity, labour and the economic climate. The role of Energy, Mines and Resources Canada (EMR)/CANMET is also discussed. Finally, recommendations are made as to how Canada, through EMR, can ensure Canada's participation in the development of robotics in the mining industry. Volume two is comprised of the contact records. These are abbreviated notes of conversations which took place between the interviewers and their contacts in a number of Canadian and US mines and associated government and private agencies. (The interviews represent the opinions of the respondents, not necessarily that of their companies). The survey indicated that the industry is essentially negative to the idea of robotics in mining, but they were able to suggest many potential areas of application, especially at the short term level.

Canadian perspectives in evaluating transparency

International Nuclear Information System (INIS)

Herwig, L.

2007-01-01

The Canadian Nuclear Safety Commission's mission is to regulate the use of nuclear energy and materials to protect the health, safety, and security of Canadians and the environment, as well as to respect Canada's international commitments on the peaceful use of nuclear energy. In 2001, the CNSC established a vision to be one of the best nuclear regulators in the world and established four strategic priorities of effectiveness, transparency, excellence in staff, and efficiency. While fulfilling a very comprehensive mandate, the CNSC operates with a. very clear vision of its clientele - the Canadian people. That commitment guides every employee and every action of the CNSC and ensures a firm commitment to transparency. The presentation will begin with a brief overview of the worldwide context of transparency and transparency measurement, with a look at what lessons can be learned from other organizations and initiatives. It will look broadly at the Canadian context and the government framework that establishes transparency, including the keystone legislation of the Access to Information Act. The presentation will then focus on the Canadian Nuclear Safety Commission. The CNSC is firmly committed to putting additional measures in place to ensure transparency, which is being done concurrently with an overall organisational performance measurement system. It is within this framework that the presentation will address the transparency efforts at the CNSC as well transparency measurement activities. And, finally, the presentation will look at future directions for transparency and its measurement at the CNSC. (author)

Organizational Reconfiguration and Strategic Response

DEFF Research Database (Denmark)

Møller Larsen, Marcus; Pedersen, Torben

2014-01-01

this, firms need a high degree of architectural knowledge, which is typically gained through learning by doing. We therefore argue that firms with more offshoring experience are more likely to include organizational objectives in their offshoring strategies. We develop and find support......The purpose of this paper is to investigate the effect of the organizational reconfiguration of offshoring on firms’ strategies. A consequence of offshoring is the need to reintegrate the geographically relocated organizational activities into a coherent organizational architecture. In order to do...... for this hypothesis using a mixed-method approach based on a qualitative case study and comprehensive data from the Offshoring Research Network. These findings contribute to research on the organizational design and architecture of offshoring and the dynamics of organizational architectures....

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital’s Employees, 2013

Science.gov (United States)

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Background: Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one’s job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. Methods: This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson’s correlation coefficient were used for data analysis. Results: There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital’s employees (P ≤ 0.05, R = 0.33). Conclusion: This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital’s productivity. PMID:25763156

Work structure, organizational communication, and organizational effectiveness

International Nuclear Information System (INIS)

Van Cott, H.P.; Bauman, M.B.

1986-01-01

This paper describes the assessment of the work structure and organizational communication in nuclear power plants. Questionnaires were given to a cross-section of plant personnel, and structured ''critical incident'' interviews were conducted to verify the questionnaire results. The data showed that a variety of work structure factor problem areas do exist in nuclear power plants. This paper highlights many aspects of organizational communication found to be problematic, and identifies weak links in the chain of coordination and information processing required to effectively perform corrective and preventive maintenance in the plants

The task ahead: a Canadian federal regulator's perspective

International Nuclear Information System (INIS)

Brooks, F.F.

1983-06-01

The author discusses the role of the Canadian National Energy Board (NEB) in any possible future exports of nuclear-generated electric power. The federal government has already indicated that it would support New Brunswick Power in its efforts to develop a second reactor at Point Lepreau dedicated to power export, and that similar support would be extended to other utilities. The NEB Act requires that a proposed energy export be surplus to reasonable foreseeable Canadian requirements and that the price be just and reasonable. The output of a plant built for power exports would be surplus to Canadian needs, but the problem comes in determining if producing that surplus would result in a net benefit to Canadians. Negotiating sales contracts will not be easy; purchase of Canadian firm power is only one option among others available to US utilities. However, the Canadian policy framework exists and the NEB is ready to receive applications for export licences

Organizational factors in Korean NPPs

International Nuclear Information System (INIS)

Jang, D. J.; Kim, Y. I.; Jeong, C. H.; Kim, J. W.

2003-01-01

Organizational factors are referred to as the factors that influence the achievement of a goal of an organization. Latent problems of an organization could contribute to causing human errors in such stages as design, operation and maintenance, and furthermore, leading to an severe accident. In order to evaluate an organization from the safety viewpoint, it is necessary to identify the organizational factors in a systematic fashion. In this paper, some efforts to identify the organizational factors in Korean NPPs are presented. The study was performed in the following steps: 1) Reviewing the definitions and range of the organizational factors used by the previous 13 researches, 2) Structuring the organizational factors by screening and collating factors, 3) Analysing the organizational factors that is considered to have contributed to the trip events based on the trip report of Korean NPPs, 4) Suggesting a more reliable taxonomy of organizational factors for event analysis by applying the Onion Structure Model to the selected factors

The Relationship Between Organizational Culture and Organizational Commitment: An Empirical Research on Employees of Service Sector

OpenAIRE

Altin Gulova, Asena; Demirsoy, Ozge

2012-01-01

This study investigated the relationship between organizational culture and organizational commitment. Two different scales (Organizational Culture Scales and Organizational Commitment Scales) were used as data gathering instrument. The research was conducted on employees of service sector working in call center in the city of Kayseri and working in insurance company in İzmir (n=181). In this research correlation analysis was made to describe the link between subscales of organizational cultu...

Governance and organizational theory

Directory of Open Access Journals (Sweden)

Carlos E. Quintero Castellanos

2017-07-01

Full Text Available The objective of this essay is to propose a way to link the theoretical body that has been weaved around governance and organizational theory. For this, a critical exposition is done about what is the theoretical core of governance, the opportunity areas are identified for the link of this theory with organizational theory. The essay concludes with a proposal for the organizational analysis of administrations in governance. The essay addresses with five sections. The first one is the introduction. In the second one, I present a synthesis of the governance in its current use. In the next one are presented the work lines of the good governance. In the fourth part, I show the organizational and managerial limits in the governance theory. The last part develops the harmonization proposal for the governance and organizational theories.

SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

Directory of Open Access Journals (Sweden)

Morad Rezaei

2012-01-01

Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

Future Career Plans and Practice Patterns of Canadian Obstetrics and Gynaecology Residents in 2011.

Science.gov (United States)

Burrows, Jason; Coolen, Jillian

2016-01-01

The practice patterns of Obstetricians and Gynaecologists continue to evolve with each new generation of physicians. Diversifying subspecialties, changes in resident duty hours, job market saturation, and desire for work-life balance are playing stronger roles. Professional practice direction and needs assessment may be aided by awareness of future Obstetrics and Gynaecology physician career plans and expectations. The objective of this study was to determine the expected career plans and practice patterns of Canadian Obstetrics and Gynaecology residents following residency. The SOGC Junior Member Committee administered its third career planning survey to Canadian Obstetrics and Gynaecology residents electronically in December 2011. The data collected was statistically analyzed and compared to previous surveys. There were 183 responses giving a response rate of 43%. More than one half of all residents were considering postgraduate training (58%). Projected practice patterns included: 84% maintaining obstetrical practice, 60% locuming, and 50% job-sharing. The majority of residents expected to work in a 6 to 10 person call group (48%), work 3 to 5 call shifts per month (72%), work 41 to 60 hours weekly (69%), and practise in a city with a population greater than 500 000 (45%). Only 18% of residents surveyed were in favour of streaming residency programs in Obstetrics and Gynaecology. Canadian resident career plan and expected practice pattern assessment remains an important tool for aiding in resource allocation and strategic development of care and training in Obstetrics and Gynaecology in Canada. Copyright © 2016 Society of Obstetricians and Gynaecologists of Canada. Published by Elsevier Inc. All rights reserved.

Wat komt eerst: organisatieklimaat of organisatieprestatie? [Which comes first: Organizational climate or organizational performance?

NARCIS (Netherlands)

Voorde, F.C. van de; Veldhoven, M.J.P.M. van

2007-01-01

This paper presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization. On the basis of organizational climate theory it was

Bridging the Gap: A Canadian Perspective on Translational Kidney Research

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Amber O Molnar

2014-08-01

Full Text Available Purpose of review: Chronic kidney disease affects approximately 3 million Canadians. Ongoing investment in high quality kidney research is needed to improve the care of patients with kidney disease. The barriers to translating such research are discussed in this review. Sources of information: Personal knowledge, research funding body websites, and published reports. Findings: In this review, we discuss the meaning of the term translational research and present some of the programs aimed at ensuring efficient translation of scientific discoveries with a discussion of the barriers to translation. We highlight some successes and barriers to kidney research translation using recent examples of research in Canadian nephrology. We present the following examples of kidney research: (1 research aimed at identifying the causative genes for inherited kidney diseases; (2 recent discoveries in cell-based therapies for kidney disease; (3 an examination of the impact of acute kidney injury in renal transplant patients; and (4 the development of a kidney failure risk equation to improve prognosis accuracy. Limitations: This review focuses on research conducted by the authors. Implications: The process of research translation is prolonged and challenging and therefore requires resources, patience, and careful planning. With increased awareness and understanding of the barriers to research translation, researchers and funding bodies can work together to increase the rate at which important research findings reach clinical practice and improve the care of patients with kidney disease.

Organizational citizenship behavior towards sustainability

OpenAIRE

Chowdhury, Dhiman Deb

2013-01-01

This article extends literature of Organizational Citizenship Behavior (OCB) in the context of corporate sustainability. The author presents the concept of Organizational Citizenship Behavior towards Sustainability (OCBS) as a variant, contending it's appropriateness for today's much needed behavioral competence to implement sustainability measure at organizational level. The formulation of OCBS espouses Organizational Citizenship Behavior (OCB) with a twist. The viewpoint defended that a for...

DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?

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Aizzat Mohd. Nasurdin

2008-01-01

Full Text Available This study examines a model involving Human Resource Management (HRM practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal and commitment. Theoretical and managerial implications are suggested.

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

Science.gov (United States)

Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

2013-01-01

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating

Canadian national nuclear forensics capability project

Energy Technology Data Exchange (ETDEWEB)

Ball, J.; Dimayuga, I., E-mail: joanne.ball@cnl.ca [Canadian Nuclear Laboratories, Chalk River, Ontario (Canada); Summerell, I. [Royal Canadian Mounted Police, Ottawa, Ontario (Canada); Totland, M. [Canadian Nuclear Laboratories, Chalk River, Ontario (Canada); Jonkmans, G. [Defence Research and Development Canada, Ottawa, Ontario (Canada); Whitlock, J. [Canadian Nuclear Laboratories, Chalk River, Ontario (Canada); El-jaby, A. [Canadian Nuclear Safety Commission, Ottawa, Ontario (Canada); Inrig, E. [Defence Research and Development Canada, Ottawa, Ontario (Canada)

2015-06-15

Following the 2010 Nuclear Security Summit, Canada expanded its existing capability for nuclear forensics by establishing a national nuclear forensics laboratory network, which would include a capability to perform forensic analysis on nuclear and other radioactive material, as well as on traditional evidence contaminated with radioactive material. At the same time, the need for a national nuclear forensics library of signatures of nuclear and radioactive materials under Canadian regulatory control was recognized. The Canadian Safety and Security Program, administered by Defence Research and Development Canada's Centre for Security Science (DRDC CSS), funds science and technology initiatives to enhance Canada's preparedness for prevention of and response to potential threats. DRDC CSS, with assistance from Canadian Nuclear Laboratories, formerly Atomic Energy of Canada Limited, is leading the Canadian National Nuclear Forensics Capability Project to develop a coordinated, comprehensive, and timely national nuclear forensics capability. (author)

Defining and assessing organizational culture.

Science.gov (United States)

Bellot, Jennifer

2011-01-01

Using theories from several disciplines, the concept of organizational culture remains controversial. Conflicting definitions, lack of semantic clarity, and debate over the most appropriate methods for assessing organizational culture have led to disagreement over the value and validity of such inquiry. This paper reviews development of the concept of organizational culture and methods for assessing organizational culture, focusing on the healthcare environment. Most work on organizational culture concerns the traditional corporation. Therefore, some adaptation to the central goals and focus of a human services organization are necessary before application to healthcare settings. © 2011 Wiley Periodicals, Inc.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CYNICISM AMONG HOTEL EMPLOYEES IN SOUTHEASTERN ANATOLIA REGION OF TURKEY

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Melih Aydin

2016-11-01

Full Text Available The aim of this study is to determine whether relationship occurs between organizational commitment and organizational cynicism attitudes among employees who were employed in five and four star hotels located in Southeastern Anatolia Region of Turkey and to affirm the extent of the relationship. According to the findings, there is a significant (negative relationship between three sub-dimensions of organizational cynicism (behavioral cynicism, affective cynicism and cognitive cynicism and organizational commitment. Multiple regression and correlation analysis were applied to analyze data and identify the relationship between organizational commitment and organizational cynicism. According to the findings of the research, it is revealed that, as the level of organizational cynicism arises, attitudes toward organizational commitment decrease. Those results are consistent with findings of the previous studies that employees with cynical attitudes exhibited lower commitment in the organization. The results of this research showed that hotel employees mostly experience cognitive cynicism among sub-dimensions of cynicism and they rarely experience affective cynicism. In conclusion, it is possible to assert that employees were with medium level of organizational cynicism and organizational commitment.

Organizational Campaigning

DEFF Research Database (Denmark)

Hertel, Frederik

2015-01-01

This conference paper will explore the difference between communicating changes and changing communication. Based on a case study in which a manager applies two quite different approaches to organizational communication in order to change the organization he is leading. The first and failing...... approach will in be named: organizational campaigning and means (e.g. Kotter, 2012, p. 9 and Clegg, Kornberger & Pitsis, 2009) that the manager takes control with communication and communication cannels in order to ensure successful organizational changes. Since the changes were not succeeding the approach...... is replaced with a new approach which will be named organizing communication. During the case analysis we will see that this change in approach not only change the managers perception of communication but also his perception of the organization he is leading....

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

Science.gov (United States)

Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

Science.gov (United States)

Nayir, Funda

2012-01-01

Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

"Judging a body by its cover": young Lebanese-Canadian women's discursive constructions of the "healthy" body and "health" practices.

Science.gov (United States)

Abou-Rizk, Zeina; Rail, Geneviève

2014-02-01

Our interest stems from the dramatic increase in the number of obesity studies, which expose Canadian women to a huge amount of information that links health to weight. Using feminist poststructuralist and postcolonial lenses, this paper investigates young Lebanese-Canadian women's constructions of the body and "health" practices within the context of the dominant obesity discourse. Participant-centered conversations were held with 20 young Christian Lebanese-Canadian women. A thematic analysis was first conducted and was followed by a poststructuralist discourse analysis to further our understanding of how the participants construct themselves as subjects within various discourses surrounding health, obesity, and the body. Our findings reveal that most participants conflate the "healthy" body and the "ideal" body, both of which they ultimately portray as thin. The young women construct the "healthy"/"ideal" body as a solely individual responsibility, thus reinforcing the idea of "docile bodies." The majority of participants report their frequent involvement in disciplinary practices such as rigorous physical activity and dietary restrictions, and a few young women mention the use of other extreme forms of bodily monitoring such as detoxes, dieting pills, and compulsive exercise. We discuss the language employed by participants to construct their multiple and shifting subjectivities. For instance, many of these Lebanese-Canadian women use the term "us" to dissociate themselves from Lebanese women ("them"), whom they portray as overly focused on thinness and beauty and engaged in physical activity and other bodily practices for "superficial" purposes. The participants also use the "us/them" trope to distance themselves from "Canadian" women (read: white Euro-Canadian women), whom they portray as very physically active for purposes beyond the improvement of the physical appearance of the body. We discuss the impacts of the young Christian Lebanese-Canadian women

The Liberalization of Canadian Immigration Policy (1945-1976

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Mariia Burtseva

2017-07-01

Full Text Available Immigration policy has played a key role in Canadian history since the second half of 19th century. Certainly, immigration legislation was a major element of it. Some of the most important reforms in Canadian immigration policy took place in the first decades after the Second World War. This was a time of multiple legislative reforms conducted by the Canadian government, but in general, the immigration regulations introduced during that period started the process of liberalization in this area. The Immigration Act of 1976 played a key role in building up the new liberal strategy of Canadian immigration. The pre-reform period is also important because it helps to understand the evolution process from discrimi¬native legislation to liberal policy. Therefore, the focus of this study is on the development of Canadian immigration policy from 1945 to 1976. The present research examines the main preconditions for the adoption of the 1976 Immigration Act. It analyses legislation regulations, which paved the ground for post-war Canadian immigration policy, with a particular emphasis on regula-tions enacted from 1945 to 1976. This article provides an overview of Canadian immigration policy in post-war period. It also identifies successive documents that proved particularly influential for Canadian immigration policy at the time. The findings of this research point to a variety of causes for the legislation changes, from foreign and domestic policy to economy policy.

Organizational Loyalty and Organizational Commitment: An Analysis in Terms of Political Party Organizations

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Akyay Uygur

2010-12-01

Full Text Available Sense of belonging is a psychological condition in which loyalties are divided into two. Organizational commitment, the value of the individual within the organization to accept and hear the desire to remain in the organization as it is defined. Identify a specific individual's loyalty to the organizational integration organizations, in the form of sincere commitment and dedication has been defined. This study aimed to determine the level of organizational loyalty to Turkey's third largest political party (AKP, CHP, MHP, feeling of belonging to the organization aims to determine the level of loyalty of the individual. Organizational loyalty created in accordance with this scale in city information was collected from 674 people. Accordingly, the highest level of organizational loyalty to the party MHP, the second CHP and third place in the AKP has emerged.

Translating organizational change

DEFF Research Database (Denmark)

Scheuer, John Damm

2016-01-01

in organizational studies for making descriptions of studied empirical phenomena rather than developing theories and giving normative advice about how organizations or organizational change processes may be theorized, analyzed, managed and/or organized better. A new ANT-inspired theory about the characteristics...

The Relationship between Organizational Citizenship Behavior and Organizational Commitment in Welfare Staff (Tehran 2013

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Asghar Makarem

2015-04-01

Full Text Available Objective: The purpose of this study was to investigate the relationship between organizational citizenship behavior, organizational commitment and its dimensions on the Welfare staff in Tehran 2013. Materials & Methods: In this cross - sectional study, one hundred eight staff of Tehran Welfare were selected by random sample, and the sample size of the previous studies. Data were collected using two standard questionnaires OCB, and Organizational Commitment, which includes the three dimensions, affective commitment, normative commitment and continuance commitment and analyzed by statistical methods such as: Pearson correlation coefficient and ANOVA. Results: The finding showed Between OCB and organizational commitment there was significant and positive correlation (P&le0.01, r=0.325. Also the dimensions of organizational commitment: affective commitment and normative commitment have a significant positive relationship with OCB, but not significant relationship OCB with a continuous commitment. ANOVA results showed that the average OCB in age, type of employment and employee experience is different. And Continuous commitment in hiring employees is different and emotional commitment in Background employees is different. Conclusion: Based on the findings we conclude that the enhancement of organizational citizenship behavior, organizational commitment and staff of Tehran can be increased.

[The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

Science.gov (United States)

Park, Wall Yun; Yoon, Sook Hee

2009-04-01

This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

The Effect of Supportive Organizational Leadership, Organizational Socialization, and Satisfaction with Supervision on Turnover as Mediated by Organizational Commitment and Job Satisfaction in Faculty

Science.gov (United States)

Lowhorn, Greg L.

2009-01-01

This study utilized a predictive, multivariate research design to test the relationship between three independent variables--supportive organizational leadership, organizational socialization, and satisfaction with supervision--and the dependent variable--turnover intent--as mediated by organizational commitment and job satisfaction. The…

Organizational change in family firms

OpenAIRE

HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank

2009-01-01

Many organizational change efforts don’t live up to their expectations, with inefficiencies in the interaction process between organizational actors as one of the main potential reasons for this failure. Therefore, this paper will focus on the impact of interaction processes on change within the specific organizational context of family firms. Family firms are particularly interesting for organizational change research since they have several unique characteristics that may facilitate or hind...

Investigation of Relationship between Organizational Climate and Organizational Citizenship Behavior: A Research on Health Sector

OpenAIRE

Serdar Öge; Pınar Erdogan

2015-01-01

The main objective of this research is to describe the relationship between organizational climate and organizational citizenship behavior. In order to examine this relationship, a research is intended to be carried out in relevant institutions and organizations operating in the health sector in Turkey. It will be researched that whether there is a statistically significant relationship between organizational climate and organizational citizenship behavior through elated ...

A perspective on Canadian shale gas

Energy Technology Data Exchange (ETDEWEB)

Johnson, Mike; Davidson, Jim; Mortensen, Paul

2010-09-15

In a relatively new development over just the past few years, shale formations are being targeted for natural gas production. Based on initial results, there may be significant potential for shale gas in various regions of Canada, not only in traditional areas of conventional production but also non-traditional areas. However, there is much uncertainty because most Canadian shale gas production is currently in experimental or early developmental stages. Thus, its full potential will not be known for some time. If exploitation proves to be successful, Canadian shale gas may partially offset projected long-term declines in Canadian conventional natural gas production.

A report on the climate change and investment risk workshop : best practices for Canadian pension funds and institutional investors

International Nuclear Information System (INIS)

Boshyk, A.

2004-01-01

Investors realize that the value of investment portfolios can be influenced by environmental risks such as climate change. This report is intended to raise awareness within the financial community of climate change risk, and to encourage greater corporate disclosure on climate change. It presents recommended best practices from the Social Investment Organization (SIO) regarding pension funds and other institutional investors for assessing and managing climate change risk. In 2003, 87 institutional investors handling $9 trillion, asked the 500 largest publicly traded companies in the world to disclose investment-relevant information concerning their greenhouse gas emissions. Nearly 800 organizations in all sectors of the Canadian economy have launched voluntary action plans to reduce greenhouse gas emissions. The SIO recommends that Canadian institutional investors should sign the Carbon Disclosure Project, a mechanism designed to obtain carbon risk data from the largest companies in the world. Mandatory disclosure programs have been a successful tool in promoting sustainable development. 37 refs

Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

Directory of Open Access Journals (Sweden)

Zhe Wang

2018-06-01

Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

OpenAIRE

Jimmy Sadeli

2012-01-01

A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional) on employee engagement, mediated by three intangible organizational factors: (1) talent management practices, (2) organizational culture, and (3) perceived organizational support (POS). Results of this research show that leadership behaviors (transformational and interaction b...

2010 Canadian Cardiovascular Society/Canadian Heart Rhythm Society Training Standards and Maintenance of Competency in Adult Clinical Cardiac Electrophysiology.

Science.gov (United States)

Green, Martin S; Guerra, Peter G; Krahn, Andrew D

2011-01-01

The last guidelines on training for adult cardiac electrophysiology (EP) were published by the Canadian Cardiovascular Society in 1996. Since then, substantial changes in the knowledge and practice of EP have mandated a review of the previous guidelines by the Canadian Heart Rhythm Society, an affiliate of the Canadian Cardiovascular Society. Novel tools and techniques also now allow electrophysiologists to map and ablate increasingly complex arrhythmias previously managed with pharmacologic or device therapy. Furthermore, no formal attempt had previously been made to standardize EP training across the country. The 2010 Canadian Cardiovascular Society/Canadian Heart Rhythm Society Training Standards and Maintenance of Competency in Adult Clinical Cardiac Electrophysiology represent a consensus arrived at by panel members from both societies, as well as EP program directors across Canada and other select contributors. In describing program requirements, the technical and cognitive skills that must be acquired to meet training standards, as well as the minimum number of procedures needed in order to acquire these skills, the new guidelines provide EP program directors and committee members with a template to develop an appropriate curriculum for EP training for cardiology fellows here in Canada. Copyright © 2011 Canadian Cardiovascular Society. Published by Elsevier Inc. All rights reserved.

Achieveing Organizational Excellence Through

OpenAIRE

Mehdi Abzari; Mohammadreza Dalvi

2009-01-01

AbstractToday, In order to create motivation and desirable behavior in employees, to obtain organizational goals,to increase human resources productivity and finally to achieve organizational excellence, top managers oforganizations apply new and effective strategies. One of these strategies to achieve organizational excellenceis creating desirable corporate culture. This research has been conducted to identify the path to reachorganizational excellence by creating corporate culture according...

Organizational Climate and Work Addiction in Shahid Sadoughi University of Medical Sciences, 2014: a Case Study.

Science.gov (United States)

Rafiee, Noora; Bahrami, Mohammad Amin; Zare, Vahid; Mohammadi, Mahan

2015-12-01

The occupational nature of employees in headquarters units of the University requires them to deal with support issues. Thus, there is some pressure on these employees to complete their assignments on time so that employees in the line units can accurately and expeditiously perform their duties. As a result, work addiction behaviors are sometimes observed among the headquarters personnel. Considering the importance of work addiction and recognizing the factors that intensify it, this study investigated the relationship between organizational climate and the work addiction of headquarters personnel at the Shahid Sadoughi University of Medical Sciences. This descriptive-analytic study was conducted using stratified random sampling of 151 University employees in 2014. The data collection tool was an organizational climate questionnaire, which was supplemented by the Work Addiction Risk Test (WART). The data were analyzed using the Pearson test, Spearman test, independent t-test, Mann-Whitney test, one-way analysis of variance (ANOVA), and the Kruskal-Wallis test using IBM-SPSS version 20. The findings of this study showed that the organizational climate was at a moderate level, and employees were in the danger level in terms of work addiction. In addition, among the dimensions of organizational climate, the risk dimension had a significant relationship with work addiction (porganizational climate score was low and the work addiction score was at the high-risk level, this issue demands more attention of senior managers and human resource officers of organizations to improve the organizational climate and increase employees' awareness of work addiction.

ORGANIZATIONAL PROJECT MANAGEMENT MATURITY

Directory of Open Access Journals (Sweden)

Yana Derenskaya

2017-11-01

Full Text Available The present article is aimed at developing a set of recommendations for achieving a higher level of organizational project maturity at a given enterprise. Methodology. For the purposes of the current research, the available information sources on the components of project management system are analysed; the essence of “organizational maturity” and the existing models of organizational maturity are studied. The method of systemic and structural analysis, as well as the method of logical generalization, are employed in order to study the existing models of organizational maturity, to describe levels of organizational maturity, and finally to develop a set of methodological recommendations for achieving a higher level of organizational project maturity at a given enterprise. The results of the research showed that the core elements of project management system are methodological, organizational, programtechnical, and motivational components. Project management encompasses a wide range of issues connected with organizational structure, project team, communication management, project participants, etc. However, the fundamental basis for developing project management concept within a given enterprise starts with defining its level of organizational maturity. The present paper describes various models of organizational maturity (staged, continuous, petal-shaped and their common types (H. Кеrzner Organizational Maturity Model, Berkeley PM Maturity Model, Organizational Project Management Maturity Model, Portfolio, Program & Project Management Maturity Model. The analysis of available theoretic works showed that the notion “organizational project maturity” refers to the capability of an enterprise to select projects and manage them with the intention of achieving its strategic goals in the most effective way. Importantly, the level of maturity can be improved by means of formalizing the acquired knowledge, regulating project-related activities

Canadian perspectives on food irradiation

International Nuclear Information System (INIS)

Kunstadt, P.

1990-01-01

Canada has been in the forefront of irradiation technology for over 30 years. Some 83 of the 147 irradiators used worldwide are Canadian-built, yet Canadian food processors have been very slow to use the technology. This paper is an update on the food irradiation regulatory situation in Canada and the factors that influence it. It also reviews some significant non-regulatory developments. (author)

Representations of disability in the Canadian news media: a decade of change?

Science.gov (United States)

Devotta, Kimberly; Wilton, Robert; Yiannakoulias, Niko

2013-01-01

To assess stability and change in representations of disability and persons with disability in the Canadian news media between 1998 and 2008. The study replicated research conducted in 1998 that assessed the representation of disability in the Canadian news media. Following the earlier study, three newspapers were selected (Globe and Mail, Toronto Star and Toronto Sun) and all articles from a three-month period in 1998 and 2008 were assessed for disability content. In total, 362 articles were found in the two time periods. These were coded for structure and content using a schema developed in the earlier research. Between 1998 and 2008, there was a significant increase in the proportion of stories using "person first" language, and a significant increase in the proportion of "progressively" themed articles (e.g. dealing with barriers to participation, or disability awareness and inclusion). At the same time, there were significant differences between newspapers, with the Toronto Sun (a tabloid) maintaining a strong focus on "traditional" themes (e.g. special education, charitable provision). The differences in news media representations between 1998 and 2008 suggest a positive change in the way people with disabilities are represented, with greater attention to the complexity of their identity and their multiple social roles. The participation of persons with disabilities in society continues to be limited by negative attitudes. Media reporting has a significant influence on public attitudes toward disability. In a content analysis of three Canadian newspapers, this study found several significant changes in the language and content of disability-related articles. Together, these changes provide some evidence of more favorable media representations of disability. Further research in rehabilitation is needed to understand how such changes may both reflect and facilitate ongoing efforts to enhance people with disabilties' participation in social life.

Understanding the Influence of Organizational Culture and Group Dynamics on Organizational Change and Learning

Science.gov (United States)

Lucas, Colleen; Kline, Theresa

2008-01-01

Purpose: The purpose of this study is to investigate the relationship between organizational culture, group dynamics, and organizational learning in the context of organizational change. Design/methodology/approach: A case study was used to examine cultural and group level factors that potentially influence groups' learning in the context of…

Organizational culture in ICT companies

OpenAIRE

Pilík, Tomáš

2013-01-01

This thesis deals with problematic of organizational culture with emphasis on organizational culture in ICT companies. Main goal of this thesis is to develop own framework for influencing organizational culture in ICT companies. The introductory part sums up an overview of definitions of culture and organizational culture in chronological order. Evaluation of definitions from the author's perspective is also part of the opening chapter. The main part of thesis focuses on proposing framework f...

Influence of Technological Assets on Organizational Performance through Absorptive Capacity, Organizational Innovation and Internal Labour Flexibility

Directory of Open Access Journals (Sweden)

Encarnación García-Sánchez

2018-03-01

Full Text Available Organizational innovation is increasingly mandatory for firms to overcome their competitors. Organizational innovation is especially relevant in today’s dynamic and turbulent environments, where other internal variables—such as technological assets, employee training, coordination of new management capabilities, and new flexible human resources and more adaptable organizational designs—must be encouraged to create value and competitive advantage. The purpose of our research is to analyse whether technological assets influence absorptive capacity (potential and realized absorptive capacity and how absorptive capacity influences internal labour flexibility, organizational innovation and performance. We achieve these goals by analysing the interrelations among internal labour flexibility, organizational innovation and performance, using the theory of resources and capabilities. A quantitative study was carried out with data gathered by personal interview using a structured questionnaire. Relationships proposed in the theoretical model were estimated through a structural equation model, using a sample of 160 European technology companies. The results show that support for technology and improvement of technological skills and technological distinctive competencies promote improvement in organizational performance through their positive influence on the processes of potential and realized absorption capacity. Potential absorptive capacity influences realized absorptive capacity, which impacts not only internal labour flexibility but also organizational innovation and organizational performance. Further, internal labour flexibility influences organizational performance through organizational innovation. This issue is of particular interest when considering the dynamic nature of turbulent technological environments in which the organization operates. Technological assets thus identify new sources of flexibility and organizational innovation based

Implications of globalization on pricing for Canadian crudes

Energy Technology Data Exchange (ETDEWEB)

Black, R. [Canadian Occidental Petroleum Ltd., Calgary, AB (Canada)

1998-05-01

The effects of globalization on Canadian crude oil prices was discussed. Since deregulation in October 1985, Canadian crude oil has competed directly against international crude oil through the use of the NYMEX contract price for light sweet crude oil as the base for establishing the price for Canadian crudes. Prior to that date, Alberta crude was marketed by the Alberta Petroleum Marketing Commission using the old block matrix which was loosely tied to the world market price. In addition to world crude oil prices other factors that affect the price of Canadian crude oil include technology impacts and global integration. Also, when the Sarnia to Montreal pipeline (Line 9) is reversed to bring offshore crude oil into the Ontario refining community, Canadian producers can expect some adverse effects on the price they are paid for their products leading up to the reversal as refiners start to swing over to their alternate suppliers. The offshore supply is expected to be about 140,000 barrels/day of light sweet crude oil, but all grades of Canadian crude oil will be affected.

‘Would you like to talk about that?’ How and when group emotional awareness enhances effectiveness of gender diverse teams

Directory of Open Access Journals (Sweden)

Smaranda Boros

2013-10-01

Full Text Available The aim of this paper is to explore the moderating role of group emotional awareness and diversity beliefs inthe relationship between gender diversity and group effectiveness. In study 1 (cross-sectional survey in 31organizational teams, the interaction effect between diversity and awareness suggests that awareness contributes toa larger extent to team effectiveness in gender homogenous rather than heterogeneous teams. Considering themoderating role of diversity beliefs for the outcomes of diversity, in study 2 (an experimental study on 21 studentproject teams we look at the interaction of diversity beliefs and group emotional awareness. Results suggest that apositive framing of diversity has the strongest positive impact on effectiveness. However, group emotionalawareness cancels the negative framing effect of diversity on effectiveness. Our data gives evidence for theexistence of an affective, rather than cognitive path to reaping the benefits of gender diversity without paying theprice elicited by categorization.

Organizational resilience: Sustained institutional effectiveness among smaller, private, non-profit US higher education institutions experiencing organizational decline.

Science.gov (United States)

Moran, Kenneth A

2016-06-04

Recent changes in the United States (US) economy have radically disrupted revenue generation among many institutions within higher education within the US. Chief among these disruptions has been fallout associated with the financial crisis of 2008-2009, which triggered a change in the US higher education environment from a period of relative munificence to a prolonged period of scarcity. The hardest hit by this disruption have been smaller, less wealthy institutions which tend to lack the necessary reserves to financially weather the economic storm. Interestingly, a review of institutional effectiveness among these institutions revealed that while many are struggling, some institutions have found ways to not only successfully cope with the impact of declining revenue, but have been able to capitalize on the disruption and thrive. Organizational response is an important factor in successfully coping with conditions of organizational decline. The study examined the impacts of organizational response on institutional effectiveness among higher education institutions experiencing organizational decline. The study's research question asked why some US higher educational institutions are more resilient at coping with organizational decline than other institutions operating within the same segment of the higher education sector. More specifically, what role does organizational resilience have in helping smaller, private non-profit institutions cope and remain effective during organizational decline? A total of 141 US smaller, private non-profit higher educational institutions participated in the study; specifically, the study included responses from participant institutions' key administrators. 60-item survey evaluated administrator responses corresponding to organizational response and institutional effectiveness. Factor analysis was used to specify the underlying structures of rigidity response, resilience response, and institutional effectiveness. Multiple regression

Investigation of the relationship between organizational learning and organizational citizen behavior among the staff of teaching hospital.

Science.gov (United States)

Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

2014-10-01

Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja'ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior.

Mediating Role of Perceived Organizational Support on the Impact of Psychol ogical Capital on Organizational Identification

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Haluk Erdem

2015-06-01

Full Text Available Employees’ loyalty toward organizations is decreasing gradually recently. This phenomenon negatively affects the dimensions of organizational behavior directly or indirectly. In this study, the effect of psychological capital on organizational identification, and the mediating role of perceived org anizational support in this association are explored. Thereby, data based on the government employees in Bitlis Province (n=478 are analyzed (exploratory and confirmatory factor analyses, regression analysis and it is supported that psychological capital increases positively and significantly perceived organizational support and organizational identification. Besides, the mediating role of organizational support in the association between psychological capital and organizational identification is supporte d using tree step regression analysis and Sobel Test

The flow of radionuclides through the Canadian archipelago

International Nuclear Information System (INIS)

Ellis, K.; Smith, J.N.

1999-01-01

The transport of contaminants to the Canadian Arctic by air and in water and their concentration through the marine food web has lead to enhanced levels of contaminants in several foods of Canadian northern inhabitants. Artificial radionuclides in the marine water can be used to determine water circulation and to trace contaminant transport through the Canadian Archipelago

Corruption and Organizational Communication

DEFF Research Database (Denmark)

Krause Hansen, Hans

2017-01-01

, and societal levels, as well as how corruption is and can be responded to through public scandals and more elaborate communicative strategies of corruption control, or anti-corruption. A focus on corruption and corruption control provides organizational communication scholars with entry points to explore...... the powerful communicative dynamics playing out between the local organizational meanings of particular practices and externally imposed definitions of what constitutes appropriate organizational behavior....

Measuring Organizational Climate and Organizational Commitment in the Turkish Educational Context.

Science.gov (United States)

Turan, Selahattin

This report examines the relationship between each dimension of organizational climate (supportive principal behavior, directive principal behavior, engaged teacher behavior, frustrated teacher behavior) and the organizational commitment of teachers in Turkish public schools. Data were collected from 900 educators in 40 public high schools.…

Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors.

Science.gov (United States)

Lin, Chia-Tzu; Chang, Ching-Sheng

2015-01-01

Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p organizational commitment and organizational citizenship behaviors.

Organizational Behaviour in Construction

DEFF Research Database (Denmark)

Kreiner, Kristian

2013-01-01

Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)......Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)...

Organizational culture

OpenAIRE

Schein, Edgar H.

1988-01-01

Cultural orientations of an organization can be its greatest strength, providing the basis for problem solving, cooperation, and communication. Culture, however, can also inhibit needed changes. Cultural changes typically happen slowly – but without cultural change, many other organizational changes are doomed to fail. The dominant culture of an organization is a major contributor to its success. But, of course, no organizational culture is purely one type or another. And the existence of sec...

Organizational Blogging

DEFF Research Database (Denmark)

Agerdal-Hjermind, Annette

2014-01-01

The purpose of this paper is to address and discuss implications of blog usage in a corporate communication context from an employees’ perspective by analyzing the local context and the underlying motivations of corporate blogging as they are being discursively constructed by a group of organizat...... of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers....

The relationship between organizational structure and organizational ambidexterity: a comparison between manufacturing ans service firms

NARCIS (Netherlands)

Kortmann, S.

2012-01-01

In strategic management and organizational theory, organizational effectiveness denotes the broadest domain of business performance. What is the optimal structural configuration for organizational ambidexterity and to what extent is it contingent upon firm type? To answer this research question,

Business processes in organizational diagnosis

OpenAIRE

Janićijević, Nebojša

2010-01-01

The paper points out why and how it is necessary to include business processes into organizational diagnosis as a first step in the process of organizational change management. First, the necessity of including business processes into diagnostic models which are used during the performing of organizational changes is proved in the paper. Next, the business processes’ components and characteristics which need to be included into organizational diagnosis are defined, and the way in which they a...

ORGANIZATIONAL CAPITAL IN ENTERPRISE ARCHITECTURE

Directory of Open Access Journals (Sweden)

Kirill G. Skripkin

2016-01-01

Full Text Available The paper describes a new approach to the description of organizational capital in enterprise architecture. This approach is focused on internal consistency of organizational mechanisms and their fit to the requirements of technologies in use and key employees. The description rests on Henry Mintzberg organizational design theory. The value of this description is demonstrated for the case of influence of Ministry of Education and Science policy on the organizational capital of the Russian university.

New Organizational Forms and IT

OpenAIRE

Schwarzer, Bettina;Zerbe, Stefan;Krcmar, Helmut

2014-01-01

The availability of powerful IT/IS is percieved as a driving force as well as a necessary prerequisite for new organizational solutions. However, even though the close interre-latedness of organizational structure and IT/IS has been widely recognized for a long time, a thorough understanding of their linkage is still missing. The research project NOF (New Organizational Forms) aims at closing the gap between the organizational and IS discipline in order to further the understanding and provid...

Contractor’s Awareness on Occupational Safety and Health (OSH Management Systems in Construction Industry

Directory of Open Access Journals (Sweden)

Mohd Kamar I.F.

2014-01-01

Full Text Available Occupational Health and Safety Management Systems is part of the overall management system that facilitates the management of the OS&H risks associated with the business of the organization. This includes the organizational structure, planning activities, responsibilities, practices, procedures, processes and resources for developing, implementing, achieving, reviewing and maintaining the organization’s OS&H policy. The purpose of this research is to determine the level of awareness of contractors on OSH management systems. A total of 34 numbers of class A contractors in Kelantan registered with Pusat Khidmat Kontraktor (PKK were randomly selected. Data was collected using self-administered questionnaire. The findings indicate that most of the Class A Contractor in Kelantan aware that the occupational safety and health management system are important and should be practiced to achieve zero accident and death on site

Interrelationship between a brand’s environmental embeddedness, brand awareness and company performance

Directory of Open Access Journals (Sweden)

Ivana First

2007-07-01

Full Text Available The purpose of the research was to define and measure a brand’s environmental embeddedness that, unlike the constructs used in previous environmental research, measures to which extent brand identity is embedded in environmental values. The purpose was also to assess a correlation of this variable to brand awareness and company performance. This study is based on three overlapping theoretical backgrounds: brand management, corporate social responsibility and organizational culture. Secondary data as well as content analysis and survey-based primary data were used. The results indicate a correlation between the environmental embeddedness of brands and brand awareness, but no correlation of these two variables to company performance. Such results support the idea that companies should indeed invest in being environmentally friendly so as to increase their chances of being recognized, while also indicating that the companies that own strong brands cannot afford not to be environmentally conscious as that could hurt their corporate brand values.

Emergency department boarding times for patients admitted to intensive care unit: Patient and organizational influences.

Science.gov (United States)

Montgomery, Phyllis; Godfrey, Michelle; Mossey, Sharolyn; Conlon, Michael; Bailey, Patricia

2014-04-01

Critically ill patients can be subject to prolonged stays in the emergency department following receipt of an order to admit to an intensive care unit. The purpose of this study was to explore patient and organizational influences on the duration of boarding times for intensive care bound patients. This exploratory descriptive study was situated in a Canadian hospital in northern Ontario. Through a six-month retrospective review of three data sources, information was collected pertaining to 16 patient and organizational variables detailing the emergency department boarding time of adults awaiting transfer to the intensive care unit. Data analysis involved descriptive and non-parametric methods. The majority of the 122 critically ill patients boarded in the ED were male, 55 years of age or older, arriving by ground ambulance on a weekday, and had an admitting diagnosis of trauma. The median boarding time was 34 min, with a range of 0-1549 min. Patients designated as most acute, intubated, and undergoing multiple diagnostic procedures had statistically significantly shorter boarding times. The study results provide a profile that may assist clinicians in understanding the complex and site-specific interplay of variables contributing to boarding of critically ill patients. Copyright © 2013 Elsevier Ltd. All rights reserved.

Managing Organizational Change.

Science.gov (United States)

Watwood, Britt; And Others

Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

International Nuclear Information System (INIS)

Kim, J.H.; Kim, C.S.; Kim, J.M.

2011-01-01

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE: KEY FACTORS IN THE ORGANIZATIONAL ADAPTATION PROCESS

Directory of Open Access Journals (Sweden)

Ivona Vrdoljak Raguž

2017-01-01

Full Text Available This paper intends to theorize about how the specific leadership style affects the organizational adaptation in terms of its external environment through fostering the desired organizational culture. Adaptation success, the dimensions of organizational culture and the executive leadership role in fostering the desired corporate culture conducive to the organizational adaptation process are discussed in this paper. The objective of this paper is to highlight the top executive managers’ crucial role and their leadership style in creating such an internal climate within an organization that, in turn, encourages and strengthens the implementation of changes and adaptation to its environment. The limitations of this paper lie in the consideration that this subject matter is discussed only at a theoretical level and that its validity should be proved through practical application.

Conference summaries of the Canadian Nuclear Association 30. annual conference, and the Canadian Nuclear Society 11. annual conference

International Nuclear Information System (INIS)

1990-01-01

This volume contains conference summaries for the 30. annual conference of the Canadian Nuclear Association, and the 11. annual conference of the Canadian Nuclear Society. Topics of discussion include: energy needs and challenges facing the Canadian nuclear industry; the environment and nuclear power; the problems of maintaining and developing industrial capacity; the challenges of the 1990's; programmes and issues for the 1990's; thermalhydraulics; reactor physics and fuel management; nuclear safety; small reactors; fuel behaviour; energy production and the environment; computer applications; nuclear systems; fusion; materials handling; and, reactor components

Values that matter, barriers that interfere: the struggle of Canadian nurses to enact their values.

Science.gov (United States)

Beagan, Brenda; Ells, Carolyn

2009-03-01

Qualitative interviews were conducted with 20 nurses in a Canadian city to explore the moral experience of nurses in their working lives. The participants were asked what they valued in their profession and how well their work lives enabled them act on their values. Almost uniformly, they expressed commitment to the values of helping others, caring, making a difference, patient-centredness, advocacy, professional integrity, holistic care, and sharing knowledge for patient empowerment. They identified several challenges and frustrations experienced in attempting to enact these values. System-level challenges included professional hierarchies, organizational structures, issues in the health-care system, and power dynamics. Removing these barriers cannot be left to nurses alone. It requires complex, wide-ranging strategies: system change, power restructuring, and the creation of ethical climates and cultures that support values that are essential to good patient care.

Research-based-decision-making in Canadian health organizations: a behavioural approach.

Science.gov (United States)

Jbilou, Jalila; Amara, Nabil; Landry, Réjean

2007-06-01

Decision making in Health sector is affected by a several elements such as economic constraints, political agendas, epidemiologic events, managers' values and environment... These competing elements create a complex environment for decision making. Research-Based-Decision-Making (RBDM) offers an opportunity to reduce the generated uncertainty and to ensure efficacy and efficiency in health administrations. We assume that RBDM is dependant on decision makers' behaviour and the identification of the determinants of this behaviour can help to enhance research results utilization in health sector decision making. This paper explores the determinants of RBDM as a personal behaviour among managers and professionals in health administrations in Canada. From the behavioural theories and the existing literature, we build a model measuring "RBDM" as an index based on five items. These items refer to the steps accomplished by a decision maker while developing a decision which is based on evidence. The determinants of RBDM behaviour are identified using data collected from 942 health care decision makers in Canadian health organizations. Linear regression is used to model the behaviour RBDM. Determinants of this behaviour are derived from Triandis Theory and Bandura's construct "self-efficacy." The results suggest that to improve research use among managers in Canadian governmental health organizations, strategies should focus on enhancing exposition to evidence through facilitating communication networks, partnerships and links between researchers and decision makers, with the key long-term objective of developing a culture that supports and values the contribution that research can make to decision making in governmental health organizations. Nevertheless, depending on the organizational level, determinants of RBDM are different. This difference has to be taken into account if RBDM adoption is desired. Decision makers in Canadian health organizations (CHO) can help to build

Organizational Creativity and IT-based Support

Directory of Open Access Journals (Sweden)

Celina M. Olszak

2016-05-01

Full Text Available The main aim of this paper is to provide a theoretically and empirically grounded discussion on IT-based organizational creativity support. This study attempts to answer the following questions: (1 what is the issue of organizational creativity and its IT-based support, (2 what is the demand for IT –based organizational creativity support; (3 what are the main determinants and barriers to IT-based organizational creativity support; and (4 what success factors are crucial for IT-based organizational creativity support. This paper presents the analysis results of a survey conducted in 25 selected organizations. The paper provides valuable information on the possibilities of IT applications in organizational creativity support as well as the associated success factors. It makes useful contribution to our better understanding of IT-based organizational creativity support issues.

Recent Books on Canadian Business History.

Science.gov (United States)

Armstrong, Christopher

1979-01-01

Reviews Canadian business history books published since 1972 as well as reprints of useful older works. Topics dealt with are the fish, timber, and wheat industry, transportation, entrepreneurs and entrepreneurship, Canadian economy during World War I, the development of natural resources, and the lives of the rich and the powerful. (KC)

Exploring Effective Communication for Organizational Change

Science.gov (United States)

Nordin, Eric John

2013-01-01

The purpose of this case study was to explore experiences and perceptions of organizational leaders regarding organizational change communication to improve change results in an organizational setting. Building on a conceptual framework of organizational theory, 25 full-time online faculty at an institution of higher learning in the southwestern…

Canadian advanced life support capacities and future directions

Science.gov (United States)

Bamsey, M.; Graham, T.; Stasiak, M.; Berinstain, A.; Scott, A.; Vuk, T. Rondeau; Dixon, M.

2009-07-01

Canada began research on space-relevant biological life support systems in the early 1990s. Since that time Canadian capabilities have grown tremendously, placing Canada among the emerging leaders in biological life support systems. The rapid growth of Canadian expertise has been the result of several factors including a large and technically sophisticated greenhouse sector which successfully operates under challenging climatic conditions, well planned technology transfer strategies between the academic and industrial sectors, and a strong emphasis on international research collaborations. Recent activities such as Canada's contribution of the Higher Plant Compartment of the European Space Agency's MELiSSA Pilot Plant and the remote operation of the Arthur Clarke Mars Greenhouse in the Canadian High Arctic continue to demonstrate Canadian capabilities with direct applicability to advanced life support systems. There is also a significant latent potential within Canadian institutions and organizations with respect to directly applicable advanced life support technologies. These directly applicable research interests include such areas as horticultural management strategies (for candidate crops), growth media, food processing, water management, atmosphere management, energy management, waste management, imaging, environment sensors, thermal control, lighting systems, robotics, command and data handling, communications systems, structures, in-situ resource utilization, space analogues and mission operations. With this background and in collaboration with the Canadian aerospace industry sector, a roadmap for future life support contributions is presented here. This roadmap targets an objective of at least 50% food closure by 2050 (providing greater closure in oxygen, water recycling and carbon dioxide uptake). The Canadian advanced life support community has chosen to focus on lunar surface infrastructure and not low Earth orbit or transit systems (i.e. microgravity

The Organizational Structure and Organizational Culture Interdependence Analysis with a Special Reference to Bosnian and Herzegovinian Enterprises

OpenAIRE

Alisa Delic; Senija Nuhanovic

2010-01-01

The aim of this paper is to point to the very nature of the relationship between the organizational structure and organizational culture as very important mechanisms by means of which enterprises set their employees' behavior on the target course, or direct their efforts at accomplishing organizational goals, respectively. Besides the examination of the phenomenon of the organizational structure and organizational culture at the general level, the paper also includes the analysis of empirical...

An Analysis of the Relationship between Organizational Communication and Organizational Cynicism According to Teachers' Perceptions in Turkey

Science.gov (United States)

Ayik, Ahmet

2015-01-01

In this study, the relations between organizational communication and organizational cynicism have been analyzed. The sample of the study consists of 274 teachers working in state secondary schools in Palandöken County of Erzurum, in 2013-2014 academic year. "Organizational Cynicism Scale" and "Organizational Communication…

Liquid fuels from Canadian coals

Energy Technology Data Exchange (ETDEWEB)

Taylor, G. W.

1979-06-15

In Canadian energy planning, the central issue of security of supply must be addressed by developing flexible energy systems that make the best possible use of available resources. For liquid fuel production, oil sands and heavy oil currently appear more attractive than coal or biomass as alternatives to conventional crude oil, but the magnitude of their economic advantage is uncertain. The existence of large resources of oil sands, heavy oils, natural gas and low-sulfur coals in Western Canada creates a unique opportunity for Canadians to optimize the yield from these resources and develop new technology. Many variations on the three basic liquefaction routes - hydroliquefaction, pyrolysis and synthesis - are under investigation around the world, and the technology is advancing rapidly. Each process has merit under certain circumstances. Surface-mineable subbituminous and lignite coals of Alberta and Saskatchewan appear to offer the best combination of favorable properties, deposit size and mining cost, but other deposits in Alberta, Nova Scotia and British Columbia should not be ruled out. The research effort in Canada is small by world standards, but it is unlikely that technology could be imported that is ideally suited to Canadian conditions. Importing technology is undesirable: innovation or process modification to suit Canadian coals and markets is preferred; coprocessing of coal liquids with bitumen or heavy oils would be a uniquely Canadian, exportable technology. The cost of synthetic crude from coal in Canada is uncertain, estimates ranging from $113 to $220/m/sup 3/ ($18 to $35/bbl). Existing economic evaluations vary widely depending on assumptions, and can be misleading. Product quality is an important consideration.

Antecedents of Organizational Citizenship Behavior Analysis and its Impact Toward Organizational Effectiveness on A Fruit Ice Cream Manufacture

Directory of Open Access Journals (Sweden)

Annetta Gunawan

2012-03-01

Full Text Available To achieve organizational effectiveness, every company needs not only qualified human resources, but also employees who perform organizational citizenship behavior (OCB, which is influenced by individual internal factor i.e. big five personality and its external factor i.e. job satisfaction and organizational commitment. PT Harapan Surya Lestari also needs employees with high OCB level to maintain the sustainability of the company. The purpose of this research is to analyse the effects of big five personality, job satisfaction, and organizational commitment of the employees to organizational citizenship behavior and its impact toward organizational effectiveness on PT Harapan Surya Lestari (HSL. The method used in the research is Path Analysis. The data is obtained from questionnaire disseminated to all the employees of PT HSL in order to measure the level of big five personality, job satisfaction, and organizational commitment of the employees and organizational effectiveness from the perception of each employee, using likert scale. Results from the data analysis obtained structural equations Y = 0,240 X1 + 0,166 X2 + 0,502 X3 + 0,6671 ε1  where simultaneously big five personality, job satisfaction, and organizational commitment contribute significantly to organizational citizenship behavior of 55,5% and Z = 0,461 X2 + 0,374 Y + 0,6921 ε2  where simultaneously job satisfaction and organizational commitment contribute significantly to organizational effectiveness of 52,1%.

Organizational Development: Values, Process, and Technology.

Science.gov (United States)

Margulies, Newton; Raia, Anthony P.

The current state-of-the-art of organizational development is the focus of this book. The five parts into which the book is divided are as follows: Part One--Introduction (Organizational Development in Perspective--the nature, values, process, and technology of organizational development); Part Two--The Components of Organizational Developments…

Organizational Learning and Crisis Management

Science.gov (United States)

Wang, Jia

2007-01-01

The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

Tuberculosis in Aboriginal Canadians

Directory of Open Access Journals (Sweden)

Vernon H Hoeppner

2000-01-01

Full Text Available Endemic tuberculosis (TB was almost certainly present in Canadian aboriginal people (aboriginal Canadians denotes status Indians, Inuit, nonstatus Indians and metis as reported by Statistics Canada before the Old World traders arrived. However, the social changes that resulted from contact with these traders created the conditions that converted endemic TB into epidemic TB. The incidence of TB varied inversely with the time interval from this cultural collision, which began on the east coast in the 16th century and ended in the Northern Territories in the 20th century. This relatively recent epidemic explains why the disease is more frequent in aboriginal children than in Canadian-born nonaboriginal people. Treatment plans must account for the socioeconomic conditions and cultural characteristics of the aboriginal people, especially healing models and language. Prevention includes bacillus Calmette-Guerin vaccination and chemoprophylaxis, and must account for community conditions, such as rates of suicide, which have exceeded the rate of TB. The control of TB requires a centralized program with specifically directed funding. It must include a program that works in partnership with aboriginal communities.

Research Awards: Canadian Partnerships Program Deadline: 12 ...

International Development Research Centre (IDRC) Digital Library (Canada)

Jean-Claude Dumais

2012-09-12

Sep 12, 2012 ... IDRC's Canadian Partnerships (CP) Program offers a Research ... For this, they may consider quantitative and qualitative methods, case studies, ... What types of processes do Canadian organizations use to learn about their ...

Organizational Learning in Health Care Organizations

Directory of Open Access Journals (Sweden)

Savithiri Ratnapalan

2014-02-01

Full Text Available The process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes is called organizational learning. In health care organizations, patient care is provided through one or more visible and invisible teams. These teams are composed of experts and novices from diverse backgrounds working together to provide coordinated care. The number of teams involved in providing care and the possibility of breakdowns in communication and coordinated care increases in direct proportion to sophisticated technology and treatment strategies of complex disease processes. Safe patient care is facilitated by individual professional learning; inter-professional team learning and system based organizational learning, which encompass modified context specific learning by multiple teams and team members in a health care organization. Organizational learning in health care systems is central to managing the learning requirements in complex interconnected dynamic systems where all have to know common background knowledge along with shared meta-knowledge of roles and responsibilities to execute their assigned functions, communicate and transfer the flow of pertinent information and collectively provide safe patient care. Organizational learning in health care is not a onetime intervention, but a continuing organizational phenomenon that occurs through formal and informal learning which has reciprocal association with organizational change. As such, organizational changes elicit organizational learning and organizational learning implements new knowledge and practices to create organizational changes.

Organizational Socialization and Its Relation with Organizational Performance in High Schools

Science.gov (United States)

Balci, Ali; Ozturk, Inci; Polatcan, Mahmut; Saylik, Ahmet; Bil, Erkut

2016-01-01

This study is designed to explore organizational socialization and organizational performance levels of secondary school teachers and the relation between the two variables mentioned. The study is designed as correlational research. The target population of the research consists of 5744 teachers who work in public and private Anatolian high…

Organizational culture: an important context for addressing and improving hospital to community patient discharge.

Science.gov (United States)

Hesselink, Gijs; Vernooij-Dassen, Myrra; Pijnenborg, Loes; Barach, Paul; Gademan, Petra; Dudzik-Urbaniak, Ewa; Flink, Maria; Orrego, Carola; Toccafondi, Giulio; Johnson, Julie K; Schoonhoven, Lisette; Wollersheim, Hub

2013-01-01

Organizational culture is seen as having a growing impact on quality and safety of health care, but its impact on hospital to community patient discharge is relatively unknown. To explore aspects of organizational culture to develop a deeper understanding of the discharge process. A qualitative study of stakeholders in the discharge process. Grounded Theory was used to analyze the data. In 5 European Union countries, 192 individual and 25 focus group interviews were conducted with patients and relatives, hospital physicians, hospital nurses, general practitioners, and community nurses. Three themes emerged representing aspects of organizational culture: a fragmented hospital to primary care interface, undervaluing administrative tasks relative to clinical tasks in the discharge process, and lack of reflection on the discharge process or process improvement. Nine categories were identified: inward focus of hospital care providers, lack of awareness to needs, skills, and work patterns of the professional counterpart, lack of a collaborative attitude, relationship between hospital and primary care providers, providing care in a "here and now" situation, administrative work considered to be burdensome, negative attitude toward feedback, handovers at discharge ruled by habits, and appreciating and integrating new practices. On the basis of the data, we hypothesize that the extent to which hospital care providers value handovers and the outreach to community care providers is critical to effective hospital discharge. Community care providers often are insufficiently informed about patient outcomes. Ongoing challenges with patient discharge often remain unspoken with opportunities for improvement overlooked. Interventions that address organizational culture as a key factor in discharge improvement efforts are needed.

THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE ON THE EFFECTS OF LEADER-MEMBER EXCHANGE ON ORGANIZATIONAL CITIZINSHIP BEHAVIOUR

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Erol TEKİN

2018-04-01

Full Text Available The aim of the study is to investigate the mediating effect of organizational justice on the effect of leadermember exchange on organizational citizenship behavior. Within the scope of this purpose, a questionnaire study has been carried out on 250 banking employee. The obtained data has been analyzed with factor analysis, correlation analysis and regression analysis. Analyzes has been performed with SPSS 20.0 analysis software. According to the results, it has been found that leader-member exchange affects organizational citizenship behavior positively and meaningfully. Similarly, it has been found that organizational justice affects organizational citizenship behavior positively and meaningfully. It has also been found that organizational justice citizenship behavior has a partial mediation effect on the relation between leader-member exchange and organizational citizenship behavior.

Relationship between Organizational Justice Perceptions and Organizational Commitment Levels of School of Physical Education and Sports Academicians

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Ari, Abdil; Çaglayan, Hakan Salim

2017-01-01

This study was conducted to determine organizational justice perceptions and organizational commitment levels of the school of physical education and sports academicians and to establish whether there is a relation between their organizational justice perceptions and organizational commitment levels or not. In the study, a method for the…

The Contingent Value of Organizational Integration

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Virpi Turkulainen

2013-08-01

Full Text Available We elaborate the link between organizational design and effectiveness by examining organizational integration and performance in the context of modern manufacturing. Through careful contextualization and empirical analysis of 266 manufacturing organizations in three industries and nine countries, we uncover a joint effect of integration and complexity on organizational effectiveness. The results extend structural contingency theory, in particular the mechanisms that link organizational integration to organizational effectiveness. We conclude by discussing the continuing relevance of structural contingency theory.

Organizational Justice Perception According to Generations

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Zeki YÜKSEKBİLGİLİ

2015-12-01

Full Text Available Although there are many different researches on the subject of organizational justice, there is no research on organizational justice perception according to generations. In this study, the research subject is defined if there is a difference on the perception of organizational justice between x and y generations. After a conduct of 430 surveys the Organizational Justice Scale is used. As a result, it is proved that there is no significant difference between the organizational justice perceptions according to generations

There be dragons: Canadian explorers in international fields

Energy Technology Data Exchange (ETDEWEB)

O' Meara, D

1999-11-01

International hotspots of Canadian exploration and production companies are described. Examples of mid-sized Canadian companies competing successfully in many parts of the world are recounted. Being Canadian and having access to countries that Americans do not because of trade sanctions, allows Canadian companies to bring to these countries all the North American technology without the associated politics. Successes by Canadian Occidental Petroleum in Yemen, in Africa, the former Soviet Union and South America, or Alberta Energy Company International's recent commitment to explore in Azerbaijan with estimated reserves of 5.9 billion barrels of oil-equivalent, are only some of the examples where Canadian explorers have been very successful. Some of the problems faced by international operators such as scarcity of indigenous trained personnel, lack of infrastructure, unstable governments, and/or unfriendly government policies, tribal wars, unfavourable public reaction 'back home' to repressive regimes in parts of the world ( e.g. Talisman Energy in Sudan) are some of the dangers faced by companies venturing into the global arena, driven by dreams of untold riches, but also by the prospects of diminishing reserves on home turf.

There be dragons: Canadian explorers in international fields

Energy Technology Data Exchange (ETDEWEB)

O' Meara, D.

1999-11-01

International hotspots of Canadian exploration and production companies are described. Examples of mid-sized Canadian companies competing successfully in many parts of the world are recounted. Being Canadian and having access to countries that Americans do not because of trade sanctions, allows Canadian companies to bring to these countries all the North American technology without the associated politics. Successes by Canadian Occidental Petroleum in Yemen, in Africa, the former Soviet Union and South America, or Alberta Energy Company International's recent commitment to explore in Azerbaijan with estimated reserves of 5.9 billion barrels of oil-equivalent, are only some of the examples where Canadian explorers have been very successful. Some of the problems faced by international operators such as scarcity of indigenous trained personnel, lack of infrastructure, unstable governments, and/or unfriendly government policies, tribal wars, unfavourable public reaction 'back home' to repressive regimes in parts of the world ( e.g. Talisman Energy in Sudan) are some of the dangers faced by companies venturing into the global arena, driven by dreams of untold riches, but also by the prospects of diminishing reserves on home turf.

The firm. Techno-organizational changes, industrial relations and performances. An enquiry on Reggio Emilia local industrial system

OpenAIRE

Antonioli, Davide

2008-01-01

It is not unknown that the evolution of firm theories has been developed along a path paved by an increasing awareness of the organizational structure importance. From the early “neoclassical” conceptualizations that intended the firm as a rational actor whose aim is to produce that amount of output, given the inputs at its disposal and in accordance to technological or environmental constraints, which maximizes the revenue (see Boulding, 1942 for a past mid century state of th...

Organizational Performance and Customer Value

Science.gov (United States)

Tosti, Donald; Herbst, Scott A.

2009-01-01

While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

Intra-Organizational Conflict in Schools.

Science.gov (United States)

Wynn, Richard

There is no abundance of research on intra-organizational conflict, and there are no simple answers to the tricky business of managing organizational conflicts. This paper states some propositions about conflict and suggests some management stratagems that can be used in sustaining constructive organizational characteristics. The propositions are…

Organizational Change and Vested Interest

NARCIS (Netherlands)

Hendrikse, G.W.J.

1996-01-01

The nature of organizational change and the value of headquarters is derived from a model with costs of delay, vested interests and costs of organizational change.The value of headquarters is derived from imposed organizational change. It is viewed as an institution which is able to prevent surplus

Organizational flexibility estimation

OpenAIRE

Komarynets, Sofia

2013-01-01

By the help of parametric estimation the evaluation scale of organizational flexibility and its parameters was formed. Definite degrees of organizational flexibility and its parameters for the Lviv region enterprises were determined. Grouping of the enterprises under the existing scale was carried out. Special recommendations to correct the enterprises behaviour were given.

Canadian petroleum industry review

International Nuclear Information System (INIS)

Feick, R. M.

1997-01-01

A wide ranging discussion about the factors that have influenced oil and natural gas prices, the differences of the Canadian market from international markets, the differences between eastern and western Canadian markets, and shareholders' perspectives on recent commodity price developments was presented. Developments in the OPEC countries were reviewed, noting that current OPEC production of 25 mmbbls is about 60 per cent higher than it was in 1985. It is expected that OPEC countries will continue to expand capacity to meet expected demand growth and the continuing need created by the UN embargo on Iraqi oil sales. Demand for natural gas is also likely to continue to rise especially in view of the deregulation of the electricity industry where natural gas may well become the favored fuel for incremental thermal generation capacity. Prices of both crude oil and natural gas are expected to hold owing to unusually low storage levels of both fuels. The inadequacy of infrastructure, particularly pipeline capacity as a key factor in the Canadian market was noted, along with the dynamic that will emerge in the next several years that may have potential consequences for Canadian production - namely the reversal of the Sarnia to Montreal pipeline. With regard to shareholders' expectations the main issues are (1) whether international markets reach back to the wellhead, hence the producer's positioning with respect to transportation capacity and contract portfolios, and (2) whether the proceeds from increased prices are invested in projects that are yielding more than the cost of capital. 28 figs

Social Workers' Role in the Canadian Mental Health Care System

Science.gov (United States)

Towns, Ashley M.; Schwartz, Karen

2012-01-01

Objective: Using Canadian survey data this research provides social workers in Canada with a better understanding of their role in the Canadian mental health care system. Methods: By analyzing data from the Canadian Community Health Survey, Cycle 1.2 Mental Health and Well-being, the role of social workers in the Canadian mental health system was…

Measuring Asian nurses' organizational commitment: a critical analysis of the psychometric properties of two organizational commitment instruments.

Science.gov (United States)

Liou, Shwu-Ru; Tsai, Hsiu-Min; Cheng, Ching-Yu

2013-01-01

To analyze and compare the psychometric properties and cultural attributes of the Organizational Commitment Questionnaire and the Organizational Commitment Scale to determine their appropriateness for measuring commitment of Asian nurses, the biggest portion of international nurses. The Organizational Commitment Questionnaire was cross-culturally cross-validated when compared with the Organizational Commitment Scale. Both instruments were not tested on Asian nurses. More studies are needed to validate the cultural properties of the Organizational Commitment Scale. Healthcare administrators can use culturally validated instruments, which concern cultural context, including languages and cultural values, to understand Asian nurses' organizational commitment and further lower turnover behavior among them. © 2013 Wiley Periodicals, Inc.

EMOTIONS IN THE ORGANIZATIONAL ENVIRONMENT

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Popa Mirela

2013-07-01

Full Text Available At the heart of any workplace behavior (and not only, there are always one or more emotions (pleasant/unpleasant, partially controllable/uncontrollable, aware/ unconscious, useful/useless/harmful, intense/less intense, predictable/unpredictable, expressed/ repressed, observable/ unobservable, explained/ unexplained, rational/ irrational, and so on. Emotions are the foundation of a complex and mysterious mechanism of action and behavior. Emotions are triggered by certain things, people, events, situations, processes, results, interactions and so on, and are informed by a variety of endogenous (biological and exogenous factors, and also by the intellectual potential of each individual. Emotions lie at the intersection of rationality, body (physical and soul (spirit, thought, reason, logic, compassion, autonomy and action/behavior, individual and environment. This article undertakes to define emotions and identify their impact on the organizational environment, with emphasis on emotional climate and managing emotions. Moreover, we will focus on human behavior/action, rather than on the evolution of the nervous system or the cortex in particular. Work itself should not be a source of suffering. It is obvious that certain emotions cause bad moods, unnecessary and even harmful ones, conditions that should be considered, even if they have a situational and subjective character. Some managers think that the decision-maker fulfills his/her duties by strictly conforming to the law and to the agreement clauses and by meeting his/her obligations in a timely and exacting manner. Others believe that a good leader, in addition to observing the applicable rules and regulation, must be honest also to his colleagues and collaborators and sympathetic to the needs, ideas and emotions of those who are interested in the optimal operation of the company. Managers must remain alert to events, people and behaviors that can trigger harmful emotions within the

Does organizational agility affect organizational learning capability? Evidence from commercial banking

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Zaina Mustafa Mahmoud Hamad

2017-08-01

Full Text Available Both organizational agility and learning capability are prerequisites for organizational survival and success. This study explores the contribution of agility practices to organizational learning capabilities at the commercial banks in Jordan. To examine the proposed model, a sample of 158 employees within top and middle managements was used. Structural Equation Modeling was conducted for assessing validity and reliability of measurement instrument, evaluating model fit, and testing hypotheses. This study recognizes agility as a key element of learning facilitators. Findings affirm the strategic value of agility and conclude that administrators working within ag-ile organizations would be able to acquire conditions that foster learning.

Affective Organizational Commitment and Citizenship Behavior: Linear and Non-linear Moderating Effects of Organizational Tenure

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Ng, Thomas W. H.; Feldman, Daniel C.

2011-01-01

Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between…

Situational awareness in public health preparedness settings

Science.gov (United States)

Mirhaji, Parsa; Michea, Yanko F.; Zhang, Jiajie; Casscells, Samuel W.

2005-05-01

September 11 2001 attacks and following Anthrax mailings introduced emergent need for developing technologies that can distinguish between man made and natural incidents in the public health level. With this objective in mind, government agencies started a funding effort to foster the design, development and implementation of such systems on a wide scale. But the outcomes have not met the expectations set by the resources invested. Multiple elements explain this phenomenon: As it has been frequent with technology, introduction of new surveillance systems to the workflow equation has occurred without taking into consideration the need for understanding and inclusion of deeper personal, psychosocial, organizational and methodological concepts. The environment, in which these systems are operating, is complex, highly dynamic, uncertain, risky, and subject to intense time pressures. Such 'difficult' environments are very challenging to the human as a decision maker. In this paper we will challenge these systems from the perspective of human factors design. We will propose employment of systematic situational awareness research for design and implementation of the next generation public health preparedness infrastructures. We believe that systems designed based on results of such analytical definition of the domain enable public health practitioners to effectively collect the most important cues from the environment, process, interpret and understand the information in the context of organizational objectives and immediate tasks at hand, and use that understanding to forecast the short term and long term impact of the events in the safety and well being of the community.

Organizational Theory and Leadership Navigation

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Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

2014-01-01

Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

Sexual Harassment and Organizational Outcomes

Science.gov (United States)

2011-04-01

harassment and unwanted sexual attention) appear to affect job satisfaction and organizational commitment more than the overt quid pro quo type of... Sexual Harassment and Organizational Outcomes Charlie L. Law DEFENSE EQUAL OPPORTUNITY MANAGEMENT...No. 99-11 Sexual harassment and Organizational, 2 Executive Summary Issue Sexual harassment continues to be a

The complexity of organizational change: describing communication during organizational turbulence.

Science.gov (United States)

Salem, Philip

2013-01-01

Organizational researchers and practitioners have been interested in organizational change for some time. Historically, they have directed most of their efforts at improving the efficiency of planned top-down change. These efforts were strategic attempts at altering parameters leading to transformational change. Most efforts failed to meet their intended purposes. Transformational organizational change has not been likely. The legitimate systems have been robust. There has been little systematic investigation of the communication occurring during these efforts. The purpose of this essay is to describe results of a mixed methods research project answering two research questions. (a) How do organizational members communicate during a time of turbulence? (b) What features of this communication suggest the potential for or resistance to transformative change? Comparing the results at the beginning of the period to other periods, gives insight into how social actors communicate and enact the organization during a threshold period where transformational change was possible. Results reveal identifiable patterns of communication as communication strategies, parameters, or basins of attraction. The overall pattern explains how micro communication patterns intersect and how the accumulation of these patterns may resist or accomplish change at a macro level.

Medical school deans' perceptions of organizational climate: useful indicators for advancement of women faculty and evaluation of a leadership program's impact.

Science.gov (United States)

Dannels, Sharon; McLaughlin, Jean; Gleason, Katharine A; McDade, Sharon A; Richman, Rosalyn; Morahan, Page S

2009-01-01

The authors surveyed U.S. and Canadian medical school deans regarding organizational climate for faculty, policies affecting faculty, processes deans use for developing faculty leadership, and the impact of the Executive Leadership in Academic Medicine (ELAM) Program for Women. The usable response rate was 58% (n = 83/142). Deans perceived gender equity in organizational climate as neutral, improving, or attained on most items and deficient on four. Only three family-friendly policies/benefits were available at more than 68% of medical schools; several policies specifically designed to increase gender equity were available at fewer than 14%. Women deans reported significantly more frequent use than men (P = .032) of practices used to develop faculty leadership. Deans' impressions regarding the impact of ELAM alumnae on their schools was positive (M = 5.62 out of 7), with those having more fellows reporting greater benefit (P = .01). The deans felt the ELAM program had a very positive influence on its alumnae (M = 6.27) and increased their eligibility for promotion (M = 5.7). This study provides a unique window into the perceptions of medical school deans, important policy leaders at their institutions. Their opinion adds to previous studies of organizational climate focused on faculty perceptions. Deans perceive the organizational climate for women to be improving, but they believe that certain interventions are still needed. Women deans seem more proactive in their use of practices to develop leadership. Finally, deans provide an important third-party judgment for program evaluation of the ELAM leadership intervention, reporting a positive impact on its alumnae and their schools.

Measurement properties of a novel survey to assess stages of organizational readiness for evidence-based interventions in community chronic disease prevention settings

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Stamatakis Katherine A

2012-07-01

Full Text Available Abstract Background There is a great deal of variation in the existing capacity of primary prevention programs and policies addressing chronic disease to deliver evidence-based interventions (EBIs. In order to develop and evaluate implementation strategies that are tailored to the appropriate level of capacity, there is a need for an easy-to-administer tool to stage organizational readiness for EBIs. Methods Based on theoretical frameworks, including Rogers’ Diffusion of Innovations, we developed a survey instrument to measure four domains representing stages of readiness for EBI: awareness, adoption, implementation, and maintenance. A separate scale representing organizational climate as a potential mediator of readiness for EBIs was also included in the survey. Twenty-three questions comprised the four domains, with four to nine items each, using a seven-point response scale. Representatives from obesity, asthma, diabetes, and tobacco prevention programs serving diverse populations in the United States were surveyed (N = 243; test-retest reliability was assessed with 92 respondents. Results Confirmatory factor analysis (CFA was used to test and refine readiness scales. Test-retest reliability of the readiness scales, as measured by intraclass correlation, ranged from 0.47–0.71. CFA found good fit for the five-item adoption and implementation scales and resulted in revisions of the awareness and maintenance scales. The awareness scale was split into two two-item scales, representing community and agency awareness. The maintenance scale was split into five- and four-item scales, representing infrastructural maintenance and evaluation maintenance, respectively. Internal reliability of scales (Cronbach’s α ranged from 0.66–0.78. The model for the final revised scales approached good fit, with most factor loadings >0.6 and all >0.4. Conclusions The lack of adequate measurement tools hinders progress in dissemination and implementation

The Canadian elder standard - pricing the cost of basic needs for the Canadian elderly.

Science.gov (United States)

MacDonald, Bonnie-Jeanne; Andrews, Doug; Brown, Robert L

2010-03-01

We determined the after-tax income required to finance basic needs for Canadian elders living with different circumstances in terms of age, gender, city of residence, household size, homeowner or renter status, means of transportation, and health status. Using 2001 as our base year, we priced the typical expenses for food, shelter, medical, transportation, miscellaneous basic living items and home-based long-term care for elders living in five Canadian cities. This is the first Canadian study of basic living expenses tailored to elders instead of adults in general, prepared on an absolute rather than a relative basis. We also accounted for an individual's unique life circumstances and established the varying effect that they have on the cost of basic expenses, particularly for home care. We found that the maximum Guaranteed Income Supplement and Old Age Security benefit did not meet the cost of basic needs for an elder living in poor circumstances.

ORGANIZATIONAL DISSENT

OpenAIRE

YILDIZ, Kaya

2014-01-01

The aim of this research is to identify the primary school teachers perceptions of organizational dissent. The working group of the present study is formed by (n:171) primary school teachers working in the central province of Bolu in 2012-2013 academic year. In the study, the data were collected through organizational dissent scale developed by Özdemir (2010). The data were analyzed with the SPSS. Arithmetic means and standard deviations of the answers that teachers gave to the items were cal...

Meeting the coming organizational risk challenges in human resources

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Zakić Nebojša

2016-01-01

Full Text Available The research presented in this paper concerns challenges of organizational risk in the field of human resources. Research goals are to determine the degree of importance and influence of human risks in order to achieve a more favorable environment for successful business. The empirical research has been conducted in Serbia during 2015, with a sample of 43 companies from the Processing industry. There were mathematical and statistical methods, multiple regression analysis and logistic regression used. Group's core results showed that over 80% of production companies are aware of the human resources risks and their importance for the business. The contribution of this paper is to prove the scientific significance of the upcoming risks of human resources establishing theoretical and empirical knowledge about the need to improve organization approach to managing these risks.

Organizational liability for adverse reactions to the contrast media

International Nuclear Information System (INIS)

Lim, Chang Seon

2007-01-01

Contrast medium is a very useful tool for X-ray examinations. But contrast medium has some unavoidable adverse reactions. For those patients who have never received contrast medium before, it is impossible to predict whether they will suffer from certain kinds of adverse reactions. Thus, radiologists should use strategies to minimize adverse events and be prepared to promptly recognize and manage any reactions to the contrast media. If a radiologist commits medical malpractice, he will face civil responsibility. Medical malpractice means a tort or breach of contrast that occurs in a medical setting. Medical malpractices happen, despite the efforts of hospital staff. Many courts have applied the traditional doctrine of respondeat superior in actions against organizations for injuries caused by their employees. It is a legal doctrine, which states that an employer is responsible for employee actions performed within the course of the employment. A hospital is an organization for health purposes. An organization may be convicted of an offense committed by an employee of the organization acting in its behalf and within the scope of this office or employment. Organizational liability involves a wide variety of legal issues, including tort liability, wrongful employment practices, personal injury, breach of fiduciary duty, and so on. Many executive directors of organizations are aware of their personal and organizational risks of exposure to legal liabilities. The employer must have the right to control the physical conduct of the employee and must consent to receive the employee's services, while expecting some benefits from the services offered. Therefore, legal liability can be imposed for improper selection, assignment, training, and supervision of employees. In conclusion, the hospital itself has organizational liability for adverse reactions to the contrast medium

Leadership, Culture and Organizational Change

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Vladimir-Codrin Ionescu

2014-12-01

Full Text Available An effective leadership, an evolutionary organizational culture and permanent connection to change may ensure a company’s success within an ever more dynamic competitive environment. The scientific approach of this paper is in line with theoretical and applied research in the field by the presentation of the connections existing among leadership, organizational culture and organizational change. The paper highlights the triad “vision – motivation – momentum”, the mission and the defining coordinates of leadership, the complementarity “new – tradition” in organizational culture, the stages of the change management process and the role of managers and leaders in the preparation and implementation of change projects. Leadership is essential in building and developing an appropriate cultural model, which, in its turn, is an important vector of organizational change processes in modern companies.

Transforming organizational capabilities in strategizing

DEFF Research Database (Denmark)

Jørgensen, Claus; Friis, Ole Uhrskov; Koch, Christian

2014-01-01

Offshored and networked enterprises are becoming an important if not leading organizational form and this development seriously challenges their organizational capabilities. More specifically, over the last years, SMEs have commenced entering these kinds of arrangements. As the organizational...... capabilities of SMEs are limited at the outset, even more emphasis is needed regarding the issues of developing relevant organizational capabilities. This paper aims at investigating how capabilities evolve during an offshoring process of more than 5 years in two Danish SMEs, i.e. not only short- but long......-term evolvements within the companies. We develop our framework of understanding organizational capabilities drawing on dynamic capability, relational capability and strategy as practice concepts, appreciating the performative aspects of developing new routines. Our two cases are taken from one author’s Ph...

Reciprocation of perceived organizational support.

Science.gov (United States)

Eisenberger, R; Armeli, S; Rexwinkel, B; Lynch, P D; Rhoades, L

2001-02-01

Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of POS with affective commitment, organizational spontaneity, and in-role performance; and (c) the relationship between POS and felt obligation increased with employees' acceptance of the reciprocity norm as applied to work organizations. Positive mood also mediated the relationships of POS with affective commitment and organizational spontaneity. The pattern of findings is consistent with organizational support theory's assumption that POS strengthens affective commitment and performance by a reciprocation process.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR

OpenAIRE

Amirullah

2017-01-01

Hasil penelitian yang telah dilakukan oleh para peneliti tentang organizational citizenship behavior menunjukkan bahwa perilaku sangat penting bagi efektifitas organisasi. Namun masih sedikit penjelasan teoritis tentang bagaimana perilaku tersebut memberikan kontribusi dalam meningkatkan fungsi organisasi. Nahapiet dan Ghoshal (1998) menyatakan bahwa social capital dari perusahaan merupakan sumber keunggulan organisasi yang sangat vital (organizational advantage). Berdasarkan hasil kajian me...

Teaching Organizational Skills

Science.gov (United States)

Bakunas, Boris; Holley, William

2004-01-01

Kerr and Zigmond (1986) found that 67 percent of all high school teachers surveyed viewed organizational skills as crucial for student success in school. How can teachers get their students to agree? One way is to teach organizational skills just as they would teach writing or computation skills. Explain and demonstrate what students are to do,…

Workplace spirituality and organizational citizenship behaviour among Nigerian academics: The mediating role of normative organizational commitment

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Kabiru Ishola Genty

2017-10-01

Full Text Available The research reported in this paper examined the mediating role of normative organizational commitment on the relationship that exists between workplace spirituality and organizational citizenship behavior amongst academics at some selected Nigerian Universities. A non-experimental research design was adopted utilizing the quantitative and correlational methods. With the aid of the convenience sampling technique, 350 questionnaires were distributed at an equal proportion to academic staffs at two Nigerian public universities. Three hundred and thirty-one questionnaires were retrieved, of which 328 were found usable for analyses in the study. Three hypotheses were proposed and tested using inferential statistics with the aid of SPSS version 20 and the IBM SPSS AMOS version 22. The outcomes of the study brought to the fore that, there exists a statistical significant and positive relationship between workplace spirituality and normative organizational commitment. Correspondingly, a strong and positive relationship was found between normative organizational commitment and organizational citizenship behavior. Finally, a partial mediating influence of normative organizational commitment was established on the workplace spirituality and organizational citizenship behavior relationship. Conclusively, this study recommended that, universities management should recognize workplace spirituality for the attainment of normative commitment to foster more organizational citizenship behavior among the academics.

Examining the relationship among emotional intelligence, organizational communications and organizational citizenship behavior

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Zarifeh Eynollahzadeh

2015-05-01

Full Text Available This paper investigates the relationship between emotional intelligence, organizational communications and organizational citizenship behavior (OCB for a case study of Islamic Azad University, Gorgan Branch, and Sama Institution in Iran. Statistical population includes all heads and assistants and employees of Islamic Azad University and Sama Institution in city of Gorgan, Iran as 300 people. Sample size was determined as 169 people according to Korjesi and Morgan table. This research is operational by goal, and survey and correlation by method. To determine questionnaire reliability and questionnaire validity, Cronbach Alpha coefficient for emotional intelligence questionnaire, organizational communications questionnaire, and OCB questionnaire were calculated as 0.86, 0.86, 0.87 and 0.85, respectively. To analyze data and information, Pearson correlation coefficient by inferential level was used. Results indicate that there was a significant relationship between emotional intelligence and organizational communication and OCB.

Physical activity of Canadian children and youth: accelerometer results from the 2007 to 2009 Canadian Health Measures Survey.

Science.gov (United States)

Colley, Rachel C; Garriguet, Didier; Janssen, Ian; Craig, Cora L; Clarke, Janine; Tremblay, Mark S

2011-03-01

Physical activity is an important determinant of health and fitness. This study provides contemporary estimates of the physical activity levels of Canadians aged 6 to 19 years. Data are from the 2007 to 2009 Canadian Health Measures Survey. The physical activity of a nationally representative sample was measured using accelerometers. Data are presented as time spent in sedentary, light, moderate and vigorous intensity movement, and in steps accumulated per day. An estimated 9% of boys and 4% of girls accumulate 60 minutes of moderate-to-vigorous physical activity on at least 6 days a week. Regardless of age group, boys are more active than girls. Canadian children and youth spend 8.6 hours per day-62% of their waking hours-in sedentary pursuits. Daily step counts average 12,100 for boys and 10,300 for girls. Based on objective and robust measures, physical activity levels of Canadian children and youth are low.

ORGANIZATIONAL SILENCE: SUATU PENGHAMBAT DALAM MEWUJUDKAN KREATIFITAS ORGANISASIONAL

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Berta Bekti Retnawati

2016-11-01

Full Text Available There are powerful forces in many organzations that cause widespread withholding of information about potential problems or issues by employess, this collective-level phenomenon as ‘organizational silence’. One significant effect of organizational silence relates to lack of organizational creativity.There are five major organizational factors that enhance creativity in a work environment: organizational climate, leadership style, organizational culture, resources and skills, the structure and system of an organization. Keywords: organizational silence, organizational creativity

2009 Canadian Radiation Oncology Resident Survey

International Nuclear Information System (INIS)

Debenham, Brock; Banerjee, Robyn; Fairchild, Alysa; Dundas, George; Trotter, Theresa; Yee, Don

2012-01-01

Purpose: Statistics from the Canadian post-MD education registry show that numbers of Canadian radiation oncology (RO) trainees have risen from 62 in 1999 to approximately 150 per year between 2003 and 2009, contributing to the current perceived downturn in employment opportunities for radiation oncologists in Canada. When last surveyed in 2003, Canadian RO residents identified job availability as their main concern. Our objective was to survey current Canadian RO residents on their training and career plans. Methods and Materials: Trainees from the 13 Canadian residency programs using the national matching service were sought. Potential respondents were identified through individual program directors or chief resident and were e-mailed a secure link to an online survey. Descriptive statistics were used to report responses. Results: The eligible response rate was 53% (83/156). Similar to the 2003 survey, respondents generally expressed high satisfaction with their programs and specialty. The most frequently expressed perceived weakness in their training differed from 2003, with 46.5% of current respondents feeling unprepared to enter the job market. 72% plan on pursuing a postresidency fellowship. Most respondents intend to practice in Canada. Fewer than 20% of respondents believe that there is a strong demand for radiation oncologists in Canada. Conclusions: Respondents to the current survey expressed significant satisfaction with their career choice and training program. However, differences exist compared with the 2003 survey, including the current perceived lack of demand for radiation oncologists in Canada.

2009 Canadian Radiation Oncology Resident Survey

Energy Technology Data Exchange (ETDEWEB)

Debenham, Brock, E-mail: debenham@ualberta.net [Department of Radiation Oncology, Cross Cancer Institute, University of Alberta, Edmonton, Alberta (Canada); Banerjee, Robyn [Department of Radiation Oncology, Tom Baker Cancer Centre, University of Calgary, Calgary, Alberta (Canada); Fairchild, Alysa; Dundas, George [Department of Radiation Oncology, Cross Cancer Institute, University of Alberta, Edmonton, Alberta (Canada); Trotter, Theresa [Department of Radiation Oncology, Tom Baker Cancer Centre, University of Calgary, Calgary, Alberta (Canada); Yee, Don [Department of Radiation Oncology, Cross Cancer Institute, University of Alberta, Edmonton, Alberta (Canada)

2012-03-15

Purpose: Statistics from the Canadian post-MD education registry show that numbers of Canadian radiation oncology (RO) trainees have risen from 62 in 1999 to approximately 150 per year between 2003 and 2009, contributing to the current perceived downturn in employment opportunities for radiation oncologists in Canada. When last surveyed in 2003, Canadian RO residents identified job availability as their main concern. Our objective was to survey current Canadian RO residents on their training and career plans. Methods and Materials: Trainees from the 13 Canadian residency programs using the national matching service were sought. Potential respondents were identified through individual program directors or chief resident and were e-mailed a secure link to an online survey. Descriptive statistics were used to report responses. Results: The eligible response rate was 53% (83/156). Similar to the 2003 survey, respondents generally expressed high satisfaction with their programs and specialty. The most frequently expressed perceived weakness in their training differed from 2003, with 46.5% of current respondents feeling unprepared to enter the job market. 72% plan on pursuing a postresidency fellowship. Most respondents intend to practice in Canada. Fewer than 20% of respondents believe that there is a strong demand for radiation oncologists in Canada. Conclusions: Respondents to the current survey expressed significant satisfaction with their career choice and training program. However, differences exist compared with the 2003 survey, including the current perceived lack of demand for radiation oncologists in Canada.

Creating a winning organizational culture.

Science.gov (United States)

Campbell, Robert James

2009-01-01

This article explores the idea of how to create a winning organizational culture. By definition, a winning organizational culture is one that is able to make current innovations stick, while continuously changing based on the demands of the marketplace. More importantly, the article explores the notion that a winning organizational culture can have a profound impact on the conscious of the workforce, helping each individual to become a better, more productive person, who provides important services and products to the community. To form a basis toward defining the structure of what a winning organization culture looks like, 4 experts were asked 12 questions related to the development of an organizational culture. Three of the experts have worked intimately within the health care industry, while a fourth has been charged with turning around an organization that has had a losing culture for 17 years. The article provides insight into the role that values, norms, goals, leadership style, familiarity, and hiring practices play in developing a winning organizational culture. The article also emphasizes the important role that leaders perform in developing an organizational culture.

Analysis of the Relation of Teachers' Organizational Identification and Organizational Communication

Science.gov (United States)

Yildiz, Kaya

2013-01-01

In this study the relationship between the organizational identification and organizational communication of primary school teachers is examined through path analysis. The study group in the study is formed by (n = 362) primary school teachers working at primary schools located in the center of Bolu in the 2011-2012 academic year. In the study,…

The organizational stress measure: an integrated methodology for assessing job-stress and targeting organizational interventions.

Science.gov (United States)

Spurgeon, Peter; Mazelan, Patti; Barwell, Fred

2012-02-01

This paper briefly describes the OSM (Organizational Stress Measure) which was developed over a decade ago and has evolved to become a well-established practical method not only for assessing wellbeing at work but also as a cost-effective strategy to tackle workplace stress. The OSM measures perceived organizational pressures and felt individual strains within the same instrument, and provides a rich and subtle picture of both the organizational culture and the personal perspectives of the constituent staff groups. There are many types of organizational pressure that may impact upon the wellbeing and potential effectiveness of staff including skill shortages, ineffective strategic planning and poor leadership, and these frequently result in reduced performance, absenteeism, high turnover and poor staff morale. These pressures may increase the probability of some staff reacting negatively and research with the OSM has shown that increased levels of strain for small clusters of staff may be a leading indicator of future organizational problems. One of the main benefits of using the OSM is the ability to identify 'hot-spots', where organizational pressures are triggering high levels of personal strain in susceptible clusters of staff. In this way, the OSM may act as an 'early warning alarm' for potential organizational problems.

Relationship between School Administrators' Organizational Power Sources and Teachers' Organizational Citizenship Behaviors

Science.gov (United States)

Altinkurt, Yahya; Yilmaz, Kursad

2012-01-01

The main purpose of the research was to determine correlation between school administrators' organizational power sources and teachers' organizational citizenship behaviors in primary schools. The research was a correlational survey model study. 275 participants were randomly chosen for the research. The data were collected by…

A theory of organizational readiness for change

Directory of Open Access Journals (Sweden)

Weiner Bryan J

2009-10-01

Full Text Available Abstract Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment and shared belief in their collective capability to do so (change efficacy. Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for

BUSINESS STRATEGY, STRUCTURE AND ORGANIZATIONAL PERFORMANCE

OpenAIRE

CORINA GAVREA; ROXANA STEGEREAN; LIVIU ILIES

2012-01-01

Organizational structure and competitive strategy play an important role in gaining competitive advantage and improving organizational performance. The objective of this paper is to examine how organizational structure and strategy affects firm performance within a sample of 92 Romanian firms. The data used in this study was collected through a questionnaire used to quantify the three variables of interest: organizational performance, strategy and structure.

PREVAILING ORGANIZATIONAL IDENTITY STRENGTH: THE RELATIONSHIP BETWEEN IDENTITY, JUSTICE PERCEPTIONS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Directory of Open Access Journals (Sweden)

Özge Mehtap

2014-01-01

Full Text Available Studies on the organizational identity concept hasgained a considerableacceleration in the recent years while, organizational identity strength has beenexamined as a comparatively less studied aspect oforganizational identity. On theother side there are various studies which put forth the positive relation betweenorganizational justice perceptions(OJP and organizational citizenship behavior(OCB. The aim of this study is to reveal the effects of organizational identitystrength(OIS and OJP on the OCB. The sub-goal of the study is to present theimportance of OIS on the informal organizational behaviors. In this study, surveymethod has been conducted with 294 white-collar workers who work in Turkishpharmaceutical industry. Data taken by the questionnaires were analyzed usingSPSS 18.0 program. Hierarchical regression analysishas been implemented to putforward the independent variables’ effects on the dependent variable. Some of thehypothesis of the study has been accepted. The results also show that OIS has aconsiderable effect on the dimensions of OCB when compared to OJP.

Tearing the Fabric of Canada: The Broadcast Media and Canadian Identity.

Science.gov (United States)

Weiss, Elaine F.

This paper explores the perceived threat of American cultural "imperialism" in Canada, the effect of constant exposure to American broadcasting on the Canadian national identity, the role broadcasting plays in shaping Canadian identity, and the efforts by the Canadian government to "Canadianize" its broadcasting. A brief…

Guide to Canadian Aerospace Related Industries,

Science.gov (United States)

1983-01-01

Research and Development (US). Digital Radar - Contract with Fundacao Educacional Data Processing de Bauru, Brazil. Satellite/Radar - Contract with Canadian... especially suitable for cartography and thematic mapping. The principal applications to date have been to Vehicle Mobility mapping for the Canadian Forces...This latter capability is especially applied to the repair and rebuilding of sawmill and pulpmill machinery, and mining equipment. Ebco is

Organizational capabilities assessment: a dynamic methodology, methods and a tool for supporting organizational diagnosis

OpenAIRE

Rauffet , Philippe; Da Cunha , Catherine ,; Bernard , Alain

2010-01-01

Many methods, like CMMI, ISO norms or 5 steps roadmapping, are implemented in organizations in order to develop collective competencies, called also organizational capabilities, around organizational needs. They aim at providing new means to controls resources of organization, and enabling an organizational diagnosis, it is to say the evaluation of the strengths and the weaknesses of the organization. Nevertheless, these methods are generally based on knowledge based models (they are composed...

Defining a risk-informed framework for whole-of-government lessons learned: A Canadian perspective.

Science.gov (United States)

Friesen, Shaye K; Kelsey, Shelley; Legere, J A Jim

Lessons learned play an important role in emergency management (EM) and organizational agility. Virtually all aspects of EM can derive benefit from a lessons learned program. From major security events to exercises, exploiting and applying lessons learned and "best practices" is critical to organizational resilience and adaptiveness. A robust lessons learned process and methodology provides an evidence base with which to inform decisions, guide plans, strengthen mitigation strategies, and assist in developing tools for operations. The Canadian Safety and Security Program recently supported a project to define a comprehensive framework that would allow public safety and security partners to regularly share event response best practices, and prioritize recommendations originating from after action reviews. This framework consists of several inter-locking elements: a comprehensive literature review/environmental scan of international programs; a survey to collect data from end users and management; the development of a taxonomy for organizing and structuring information; a risk-informed methodology for selecting, prioritizing, and following through on recommendations; and standardized templates and tools for tracking recommendations and ensuring implementation. This article discusses the efforts of the project team, which provided "best practice" advice and analytical support to ensure that a systematic approach to lessons learned was taken by the federal community to improve prevention, preparedness, and response activities. It posits an approach by which one might design a systematic process for information sharing and event response coordination-an approach that will assist federal departments to institutionalize a cross-government lessons learned program.

Organizational decision making

OpenAIRE

Grandori, Anna

2015-01-01

Approved for public release; distribution is unlimited This thesis develops a heuristic approach to organizational decision-making by synthesizing the classical, neo-classical and contingency approaches to organization theory. The conceptual framework developed also integrates the rational and cybernetic approaches with cognitive processes underlying the decision-making process. The components of the approach address the role of environment in organizational decision-maki...

Canadian ethane market overview

Energy Technology Data Exchange (ETDEWEB)

Stauft, T. [TransCanada Midstream, Calgary, AB (Canada)

1999-07-01

A review of the Canadian petrochemical industry, the supply and demand for ethane, and the longer-term outlook for ethane are presented. Recent projections of natural gas production by the National Energy Board are examined, along with the impact on ethane supply and demand by Alliance. It is suggested that reduced gas will flow past Cochrane and Empress, Alberta ethane and gas prices will increase relative to US Gulf Coast prices, and since expansion is based on ethane demand, the combined influence of these factors will be to delay the construction of new extraction capacity. Present capacity is considered sufficient to produce ethane for the current round of petrochemical plant expansions. Excess supplies will exist for the next few years, and Alberta ethane prices are likely to strengthen due to the tight supply/demand balance. The combination of the impact of the Alliance Pipeline project and the ultimate potential of the Western Canadian Sedimentary Basin are the major uncertainties. On the plus side, both the US and Canadian regulatory agencies appear to be moving away from regulating ethane, and towards allowing a competitive market to develop.

Canadian ethane market overview

International Nuclear Information System (INIS)

Stauft, T.

1999-01-01