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

Perceived Organizational Support, Organizational Commitment and Psychological Well-Being: A Longitudinal Study

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Panaccio, Alexandra; Vandenberghe, Christian

2009-01-01

Using longitudinal data (N=220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment…

Why Does Mentoring Work? The Role of Perceived Organizational Support

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Baranik, Lisa; Roling, Elizabeth A; Eby, Lillian T

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational ...

Policy and organizational implications of gender imbalance in the NHS.

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Miller, Karen

2007-01-01

The purpose of the paper is to examine the policy and organizational implications of gender imbalance in management, which research suggests exists in the NHS. The research in this paper involved a qualitative approach with an analysis of elite interviews conducted with a non-random sample of officials involved in health policy and interviews with a random sample of senior managers in NHS Scotland. The research formed part of a larger study, which explored the enablers and inhibitors to female career progression in various Scottish sectors. The paper finds that gender imbalance in management exists in the NHS. This is manifested in a masculine organizational context, leadership and policy decision-making process, which have implications for female career advancement opportunities and subsequently access to macro policy decisions. The paper involved a sample (30 percent) of senior managers and examined policy processes in NHS Scotland. To improve the external validity of the findings further research should be conducted in NHS organizations in England and Wales. The findings in the paper suggest that gender imbalance in management and a masculine organizational context and leadership style within the NHS create a less than conducive environment for female employees. This has practical implications in terms of levels of part-time employment, career progression and attrition rates. The paper adds to the debate of gender and organizational studies by examining the health sector, which has high levels of female employment but low levels of female representation at senior management levels. The paper therefore adds to an often-neglected area of study, women in leadership and senior managerial positions. The paper is original in its approach by examining the micro and meso organizational dimensions which impact on women's ability to influence macro health policy.

The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

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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…

Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance.

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Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B

2017-04-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Communication-oriented person-organization fit as a key factor of job-seeking behaviors: millennials' social media use and attitudes toward organizational social media policies.

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Cho, Jaehee; Park, Dong Jin; Ordonez, Zoa

2013-11-01

The main goal of this study was to assess how the millennial generation perceives companies that have different social media policies and how such perception influences key variables for job-seeking behaviors, including perceived person-organization fit (POF), organizational attraction, and job pursuit intention. Results from a univariate general linear model and path analysis supported all of the established hypotheses. In particular, the results revealed that millennials perceived higher POF for a company with organizational policies supporting employees' social media use. Further, organizational attractiveness significantly mediated the relationship between communication-oriented POF and job pursuit intention.

24 CFR 92.302 - Housing education and organizational support.

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2010-04-01

... organizational support. 92.302 Section 92.302 Housing and Urban Development Office of the Secretary, Department... Organizations § 92.302 Housing education and organizational support. HUD is authorized to provide education and organizational support assistance, in conjunction with HOME funds made available to community housing development...

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.

Organizational Support for Action Learning in South Korean Organizations

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Cho, Yonjoo; Egan, Toby

2013-01-01

The purpose of this study was (1) to examine the impact of organizational support on employee learning and performance and (2) to elaborate on the context of organizational support for action learning in South Korean organizations. For this inquiry, two central questions were posed: What are employee reactions to organizational support for action…

Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

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Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

2013-11-01

To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

Why Does Mentoring Work? The Role of Perceived Organizational Support

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Baranik, Lisa E.; Roling, Elizabeth A.; Eby, Lillian T.

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship,…

Perceived organizational support and moral distress among nurses.

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Robaee, Navideh; Atashzadeh-Shoorideh, Foroozan; Ashktorab, Tahereh; Baghestani, Ahmadreza; Barkhordari-Sharifabad, Maasoumeh

2018-01-01

Moral distress is prevalent in the health care environment at different levels. Nurses in all roles and positions are exposed to ethically challenging conditions. Development of supportive climates in organizations may drive nurses towards coping moral distress and other related factors. This study aimed at determining the level of perceived organizational support and moral distress among nurses and investigating the relationship between the two variables. This was a correlational-descriptive study. A total of 120 nurses were selected using random quota sampling method. A demographic questionnaire, Survey of Perceived Organizational Support, and Moral Distress Scale were used to collect the data which were analyzed using descriptive and analytical tests in SPSS20. The mean perceived organizational support was low (2.63 ± 0.79). The mean moral distress was 2.19 ± 0.58, which shows a high level of moral distress. Moreover, Statistical analysis showed no significant relationship between perceived organizational support and moral distress ( r  = 0.01, p  = 0.86). Given the low level of perceived organizational support and high moral distress among nurses in this study, it is necessary to provide a supportive environment in hospitals and to consider strategies for diminishing moral distress.

Community Health Workers Promote Civic Engagement and Organizational Capacity to Impact Policy.

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Sabo, Samantha; Flores, Melissa; Wennerstrom, Ashley; Bell, Melanie L; Verdugo, Lorena; Carvajal, Scott; Ingram, Maia

2017-12-01

Community health workers (CHW) have historically served to link structurally vulnerable populations to broad support systems. Emerging evidence suggests that CHWs engage in various forms of advocacy to promote policy and systems change. We assessed the impact of CHW community advocacy on community change, defined as civic engagement, organizational capacity and policy and systems change. Data are drawn from the 2014 National Community Health Worker Advocacy Survey (N = 1776) aimed to identify the state of the CHW profession, and their impact on health disparities through community advocacy and policy engagement. Our primary analysis used multiple linear regression to assess the association between CHW advocacy and community change. As predicted, there was a significant, positive association between CHW advocacy and change in community conditions. Additionally, both adjusted and sensitivity models had similar standardized beta estimates for advocacy, and adjusted R 2 statistics. CHW advocacy predicts positive change in community conditions and further advances the CHW Community Advocacy Framework designed to support and monitor CHW community advocacy to reduce health disparities through advocacy and policy change.

Perceptions of organizational support and its impact on nurses' job outcomes.

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Labrague, Leodoro J; McEnroe Petitte, Denise M; Leocadio, Michael C; Van Bogaert, Peter; Tsaras, Konstantinos

2018-04-25

Strong organizational support can promote a sense of well-being and positive work behaviors in nurses. However, despite the importance of organizational support in nursing, this topic remains unexplored in the Philippines. The aim of this study was to examine the impact of organizational support perceptions on nurses' work outcomes (organizational commitment, work autonomy, work performance, job satisfaction, job stress, and turnover intention). A descriptive, cross-sectional research design was adopted in this study to collect data from one hundred eighty (180) nurses in the Philippines during the months of September 2015 to December 2015. Seven standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Work Autonomy Scale, the Six Dimension Scale of Nursing Performance, the Turnover Intention Inventory Scale, and the Perception of Organizational Support Scale. Nurses employed in government-owned hospitals perceived low levels of organizational support as compared to private hospitals. Significant correlations were identified between perceived organizational support (POS), hospital bed capacity, and nurses' work status. No significant correlations were found between perceived organizational supportand the six outcomes perceived by nurses in the Philippines (organizational commitment, work performance, job autonomy, job satisfaction, job stress, and turnover intention). Perceptions of organizational support were low in Filipino nurses compared to findings in other international studies. Perceived organizational support did not influence job outcomes in nurses. © 2018 Wiley Periodicals, Inc.

The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals

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Gündemir, S.; Dovidio, J.F.; Homan, A.C.; De Dreu, C.K.W.

2017-01-01

We examined how formal organizational diversity policies affect minorities’ leadership-relevant self-perceptions and goals in two experiments. Organizational mission statements were manipulated to reflect policies acknowledging and valuing subgroup differences (Multiculturalism), de-emphasizing

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

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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 relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

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Gupta, Vishal; Agarwal, Upasna A; Khatri, Naresh

2016-11-01

This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships. Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment. Data were collected via a self-reported survey instrument. A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013-2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support-work outcome relationships adversely. The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses. © 2016 John Wiley & Sons Ltd.

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

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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...

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.

Perceived organizational support: a review of the literature.

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Rhoades, Linda; Eisenberger, Robert

2002-08-01

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

Pricing Policy on Business Performance: A Study on Organizational Strategy Simulator

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Murilo Alvarenga Oliveira

2012-06-01

Full Text Available This study presents an analysis of the relationship between different pricing policies and the results obtained with them within on Business Games. Beginning from a theoretical review that seeks to reunite concepts about pricing, policy and price definitions, it is proposed a model analysis of pricing decisions made by teams that participate in a Business Game. From the applying of this model on data collected in the game, it seeks to classify the pricing policies applied by the teams. Then the results are discussed and its relationship to literature is referred. There are also comments on the decision make default demonstrated by the teams participating in the game. The results obtained here confirm the literature, indicating the price policy as a helpful and valid tool to support marketing strategies. They also show the adhesion between the simulated environment in a Business Game and the features found in the real world, confirming the trend toward adoption of organizational strategy simulators as instruments in teaching and research in Administration.

Teacher Views on Organizational Support and Psychological Contract Violation

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Argon, Türkan; Ekinci, Serkan

2017-01-01

This study aimed to determine the relationship between secondary school teachers' view regarding Organizational Support and Psychological Contract Violation. The study conducted with relational screening model included 230 secondary school teachers employed in Bolu central district in 2014-2015 academic year. Perceived Organizational Support Scale…

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

AN INVESTIGATION ON RELATION AND PREDICTION OF PERCEIVED ORGANIZATIONAL SUPPORT (POS ACCORDING TO 15 FOLD ORGANIZATIONAL VARIABLES

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Hassan DARVISH

2012-01-01

Full Text Available The aim of this article is to study the relation between perceived organizational support(POS with 15 fold variables including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, inner provocation, quality of supervising, desire to remain, leaving the job, organizational trust, job interest, satisfaction with supervisor and satisfaction with colleagues. In order to achieve the foregoing aim, there were 198 people selected from all employed personnel in Rahpooyan Company and answered the questionnaires. The document related to validity and reliability of this investigation means were in an acceptable level. The data collected from these questionnaires was analysed via coefficient of Pierson correlation, analysis of step by step regression, analysis of structural equation (path analysis. The results indicate there was a significant correlation between perceived organizational support and including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, quality of supervising, desire to remain, leaving the job, organizational trust, satisfaction with supervisor and satisfaction with colleagues. But there was no significant correlation between inner provocation and job interest with perceived organizational support. In analysis of step by step regression, it was also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest and organizational trust can specify about 56% of the perceived organizational support variance. The results of the path analysis also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest have a coefficient of direct path on perceived organizational support.

THE EFFECT OF THE LOCUS OF CONTROL ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THE MEDIATING EFFECT PERCEIVED ORGANIZATIONAL SUPPORT: CASE STUDY OF A UNIVERSITY

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GUCEL, Cem; TOKMAK, Ismail; TURGUT, Hakan

2012-01-01

The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organizational citizenship beh...

Inter-organizational relations for regional development: an expansion policy promoted by the federal network of professional education, science & technology

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Cleidson Nogueira Dias

2014-12-01

Full Text Available This research paper examines the importance of inter-organizational network management as a government policy tool to promote regional development. This pattern requires Federal Government intervention so as to compensate for the imbalance that this causes and to guarantee that economic growth resulting from government actions leads to development in all regions of the country, thereby avoiding the traditional mechanisms of wealth concentration. For this, a methodology of content analysis was used based on a relevant public policy aimed at promoting development within Brazil and by analyzing the data collected in relation to the current theory related to strategy, local development and inter-organizational networks in general.  The analysis results show that, when the policy studied in this work, applied in the federal network of professional education, science & technology, was implemented the networks had a positive influence on the outcome of the policy objectives and represented an extremely powerful support tool, being one of the most important factors to boost development.

Relationship between Primary School Teachers' Perceived Social Support and Organizational Trust Level

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Tasdan, Murat; Yalcin, Tugba

2010-01-01

Perceived social support and organizational trust have gained importance in organizational life along with the human relationship among organizations. While social support concept has been accepted as the support obtained from individual's surroundings, organizational trust is defined as the result of consistent behaviors based on mutual respect…

Energy production from biogas in the Italian countryside: Policies and organizational models

International Nuclear Information System (INIS)

Carrosio, Giovanni

2013-01-01

In recent years, Italy has witnessed a proliferation of agricultural biogas plants. This article argues that institutional factors have played an important role in their diffusion. It describes the state and evolution of agricultural biogas in Italy, and then investigates the extent to which institutional pressures have been influential in shaping organizational models of biogas production. It finds that the dominance of one particular organizational model is the result of an isomorphic process in which a monopolistic market, legal structures, and subsidies play a role. The prevalence of this organizational model, however, does not lead to the effective use of biogas production, and furthermore it results in low environmental efficiency. For a more sustainable development of bioenergy, Italian policy-makers should reform the existing institutional framework by reorganizing subsidies, liberalizing the management of gas grids, and involving farmers in local projects. - Highlights: • Institutional factors played an important role for the diffusion of biogas plants in Italy. • The dominance of one organizational model is the result of an isomorphic process. • The prevalence of one organizational model results in low environmental efficiency. • Italian policy makers should reform the existing institutional framework

The Relationship between Organizational Support Perceptions and Self-Sufficiencies of Logistics Sector Employees

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Sefer Gumus

2016-01-01

Full Text Available This study was performed in order to examine the relationship between organizational support perceptions and self-sufficiency levels of logistics sector employees and to determine whether organizational support perceptions and self-sufficiency levels of employees differ according to some specification. The questionnaire form consisting of perceived organizational support scale in accordance with the purpose, general self-sufficiency scale and personal information form, was applied to 124 employees of 3 separate logistics firms operating in Istanbul. The data obtained from the questionnaire were analyzed using SPSS17.0 statistical software package on computer. In the assessment of data, descriptive characteristics of employees were determined by frequency and percentage statistics and the self-sufficiency and perceived organizational support levels by the mean and standard deviation statistics. The t test, Tukey test and one-way Anova tests were utilized in determining employees' self-sufficiency and perceived organizational support levels differentiation according to descriptive characteristics, and correlation analysis was utilized in determining the relationship between self-sufficiency and perceived organizational support levels of employees. In conclusion, it was determined that there was statistical relationship between organizational support and self-sufficiency levels perceived by logistics sector employees. Accordingly, when employees' perceived organizational support levels increase then self-sufficiency levels also increase, and when perceived organizational support levels decrease then self-sufficiency levels also decrease.

How Do Organizational Policies and Practices Affect Return to Work and Work Role Functioning Following a Musculoskeletal Injury?

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Amick, Benjamin C; Lee, Hyunmi; Hogg-Johnson, Sheilah; Katz, Jeffrey N; Brouwer, Sandra; Franche, Renée-Louise; Bültmann, Ute

Purpose Organizational-level policies and practices that promote safety leadership and practices, disability management and ergonomic policies and practices are considered key contextual determinants of return to work. Our objective was to examine the role of worker-reported organizational policies

THE EFFECT OF WORKPLACE SPIRITUALITY DIMENSIONS ON ORGANIZATIONAL COMMITMENT WITH PERCEIVED ORGANIZATIONAL SUPPORT AS MODERATING VARIABLE

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Diaz Haryokusumo

2015-09-01

Full Text Available The aims of this study are to test the effect of workplace spirituality dimensions (inner life, meaningful work, and condition for community on organizational commitment (affective, continuance, and normative and also to test the moderating effect of perceived organizational support. 130 questionnaires were collected from six organizations in Yogyakarta.The result of this research shows the workplace spirituality dimensions have positive effect on affective commitment. Testing of moderation effect shows perceived organizational support does not moderate the positive effect of workplace spirituality dimensions on components of organizational commitment. Based on this research, condition for community has the biggest effect on affective commitment, while inner life has biggest effect on normative and continuance commitment. Implication for management theory and practice are discussed.

Impact of organizational policies and practices on workplace injuries in a hospital setting.

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Tveito, T H; Sembajwe, G; Boden, L I; Dennerlein, J T; Wagner, G R; Kenwood, C; Stoddard, A M; Reme, S E; Hopcia, K; Hashimoto, D; Shaw, W S; Sorensen, G

2014-08-01

This study aimed to assess relationships between perceptions of organizational practices and policies (OPP), social support, and injury rates among workers in hospital units. A total of 1230 hospital workers provided survey data on OPP, job flexibility, and social support. Demographic data and unit injury rates were collected from the hospitals' administrative databases. Injury rates were lower in units where workers reported higher OPP scores and high social support. These relationships were mainly observed among registered nurses. Registered nurses perceived coworker support and OPP as less satisfactory than patient care associates (PCAs). Nevertheless, because of the low number of PCAs at each unit, results for the PCAs are preliminary and should be further researched in future studies with larger sample sizes. Employers aiming to reduce injuries in hospitals could focus on good OPP and supportive work environment.

Organizational support and volunteering benefits for older adults.

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Tang, Fengyan; Choi, Eunhee; Morrow-Howell, Nancy

2010-10-01

This study tested a theoretical model of volunteering benefits and examined the mechanism through which volunteering benefits older adults. This is a 2-wave study of 253 older adult volunteers serving in 10 volunteer programs. Older volunteers completed the mailed surveys in 2005 and 2006. Structural equation modeling was used to define the latent variables and to test direct and indirect relationships among organizational support, socioemotional benefits, and self-reported health. Organizational support (measured by choice of volunteer activity, training, and ongoing support) had significant direct associations with 2 latent factors of socioemotional benefits, that is, perceived contribution and personal benefits. Perceived contribution was significantly related to mental health. Additionally, older volunteers with lower socioeconomic status (SES) committed more hours and perceived more personal benefits than higher SES peers. These findings suggest that volunteer programs can provide various organizational supports to older volunteers, especially to low-SES volunteers, in order to promote the socioemotional and health benefits of volunteering to older adults. Psychological well-being of older adults can be improved through engagement in meaningful volunteer activities and contribution to others.

Does Organizational and Coworker Support Moderate Diabetes Risk and Job Stress Among Employees?

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Wolff, Marilyn B; Gay, Jennifer L; Wilson, Mark G; DeJoy, David M; Vandenberg, Robert J

2018-05-01

Examine the moderating role of perceived organizational and coworker support on the relationship between job stress and type 2 diabetes risk among employees. A cross-sectional survey was administered to employees at the workplace. One national retail organization. Baseline data were obtained from 1595 employees in 21 retail stores. Self-reported organizational and coworker support to encourage and fulfill job responsibilities and job stress. Diabetes risk was calculated using age, gender, race/ethnicity, blood pressure, physical activity, weight status, and self-reported diagnosed type 2 diabetes. Multilevel multiple regression was conducted to test the interaction effect of support on the association between job stress and diabetes risk. Mean age was 37.95 years (±12.03) and body mass index was 26.72 (±4.95). Three percent of participants reported diagnosed diabetes. Organizational support was positively associated with coworker support. Both were negatively associated with job stress. Organizational support, but not coworker support, moderated the relationship of job stress with diabetes risk. Participants with greater perceived organizational support had lower diabetes risk scores compared to those with lower perceived organizational support. Organizational support may be a key factor for workplaces to reduce stress and diabetes risk. Further testing of organizations' supportive role on employee health may be helpful in developing future workplace programs.

Effects of social support at work on depression and organizational productivity.

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Park, Kyoung-Ok; Wilson, Mark G; Lee, Myung Sun

2004-01-01

To examine how social support at work affects depression and organizational productivity in a work-stress framework. A self-administered survey for 240 workers in a public hospital in the southeastern United States. Social support at work was directly related to high job control, low depression, and high job performance. Social support did not buffer the negative effects of work factors on depression and organizational productivity. Social support at work had a direct and beneficial effect on workers' psychological well-being and organizational productivity without any interaction effect on the work-stress framework.

ORGANIZATIONAL SUPPORT OF INTELLECTUAL PROPERTY MANAGEMENT AT THE ENTERPRISE

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I. Kornilova

2015-08-01

Full Text Available The article deals with theoretical issues of organizational support of intellectual property management at the enterprise. It is defined the nature, goals, objectives organization of intellectual property. It is selected the features, factors of influence on the choice of organizational structure and organizational form of intellectual property management on an enterprise. It is proposed systematization forms of organizational maintenance of intellectual property management at different classification criteria. Attention is paid to consider outsourcing forms of operations with intellectual property.

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...

Relationship between Teacher Views on Levels of Organizational Support--Organizational Identification and Climate of Initiative

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Nartgün, Senay Sezgin; Taskin, Sevgi

2017-01-01

This study aimed to identify secondary school teachers' views on levels of organizational support, organizational identification and climate of initiative and to determine whether there were any significant differences between these views based on teachers' demographic characteristics and whether there were significant differences between…

Exchange relationships: examining psychological contracts and perceived organizational support.

Science.gov (United States)

Coyle-Shapiro, Jacqueline A-M; Conway, Neil

2005-07-01

The authors surveyed 347 public sector employees on 4 measurement occasions to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of the 2 concepts. In terms of their interrelationships over time, by drawing on psychological contract theory the authors found little support for a reciprocal relationship between POS and psychological contract fulfillment. Under an alternative set of hypotheses, by drawing on organizational support theory and by separating psychological contract fulfillment into its 2 components (perceived employer obligations and inducements), the authors found that perceived employer inducements were positively related to POS, which, in turn, was negatively related to perceived employer obligations. The results suggest that POS and the components of psychological contract fulfillment are more important in predicting organizational citizenship behavior than psychological contract fulfillment. Copyright 2005 APA, all rights reserved.

Burning through organizational boundaries? Examining inter-organizational communication networks in policy-mandated collaborative bushfire planning groups

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Rachel F. Brummel; Kristen C. Nelson; Pamela J. Jakes

2012-01-01

Collaboration can enhance cooperation across geographic and organizational scales, effectively "burning through" those boundaries. Using structured social network analysis (SNA) and qualitative in-depth interviews, this study examined three collaborative bushfire planning groups in New South Wales, Australia and asked: How does participation in policy-...

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

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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…

Human factors evaluation of remote afterloading brachytherapy. Supporting analyses of human-system interfaces, procedures and practices, training and organizational practices and policies. Volume 3

International Nuclear Information System (INIS)

Callan, J.R.; Kelly, R.T.; Quinn, M.L.

1995-07-01

A human factors project on the use of nuclear by-product material to treat cancer using remotely operated afterloaders was undertaken by the Nuclear Regulatory Commission. The purpose of the project was to identify factors that contribute to human error in the system for remote afterloading brachytherapy (RAB). This report documents the findings from the second, third, fourth, and fifth phases of the project, which involved detailed analyses of four major aspects of the RAB system linked to human error: human-system interfaces; procedures and practices; training practices and policies; and organizational practices and policies, respectively. Findings based on these analyses provided factual and conceptual support for the final phase of this project, which identified factors leading to human error in RAB. The impact of those factors on RAB performance was then evaluated and prioritized in terms of safety significance, and alternative approaches for resolving safety significant problems were identified and evaluated

Human factors evaluation of remote afterloading brachytherapy. Supporting analyses of human-system interfaces, procedures and practices, training and organizational practices and policies. Volume 3

Energy Technology Data Exchange (ETDEWEB)

Callan, J.R.; Kelly, R.T.; Quinn, M.L. [Pacific Science & Engineering Group, San Diego, CA (United States)] [and others

1995-07-01

A human factors project on the use of nuclear by-product material to treat cancer using remotely operated afterloaders was undertaken by the Nuclear Regulatory Commission. The purpose of the project was to identify factors that contribute to human error in the system for remote afterloading brachytherapy (RAB). This report documents the findings from the second, third, fourth, and fifth phases of the project, which involved detailed analyses of four major aspects of the RAB system linked to human error: human-system interfaces; procedures and practices; training practices and policies; and organizational practices and policies, respectively. Findings based on these analyses provided factual and conceptual support for the final phase of this project, which identified factors leading to human error in RAB. The impact of those factors on RAB performance was then evaluated and prioritized in terms of safety significance, and alternative approaches for resolving safety significant problems were identified and evaluated.

Building organizational supports for research-minded practitioners.

Science.gov (United States)

Austin, Michael J; Dal Santo, Teresa S; Lee, Chris

2012-01-01

One of the biggest challenges facing human service organizations is the proliferation of information from inside and outside the agency that needs to be managed if it is to be of use. The concepts of tacit and explicit knowledge can inform an approach to this challenge. Tacit knowledge is stored in the minds of practitioners (often called practice wisdom) and the explicit knowledge is often found in organizational procedure manuals and educational and training materials. Building on this perspective, this analysis provides a preliminary definition of research-minded practitioners by explicating the elements of curiosity, critical reflection, and critical thinking. The organizational implications of developing a cadre of research-minded practitioners include the commitment of top management to support "link officers", evidence request services, research and development units, and service standards. The challenges include the capacity to identify/support research-minded practitioners, promote an organizational culture of evidence-informed practice, redefine staff development and training, redefine job descriptions, and specify the nature of managerial leadership. Copyright © Taylor & Francis Group, LLC

HUBUNGAN ANTARA PERSEPSI DUKUNGAN ORGANISASI (PERCEIVED ORGANIZATIONAL SUPPORT DENGAN KETERIKATAN KARYAWAN

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Endah Mujiasih

2015-04-01

Full Text Available Employee participation is essential for the effectiveness of the organization. The employees mentioned are not only reliable but also loyal, committed, and willing to contribute better performance, or in other words, employees with employee engagement. Employees having high level of engagement are able to help the adaptation of the organization to the surrounding communities. The research was aimed to determine the correlation between perceived organizational support and employee engagement. Data collection was conducted based on Perceived Organizational Support Scale/POS (α = .931 and Employee Engagement Scale (α = .903. The hypothesis of the research was the more positive perceived organizational support results in the higher employee engagement. Data were analyzed using simple regression. The result shows a positive correlation between perceived organizational support and employee engagement (r = .631; p < .001. It means that the hypothesis has been accepted. In the research, POS contributed effectively as much as 39.8% to employee engagement.

Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

Science.gov (United States)

Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

2011-01-01

This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

Mobbing, Organizational Identification, and Perceived Support: Evidence from a Higher Education Institution

Science.gov (United States)

Coskuner, Selda; Costur, Recai; Bayhan-Karapinar, Pinar; Metin-Camgoz, Selin; Ceylan, Savas; Demirtas-Zorbaz, Selen; Aktas, Emine Feyza; Ciffiliz, Gonca

2018-01-01

Purpose: The aim of the current study is twofold. First, it investigates the relationship between mobbing and organizational identification (OI) as an organizational attitude. Second, it explores the moderating effect of perceived organizational support (POS) on the relationship between mobbing and organizational identification. We proposed that…

ESTIMATION OF EXTERNAL FACTORS INFLUENCE ON THE ORGANIZATIONAL AND RESOURCE SUPPORT OF ENGINEERING

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Yu. V. Gusak

2013-09-01

Full Text Available Purpose. The engineering industry is characterized by deep specialization and high co-operation, which suggests a high degree of interaction with other industries and the economy, highly sensitive to external factors. Effective regulation of the engineering industry’s organizational-resource support will ensure coherence of all the subsystems of the market economy, the competitive environment, a full course of the investment process and the success of the industry. Therefore there is a need for detailed estimation and analysis of the external factors’ influence on the formation and implementation indexes of the engineering industry’s organizational-resource support. Methodology. To establish the close connection between the set of external factors of formation and implementation indexes of the engineering industry organizational-resource support the correlation analysis was used, to calculate the amount of the formation and implementation indexes of the engineering industry organizational-resource support’s change under the influence of the external factors with malleability coefficient were applied. Findings. The external influence factors on the engineering industry organizational-resource support by the source of origin: industrial, economical, political, informational, and social were separated and grouped. The classification of the external factors influence on the engineering industry organizational-resource support, depending on their influence’s direction on the formation and implementation indexes of the engineering industry’s organizational-resource support was made. The connection closeness and the amount of the formation and implementation indexes of the engineering industry organizational-resource support change (the machinery index of and the sales volume machinery index under the influence of the external factors with malleability coefficient were determined. Originality. The estimation of the external factors

Off-duty deviance: Organizational policies and evidence for two prevention strategies.

Science.gov (United States)

Lyons, Brian D; Hoffman, Brian J; Bommer, William H; Kennedy, Colby L; Hetrick, Andrea L

2016-04-01

Anecdotal evidence suggests that organizations are increasingly concerned with employee off-duty deviance (ODD), yet management research has rarely investigated this type of deviant behavior. We define ODD as behaviors committed outside the workplace or when off-duty that are deviant by organizational and/or societal standards, jeopardize the employee's status within the organization, and threaten the interests and well-being of the organization and its stakeholders. Three studies are presented to better understand the relevance of ODD to modern organizations and then to understand potential approaches to reduce the incidence of ODD. The first study provides a qualitative review of publicly available ODD policies within the Fortune 500; the results showed that 13.4% of the Fortune 500 had a publicly available ODD policy, with the majority prohibiting criminal forms of ODD to protect the firm's reputation. The next 2 studies examine the efficacy of different approaches to reduce criminal ODD: policy adoption and personnel selection. In the second study, a longitudinal, quasi-experimental design showed a significant-albeit modest-reduction in criminal ODD following the adoption of a conduct policy. In the third and final study, a criterion-related validity design supported the predictive validity of general mental ability and prior deviance in predicting criminal ODD. This compendium of studies provides an initial empirical investigation into ODD and offers implications relevant to the deviance literature, policy development, and personnel selection. (c) 2016 APA, all rights reserved).

Branding technologies in the foreign policy of Ukraine: regulatory and organizational aspects

Directory of Open Access Journals (Sweden)

Tereshchuk Maryna Ihorivna

2015-10-01

Full Text Available The article analyses regulatory and organizational components of the application of branding technology as a tool of foreign policy of Ukraine. Particular attention is paid to the activities of the Ministry of Foreign Affairs of Ukraine in this sphere, as well as to the problems impeding the full implementation of the branding policy.

Research on the Relationship Between Conflict Management and Organizational Support

OpenAIRE

Fuat Oktay

2016-01-01

The purpose of the present study is to determine the relationship between Turkish Technic Inc. employees’ conflict management styles and perceived organizational support. The sample of the study which was conducted with correlational and descriptive survey models consisted of 1443 Turkish Airlines employees. A 28-item Conflict Management Style Scale, which was developed by Aflazur (1992) and adapted to Turkish by Boz (2012) and an 8-item Perceived Organizational Support S...

THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR (A Study of the Permanent Lecturers at University of Lambung Mangkurat, Banjarmasin

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Meiske Claudia

2018-01-01

Full Text Available The population in this research is all of the permanent lecturers employed at University of Lambung Mangkurat (ULM. The respondents are taken from 4 academic ranks, which are represented by Asisten Ahli (Instructor, Lektor (Assistant Professor, Lektor Kepala (Associate Professor, and Guru Besar (Professor. One hundred and thirty samples were collected by using a proportional-stratified random sampling method. A Partial Least Square (PLS method was used to analyze the data. The results showed that lecturers with a positive perception of the organizational support available to them feel more satisfied with their job, which in turn encourages the creation of a high organizational commitment and results in the emergence of positive organizational citizenship behavior (OCB. These study’s results showed us the application of social exchange theory and organizational support theory in a higher educational institution. The findings of this study are considered to be important, as they provide additional empirical evidence regarding the importance of organizational support as a basis for improving the ULM lecturers' job satisfaction, organizational commitment, and OCB. The implications and further research are also discussed.

Turnover intention among Italian nurses: the moderating roles of supervisor support and organizational support.

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Galletta, Maura; Portoghese, Igor; Penna, Maria Pietronilla; Battistelli, Adalgisa; Saiani, Luisa

2011-06-01

The purpose of this study was to examine the variables that are related to person-environment fit in Italian nurses, highlighting the role of supervisor support and organizational support in the relationship between nurses' perceptions of care adequacy, job satisfaction, and turnover intention. Therefore, 1240 nurses from three hospitals completed a self-administered questionnaire. The results showed that supervisor support and organizational support act differently as moderators of the care adequacy-job satisfaction-turnover intention relationship. Finally, job satisfaction was a mediating variable between care adequacy and turnover intention. These findings have important implications for hospitals because they help to promote effective work environments and to reduce turnover intention. © 2011 Blackwell Publishing Asia Pty Ltd.

Elements of a Workplace Culture of Health, Perceived Organizational Support for Health, and Lifestyle Risk.

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Payne, Julianne; Cluff, Laurie; Lang, Jason; Matson-Koffman, Dyann; Morgan-Lopez, Antonio

2018-01-01

We investigated the impact of elements of a workplace culture of health (COH) on employees' perceptions of employer support for health and lifestyle risk. We used 2013 and 2015 survey data from the National Healthy Worksite Program, a Centers for Disease Control and Prevention (CDC)-led initiative to help workplaces implement health-promoting interventions. Forty-one employers completed the CDC Worksite Health Scorecard to document organizational changes. Eight hundred twenty-five employees provided data to evaluate changes in their health and attitudes. We defined elements of a COH as environmental, policy, and programmatic supports; leadership and coworker support; employee engagement (motivational interventions); and strategic communication. Outcomes included scores of employees' perceptions of employer support for health and lifestyle risk derived from self-reported physical activity, nutrition, and tobacco use. We estimated effects using multilevel regression models. At the employee level and across time, regression coefficients show positive associations between leadership support, coworker support, employee engagement, and perceived support for health ( P leadership support in 2015 only ( P leadership and coworker support) tend to be associated with perceived support for health, while workplace elements (environmental and policy supports) are more associated with lifestyle risk. Employers need to confront relational and workplace elements together to build a COH.

THE RELATIONSHIP OF PERCEIVED ORGANIZATIONAL SUPPORT WITH ORGANIZATIONAL CYNISM AND ITS EFFECTS ON TURNOVER INTENT: A RESEARCH ON 4 AND 5 STAR HOTELS

OpenAIRE

Berrin Guzel; Nilüfer Sahin Perçin; Sule Aydin Tukelturk

2011-01-01

Perceived organizational support is defined as the behavior of the organization towards its employees and the interpretation of organizational motives underlying this behavior in return for the organization. Organizational cynicism is described as ‘the negative attitudes of employees towards the organization’. Turnover intention is expressed as a thought of voluntary staff turnover from the organization. Highly perceived organizational support provides reduction of absenteeism, late comings a...

Perceived organizational support-burnout-satisfaction relationship in workers with disabilities: The moderation of family support.

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Alcover, Carlos-María; Chambel, Maria José; Fernández, Juan José; Rodríguez, Fernando

2018-05-02

Our study tests the perceived organizational support-burnout-satisfaction relationship based on stressor-strain-outcome model of stress (Koeske & Koeske, ) and on the conservation of resources theory (Hobfoll, ) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression-based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers' life. Practical implications and future research are discussed and proposed. © 2018 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Relationships between organizational and individual support, nurses' ethical competence, ethical safety, and work satisfaction.

Science.gov (United States)

Poikkeus, Tarja; Suhonen, Riitta; Katajisto, Jouko; Leino-Kilpi, Helena

2018-03-12

Organizations and nurse leaders do not always effectively support nurses' ethical competence. More information is needed about nurses' perceptions of this support and relevant factors to improve it. The aim of the study was to examine relationships between nurses' perceived organizational and individual support, ethical competence, ethical safety, and work satisfaction. A cross-sectional questionnaire survey was conducted. Questionnaires were distributed to nurses (n = 298) working in specialized, primary, or private health care in Finland. Descriptive statistics, multifactor analysis of variance, and linear regression analysis were used to test the relationships. The nurses reported low organizational and individual support for their ethical competence, whereas perceptions of their ethical competence, ethical safety, and work satisfaction were moderate. There were statistically significant positive correlations between both perceived individual and organizational support, and ethical competence, nurses' work satisfaction, and nurses' ethical safety. Organizational and individual support for nurses' ethical competence should be strengthened, at least in Finland, by providing more ethics education and addressing ethical problems in multiprofessional discussions. Findings confirm that organizational level support for ethical competence improves nurses' work satisfaction. They also show that individual level support improves nurses' sense of ethical safety, and both organizational and individual support strengthen nurses' ethical competence. These findings should assist nurse leaders to implement effective support practices to strengthen nurses' ethical competence, ethical safety, and work satisfaction.

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.

TTI Phase 2 Institutional Support: Centre for Policy Research | CRDI ...

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

CPR is an independent, non-partisan research institute focused on improving policy-making and management, and promoting national development in India. CPR's research covers ... For CPR, this project will help enhance its research quality, organizational performance, and policy engagement. Policy influence in India

The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty.

Science.gov (United States)

Gutierrez, Antonio P; Candela, Lori L; Carver, Lara

2012-07-01

GUTIERAIM: The aim of this correlational study was to examine the relations between organizational commitment, perceived organizational support, work values, person-organization fit, developmental experiences, and global job satisfaction among nursing faculty. The global nursing shortage is well documented. At least 57 countries have reported critical shortages. The lack of faculty is finally being recognized as a major issue directly influencing the ability to admit and graduate adequate numbers of nurses. As efforts increase to both recruit and retain faculty, the concept of organizational commitment and what it means to them is important to consider. A cross-sectional correlational design was used. The present study investigated the underlying structure of various organizational factors using structural equation modelling. Data were collected from a stratified random sample of nurse faculty during the academic year 2006-2007. The final model demonstrated that perceived organizational support, developmental experiences, person-organization fit, and global job satisfaction positively predicted nurse faculty's organizational commitment to the academic organization. Cross-validation results indicated that the final full SEM is valid and reliable. Nursing faculty administrators able to use mentoring skills are well equipped to build positive relationships with nursing faculty, which in turn, can lead to increased organizational commitment, productivity, job satisfaction, and perceived organizational support, among others. © 2012 Blackwell Publishing Ltd.

Antecedents and outcomes of organizational support for development: the critical role of career opportunities.

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Kraimer, Maria L; Seibert, Scott E; Wayne, Sandy J; Liden, Robert C; Bravo, Jesus

2011-05-01

This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between organizational support for development and employee performance and turnover. Using a sample of 264 exempt-level employees and their supervisors, we found that participation in training classes, leader-member exchange, and career mentoring were each positively related to employees' perceptions of organizational support for development. We also found support for the moderator hypotheses. Specifically, development support positively related to job performance, but only when perceived career opportunity within the organization was high. Further, development support was associated with reduced voluntary turnover when perceived career opportunity was high, but it was associated with increased turnover when perceived career opportunity was low. Our study demonstrates that social exchange and career motivation theory work together to explain when and how employees' perceptions of organizational support for development relate to turnover and job performance.

WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

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KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences. PMID:21691415

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

Science.gov (United States)

Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

A RESEARCH ON THE EFFECT OF ORGANIZATIONAL CLIMATE ON PERCEPTION OF SUPPORT FOR INNOVATION

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GÖNÜL KAYA ÖZBAĞ

2013-06-01

Full Text Available The management of organizational climate is fairly important in terms of improving innovation in organizations. For that reason, the aim of this study is to investigate the effects of organizational climate dimensions (organizational encouragement, supervisory support, team support, otonomy, participation flexibility and communication on perception of support for innovation. Here the aim is trying to help administrators by determining the factors that increase or prevent innovation. Data obtained from 86 enterprises that are operating in Kocaeli is used in order to analyze the relationships among variables. After factor analysis, data is tested through correlation analysis and regression analysis. The findings of research indicate that organizational climate dimensions affect perception of support for innovation.

Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

Science.gov (United States)

Thompson, Cynthia A; Prottas, David J

2006-01-01

The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships. Copyright 2006 APA.

Influence of Perceived Organizational Support and Discretionary ...

African Journals Online (AJOL)

Influence of Perceived Organizational Support and Discretionary Treatment on Work Attitude of Industrial Workers. AI Alarape, FM Akinlabi. Abstract. No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000: 23-36. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL ...

Organizational Structures that Support Internal Program Evaluation

Science.gov (United States)

Lambur, Michael T.

2008-01-01

This chapter explores how the structure of large complex organizations such as Cooperative Extension affects their ability to support internal evaluation of their programs and activities. Following a literature review of organizational structure and its relation to internal evaluation capacity, the chapter presents the results of interviews with…

Perceived Organizational Support for Enhancing Welfare at Work: A Regression Tree Model

Science.gov (United States)

Giorgi, Gabriele; Dubin, David; Perez, Javier Fiz

2016-01-01

When trying to examine outcomes such as welfare and well-being, research tends to focus on main effects and take into account limited numbers of variables at a time. There are a number of techniques that may help address this problem. For example, many statistical packages available in R provide easy-to-use methods of modeling complicated analysis such as classification and tree regression (i.e., recursive partitioning). The present research illustrates the value of recursive partitioning in the prediction of perceived organizational support in a sample of more than 6000 Italian bankers. Utilizing the tree function party package in R, we estimated a regression tree model predicting perceived organizational support from a multitude of job characteristics including job demand, lack of job control, lack of supervisor support, training, etc. The resulting model appears particularly helpful in pointing out several interactions in the prediction of perceived organizational support. In particular, training is the dominant factor. Another dimension that seems to influence organizational support is reporting (perceived communication about safety and stress concerns). Results are discussed from a theoretical and methodological point of view. PMID:28082924

Perceived Organizational Support, Job Satistaction Dan Organizational Citizenship Behavior Pada PT. Bank Maluku Cabang UTAMA Kota Ambon

OpenAIRE

Waileruny, Hulawa Theresia

2014-01-01

Penelitian ini dilakukan untuk menguji Perceived Organizational Support, Job Satisfaction dan Organizational Citizenship Behavior pada PT. Bank Maluku Cabang Utama Kota Ambon. Sampel yang digunakan dalam penelitian ini berjumlah 103 orang karyawan PT. Bank Maluku Cabang Utama Kota Ambon. Penelitian ini menggunakan pendekatan kuantitatif, data penelitian diperoleh melalui kuesioner penelitian yang telah diisi oleh responden. Metode pengolahan data dilakukan dengan menggunakan validitas, relia...

WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

OpenAIRE

KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also k...

A RESEARCH AIMED AT DETERMINATION BETWEEN HUMAN RESOURCES PRACTICES AND PERCEIVED ORGANIZATIONAL SUPPORT RELATIONSHIP IN ORGANIZATIONS

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EBRU AYKAN

2013-06-01

Full Text Available Perceived Organizational Support (POS which was popularized in the early 1990s, is conception that may have both positive and negative effect on the staff and organization. In many ways perceived organizational support can determine the continuity of an organization over the long term. This study look at relationship between human resources practices which is taken on five dimensions and perceived organizational support. An investigation has been conduct over bed and supplier industry in Kayseri. The research that was performed with 227 worker is concluded that there are positive relations between training and human resources politics practices and perceived organizational support as of dimensions and between human resource management practices and perceived organizational support as of general.

Employees' perception of organizational support: a qualitative investigation in the Indian information technology (IT) industry.

Science.gov (United States)

Dhar, Rajib Lochan

2012-01-01

Organizational support relates to an organization's readiness to reward increased work effort and to meet socio-emotional needs. This study investigated the various constructs of employees' perceptions of organizational support in the Indian context, with specific reference to the information technology (IT) industry. Thirty six semi-structured interviews were conducted from three different organizations over a period of four months. The participants were employed as Project Managers, Team Leaders and Executives in these organizations operating in Pune and were selected via randomized quota sampling to reflect a mix of age, positions, genders and experience with organization. Qualitative methods were used in order to collect the data, through phenomenological principles. Discussion with the participants led to the emergence of five different themes which influence employees' perception of organizational support. These were: materialistic support, supervisor support, building reciprocal relationships, Organizational justice and intentions to leave. This study provided a tentative starting point towards the greater understanding of the employee's perceived notion of organizational support. Based on the study findings, there is an imperative that the human resource department and organizational forerunners continue to use research findings to support IT professionals in various ways in order to improve their quality of work life.

ORGANIZATIONAL AND METHODIC SUPPORT TO COMMERCIAL BANK STRATEGIC PLANNING

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N. G. Korostyliov

2011-01-01

Full Text Available Organizational and methodic support to bank activity strategic planning comprises making prospects for main bank finance activity indices, their correction and examination as well as control over their dynamics. There are specific features of organization of bank strategic planning at present stage of development of Russian economics. Main stages of this process and principles on which this study should be based are discussed. Banking environment information level should be taken into account, feasibility testing of organizational planning systems having to be undertaken in practice.

Effect of perceived organizational support on suicidal ideation of young employees: The mediator role of self-esteem.

Science.gov (United States)

Sang, Jinyan; Ji, Yongbao; Li, Ping; Zhao, Hao

2017-09-01

This study aimed to explore the relationships among perceived organizational support, self-esteem, and suicidal ideation of young employees. A total of 447 unmarried employees completed the survey of perceived organizational support, Rosenberg self-esteem scale, and suicide ideation scale. The results revealed that perceived organizational support, self-esteem, and suicidal ideation were significantly correlated with each other. Stepwise regression analysis and path analysis both indicated that self-esteem partially mediated the effect of perceived organizational support on suicidal ideation.

Perceived organizational support and intention to remain: The mediating roles of career success and self-esteem.

Science.gov (United States)

Liu, Jingying; Liu, Yan-Hui

2016-04-01

The aim of this study was to explore the relationships among perceived organizational support, career success, self-esteem and intention to remain. A cross-sectional study was designed, and subjects were recruited from six nonprofit organizations in China in spring 2015. A convenience sample of 610 nurses answered a survey with questions related to their ideas about their work. Structural equation modelling analyses were conducted. The results revealed that perceived organizational support was positively associated with intention to remain and career success, which, in turn, mediated the relationship between perceived organizational support and intention to remain. We also found that self-esteem mediated the relationships between perceived organizational support and career success and between career success and intention to remain. Higher perceived organizational support, career success and self-esteem can increase intention to remain in Chinese nurses. © 2015 John Wiley & Sons Australia, Ltd.

Organizational Support for Workers' Recuperation in Nigerian Banks ...

African Journals Online (AJOL)

This paper investigates organizational support for workers' recuperation in Nigerian Banks. The study was conducted in Ilorin, the capital city of Kwara State, Nigeria. Eight commercial banks namely, United Bank for Africa, First Bank of Nigeria, Diamond Bank, Fidelity Bank, Wema Bank, First City Monument Bank and Union ...

Electronic surveillance systems in infection prevention: organizational support, program characteristics, and user satisfaction.

Science.gov (United States)

Grota, Patti G; Stone, Patricia W; Jordan, Sarah; Pogorzelska, Monika; Larson, Elaine

2010-09-01

The use of electronic surveillance systems (ESSs) is gradually increasing in infection prevention and control programs. Little is known about the characteristics of hospitals that have a ESS, user satisfaction with ESSs, and organizational support for implementation of ESSs. A total of 350 acute care hospitals in California were invited to participate in a Web-based survey; 207 hospitals (59%) agreed to participate. The survey included a description of infection prevention and control department staff, where and how they spent their time, a measure of organizational support for infection prevention and control, and reported experience with ESSs. Only 23% (44/192) of responding infection prevention and control departments had an ESS. No statistically significant difference was seen in how and where infection preventionists (IPs) who used an ESS and those who did not spend their time. The 2 significant predictors of whether an ESS was present were score on the Organizational Support Scale (odds ratio [OR], 1.10; 95% confidence interval [CI], 1.02-1.18) and hospital bed size (OR, 1.004; 95% CI, 1.00-1.007). Organizational support also was positively correlated with IP satisfaction with the ESS, as measured on the Computer Usability Scale (P = .02). Despite evidence that such systems may improve efficiency of data collection and potentially improve patient outcomes, ESSs remain relatively uncommon in infection prevention and control programs. Based on our findings, organizational support appears to be a major predictor of the presence, use, and satisfaction with ESSs in infection prevention and control programs.

Electronic surveillance systems in infection prevention: Organizational support, program characteristics, and user satisfaction

Science.gov (United States)

Grota, Patti G.; Stone, Patricia W.; Jordan, Sarah; Pogorzelska, Monika; Larson, Elaine

2012-01-01

Background The use of electronic surveillance systems (ESSs) is gradually increasing in infection prevention and control programs. Little is known about the characteristics of hospitals that have a ESS, user satisfaction with ESSs, and organizational support for implementation of ESSs. Methods A total of 350 acute care hospitals in California were invited to participate in a Web-based survey; 207 hospitals (59%) agreed to participate. The survey included a description of infection prevention and control department staff, where and how they spent their time, a measure of organizational support for infection prevention and control, and reported experience with ESSs. Results Only 23% (44/192) of responding infection prevention and control departments had an ESS. No statistically significant difference was seen in how and where infection preventionists (IPs) who used an ESS and those who did not spend their time. The 2 significant predictors of whether an ESS was present were score on the Organizational Support Scale (odds ratio [OR], 1.10; 95% confidence interval [CI], 1.02-1.18) and hospital bed size (OR, 1.004; 95% CI, 1.00-1.007). Organizational support also was positively correlated with IP satisfaction with the ESS, as measured on the Computer Usability Scale (P = .02). Conclusion Despite evidence that such systems may improve efficiency of data collection and potentially improve patient outcomes, ESSs remain relatively uncommon in infection prevention and control programs. Based on our findings, organizational support appears to be a major predictor of the presence, use, and satisfaction with ESSs in infection prevention and control programs. PMID:20176411

Major alternatives for government policies, organizational structures, and actions in civilian nuclear reactor emergency management in the United States

International Nuclear Information System (INIS)

1980-01-01

The purpose of this report is to identify and assess major alternatives for governmental policies, organizational structures, and actions in civilian nuclear reactor emergency management in the United States. The National Academy of Public Administration agreed to identify and evaluate alternatives for governmental policies, organizational structures, and actions in civilian nuclear reactor emergency management. It agreed to review present policies and practices in civilian nuclear reactor emergency management, to review selected experiences and practices of governmental agencies other than the Nuclear Regulatory Commission, and industries other than the nuclear power industry, and to identify alternatives to the present nuclear emergency system

Self-efficacy and Perceived Organizational Support by Workers in a Youth Development Setting

Directory of Open Access Journals (Sweden)

Sara Rockow

2016-12-01

Full Text Available The efficacy levels of workers in the youth development field can significantly impact the work done with youth.  These levels may be impacted by workers’ perceptions of administrative occupational support at their organization.  To date, limited research exists that examines youth work efficacy levels, and no research studies exist analyzing the relationship between youth workers’ efficacy levels and perceived organizational support.  The current study examined the relationship between self-efficacy and the perceived organizational support felt by workers in a youth development setting.  A total of 198 surveys were completed; results indicated that youth work efficacy was significantly related to perceived organizational support.  This study is important to enhancing the body of knowledge regarding self-efficacy levels of workers in a youth development setting, as well as understanding motivation and self-confidence of youth development professionals.

The Effects of Autonomy Gap in Personnel Policy, Principal Leadership and Teachers' Self-Efficacy on Their Organizational Commitment

Science.gov (United States)

Dou, Diya; Devos, Geert; Valcke, Martin

2016-01-01

School autonomy in personnel policy is important to effective personnel management. With increased autonomy in personnel policy, principals could wield their leadership to improve teachers' organizational commitment. However, little is known about whether the given autonomy in personnel policy meets principals' expectation and whether and how the…

Perceived organizational support for safety and employee safety voice: the mediating role of coworker support for safety.

Science.gov (United States)

Tucker, Sean; Chmiel, Nik; Turner, Nick; Hershcovis, M Sandy; Stride, Chris B

2008-10-01

In the present study, we modeled 2 sources of safety support (perceived organizational support for safety and perceived coworker support for safety) as predictors of employee safety voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange and social impact theories, we hypothesized and tested a mediated model predicting employee safety voice using a cross-sectional survey of urban bus drivers (n = 213) in the United Kingdom. Hierarchical regression analysis showed that perceived coworker support for safety fully mediated the relationship between perceived organizational support for safety and employee safety voice. This study adds to the employee voice literature by evaluating the important role that coworkers can play in encouraging others to speak out about safety issues. Implications for research and practice related to change-oriented safety communication are discussed.

Organizational Alignment Supporting Distance Education in Post-Secondary Institutions.

Science.gov (United States)

Prestera, Gustavo E.; Moller, Leslie A.

2001-01-01

Applies an established model of organizational alignment to distance education in postsecondary institutions and recommends performance-oriented approaches to support growth by analyzing goals, structure, and management practices across the organization. Presents performance improvement strategies such as benchmarking and documenting workflows,…

TTI Phase 2 Institutional Support: Institute of Policy Studies of Sri ...

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

For IPS, this project will help enhance its research quality, organizational performance, and policy engagement. Enhancing research ... -consolidate the institutional transformations made to achieve improved performance ... -influence policies based on its work to place Sri Lanka on a smarter growth path -have an impact on ...

Emotional and organizational supports for preschoolers' emotion regulation: Relations with school adjustment.

Science.gov (United States)

Bailey, Craig S; Denham, Susanne A; Curby, Timothy W; Bassett, Hideko H

2016-03-01

Preschool teachers, like parents, support children in ways that promote the regulation capacities that drive school adjustment, especially for children struggling to succeed in the classroom. The purpose of this study was to explore the emotionally and organizationally supportive classroom processes that contribute to the development of children's emotion regulation and executive control. Emotion regulation and executive control were assessed in 312 3-, 4- and 5-year-old children. The 44 teachers of these children completed questionnaires asking about 3 components of children's school adjustment: Positive/Engaged, Independent/Motivated, and Prosocial/Connected. Observations of classroom emotional and organizational supports were conducted. Results of multilevel models indicated emotion regulation was significantly associated with the Positive/Engaged school adjustment component, but only when teachers' emotional and organizational supports were taken into account. Children with lower levels of emotion regulation, who were also in less supportive classrooms, had the lowest scores on the Positive/Engaged component. Children's executive control was associated with the Independent/Motivated and Prosocial/Connected components independently of teacher effects. In general, moderate support was found for the notion that teachers' supports can be particularly helpful for children struggling to regulate their emotions to be better adjusted to school. Children's emotionally salient classroom behaviors, and teachers' emotion scaffolding, are discussed. (c) 2016 APA, all rights reserved).

Organizational Supports for Research Evidence Use in State Public Health Agencies: A Latent Class Analysis.

Science.gov (United States)

Hu, Hengrui; Allen, Peg; Yan, Yan; Reis, Rodrigo S; Jacob, Rebekah R; Brownson, Ross C

2018-05-30

Use of research evidence in public health decision making can be affected by organizational supports. Study objectives are to identify patterns of organizational supports and explore associations with research evidence use for job tasks among public health practitioners. In this longitudinal study, we used latent class analysis to identify organizational support patterns, followed by mixed logistic regression analysis to quantify associations with research evidence use. The setting included 12 state public health department chronic disease prevention units and their external partnering organizations involved in chronic disease prevention. Chronic disease prevention staff from 12 US state public health departments and partnering organizations completed self-report surveys at 2 time points, in 2014 and 2016 (N = 872). Latent class analysis was employed to identify subgroups of survey participants with distinct patterns of perceived organizational supports. Two classify-analyze approaches (maximum probability assignment and multiple pseudo-class draws) were used in 2017 to investigate the association between latent class membership and research evidence use. The optimal model identified 4 latent classes, labeled as "unsupportive workplace," "low agency leadership support," "high agency leadership support," and "supportive workplace." With maximum probability assignment, participants in "high agency leadership support" (odds ratio = 2.08; 95% CI, 1.35-3.23) and "supportive workplace" (odds ratio = 1.74; 95% CI, 1.10-2.74) were more likely to use research evidence in job tasks than "unsupportive workplace." The multiple pseudo-class draws produced comparable results with odds ratio = 2.09 (95% CI, 1.31-3.30) for "high agency leadership support" and odds ratio = 1.74 (95% CI, 1.07-2.82) for "supportive workplace." Findings suggest that leadership support may be a crucial element of organizational supports to encourage research evidence use. Organizational supports such

ICT and Intellectual Disability: A Survey of Organizational Support at the Municipal Level in Sweden.

Science.gov (United States)

Ramsten, Camilla; Marmstål Hammar, Lena; Martin, Lene; Göransson, Kerstin

2017-07-01

Young adults today have grown up in a society where information and communication technology (ICT) support empowerment and social participation. Young adults with mild-to-moderate intellectual disability are at risk for marginalization by the digital divide. The aim was to map and describe how municipal organizations in Sweden organize support in terms of policy and strategies to enable the use of ICT in social care for adults with a mild-to-moderate intellectual disability. A quantitative, cross-sectional survey including all municipalities in Sweden (n = 290) was conducted (response rate: 51%, n = 147). Descriptive statistics were used. Findings indicate a lack of organizational support for staff as well as for young adults with mild-to-moderate intellectual disability. Municipalities request more knowledge about strategies for making ICT available. Despite the lack of comprehensive strategies for ICT, some Swedish municipalities have taken the initiative in this area. © 2016 John Wiley & Sons Ltd.

The influence of partnership centrality on organizational perceptions of support: a case study of the AHLN structure.

Science.gov (United States)

Moore, Spencer; Smith, Cynthia; Simpson, Tammy; Minke, Sharlene Wolbeck

2006-10-31

Knowledge of the structure and character of inter-organizational relationships found among health promotion organizations is a prerequisite for the development of evidence-based network-level intervention activities. The Alberta Healthy Living Network (AHLN) mapped the inter-organizational structure of its members to examine the effects of the network environment on organizational-level perceptions. This exploratory analysis examines whether network structure, specifically partnership ties among AHLN members, influences organizational perceptions of support after controlling for organizational-level attributes. Organizational surveys were conducted with representatives from AHLN organizations as of February 2004 (n = 54). Organizational attribute and inter-organizational data on various network dimensions were collected. Organizations were classified into traditional and non-traditional categories. We examined the partnership network dimension. In- and out-degree centrality scores on partnership ties were calculated for each organization and tested against organizational perceptions of available financial support. Non-traditional organizations are more likely to view financial support as more readily available for their HEALTR programs and activities than traditional organizations (1.57, 95% CI: .34, 2.79). After controlling for organizational characteristics, organizations that have been frequently identified by other organizations as valuable partners in the AHLN network were found significantly more likely to perceive a higher sense of funding availability (In-degree partnership value) (.03, 95% CI: .01, .05). Organizational perceptions of a supportive environment are framed not only by organizational characteristics but also by an organization's position in an inter-organizational network. Network contexts can influence the way that organizations perceive their environment and potentially the actions that organizations may take in light of such perceptions. By

Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

Science.gov (United States)

Abou Hashish, Ebtsam Aly

2017-03-01

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention

TTI Phase 2 Institutional Support: Centre for Policy Research | IDRC ...

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

... help enhance its research quality, organizational performance, and policy engagement. ... IDRC invests in research and knowledge to empower women in India ... women, prevent gender-based violence, and make digital platforms work for ...

Online Academic Networks as Knowledge Brokers: The Mediating Role of Organizational Support

Directory of Open Access Journals (Sweden)

Elena-Mădălina Vătămănescu

2018-04-01

Full Text Available Placing online academic networks in the framework of social, cultural and institutional “deterritorialization,” the current paper aims at investigating the functionality of these new forms of transnational and trans-organizational aggregations as knowledge brokers. The emphasis is laid on the influence of human collective intelligence and consistent knowledge flows on research innovation, considering the role of organizational support within higher education systems. In this respect, the research relied on a questionnaire-based survey with 140 academics from European emerging countries, the data collected being processed via a partial least squares structural equation modelling technique. Evidence was brought that, as knowledge brokers, online academic networks are systems aimed to support the access to human collective intelligence and consistent knowledge flows which exert a positive influence on research innovation, both directly and indirectly, by means of formal and informal organizational support. As facilitators of collaborative environments for individuals with specialized knowledge, competence, expertise and experience, online academic networks have set themselves up as an agora for academics worldwide and as an outlet for their acumen and literacy.

Institutional Support : Institute of Policy Analysis and Research (IPAR)

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

This grant from IDRC's Think Tank Initiative (TTI) will help IPAR address its sustainability issues by offering competitive remuneration packages to reduce staff turnover, recruiting additional staff, training existing staff, improving organizational systems and infrastructure, expanding its policy advocacy work, enhancing the ...

Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes

Directory of Open Access Journals (Sweden)

Audrey Babic

2015-10-01

Full Text Available It is well established that negative work-home interference (NegWHI impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1 perceived organizational support (POS in the relationship between organizational justice (OJ and NegWHI; and (2 NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

Organizational attributes that assure optimal utilization of public health nurses.

Science.gov (United States)

Meagher-Stewart, Donna; Underwood, Jane; MacDonald, Mary; Schoenfeld, Bonnie; Blythe, Jennifer; Knibbs, Kristin; Munroe, Val; Lavoie-Tremblay, Mélanie; Ehrlich, Anne; Ganann, Rebecca; Crea, Mary

2010-01-01

Optimal utilization of public health nurses (PHNs) is important for strengthening public health capacity and sustaining interest in public health nursing in the face of a global nursing shortage. To gain an insight into the organizational attributes that support PHNs to work effectively, 23 focus groups were held with PHNs, managers, and policymakers in diverse regions and urban and rural/remote settings across Canada. Participants identified attributes at all levels of the public health system: government and system-level action, local organizational culture of their employers, and supportive management practices. Effective leadership emerged as a strong message throughout all levels. Other organizational attributes included valuing and promoting public health nursing; having a shared vision, goals, and planning; building partnerships and collaboration; demonstrating flexibility and creativity; and supporting ongoing learning and knowledge sharing. The results of this study highlight opportunities for fostering organizational development and leadership in public health, influencing policies and programs to optimize public health nursing services and resources, and supporting PHNs to realize the full scope of their competencies.

Job attitudes among workers with disabilities: The importance of family support in addition to organizational support.

Science.gov (United States)

Pérez, Vanesa; Alcover, Carlos-María; Chambel, Maria José

2015-01-01

In the case of workers with disabilities, family support is often essential to gain access to the labor market and achieve personal autonomy and financial independence, in addition to fostering job satisfaction and permanence in the organization. Moreover, the support offered by organizations is particularly valued by workers with disabilities, as the organizations that hire such people generally go to considerable lengths to ensure their adaptation and integration in the workplace, contributing to job satisfaction and permanence in the organization. The aim of this study is to investigate the relationships between organizational support and family support with job satisfaction and intention to quit the organization among workers with disabilities employed in ordinary firms. Our study surveyed 204 workers using a questionnaire, and we used Structural Equation Modeling (SEM) analyses to test these relationships. Our results show that organizational support is a significant explanatory factor in the levels of job satisfaction. Moreover, our results indicate that the participants perceived high levels of support from their families, facilitating the conciliation of work and family life. Our results have practical implications in order to improve full integration and normalization of workers with disabilities in ordinary jobs.

An organizational model to support the flexible workflow based on ontology

International Nuclear Information System (INIS)

Yuan Feng; Li Xudong; Zhu Guangying; Zhang Xiankun

2012-01-01

Based on ontology theory, the paper addresses an organizational model for flexible workflow. Firstly, the paper describes the conceptual model of the organizational model on ontology chart, which provides a consistent semantic framework of organization. Secondly, the paper gives the formalization of the model and describes the six key ontology elements of the mode in detail. Finally, the paper discusses deeply how the model supports the flexible workflow and indicates that the model has the advantages of cross-area, cross-organization and cross-domain, multi-process support and scalability. Especially, because the model is represented by ontology, the paper produces the conclusion that the model has covered the defect of unshared feature in traditional models, at the same time, it is more capable and flexible. (authors)

Organizational Strategies to Implement Hospital Pressure Ulcer Prevention Programs: Findings from a National Survey

Science.gov (United States)

SOBAN, LYNN M.; KIM, LINDA; YUAN, ANITA H.; MILTNER, REBECCA S.

2017-01-01

Aim To describe the presence and operationalization of organizational strategies to support implementation of pressure ulcer prevention programs across acute care hospitals in a large, integrated healthcare system. Background Comprehensive pressure ulcer programs include nursing interventions such as use of a risk assessment tool and organizational strategies such as policies and performance monitoring to embed these interventions into routine care. The current literature provides little detail about strategies used to implement pressure ulcer prevention programs. Methods Data were collected by an email survey to all Chief Nursing Officers in Veterans Health Administration acute care hospitals. Descriptive and bivariate statistics were used to summarize survey responses and evaluate relationships between some variables. Results Organizational strategies that support pressure ulcer prevention program implementation (policy, committee, staff education, wound care specialists, and use of performance data) were reported at high levels. Considerable variations were noted in how these strategies were operationalized within individual hospitals. Conclusion Organizational strategies to support implementation of pressure ulcer preventive programs are often not optimally operationalized to achieve consistent, sustainable performance. Implications for Nursing Management The results of this study highlight the role and influence of nurse leaders on pressure ulcer prevention program implementation. PMID:27487972

Protean and Boundaryless Career Attitudes and Organizational Commitment: The Effects of Perceived Supervisor Support

Science.gov (United States)

Cakmak-Otluoglu, K. Ovgu

2012-01-01

Despite the traditional sentiment that protean and boundaryless career attitudes indicate a decline in organizational commitment, little empirical evidence is available. The present study examined the relation of protean and boundaryless career attitudes to organizational commitment and whether the perceived supervisor support moderated these…

RELATIVE MPORTANCE OF PAY LEVEL SATISFACTION, CAREER DEVELOPMENT OPPORTUNITIES, AND SUPERVISOR SUPPORT IN PERCEIVED ORGANIZATIONAL SUPPORT

OpenAIRE

Hasnu, Muhammed WASEEM SAF

2010-01-01

This paper presents the relative impact of supervisor support, pay level satisfaction & career growth opportunities on the development of perceived organizational support (POS) of employees. Survey data were collected from banking sector professionals working in the branches of four major private commercial banks of Pakistan in Hazara Division. The findings of this study highlighted that “career growth opportunities” is a stronger predictor of POS than supervisor support and pay level...

Environmentally Sustainable Practices among College Outdoor Programs and Their Association with Organizational Support Structures

Science.gov (United States)

Frauman, Eric

2017-01-01

Sustainability has gained increasing importance amongst both academic research and organizational practice over the past two decades (Davis & Challenger, 2014). The primary purpose of this study was to examine environmentally sustainable practices among college outdoor programs, while also examining how college level policy and infrastructural…

Organizational culture, intersectoral collaboration and mental health care.

Science.gov (United States)

Mitchell, Penelope Fay; Pattison, Philippa Eleanor

2012-01-01

This study aims to investigate whether and how organizational culture moderates the influence of other organizational capacities on the uptake of new mental health care roles by non-medical primary health and social care services. Using a cross-sectional survey design, data were collected in 2004 from providers in 41 services in Victoria, Australia, recruited using purposeful sampling. Respondents within each service worked as a group to complete a structured interview that collected quantitative and qualitative data simultaneously. Five domains of organizational capacity were analyzed: leadership, moral support and participation; organizational culture; shared concepts, policies, processes and structures; access to resource support; and social model of health. A principal components analysis explored the structure of data about roles and capacities, and multiple regression analysis examined relationships between them. The unit of analysis was the service (n = 41). Organizational culture was directly associated with involvement in two types of mental health care roles and moderated the influence of factors in the inter-organizational environment on role involvement. Congruence between the values embodied in organizational culture, communicated in messages from the environment, and underlying particular mental health care activities may play a critical role in shaping the emergence of intersectoral working and the uptake of new roles. This study is the first to demonstrate the importance of organizational culture to intersectoral collaboration in health care, and one of very few to examine organizational culture as a predictor of performance, compared with other organizational-level factors, in a multivariate analysis. Theory is developed to explain the findings.

Strategies for Organizational Change from Group Homes to Individualized Supports

Science.gov (United States)

Walker, Pam

2012-01-01

Organizations are increasingly looking to convert from facility-based services for adults with developmental disabilities to individualized supports. Such conversion involves not only a change in services but a transformation of organizational culture. This qualitative study involved four organizations that have made sustained efforts to…

Providing for organizational memory in computer supported meetings

OpenAIRE

Schwabe, Gerhard

1994-01-01

Meeting memory features are poorly integrated into current group support systems (GSS). In this article, I discuss how to introduce meeting memory functionality into a GSS. The article first introduces the benefits of effective meetings and organizational memory to an organization. Then, the following challenges to design are discussed: How to store semantically rich output, how to build up the meeting memory with a minimum of additional effort, how to integrate meeting memory into organizati...

Beyond social exchange: Collectivism’s moderating role in the relationship between perceived organizational support and organizational citizenship behaviour

NARCIS (Netherlands)

van Knippenberg, D.; van Prooijen, J.W.; Sleebos, E.

2015-01-01

Perceived organizational support plays an important role in the social exchange relationship between the employee and the organization. We propose that individual differences in collectivism affect the extent to which employee–organization relationships are based on social exchange, and that

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals.

Science.gov (United States)

Zheng, Junwei; Wu, Guangdong

2018-02-15

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

Science.gov (United States)

2018-01-01

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility. PMID:29462860

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

Directory of Open Access Journals (Sweden)

Junwei Zheng

2018-02-01

Full Text Available Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

The Effect of The Locus of Control on Organizational Citizenship Behavior The Mediating Role Perceived Organizationel Support : Case Study of A University

OpenAIRE

Güçel, Cem; Tokmak, İsmail; Turgut, Hakan

2012-01-01

The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organization...

Impact of Teachers' Perceptions of Organizational Support, Management Openness and Personality Traits on Voice

Science.gov (United States)

Cetin, Sahin

2013-01-01

The purpose of this research is to study the impact of perceived organizational support and management openness and teacher personality traits on teacher voice. Voice is defined as the discretionary communication of ideas, suggestions or concerns about work-related issues with the intent to improve organizational functioning. Sample of the study…

TTI Phase 2 Institutional Support: Centre for Policy Dialogue | CRDI ...

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

CPD's research agenda covers a wide variety of areas, including macroeconomic analysis, agricultural and rural development, trade, investment promotion, and climate change. It receives its funding ... For CPD, this project will help enhance its research quality, organizational performance, and policy engagement. Centre of ...

Information Support of Foreign Policy

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Olga A. Melnikova

2015-01-01

Full Text Available Informatization and modern information technologies cover the most various areas of social, spiritual and material human life and have become the dominating globalization factor with major impact on world events. Modern international relations present new challenges and threats ofcross-border nature, which fall within the area of information security. This brings issues of informational influence on international policy to the fore. In this context the question of improvement and modernization of policy instruments for more effective use of modern means of implementation of foreign policy priorities, including information support of international activities, achieves fundamental importance. Given the complexity of modern international relations and tasks facing foreign affairs departments, diplomatic success in many cases depends onthe efficiency of information support. The article analyses current objectives and methods of information support of foreign policy in the context of modern Russian legislation. The author examines the approach of the Information and Press Department of the Russian Ministryof Foreign Affairs,a subdivision responsible for information support and international cooperation in the media sphere. The article specifies the key role of new information technologies for informing the audience expeditiously and to the full extent in regard to Russian approaches to the solution of international problems, foreign policy initiatives and actions of the Russian Federation, and for counteracting attempts to discredit Russian foreign policy.

Flexibility-friendly support policies:

DEFF Research Database (Denmark)

Boscán Flores, Luis Rafael; Skytte, Klaus; Soysal, Emilie Rosenlund

2017-01-01

This paper introduces the concept of flexibilityfriendly support policies, i.e. state of-the-system-dependent subsidies given to producers of electricity who base their output on renewable energy sources (RES). Such policies increase with demand, decrease with the availability of Variable Renewab...

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

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Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

2018-02-01

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

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

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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.

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

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Rosa Monteiro

2017-10-01

Full Text Available Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers’ life. We intended to determine the effect of different variables like the existence of services, the organizational culture and the managers and colleagues support, on the stress experienced. A sample of 156 employees, from five organizations in the same region of Portugal, responded to a survey contributing to the empirical results of the study. We have conducted a structural equation model to test whether the factor solution of the perception of the reconciliation capability - STRESS model demonstrated a goodness of fit to the population studied. We’ve concluded that more important than the existence of reconciliation services, the perception of a supportive organizational culture, namely by colleagues and supervisors has great influence in reconciliation capability and by that way on work stress feelings. This might explain why workers do not use all the spectrum of resources provided by organizations and states to work-life reconciliation.

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

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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…

When managers and their teams disagree: a longitudinal look at the consequences of differences in perceptions of organizational support.

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Bashshur, Michael R; Hernández, Ana; González-Romá, Vicente

2011-05-01

The authors argue that over time the difference between team members' perception of the organizational support received by the team (or team climate for organizational support) and their manager's perception of the organizational support received by the team has an effect on important outcomes and emergent states, such as team performance and team positive and negative affect above and beyond the main effects of climate perceptions themselves. With a longitudinal sample of 179 teams at Time 1 and 154 teams at Time 2, the authors tested their predictions using a combined polynomial regression and response surface analyses approach. The results supported the authors' predictions. When team managers and team members' perceptions of organizational support were high and in agreement, outcomes were maximized. When team managers and team members disagreed, team negative affect increased and team performance and team positive affect decreased. The negative effects of disagreement were most amplified when managers perceived that the team received higher levels of support than did the team itself.

Perceived organizational support and job involvement in the Iranian health care system: A case study of emergency room nurses in general hospitals.

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Gorji, Hassan Abolghasem; Etemadi, Manal; Hoseini, Fatemeh

2014-01-01

Researchers believe that there are social exchanges between the employers and employees, because the employees would be interested in their organization and trust it based on how the organization values them and their welfare, comfort, and security. This belief is known as perceived organizational support that makes employees consider themselves as a part of their organization and have a commitment to it. The literature review is very limited in both variables in Iran and thus few studies also report the perceived organizational support and job involvement at the lower levels in our country. This research aimed at studying the levels of perceived organizational support and job involvement, relationship between this two, and the demographic factors relationship with both of them. This research was a descriptive analytical study conducted in 2012. The population included 123 emergency nurses in General Hospitals of Qom. Data were collected through Perceived Organizational Support and Job Involvement Questionnaires and analyzed using SPSS software, descriptive statistics and Spearman correlation and Chi-square test. Both mean scores for perceived organizational support and job involvement were in average level, 146/12 and 35/38, respectively. There was a significant relationship between perceived organizational support and age, education, tenure, organizational position, and job shift. There was also a significant relationship between job involvement and age and education and finally between perceived organizational support and job involvement (P = 0/029). The high correlation between perceived organizational support and job involvement indicates that the improvement of perceived organizational support are necessary through motivating the employees, showing interest in them, paying attention to them, respecting them, and providing development opportunity in the organization. These should be always considered by managers to improve job involvement.

Social Support Reciprocity and Occupational Self-Efficacy Beliefs during Mothers' Organizational Re-Entry

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Jaeckel, Dalit; Seiger, Christine P.; Orth, Ulrich; Wiese, Bettina S.

2012-01-01

The present study assesses the effects of a lack of social support reciprocity at work on employees' occupational self-efficacy beliefs. We assume that the self-efficacy effects of received support and support reciprocity depend on the specific work context (e.g., phase in the process of organizational socialization). 297 women who returned to…

Applications of Case Based Organizational Memory Supported by the PAbMM Architecture

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Martín

2017-04-01

Full Text Available In the aim to manage and retrieve the organizational knowledge, in the last years numerous proposals of models and tools for knowledge management and knowledge representation have arisen. However, most of them store knowledge in a non-structured or semi-structured way, hindering the semantic and automatic processing of this knowledge. In this paper we present a more detailed case-based organizational memory ontology, which aims at contributing to the design of an organizational memory based on cases, so that it can be used to learn, reasoning, solve problems, and as support to better decision making as well. The objective of this Organizational Memory is to serve as base for the organizational knowledge exchange in a processing architecture specialized in the measurement and evaluation. In this way, our processing architecture is based on the C-INCAMI framework (Context-Information Need, Concept model, Attribute, Metric and Indicator for defining the measurement projects. Additionally, the proposal architecture uses a big data repository to make available the data for consumption and to manage the Organizational Memory, which allows a feedback mechanism in relation with online processing. In order to illustrate its utility, two practical cases are explained: A pasture predictor system, using the data of the weather radar (WR of the Experimental Agricultural Station (EAS INTA Anguil (La Pampa State, Argentina and an outpatient monitoring scenario. Future trends and concluding remarks are extended.

What makes home health workers think about leaving their job? The role of physical injury and organizational support.

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Lee, Ahyoung Anna; Jang, Yuri

2016-01-01

Based on the job demands-resources (JD-R) model, this study explored the role of physical injury and organizational support in predicting home health workers' turnover intention. In a sample of home health workers in Central Texas (n = 150), about 37% reported turnover intention. The logistic regression model showed that turnover intention was 3.23 times more likely among those who had experienced work-related injury. On the other hand, organizational support was found to reduce the likelihood of turnover intention. Findings suggest that injury and organizational support should be prioritized in prevention and intervention efforts to promote home health workers' safety and retention.

Mental health nursing in Jordan: an investigation into experience, work stress and organizational support.

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Hamdan-Mansour, Ayman M; Al-Gamal, Ekhlas; Puskar, Kathryn; Yacoub, Mohammad; Marini, Anita

2011-04-01

Changes in mental health services have an impact on the role and practice of mental health nurses. The purpose of this study was to examine Jordanian mental health nurses' experiences of providing mental health care, their work-related stress, and organizational support received. A descriptive correlation design was used. Data were collected using self-report questionnaires from 92 mental health nurses in Jordan. The result of this study revealed that mental health nurses shared a high level of agreement on the importance of most nursing tasks. Mental health nurses reported a moderate level of stress, with a lack of resources and relationship and conflict with other professionals being the most frequent stressors. Nurses perceived a low level of support for their work from their supervisors. Work stress and conflict with other professionals had a significant, negative correlation with the perception the nurses had of their immediate supervisors (r = -0.29, P work stress, organizational support, and the nurses' age, sex, or level of education. This study has clinical implications in terms of developing strategies for reducing stress and improving organizational support among mental health nurses, and it should help in future research. © 2011 The Authors. International Journal of Mental Health Nursing © 2011 Australian College of Mental Health Nurses Inc.

Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

OpenAIRE

Siripapun Leephaijaroen

2016-01-01

The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB). The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For t...

The Influence of School Leadership on Classroom Participation: Examining Configurations of Organizational Supports

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Sebastian, James; Allensworth, Elaine; Stevens, David

2014-01-01

Background: In this paper we call for studying school leadership and its relationship to instruction and learning through approaches that highlight the role of configurations of multiple organizational supports. A configuration-focused approach to studying leadership and other essential supports provides a valuable addition to existing tools in…

Development of Assessment Tools To Measure Organizational Support for Employee Health.

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Golaszewski, Thomas; Barr, Donald; Pronk, Nico

2003-01-01

Describes one working group's attempts to develop and utilize assessment tools for measuring and changing organizational support for employee health. Originally designed as part of a heart health related intervention, the system has evolved into a managed care evaluation and major chronic disease inventory. Findings indicate the potential of…

Simulation As a Method To Support Complex Organizational Transformations in Healthcare

NARCIS (Netherlands)

Rothengatter, D.C.F.; Katsma, Christiaan; van Hillegersberg, Jos

2010-01-01

In this paper we study the application of simulation as a method to support information system and process design in complex organizational transitions. We apply a combined use of a collaborative workshop approach with the use of a detailed and accurate graphical simulation model in a hospital that

Positive and negative spillover from work to home : The role of organizational culture and supportive arrangements

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Sok, J.; Blomme, R.J.; Tromp, D.M.

2014-01-01

For today's managers, striking a sound work-home balance is an important matter. In this paper we investigate the relationship between organizational culture and work-to-home spillover. Two types of organizational culture, supportive and innovative, were compared with regard to work-to-home

An Ontology to Support the Classification of Learning Material in an Organizational Learning Environment: An Evaluation

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Valaski, Joselaine; Reinehr, Sheila; Malucelli, Andreia

2017-01-01

Purpose: The purpose of this research was to evaluate whether ontology integrated in an organizational learning environment may support the automatic learning material classification in a specific knowledge area. Design/methodology/approach: An ontology for recommending learning material was integrated in the organizational learning environment…

Using Knowledge-Based Systems to Support Learning of Organizational Knowledge: A Case Study

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Cooper, Lynne P.; Nash, Rebecca L.; Phan, Tu-Anh T.; Bailey, Teresa R.

2003-01-01

This paper describes the deployment of a knowledge system to support learning of organizational knowledge at the Jet Propulsion Laboratory (JPL), a US national research laboratory whose mission is planetary exploration and to 'do what no one has done before.' Data collected over 19 weeks of operation were used to assess system performance with respect to design considerations, participation, effectiveness of communication mechanisms, and individual-based learning. These results are discussed in the context of organizational learning research and implications for practice.

Is family-friendly policy (FFP) working in the private sector of South Korea?

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Kang, Young-Hee

2013-01-01

Using the Korean Labor and Income Panel Study (KLIPS), I investigated the impact of family-friendly policies (FFPs) on job satisfaction and organizational commitment in the private sector of South Korea. Paid leave, childcare leave, and support for housing are positively related to both job satisfaction and organizational commitment. Sick leave is positively related to organizational commitment. However, subsidized family event cost is a marginally significant predictor of job satisfaction and organizational commitment. In addition, the relationships between subsidized childcare cost and employee attitudes were not supported. Implications and suggestions for future research are discussed.

Assessing the effects of pharmacists' perceived organizational support, organizational commitment and turnover intention on provision of medication information at community pharmacies in Lithuania: a structural equation modeling approach.

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Urbonas, Gvidas; Kubilienė, Loreta; Kubilius, Raimondas; Urbonienė, Aušra

2015-03-01

As a member of a pharmacy organization, a pharmacist is not only bound to fulfill his/her professional obligations but is also affected by different personal and organizational factors that may influence his/her behavior and, consequently, the quality of the services he/she provides to patients. The main purpose of the research was to test a hypothesized model of the relationships among several organizational variables, and to investigate whether any of these variables affects the service of provision of medication information at community pharmacies. During the survey, pharmacists working at community pharmacies in Lithuania were asked to express their opinions on the community pharmacies at which they worked and to reflect on their actions when providing information on medicines to their patients. The statistical data were analyzed by applying a structural equation modeling technique to test the hypothesized model of the relationships among the variables of Perceived Organizational Support, Organizational Commitment, Turnover Intention, and Provision of Medication Information. The final model revealed that Organizational Commitment had a positive direct effect on Provision of Medication Information (standardized estimate = 0.27) and a negative direct effect (standardized estimate = -0.66) on Turnover Intention. Organizational Commitment mediated the indirect effects of Perceived Organizational Support on Turnover Intention (standardized estimate = -0.48) and on Provision of Medication Information (standardized estimate = 0.20). Pharmacists' Turnover Intention had no significant effect on Provision of Medication Information. Community pharmacies may be viewed as encouraging, to some extent, the service of provision of medication information. Pharmacists who felt higher levels of support from their organizations also expressed, to a certain extent, higher commitment to their organizations by providing more consistent medication information to patients. However, the

Servant leadership and affective commitment in the Chinese public sector: the mediating role of perceived organizational support.

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Zhou, Yingying; Miao, Qing

2014-10-01

This study examined a possible mediating mechanism between servant leadership and the affective commitment in Chinese employees. Servant leadership, perceived organizational support, and affective commitment was assessed among 239 full-time employees in the Chinese public sector in three rounds of surveys. Servant leadership influenced affective commitment through perceived organizational support. The effect of servant leadership exists in Chinese culture as well as Western cultures.

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.

ORGANIZATIONAL CAPITAL IN ENTERPRISE ARCHITECTURE

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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.

Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust.

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Ambrose, Maureen L; Schminke, Marshall

2003-04-01

Organizational justice researchers recognize the important role organization context plays in justice perceptions, yet few studies systematically examine contextual variables. This article examines how 1 aspect of context--organizational structure--affects the relationship between justice perceptions and 2 types of social exchange relationships, organizational and supervisory. The authors suggest that under different structural conditions, procedural and interactional justice will play differentially important roles in determining the quality of organizational social exchange (as evidenced by perceived organizational support [POS]) and supervisory social exchange (as evidenced by supervisory trust). In particular, the authors hypothesized that the relationship between procedural justice and POS would be stronger in mechanistic organizations and that the relationship between interactional justice and supervisory trust would be stronger in organic organizations. The authors' results support these hypotheses.

Is all support equal? The moderating effects of supervisor, coworker, and organizational support on the link between emotional labor and job performance

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Hyun Jeong Kim

2017-04-01

Full Text Available This study was designed to examine the moderating roles of perceived supervisor, coworker, and organizational support in the relationship between emotional labor and job performance in the airline service context. A sample of flight attendants working for one major airline company in South Korea participated in this study. The flight attendants’ official job performance data were provided by the airline company. For data analyses, a series of hierarchical moderated regression analyses were employed. The results showed differential moderation effects of the three sources of support at work. Specifically, the positive relationship between deep acting and job performance was strengthened by perceived supervisor and coworker support. The negative relationship between surface acting and job performance was exacerbated by perceived supervisor support, indicating the reverse buffering effect. Perceived organizational support showed only main effects on employee performance with no moderation effects.

How the 'warped' relationships between nurses' emotions, attitudes, social support and perceived organizational conditions impact customer orientation.

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Gountas, Sandra; Gountas, John

2016-02-01

Much research focuses on organizational culture and its impact on customer orientation or emotional states and their impact on job satisfaction and well-being. This study aims to combine the complex roles of nurses' emotion states and job satisfaction in a model that identifies the effects of standards for service delivery (organizational culture), supervisor and co-worker support and the development of customer orientation. A previous study examined the relationships between nurses' personal resources, job satisfaction and customer orientation. This study examines how these variables relate to organizational standards and social support. A cross-sectional survey using a self-completion questionnaire with validated, existing scales to measure standards for service delivery, supervisor and co-worker support, job satisfaction, empathic concern, emotional exhaustion and customer orientation. Nurses (159) completed the questionnaire in 2010. The data were analysed using WarpPLS, a structural equation modelling software package. The results indicate that the final model fits the data well and explains 84% of the variance in customer orientation. The findings show the importance of standard for service delivery (organizational culture), supervisor and co-worker support on customer orientation. Nurses' personal resources interact with these, particularly supervisor and co-worker support, to develop staff job satisfaction and empathy. The need for support mechanisms in stressful times is discussed. We propose that training in compassion and empathy would help leaders to model desirable attributes that contribute towards customer orientation. © 2015 John Wiley & Sons Ltd.

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...

The organizational social context of mental health medicaid waiver programs with family support services: implications for research and practice.

Science.gov (United States)

Glisson, Charles; Williams, Nathaniel J; Green, Philip; Hemmelgarn, Anthony; Hoagwood, Kimberly

2014-01-01

Peer family support specialists (FSS) are parents with practical experience in navigating children's mental health care systems who provide support, advocacy, and guidance to the families of children who need mental health services. Their experience and training differ from those of formally trained mental health clinicians, creating potential conflicts in priorities and values between FSS and clinicians. We hypothesized that these differences could negatively affect the organizational cultures and climates of mental health clinics that employ both FSS and mental health clinicians, and lower the job satisfaction and organizational commitment of FSS. The Organizational Social Context measure was administered on site to 209 FSS and clinicians in 21 mental health programs in New York State. The study compared the organizational-level culture and climate profiles of mental health clinics that employ both FSS and formally trained clinicians to national norms for child mental health clinics, assessed individual-level job satisfaction and organizational commitment as a function of job (FSS vs. clinician) and other individual-level and organizational-level characteristics, and tested whether FSS and clinicians job attitudes were differentially associated with organizational culture and climate. The programs organizational culture and climate profiles were not significantly different from national norms. Individual-level job satisfaction and organizational commitment were unrelated to position (FSS vs. clinician) or other individual-level and organizational-level characteristics except for culture and climate. Both FSS' and clinicians' individual-level work attitudes were associated similarly with organizational culture and climate.

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

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Kürşad Zorlu

2016-01-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

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Kursad Zorlu

2014-07-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

The impact of training interventions on organizational readiness to support innovations in juvenile justice offices.

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Taxman, Faye S; Henderson, Craig; Young, Doug; Farrell, Jill

2014-03-01

Clinical trials on technology transfer models are rare, even with the interest in advancing the uptake of evidence-based practices in social service agencies. This article presents the results from a trial examining different transfer strategies to assist juvenile justice caseworkers in using screening, assessment, and case planning practices to address mental health and substance use needs. Study findings examine factors that promote organizational readiness. A clinical trial was conducted examining the impact of three post-training strategies: an external coach to build the social network of the justice office (build social climate), an external coach to educate staff (build skills and knowledge), and a control condition consisting of traditional management directives (directives to staff of agency priorities). All groups were exposed to a 1 day refresher course in motivational interviewing. The social network and skill building groups also attended an intensive 3-day training followed by three on-site booster sessions over a 12 month period of time. Twelve juvenile justice offices (with their 231 juvenile justice staff) were assigned to one of three conditions. The study examined the impact of different transfer conditions on organizational readiness to implement the innovation of screening, assessment, and referral strategies. External coaching targeting the social climate of the justice office to support innovations improved organizational readiness to change, regardless of office size. Coaching that targeted either the social climate or staff knowledge and skills both improved organizational readiness for change compared to management directives, but social climate coaching resulted in greater improvements in receptivity to change. No individual level features of case workers (e.g., age, gender, years of experience) significantly predicted organizational readiness to change. Unexpectedly, the skill and knowledge building approach did not perform any better

Factors Affecting Organizational Commitment in Navy Corpsmen.

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Booth-Kewley, Stephanie; Dell'Acqua, Renée G; Thomsen, Cynthia J

2017-07-01

Organizational commitment is a psychological state that has a strong impact on the likelihood that employees will remain with an organization. Among military personnel, organizational commitment is predictive of a number of important outcomes, including reenlistment intentions, job performance, morale, and perceived readiness. Because of the unique challenges and experiences associated with military service, it may be that organizational commitment is even more critical in the military than in civilian populations. Despite the essential role that they play in protecting the health of other service members, little is known about the factors that influence Navy Corpsmen's organizational commitment. This study investigated demographic and psychosocial factors that may be associated with organizational commitment among Corpsmen. Surveys of organizational commitment and possible demographic and psychosocial correlates of organizational commitment were completed by 1,597 male, active duty Navy Corpsmen attending Field Medical Training Battalion-West, Camp Pendleton, California. Bivariate correlations and hierarchical multiple regression analyses were used to determine significant predictors of organizational commitment. Of the 12 demographic and psychosocial factors examined, 6 factors emerged as significant predictors of organizational commitment in the final model: preservice motivation to be a Corpsman, positive perceptions of Corpsman training, confidence regarding promotions, occupational self-efficacy, social support for a Corpsman career, and lower depression. Importantly, a number of the factors that emerged as significant correlates of organizational commitment in this study are potentially modifiable. These factors include confidence regarding promotions, positive perceptions of Corpsman training, and occupational self-efficacy. It is recommended that military leaders and policy-makers take concrete steps to address these factors, thereby strengthening

The Organizational Social Context of Mental Health Medicaid Waiver Programs with Family Support Services: Implications for Research and Practice

Science.gov (United States)

Glisson, Charles; Williams, Nathaniel J.; Green, Philip; Hemmelgarn, Anthony; Hoagwood, Kimberly

2013-01-01

Introduction Peer family support specialists (FSS) are parents with practical experience in navigating children’s mental health care systems who provide support, advocacy and guidance to the families of children who need mental health services. Their experience and training differ from those of formally trained mental health clinicians, creating potential conflicts in priorities and values between FSS and clinicians. We hypothesized that these differences could negatively affect the organizational cultures and climates of mental health clinics that employ both FSS and mental health clinicians, and lower the job satisfaction and organizational commitment of FSS. Method The Organizational Social Context (OSC) measure was administered on site to 209 FSS and clinicians in 21 mental health programs in New York State. The study compared the organizational-level culture and climate profiles of mental health clinics that employ both FSS and formally trained clinicians to national norms for child mental health clinics, assessed individual-level job satisfaction and organizational commitment as a function of job (FSS vs. clinician) and other individual-level and organizational-level characteristics, and tested whether FSS and clinicians’ job attitudes are differentially associated with organizational culture and climate. Results The programs’ organizational culture and climate profiles were not significantly different from national norms. Individual-level job satisfaction and organizational commitment were unrelated to position (FSS vs. clinician) or other individual-level and organizational-level characteristics except for culture and climate. Conclusions Organizational culture and climate are not related to the employment of FSS. Both FSS’ and clinicians’ individual-level work attitudes are associated similarly with organizational culture and climate. PMID:24065458

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

Happiness, Work Engagement, and Perception of Organizational Support of Student Affairs Professionals

Science.gov (United States)

Hempfling, Michele Sheets

2015-01-01

Little research has been conducted on the work engagement, subjective happiness, or perceived organizational support of student affairs professionals. In this study, 299 professionals in the American College Personnel Association were surveyed utilizing the Utrecht Work Engagement Scale, the Subjective Happiness Scale, and the Survey of Perceived…

Organizational supports used by private child and family serving agencies to facilitate evidence use: a mixed methods study protocol.

Science.gov (United States)

Chuang, Emmeline; Collins-Camargo, Crystal; McBeath, Bowen

2017-04-08

Challenges to evidence use are well documented. Less well understood are the formal supports-e.g., technical infrastructure, inter-organizational relationships-organizations may put in place to help overcome these challenges. This study will identify supports for evidence use currently used by private child and family serving agencies delivering publicly funded behavioral health and/or human services; examine contextual, organizational, and managerial factors associated with use of such supports; and determine how identified supports affect evidence use by staff at multiple levels of the organization. We will use a sequential explanatory mixed methods design, with study activities occurring in two sequential phases: In phase 1, quantitative survey data collected from managers of private child and family serving agencies in six states (CA, IN, KY, MO, PA, and WI) and analyzed using both regression and qualitative comparative analysis (QCA) will identify organizational supports currently being used to facilitate evidence use and examine the contextual, organizational, and managerial factors associated with the use of such supports. In phase 2, data from phase 1 will be used to select a purposive sample of 12 agencies for in-depth case studies. In those 12 agencies, semi-structured interviews with key informants and managers, focus groups with frontline staff, and document analysis will provide further insight into agencies' motivation for investing in organizational supports for evidence use and the facilitators and barriers encountered in doing so. Semi-structured interviews with managers and focus groups with frontline staff will also assess whether and how identified supports affect evidence use at different levels of the organization (senior executives, middle managers, frontline supervisors, and frontline staff). Within- and between-case analyses supplemented by QCA will identify combinations of factors associated with the highest and lowest levels of staff

Organizational structure, leadership and readiness for change and the implementation of organizational cultural competence in addiction health services.

Science.gov (United States)

Guerrero, Erick G; Kim, Ahraemi

2013-10-01

Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed. Copyright © 2013 Elsevier Ltd. All rights reserved.

When leaders harass: the impact of target perceptions of organizational leadership and climate on harassment reporting and outcomes.

Science.gov (United States)

Offermann, Lynn R; Malamut, Adam B

2002-10-01

Using cases of harassment by leaders, the authors examined the effects of target perceptions of leader responses to sexual harassment and whether leader implementation of harassment policies made a difference beyond the impact of the policies themselves. Results showed that women who perceived that leaders made honest efforts to stop harassment felt significantly freer to report harassment, were more satisfied with the complaint process, and reported greater commitment than did those viewing leaders as more harassment tolerant. Different leadership levels had different effects, with hierarchically proximal leaders generally having the greatest impact. Leadership mediated the relationship between organizational policy and outcomes, supporting the view that a key role for leaders is establishing an ethical organizational climate that reinforces formal harassment policies through actions.

Mediating role of psychological well-being in the relationship between organizational support and nurses' outcomes: A cross-sectional study.

Science.gov (United States)

Pahlevan Sharif, Saeed; Ahadzadeh, Ashraf Sadat; Sharif Nia, Hamid

2018-04-01

To examine the relationship between organizational support for nursing practice and nurse-assessed quality of care and nurses' job satisfaction in hospital settings and to investigate the mediating role of psychological well-being in the aforementioned relationships. There has been growing concern about quality of care in healthcare organizations. The past research has documented the effect of nurse practice environment on nurses' quality of care and job satisfaction. However, little is known about the underlying mechanism behind these associations. A cross-sectional survey was undertaken. Data were collected from two large public hospitals in Iran between February - March 2017. A sample of 345 nurses participated in the study. Data were analysed using descriptive statistics and partial least squared-structural equation modelling. The results showed that nurses' perception of organizational support was related to their quality of care, job satisfaction and psychological well-being. Also, there was a positive relationship between nurses' psychological well-being and their quality of care and job satisfaction. Moreover, psychological well-being partially mediated the relationship between organizational support with nurse-assessed quality of care and nurses' job satisfaction. The findings suggest that organizational support for nursing practice and psychological well-being are two factors that contribute to caring behaviour of nurses and their job satisfaction. Also, positively perceived organizational support generates favourable psychological well-being which in turn enhances nurses' quality of care and job satisfaction. The findings highlight the importance of establishing a supportive nurse practice environment and paying attention to the nurses' psychological well-being in healthcare sectors. © 2017 John Wiley & Sons Ltd.

Volunteer recruitment: the role of organizational support and anticipated respect in non-volunteers' attraction to charitable volunteer organizations.

Science.gov (United States)

Boezeman, Edwin J; Ellemers, Naomi

2008-09-01

In 3 experiments the authors examined how specific characteristics of charitable volunteer organizations contribute to the recruitment of new volunteers. In line with predictions, Study 1 revealed that providing non-volunteers with information about organizational support induced anticipated feelings of respect, which subsequently enhanced their attraction to the volunteer organization. However, information about the current success of the volunteer organization did not affect anticipated pride (as among those who seek paid employment) and in fact caused potential volunteers to perceive the organization as being in less need for additional volunteers. Study 2 further showed that information about support from the volunteer organization is a more relevant source of anticipated respect and organizational attraction than support from co-volunteers. Study 3 finally showed that information about task and emotional support for volunteers contributes to anticipated respect and organizational attractiveness and that this increases the actual willingness of non-volunteers to participate in the volunteer organization. Interventions aimed at attracting volunteers and avenues for further research are discussed.

Institutional Support : Institute for Policy Analysis and Research ...

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

This grant from IDRC's Think Tank Initiative (TTI) will allow IPAR-Rwanda to strengthen its managerial and research capacity by means of a mentoring program for managers, researchers and support staff. This will include formulating a set of organizational goals and establishing a monitoring system to assess progress ...

Family supportive supervisor behaviors and organizational culture:Effects on work engagement and performance

OpenAIRE

Rofcanin, Yasin; Heras , Mireia Las; Bakker, Arnold B

2017-01-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico ...

Smoking Policy Change Within Permanent Supportive Housing.

Science.gov (United States)

Petersen, Anne Berit; Stewart, Holly C; Walters, Jon; Vijayaraghavan, Maya

2018-04-01

Smoke-free policies effectively reduce secondhand smoke (SHS) exposure among non-smokers, and reduce consumption, encourage quit attempts, and minimize relapse to smoking among smokers. Such policies are uncommon in permanent supportive housing (PSH) for formerly homeless individuals. In this study, we collaborated with a PSH provider in San Diego, California to assess a smoke-free policy that restricted indoor smoking. Between August and November 2015, residents completed a pre-policy questionnaire on attitudes toward smoke-free policies and exposure to secondhand smoke, and then 7-9 months after policy implementation residents were re-surveyed. At follow-up, there was a 59.7% reduction in indoor smoking. The proportion of residents who identified as current smokers reduced by 13% (95% CI: -38, 10.2). The proportion of residents who reported never smelling SHS indoors (apartment 24.2%, 95% CI: 4.2, 44.1; shared areas 17.2%, 95% CI: 1.7, 32.7); in outdoor areas next to the living unit (porches or patio 56.7%, 95% CI: 40.7, 72.8); and in other outdoor areas (parking lot 28.6%, 95% CI: 8.3, 48.9) was lower post-policy compared with pre-policy. Overall, resident support increased by 18.7%; however, the greatest increase in support occurred among current smokers (from 14.8 to 37.5%). Fewer current smokers reported that the policy would enable cessation at post-policy compared to pre-policy. Our findings demonstrate the feasibility of implementing smoke-free policies in PSH for formerly homeless adults. However, policy alone appears insufficient to trigger change in smoking behavior, highlighting the need for additional cessation resources to facilitate quitting.

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...

Public Support for Weight-Related Antidiscrimination Laws and Policies.

Science.gov (United States)

Hilbert, Anja; Hübner, Claudia; Schmutzer, Gabriele; Danielsdottir, Sigrun; Brähler, Elmar; Puhl, Rebecca

2017-01-01

Weight-related discrimination is prevalent and associated with health impairments for those who are targeted, which underscores the need of antidiscrimination legislation. This study is the first to examine public support of weight-related antidiscrimination laws or policies in Germany, compared to the US and Iceland. In a representative German population sample (N = 2,513), public support for general and employment-specific weight-related antidiscrimination policies, weight-based victimization, and weight bias internalization were measured through established self-report questionnaires. Half of the German population sample agreed with antidiscrimination policies. General antidiscrimination laws received lower support than employment-specific laws. Support for policies considering obesity a physical disability was greatest in Germany, whereas support for employment-specific antidiscrimination laws was lower in Germany than in the US and Iceland. Total support for weight-related antidiscrimination policies was significantly predicted by lower age, female gender, obese weight status, residence in West Germany, church membership, and readiness to vote in elections. German support for weight-related antidiscrimination policies is moderate. Increasing awareness about weight-related discrimination and laws prohibiting this behavior may help to promote policy acceptance. © 2017 The Author(s) Published by S. Karger GmbH, Freiburg.

Policy support on radiation protection

International Nuclear Information System (INIS)

Hardeman, F.

1998-01-01

The objectives of activities related to policy support on radiation protection is: (1) to support and advise the Belgian authorities on specific problems concerning existing and potential hazards from exposure to ionizing radiation in normal and accidental situations,;(2) to improve and support nuclear emergency-response decisions in industrial areas from an economical point of view. The main achievements for 1997 are described

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.

Organizational Values and Innovative Organizational Knowledge Creation

Directory of Open Access Journals (Sweden)

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.

Taiwan Government’s scientific journal supporting policy

Directory of Open Access Journals (Sweden)

Hsiu-Ching Hsu

2016-08-01

Full Text Available This report discloses the journal supporting policy in Taiwan. At the moment, the Ministry of Science and Technology (MOST not only gives financial support to each academic research projects but also plays an important role to the quality of many scientific journals. The MOST has established a competitive evaluation system to assess the quality of scientific journals. According to the policy of MOST, each academic association could apply financial support for one scientific journal. Around 60 journals receive support from MOST every year.

Making the CMS payment policy for healthcare-associated infections work: organizational factors that matter.

Science.gov (United States)

Hoff, Timothy; Hartmann, Christine W; Soerensen, Christina; Wroe, Peter; Dutta-Linn, Maya; Lee, Grace

2011-01-01

Healthcare-associated infections (HAIs) are among the most common adverse events in hospitals, and the morbidity and mortality associated with them are significant. In 2008, the Centers for Medicare and Medicaid Services (CMS) implemented a new financial policy that no longer provides payment to hospitals for services related to certain infections not present on admission and deemed preventable. At present, little is known about how this policy is being implemented in hospital settings. One key goal of the policy is for it to serve as a quality improvement driver within hospitals, providing the rationale and motivation for hospitals to engage in greater infection-related surveillance and prevention activities. This article examines the role organizational factors, such as leadership and culture, play in the effectiveness of the CMS policy as a quality improvement (QI) driver within hospital settings. Between late 2009 and early 2010, interviews were conducted with 36 infection preventionists working at a national sample of 36 hospitals. We found preliminary evidence that hospital executive behavior, a proactive infection control (IC) culture, and clinical staff engagement played a favorable role in enhancing the recognition, acceptance, and significance of the CMS policy as a QI driver within hospitals. We also found several other contextual factors that may impede the degree to which the above factors facilitate links between the CMS policy and hospital QI activities.

[Analysis of the impact of job characteristics and organizational support for workplace violence].

Science.gov (United States)

Li, M L; Chen, P; Zeng, F H; Cui, Q L; Zeng, J; Zhao, X S; Li, Z N

2017-12-20

Objective: To analyze the effect of job characteristics and organizational support for workplace violence, explore the influence path and the theoretical model, and provide a theoretical basis for reducing workplace violence. Methods: Stratified random sampling was used to select 813 medical staff, conductors and bus drivers in Chongqing with a self-made questionnaire to investigate job characteristics, organization attitude toward workplace violence, workplace violence, fear of violence, workplace violence, etc from February to October, 2014. Amos 21.0 was used to analyze the path and to establish a theoretical model of workplace violence. Results: The odds ratio of work characteristics and organizational attitude to workplace violence were 6.033 and 0.669, respectively, and the path coefficients were 0.41 and-0.14, respectively ( P workplace violence while organizational attitude is a protective factor for workplace violence, so changing the job characteristics and improving the enthusiasm of the organization to deal with workplace violence are conducive to reduce workplace violence and increase loyalty to the unit.

Eldercare demands, strain, and work engagement : The moderating role of perceived organizational support

NARCIS (Netherlands)

Zacher, Hannes; Winter, Gabriele

2011-01-01

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was

HEALTH POLICY INTERVENTION IN SCHOOLS PROMOTE PHYSICAL ACTIVITIES AMONG THE PUPILS

DEFF Research Database (Denmark)

He, Chen; Mikkelsen, Bent Egberg

setting. For instance schools are expected to have food and nutrition policy (FNP), physical activity policy (PAP) and a health policy. However instead of seeing these policies as separate entities this paper speculate that there is a possible interrelatedness between the policies. In other words could......Today, more and more children are overweight or obese than ever before. Schools can play a prominent role in easing the situation. Schools have a great potential through the curriculum, health promoting programming and transportation to preventing children from becoming obese and overweight....... However schools are complex social systems that does not necessarily by themselves adapt to this new health promoting role and thus committed management support is needed. Since schools are complex organizational structures convenient organizational structure are needed to formalize the praxis...

Comprehensive smoke-free policies attract more support from smokers in Europe than partial policies.

Science.gov (United States)

Mons, Ute; Nagelhout, Gera E; Guignard, Romain; McNeill, Ann; van den Putte, Bas; Willemsen, Marc C; Brenner, Hermann; Pötschke-Langer, Martina; Breitling, Lutz P

2012-02-01

Support for smoke-free policies increases over time and particularly after implementation of the policy. In this study we examined whether the comprehensiveness of such policies moderates the effect on support among smokers. We analysed two waves (pre- and post-smoke-free legislation) of the International Tobacco Control (ITC) surveys in France, Germany, and the Netherlands, and two pre-legislation waves of the ITC surveys in UK as control. Of 6,903 baseline smokers, 4,945 (71.6%) could be followed up and were included in the analyses. Generalised Estimating Equations (GEE) were used to compare changes in support from pre- to post-legislation to the secular trend in the control country. Multiple logistic regression models were employed to identify predictors of individual change in support. In France, the comprehensive smoking ban was associated with sharp increases in support for a total smoking ban in drinking establishments and restaurants that were above secular trends. In Germany and the Netherlands, where smoke-free policies and compliance are especially deficient in drinking establishments, only support for a total smoking ban in restaurants increased above the secular trend. Notable prospective predictors of becoming supportive of smoking bans in these countries were higher awareness of cigarette smoke being dangerous to others and weekly visiting of restaurants. Our findings suggest that smoke-free policies have the potential to improve support once the policy is in place. This effect seems to be most pronounced with comprehensive smoking bans, which thus might be the most valid option for policy-makers despite their potential for creating controversy and resistance in the beginning.

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....

Public and policy maker support for point-of-sale tobacco policies in New York.

Science.gov (United States)

Schmitt, Carol L; Juster, Harlan R; Dench, Daniel; Willett, Jeffrey; Curry, Laurel E

2014-01-01

To compare public and policy maker support for three point-of-sale tobacco policies. Two cross-sectional surveys--one of the public from the New York Adult Tobacco Survey and one of policy makers from the Local Opinion Leader Survey; both collected and analyzed in 2011. Tobacco control programs focus on educating the public and policy makers about tobacco control policy solutions. Six hundred seventy-six county-level legislators in New York's 62 counties and New York City's five boroughs (response rate: 59%); 7439 New York residents aged 18 or older. Landline response rates: 20.2% to 22%. Cell phone response rates: 9.2% to 11.1%. Gender, age, smoking status, presence of a child aged 18 years or younger in the household, county of residence, and policy maker and public support for three potential policy solutions to point-of-sale tobacco marketing. t-tests to compare the demographic makeup for the two samples. Adjusted Wald tests to test for differences in policy support between samples. The public was significantly more supportive of point-of-sale policy solutions than were policy makers: cap on retailers (48.0% vs. 19.2%, respectively); ban on sales at pharmacies (49.1% vs. 38.8%); and ban on retailers near schools (53.3% vs. 42.5%). cross-sectional data, sociodemographic differences, and variations in item wording. Tobacco control programs need to include information about implementation, enforcement, and potential effects on multiple constituencies (including businesses) in their efforts to educate policy makers about point-of-sale policy solutions.

Belief in Food Addiction and Obesity-Related Policy Support

Science.gov (United States)

2016-01-01

Objectives This study examines whether belief in the food addiction construct is associated with support for obesity-related policies (e.g., restrictions on foods served in schools and workplace cafeterias, subsidies on fruits and vegetables), while simultaneously examining other factors associated with policy support (e.g., political party affiliation). Design Cross-sectional. Setting Online Community. Participants 200 individuals were recruited through Amazon Mechanical Turk. Measurements Participants (n = 193) responded to three questions about belief in food addiction and a measure evaluating support for 13 obesity-related policy initiatives. Individuals also completed the modified Yale Food Addiction Scale (mYFAS), self-reported height and weight, and provided demographic information (age, gender, race, political party affiliation). Results Belief in food addiction was significantly associated with greater support for obesity-related initiatives, even when accounting for the significant associations of age, gender, and political party. Belief in food addiction and political party both had moderate effect sizes for predicting support for obesity-related policy. There was an interaction between age and belief in food addiction, with significant associations with policy support for both younger and older individuals, though the effect was larger for younger participants. Conclusion The current study provides evidence that belief in food addiction is associated with increased obesity-related policy support, comparable to the influence of one’s political party. Growing evidence for the role of an addictive process in obesity may have important implications for public support of obesity-related policy initiatives. PMID:26808427

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.

Exploring the effect of organizational culture on consumer perceptions of agency support for mental health recovery.

Science.gov (United States)

Clossey, Laurene; Rheinheimer, David

2014-05-01

This research explores the impact of mental health agency culture on consumers' perceptions of agency support for their recovery. This study hypothesized that a constructive organizational culture must be present for consumers to perceive agency support for recovery. A sample of 12 mental health agencies in rural Pennsylvania participated in the research. Agency administrators completed an instrument called the recovery oriented service environment, which measured the number of recovery model program components offered by the agency. Consumers completed the recovery oriented services indicators, which taps into their perception of agency support for recovery. Direct service staff completed the organizational social context, which measured their agency's culture. Results showed that in this sample stronger consumer perceptions of agency support for recovery were correlated with higher ratings of agency constructive culture. The results suggest that agency culture is an important variable to target when implementing recovery model programming.

Understanding and supporting emergent and temporary collaboration across and beyond community and organizational boundaries

DEFF Research Database (Denmark)

Abou Amsha, Khuloud; Grönvall, Erik; Saad-Sulonen, Joanna

2017-01-01

The way the Computer Supported Cooperative work (CSCW) community talks about, defines and investigates ‘work’ has changed since the early workplace studies. In the current literature, work has been described as being distributed, cross-organizational and multi-actor dependent, volunteer...

Supporting rights and nurturing networks

DEFF Research Database (Denmark)

Wilson, Fiona; Eyben, Rosalind

2006-01-01

The article explores how a bilateral aid donor (British DFID) managed their organizational and relational work when the local office (in Peru) put rights at the centre of their policy. Taking the example of DFID support to alternative thinking in the health sector, critical questions are raised...

CURRENT TRENDS FOR DEVELOPMENT AND IMPROVEMENT OF THE ORGANIZATIONAL STRUCTURES IN MANAGEMENT

Directory of Open Access Journals (Sweden)

Angel Doraliyski

2017-03-01

Full Text Available One of the key components of the management system is the organizational structure of management. This report presents the current trends of development and improvement of organizational structures of management. The semantics of the term "organizational structure" used in the report is clarified. Key aspects of structural policy of organizations are discussed, as well as the introduction of flexible organizational forms. The main directions for analysis of organizational policy of organizations are also mentioned. It is stressed that the analysis of current trends for the future development of organizational structures of management should be an integral component of the management policy of every organization. The trends are flexibility and adaptability of the organizational structure, rational proportion between centralization and decentralization, an appropriate balance between the rights, duties and responsibilities, reducing regulations, rules and other normative documents. A recommendetaion is made that organizational governance structures must be adapted constantly in accordance with changes in the overall management system, as they are one of its main components.

Employee Engagement and Organizational Behavior Management

Science.gov (United States)

Ludwig, Timothy D.; Frazier, Christopher B.

2012-01-01

Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

Making housing first happen: organizational leadership in VA's expansion of permanent supportive housing.

Science.gov (United States)

Kertesz, Stefan G; Austin, Erika Laine; Holmes, Sally K; Pollio, David E; Schumacher, Joseph E; White, Bert; Lukas, Carol VanDeusen

2014-12-01

While most organizational literature has focused on initiatives that transpire inside the hospital walls, the redesign of American health care increasingly asks that health care institutions address matters outside their walls, targeting the health of populations. The US Department of Veterans Affairs (VA)'s national effort to end Veteran homelessness represents an externally focused organizational endeavor. Our aim was to evaluate the role of organizational practices in the implementation of Housing First (HF), an evidence-based homeless intervention for chronically homeless individuals. This was an interview-based comparative case study conducted across eight VA Medical Centers (VAMCs). Front line staff, mid-level managers, and senior leaders at VA Medical Centers were interviewed between February and December 2012. Using a structured narrative and numeric scoring, we assessed the correlation between successful HF implementation and organizational practices devised according to the organizational transformation model (OTM). Scoring results suggested a strong association between HF implementation and OTM practice. Strong impetus to house Veterans came from national leadership, reinforced by Medical Center directors closely tracking results. More effective Medical Center leaders differentiated themselves by joining front-line staff in the work (at public events and in process improvement exercises), by elevating homeless-knowledgeable persons into senior leadership, and by exerting themselves to resolve logistic challenges. Vertical alignment and horizontal integration advanced at sites that fostered work groups cutting across service lines and hierarchical levels. By contrast, weak alignment from top to bottom typically also hindered cooperation across departments. Staff commitment to ending homelessness was high, though sustainability planning was limited in this baseline year of observation. Key organizational practices correlated with more successful

The interactive role of job stress and organizational perceived support on psychological capital and job deviation behavior of hospital's nurses and staffs

Directory of Open Access Journals (Sweden)

Abolfazl Ghasemzadeh

2017-06-01

Full Text Available The phenomenon of job stress is an inevitable part of professional life and in the activities and efficiency is reflected in the organization. This study aimed to identify and predict the relationship between psychological capital and job deviation behavior through job stress regarding the moderating role of perceived organizational support. This study is correlation by using descriptive methods for applied goals. Standard questionnaire was used to collect data. 180 participants was estimated and stratified random sampling. The results showed the significance of the relationship between the variables except the relationship between deviant behaviors with psychological capital. Also, the interactive role of job stress and perceived organizational support on psychological capital and job deviation behavior was confirmed. This means that for the hospital's nurses and staffs with job stress, increasing perceived organizational support associated with enhancing psychological capital and decreasing job deviation behavior. These results emphasize necessity of recognizing interactive role of job stress and perceived organizational support in psychological capital and job deviation behavior

Organizational Tinkering

Science.gov (United States)

Pawlak, Edward J.

1976-01-01

The bureaucratic structures in which many clinicians work are often obstacles to effective services. The author suggests that the clinician would benefit the organization and its clients--as well as his own position--if he would learn certain tactics for tinkering with organizational structures, rules, and policies. (Author)

Identifying organizational cultures that promote patient safety.

Science.gov (United States)

Singer, Sara J; Falwell, Alyson; Gaba, David M; Meterko, Mark; Rosen, Amy; Hartmann, Christine W; Baker, Laurence

2009-01-01

Safety climate refers to shared perceptions of what an organization is like with regard to safety, whereas safety culture refers to employees' fundamental ideology and orientation and explains why safety is pursued in the manner exhibited within a particular organization. Although research has sought to identify opportunities for improving safety outcomes by studying patterns of variation in safety climate, few empirical studies have examined the impact of organizational characteristics such as culture on hospital safety climate. This study explored how aspects of general organizational culture relate to hospital patient safety climate. In a stratified sample of 92 U.S. hospitals, we sampled 100% of senior managers and physicians and 10% of other hospital workers. The Patient Safety Climate in Healthcare Organizations and the Zammuto and Krakower organizational culture surveys measured safety climate and group, entrepreneurial, hierarchical, and production orientation of hospitals' culture, respectively. We administered safety climate surveys to 18,361 personnel and organizational culture surveys to a 5,894 random subsample between March 2004 and May 2005. Secondary data came from the 2004 American Hospital Association Annual Hospital Survey and Dun & Bradstreet. Hierarchical linear regressions assessed relationships between organizational culture and safety climate measures. Aspects of general organizational culture were strongly related to safety climate. A higher level of group culture correlated with a higher level of safety climate, but more hierarchical culture was associated with lower safety climate. Aspects of organizational culture accounted for more than threefold improvement in measures of model fit compared with models with controls alone. A mix of culture types, emphasizing group culture, seemed optimal for safety climate. Safety climate and organizational culture are positively related. Results support strategies that promote group orientation and

How Does Leader’s Support for Environment Promote Organizational Citizenship Behaviour for Environment? A Multi-Theory Perspective

OpenAIRE

Hewawasam Puwakpitiyage Rasika Priyankara; Fan Luo; Amer Saeed; Saviour Ayertey Nubuor; Mahabaduge Prasad Fernando Jayasuriya

2018-01-01

Organizational citizenship behaviour for environment of employees is indispensable in realizing environmental sustainability goals of organizations. However, in the growing literature of employee green behaviour at work, scant attention has been paid on the impact of leader’s specific support for environment, and the mechanisms through which it impacts organizational citizenship behaviour for environment. Drawing upon social exchange theory, self-determination theory and theory of normative c...

TTI Phase 2 Institutional Support: Center for Study of Science ...

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

For CSTEP, this project will help enhance its research quality, organizational performance, and policy engagement. Building a strong think tank for India Through this support over the ... -raise the bar for excellence in policy engagement tools and approaches -build a robust system of decision-making structures, systems, ...

Eldercare Demands, Strain, and Work Engagement: The Moderating Role of Perceived Organizational Support

Science.gov (United States)

Zacher, Hannes; Winter, Gabriele

2011-01-01

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees' perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was to examine a stressor-strain-outcome model…

The Effect of Corporate Strategy and Organizational Design on the Spillover Effects of FDI

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William L. Casey, Jr.

2017-03-01

Full Text Available An important debate in the economics literature focuses on the role of foreign direct investment (FDI in supporting the growth and development of the lesser developed countries (LDCs globally. The ability of LDCs to capture the positive spillovers of FDI inflows depends in part on the organizational structures and corporate strategies of investing multinational enterprises (MNEs relating to the establishment of operating subsidiaries in host countries. Investment promotion policies and practices in LDCs should be formulated with the objective of capturing the positive spillovers arising from the organizational characteristics of MNEs.

TTI Phase 2 Institutional Support: Sustainable Development Policy ...

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

TTI Phase 2 Institutional Support: Sustainable Development Policy Institute. This funding will strengthen the Sustainable Development Policy Institute's (SDPI) role as a credible public policy institution in Pakistan by enhancing its ability to provide high-quality, influential, and policy-relevant research. About the Sustainable ...

Quantifying fishers' and citizens' support for Dutch flatfish management policy

NARCIS (Netherlands)

Groeneveld, R.A.

2011-01-01

Fisheries policy is most effective when supported by fishers and the general public. Dutch citizens' and fishers' support for a selection of policy alternatives to enhance the sustainability of the Dutch North Sea cutter fleet is estimated, and the same groups' support for policy alternatives is

Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

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Siripapun Leephaijaroen

2016-05-01

Full Text Available The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB. The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For the qualitative research method, in-depth interviews with 11 support staff were used to explain the quantitative findings. The findings revealed that the components of the big-five personality traits and organizational commitments which significantly affected OCB were agreeable personality, continuance commitment, conscientious personality, affective commitment, and emotionally-stable personality. In examining intensively each dimension of the OCB as a dependent variable, the results showed the following: 1 agreeable personality, affective commitment, conscientious personality, and normative commitment had positive significant effects on altruistic behavior; 2 conscientious personality, agreeable personality, and continuance commitment had positive significant effects on conscientious behavior; 3 affective commitment and agreeable personality had positive significant effects on sportsmanship behavior; 4 emotionally stable personality and continuance commitment had positive significant effects on courteous behavior; and 5 continuance commitment, agreeable personality, conscientious personality, and emotionally-stable personality had positive significant effects on civic virtue behavior.

Impact of Health Care Employees’ Job Satisfaction on Organizational Performance Support Vector Machine Approach

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CEMIL KUZEY

2018-01-01

Full Text Available This study is undertaken to search for key factors that contribute to job satisfaction among health care workers, and also to determine the impact of these underlying dimensions of employee satisfaction on organizational performance. Exploratory Factor Analysis (EFA is applied to initially uncover the key factors, and then, in the next stage of analysis, a popular data mining technique, Support Vector Machine (SVM is employed on a sample of 249 to determine the impact of job satisfaction factors on organizational performance. According to the proposed model, the main factors are revealed to be management’s attitude, pay/reward, job security and colleagues.

FEDERAL AND REGIONAL CLUSTER POLICY OF THE RUSSIAN FEDERATION

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Markov L. S.

2017-12-01

Full Text Available The article reviews the history of cluster policy in Russia at the federal and regional levels. The federal cluster policy is realized in three directions, studying which allowed us to outline the main features of a formalized cluster that claims state support. The trend of reorientation of the cluster policy from supporting clusters and their infrastructure to cluster projects is revealed. Systematization and comparative analysis of the cluster policy in the regions of the country leading in terms of cluster development is carried out. It is established that the regional cluster policy is at a nascent stage and is a projection of the federal programs. At the regional level, there is no institutional basis for the cluster policy in Russia. The regional cluster policy is characterized by homogeneity of organizational structures.

A large-scale longitudinal study indicating the importance of perceived effectiveness, organizational and management support for innovative culture.

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Cramm, Jane M; Strating, Mathilde M H; Bal, Roland; Nieboer, Anna P

2013-04-01

Teams participating in QI collaboratives reportedly enhance innovative culture in long-term care, but we currently lack empirical evidence of the ability of such teams to enhance (determinants of) innovative culture over time. The objectives of our study are therefore to explore innovative cultures in QI teams over time and identify its determinants. The study included QI teams participating between 2006 and 2011 in a national Dutch quality program (Care for Better), using an adapted version of the Breakthrough Method. Each QI team member received a questionnaire by mail within one week after the second (2-3 months post-implementation of the collaborative = T0) and final conference (12 months post-implementation = T1). A total of 859 (out of 1161) respondents filled in the questionnaire at T0 and 541 at T1 (47% response). A total of 307 team members filled in the questionnaire at both T0 and T1. We measured innovative culture, respondent characteristics (age, gender, education), perceived team effectiveness, organizational support, and management support. Two-tailed paired t-tests showed that innovative culture was slightly but significantly lower at T1 compared to T0 (12 months and 2-3 months after the start of the collaborative, respectively). Univariate analyses revealed that perceived effectiveness, organizational and management support were significantly related to innovative culture at T1 (all at p ≤ 0.001). Multilevel analyses showed that perceived effectiveness, organizational support, and management support predicted innovative culture. Our QI teams were not able to improve innovative culture over time, but their innovative culture scores were higher than non-participant professionals. QI interventions require organizational and management support to enhance innovative culture in long-term care settings. Copyright © 2013 Elsevier Ltd. All rights reserved.

Employers' knowledge and attitudes regarding organizational policy toward workers caring for aging family members.

Science.gov (United States)

Katz, Ruth; Lowenstein, Ariela; Prilutzky, Dana; Halperin, Dafna

2011-04-01

The study examined employers' knowledge of and attitudes toward working carers who care for aging family members. The study was based on the ecological model. One hundred employers were interviewed using structured questionnaires and 13 employers by additional in-depth interviews. Both research instruments included areas of disruption to the organization, existing policies, and feasibility as to developing appropriate policies to support working carers. Results show that caregiving caused a disruption in workers' functioning mainly by being absent, leaving work early, and coming to work late. Usually, there was "no policy," and half of the employers did not support introducing such a policy. Women managers in public organizations, who had less seniority and less previous experience with working-carers, tended to be more positive about supportive policies. Recommendations are included.

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

Employees' Perception of Organizational Climate and Its ...

African Journals Online (AJOL)

The research results will have implications to policy makers and future researches in that it might contribute for promoting a fundamental improvement in efficiency and performance of organizations as well as job satisfaction of employees. Key Words: Organizational climate, Organizational effectiveness, Competing Values, ...

Chronic and episodic anger and gratitude toward the organization: Relationships with organizational and supervisor supportiveness and extrarole behavior.

Science.gov (United States)

Ford, Michael T; Wang, Yanxia; Jin, Jiafei; Eisenberger, Robert

2018-04-01

Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Influence of Social and Organizational Support on Transfer of Training: Evidence from Thailand

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Homklin, Tassanee; Takahashi, Yoshi; Techakanont, Kriengkrai

2014-01-01

This study focused on integrating social and organizational support as moderators into the main analysis model of the relationship between learning -- specifically perceived knowledge retained -- and its transfer as perceived by participants. We used hierarchical regression analysis in order to test our hypotheses. Results were generally…

Health and safety matters! Associations between organizational practices and personal support workers' life and work stress in Ontario, Canada.

Science.gov (United States)

Zeytinoglu, Isik U; Denton, Margaret; Brookman, Catherine; Davies, Sharon; Sayin, Firat K

2017-06-21

The home and community care sector is one of the fastest growing sectors globally and most prominently in mature industrialized countries. Personal support workers (PSWs) are the largest occupational group in the sector. This paper focuses on the emotional health of PSWs working in the home and community care sector in Ontario, Canada. The purpose of this paper is to present evidence on the associations between PSWs' life and work stress and organizational practices of full-time and guaranteed hours, and PSWs' perceptions of support at work and preference for hours. Data come from our 2015 survey of 1543 PSWs. Dependent variables are life and work stress. Independent variables are: objective organizational practices of full-time and guaranteed hours, and subjective organizational practices of perceived support at work, and preferred hours of work. Descriptive statistics, correlations and ordinary least square regression analyses with collinearity tests are conducted. Organizational practices of employing PSWs in full-time or guaranteed hours are not associated with their life and work stress. However, those who perceive support from their organizations are also the ones reporting lower life and work stress. In addition, those PSWs perceiving support from their supervisor report lower work stress. PSWs would like to work in their preferred hours, and those who prefer to work more hours report lower life and work stress, and conversely, those who prefer to work less hours report life and work stress. For PSWs in home and community care, perceived support from their organizations and supervisors, and employment in preferred hours are important factors related to their life and work stress.

Changing organizational culture: using the CEO cancer gold standard policy initiatives to promote health and wellness at a school of public health.

Science.gov (United States)

Towne, Samuel D; Anderson, Kelsey E; Smith, Matthew Lee; Dahlke, Deborah Vollmer; Kellstedt, Debra; Purcell, Ninfa Pena; Ory, Marcia G

2015-09-03

Worksite wellness initiatives for health promotion and health education have demonstrated effectiveness in improving employee health and wellness. We examined the effects of a multifaceted health promotion campaign on organizational capacity to meet requirements to become CEO Cancer Gold Standard Accredited. We conducted an online survey to assess perceived organizational values and support for the five CEO Cancer Gold Standard Pillars for cancer prevention: tobacco cessation; physical activity; nutrition; cancer screening and early detection; and accessing information on cancer clinical trials. Baseline and follow-up surveys were sent 6-months apart to faculty, staff, and students at a school of public health to test the impact of a multifaceted health promotion campaign on perceived organizational change. Descriptive analyses were used to characterize percent improvement. Multivariate logistic regression analyses were used to control for participants' university status. The current organizational culture highly supported tobacco cessation at both time points. Significant improvements (p screening, and early detection of cancer' and 'accessing cancer treatment and clinical trials'. Health promotion and education efforts using multiple approaches were effective to improve perceived organizational values and support for cancer prevention and early detection, and increase access to information about cancer clinical trials. Future studies are needed to examine broader impacts of implementing worksite health promotion initiatives.

Organizational and provider level factors in implementation of trauma-informed care after a city-wide training: an explanatory mixed methods assessment.

Science.gov (United States)

Damian, April Joy; Gallo, Joseph; Leaf, Philip; Mendelson, Tamar

2017-11-21

While there is increasing support for training youth-serving providers in trauma-informed care (TIC) as a means of addressing high prevalence of U.S. childhood trauma, we know little about the effects of TIC training on organizational culture and providers' professional quality of life. This mixed-methods study evaluated changes in organizational- and provider-level factors following participation in a citywide TIC training. Government workers and nonprofit professionals (N = 90) who participated in a nine-month citywide TIC training completed a survey before and after the training to assess organizational culture and professional quality of life. Survey data were analyzed using multiple regression analyses. A subset of participants (n = 16) was interviewed using a semi-structured format, and themes related to organizational and provider factors were identified using qualitative methods. Analysis of survey data indicated significant improvements in participants' organizational culture and professional satisfaction at training completion. Participants' perceptions of their own burnout and secondary traumatic stress also increased. Four themes emerged from analysis of the interview data, including "Implementation of more flexible, less-punitive policies towards clients," "Adoption of trauma-informed workplace design," "Heightened awareness of own traumatic stress and need for self-care," and "Greater sense of camaraderie and empathy for colleagues." Use of a mixed-methods approach provided a nuanced understanding of the impact of TIC training and suggested potential benefits of the training on organizational and provider-level factors associated with implementation of trauma-informed policies and practices. Future trainings should explicitly address organizational factors such as safety climate and morale, managerial support, teamwork climate and collaboration, and individual factors including providers' compassion satisfaction, burnout, and secondary

Organizational and provider level factors in implementation of trauma-informed care after a city-wide training: an explanatory mixed methods assessment

Directory of Open Access Journals (Sweden)

April Joy Damian

2017-11-01

Full Text Available Abstract Background While there is increasing support for training youth-serving providers in trauma-informed care (TIC as a means of addressing high prevalence of U.S. childhood trauma, we know little about the effects of TIC training on organizational culture and providers’ professional quality of life. This mixed-methods study evaluated changes in organizational- and provider-level factors following participation in a citywide TIC training. Methods Government workers and nonprofit professionals (N = 90 who participated in a nine-month citywide TIC training completed a survey before and after the training to assess organizational culture and professional quality of life. Survey data were analyzed using multiple regression analyses. A subset of participants (n = 16 was interviewed using a semi-structured format, and themes related to organizational and provider factors were identified using qualitative methods. Results Analysis of survey data indicated significant improvements in participants’ organizational culture and professional satisfaction at training completion. Participants’ perceptions of their own burnout and secondary traumatic stress also increased. Four themes emerged from analysis of the interview data, including “Implementation of more flexible, less-punitive policies towards clients,” “Adoption of trauma-informed workplace design,” “Heightened awareness of own traumatic stress and need for self-care,” and “Greater sense of camaraderie and empathy for colleagues.” Conclusion Use of a mixed-methods approach provided a nuanced understanding of the impact of TIC training and suggested potential benefits of the training on organizational and provider-level factors associated with implementation of trauma-informed policies and practices. Future trainings should explicitly address organizational factors such as safety climate and morale, managerial support, teamwork climate and collaboration, and

The Business Impact of LGBT-Supportive Workplace Policies

OpenAIRE

Badgett, M.V. Lee; Durso, Laura E.; Mallory, Christy; Kastanis, Angeliki

2013-01-01

LGBT-supportive policies are linked to positive business-related outcomes. LGBT-supportive policies are also linked to greater job commitment, improved workplace relationships, increased job satisfaction, and improved health outcomes among LGBT employees. LGBT employees are also less likely to face discrimination in such environments and are more comfortable being open about their sexual orientation.

Organizational Learning in Schools under Sanction

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Kara S. Finnigan

2012-01-01

Full Text Available The focus on “school turnaround” has become central to policy and practice in the United States as a result of school accountability, yet little remains known about school improvement under sanction. This study uses theories of organizational learning to understand the processes through which educators search for and adopt reform strategies, as well as the extent to which these schools’ organizational culture and climate are conducive to this type of learning. Our mixed methods study involves document analysis, intensive case studies, and a survey of teachers in schools under sanction in a large urban school district in the USA. We found limited evidence of organizational learning, and instead evidence suggested superficial use of restructuring planning, rare diagnoses of root causes of low performance, and limited engagement in learning processes of school staff. In addition, schools relied on exploitation resulting in the recycling of previous practices. In part, the limited organizational learning in evidence was the result of structures and climates within these low-performing schools that inhibited a more learning-oriented approach to reform. Our study has implications for school improvement under accountability policies as it uncovers important challenges that limit organizational learning and, as a result, school improvement under sanction.

Dimensions of Principal Support Behaviors and Their Relationship to Organizational Citizenship Behaviors and Student Achievement in High Schools

Science.gov (United States)

Tindle, Jennifer A.

2012-01-01

This research was designed with the primary purpose of identifying the dimensions of principal support perceived by public high school teachers in Virginia and identifying the relationship between principal support and organizational citizenship behaviors. In addition, this study also examined the relationship between principal support and student…

Main areas for the sociological support of organizational risks diagnostics and prevention in the internal affairs bodies

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T H Dzhanteev

2016-12-01

Full Text Available The article considers the use of theoretical and applied sociological studies to identify and prevent negative consequences of the organizational risks in the internal affairs bodies, such as: insufficient quality of the organizational structure; failures in the design of organizational structures; poor coordination and regulation; inconsistency of resources provision; mistakes in the selection and placement of personnel; shortcomings in the organization of interaction with the public; incorrect definition of the needs of citizens in the field of law enforcement; poor quality of law enforcement services; inadequate training of personnel for the interaction with citizens. The author describes the role of the sociological support in the diagnostics of organizational risks, and pays particular attention to the factors contributing to the occurrence of undesirable situations and to the cause-and-effect relationships between various events associated with the risks. The article emphasizes the exceptional importance of forecasting negative consequences of risk situations and developing measures to minimize negative effects of organizational risks in law enforcement in general and in the internal affairs bodies in particular.

The Role of Organizational Humanistic Social Support in Decreasing the Interference of Work Problems on Employees’ Family Conflict

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Azman Ismail

2013-02-01

Full Text Available Despite an increased interest in humanistic touch in global organizational support, the nature of helping processes rendered by supervisor and coworkers is still vague. The study was performed to examine the relationship between organizational humanistic social support and work interference with family conflict using 100 usable questionnaires gathered from academic staff in a Malaysian public institution of higher learning in Borneo. The findings of SmartPLS path model indicated that humanistic touch in term of supervisory support significantly correlated with work interference with family conflict. Similarly, humanistic touch of coworker support significantly correlated with work interference with family conflict. This result shows that the readiness of supervisors and coworkers to amply offer material and moral support in performing task have reduced the intrusion of work problems in employees’ family affairs and enriched their skills to decrease family conflicts. In addition, discussion, implications and conclusion are elaborated.

Diagnostics of the Organizational Factors Contributing to Work at Retirement Age

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Kirnos Inna O.

2018-03-01

Full Text Available The aim of the publication is to substantiate the research method and to clarify the content of the diagnostic tool for identifying the career goals, specific needs of older workers, and their perception of the organizational climate regarding the continuation of work at retirement age. An authentic questionnaire for 50+ employees is proposed as a universal tool for diagnosing the organizational climate for working at retirement age. In developing the questionnaire, the sectional approach was used, according to which the questions are grouped into content blocks: career preferences, desired working conditions, perception of opportunities for development, perception of organizational support, age accounting in personnel policy, emotional attachment to the organization, perception of age discrimination. The proposed questionnaire is a universal diagnostic tool that can be applied at enterprises of any field of activity. It provides feedback between staff and management, and the results of the survey form a factual basis for developing an organizational climate strategy for successful aging in the workplace and retention of older workers.

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.…

Evaluation of Organizational Readiness in Clinical Settings for Social Supporting Evidence-Based Information Seeking Behavior after Introducing IT in a Developing Country.

Science.gov (United States)

Kahouei, Mehdi; Alaei, Safollah; Panahi, Sohaila Sadat Ghazavi Shariat; Zadeh, Jamileh Mahdi

2015-01-01

The health sector of Iran has endeavored to encourage physicians and medical students to use research findings in their practice. Remarkable changes have occurred, including: holding computer skills courses, digital library workshops for physicians and students, and establishing websites in hospitals. The findings showed that a small number of the participants completely agreed that they were supported by supervisors and colleagues to use evidence-based information resources in their clinical decisions. Health care organizations in Iran need other organizational facilitators such as social influences, organizational support, leadership, strong organizational culture, and climate in order to implement evidence-based practice.

Organizational determinants of energy-conservation management

Energy Technology Data Exchange (ETDEWEB)

Selmer, J. (Hong Kong Baptist Coll., Kowloon (Hong Kong). Dept. of Management)

1994-10-01

Energy-conservation activities require new functional and technical activities in all participating organizations and the prospects of effectively managing such activities are contingent upon the specific organizational setting. Based on a previous large-scale investigation in which we identified five organizational archetypes, in-depth longitudinal case studies were undertaken of five organizations in Sweden during 5 years, each organization representing a different archetype. The five organizations have distinct organizational prerequisites and separate basic motivations to engage and succeed in energy-conservation management. Implications for government policy and managerial action are discussed in detail. (author)

Organizational economics and health care markets.

Science.gov (United States)

Robinson, J C

2001-04-01

As health policy emphasizes the use of private sector mechanisms to pursue public sector goals, health services research needs to develop stronger conceptual frameworks for the interpretation of empirical studies of health care markets and organizations. Organizational relationships should not be interpreted exclusively in terms of competition among providers of similar services but also in terms of relationships among providers of substitute and complementary services and in terms of upstream suppliers and downstream distributors. This article illustrates the potential applicability of transactions cost economics, agency theory, and organizational economics more broadly to horizontal and vertical markets in health care. Examples are derived from organizational integration between physicians and hospitals and organizational conversions from nonprofit to for-profit ownership.

Organizational Structures and Processes to Support and Sustain Effective Technical Assistance in a State-Wide Multi-Tiered System of Support Initiative

Science.gov (United States)

Morrison, Julie Q.; Russell, Christine; Dyer, Stephanie; Metcalf, Terri; Rahschulte, Rebecca L.

2014-01-01

Despite the national proliferation of technical assistance as a driver for school reform and as a model for embedded and sustained professional development, very little is known about the organizational structures and processes needed to support technical assistance. The purpose of this paper is to describe a structured needs assessment process…

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.

A generic approach for the design of organizational decision support systems (ODSS)

OpenAIRE

Chalal, Rachid; National Institute of Computer Science; Nader, Fahima; National Institute of Computer Science

2007-01-01

The paper proposes a generic approach to design and develop an Organizational Decision Support System (ODSS). This approach is based at the follows definition: the ODSS is considered as the experts' memory and their decision-taking. Therefore, the ODSS is constituted by two elements, a strategic DSS and a specific referential of the decision situation. Our generic approach for ODSS design is based on the MUSIC (Management and Use of Co-operative Information Systems) model. An illustration of ...

The Effect of Production Planning and Budgeting on Organizational Productivity

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Patrick Adebisi Olusegun ADEGBUYI

2010-12-01

Full Text Available Improved productivity and proper organizational structure are desired by most manufacturing outfits within the highly turbulent business environment of Nigeria. With various contributing factors, scientific basis for decision making that will lead to enhanced policies for organizational operations is stronlgy established. Five statistical hypotheses which are influence of education, government policies, planning and organizational output, and production planning/budgeting and technological advancement, propounded in this work were investigated to establish a valid decision basis on a confidence level assumed to be 0.05. The work finally examined the impact of the hypotheses on productivity.

Amerika Birleşik Devletleri Firmalarında İnsan Kaynakları Yönetimi Uygulamaları, Organizasyonel İklim ve Organizasyonel Yenilikçilik Düzeyi = Human Resource Management Practices, Organizational Climate and Organizational Innovativeness Level in US Firms

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Ümit PEÇEN

2013-01-01

Full Text Available This study aims to explore the influence of Human Resource Management (HRM activities and organizational climate on corporate innovativeness level in United States of America. The data is collected through interviews from 546 employees in US. The study first examines the relative influence of seven HRM activities of i behavior and attitudes (in recruitment and selection ii teamwork iii extensive training, iv written policies, (v training in multiple functions vi performance appraisal and incentives, vii feedback on innovativeness level. Secondly, the influence of five factors relating to organizational climate are examined. The second group factors are i support for innovation, ii workload pressure, iii cohesion, iv organizational boundaries and v organizational ethics. The paper presents the influence of the two groups of factors on corporate innovativeness level.

TTI Phase 2 Institutional Support: Economic Policy Research Centre ...

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

TTI Phase 2 Institutional Support: Economic Policy Research Centre ... the Economic Policy Research Centre's (EPRC) role as a credible public policy institution in ... IWRA/IDRC webinar on climate change and adaptive water management.

Public support for alcohol policies associated with knowledge of cancer risk.

Science.gov (United States)

Buykx, Penny; Gilligan, Conor; Ward, Bernadette; Kippen, Rebecca; Chapman, Kathy

2015-04-01

Several options are advocated by policy experts to mitigate alcohol-related harms, although the most effective strategies often have the least public support. While knowledge of tobacco-related health risks predicts support for relevant public health measures, it is not known whether knowledge of alcohol health risks is similarly associated with the acceptability of policies intended to reduce alcohol consumption and related harms. This study aims to gauge public support for a range of alcohol policies and to determine whether or not support is associated with knowledge of a long-term health risk of alcohol consumption, specifically cancer. 2482 adults in New South Wales (NSW), Australia, participated in an online survey. Logistic regression analysis was used to examine the association between demographic data, alcohol consumption, smoking status, knowledge of alcohol as a risk factor for cancer and support for alcohol-related policies. Most participants were supportive of health warnings, restricting access to internet alcohol advertising to young people, and requiring information on national drinking guidelines on alcohol containers. Almost half of participants supported a ban on sport sponsorship, while less than 41% supported price increases, volumetric taxation, or reducing the number of retail outlets. Only 47% of participants identified drinking too much alcohol as a risk factor for cancer. Knowledge of alcohol as a risk factor for cancer was a significant predictor of support for all policies, while level of alcohol consumption had a significant inverse relationship with policy support. The finding that support for alcohol management policies is associated with awareness that drinking too much alcohol may contribute to cancer could assist in the planning of future public health interventions. Improving awareness of the long term health risks of alcohol consumption may be one avenue to increasing public support for effective alcohol harm-reduction policies

Stakeholder Support for School Food Policy Expansions

Science.gov (United States)

Pettigrew, Simone; Pescud, Melanie; Donovan, Robert J.

2012-01-01

The aim of this study was to assess the extent to which parents and school-based stakeholders (principals, teachers, canteen managers and Parents & Citizen Committee presidents) are supportive of potential expansions to a new school food policy. Eight additional policy components elicited in preliminary focus groups with parents and 19 additional…

Nursing in general practice: organizational possibilities for decision latitude, created skill, social support and identity derived from role.

Science.gov (United States)

Merrick, Eamon; Duffield, Christine; Baldwin, Richard; Fry, Margaret

2012-03-01

This article is a report of a study to describe the factors that support organizational opportunities for practice nurse decision-making and skill development for nurses employed in general practice in New South Wales, Australia. Corresponding to the availability of subsidies from the Australian universal health insurer (Medicare), there has been an increase in the number of nurses employed in general practice. Currently, there is no Australian evidence as to the organizational possibilities for these practice nurses to make decisions, develop their own skills and abilities, derive identity from their role or how their role is influenced by social support. Over a 8-month period in 2008 practice, nurses employed in general practice in the State of New South Wales were invited to complete a 26-item self-administered online questionnaire utilizing constructs from Karaseks (1998) Job Content Questionnaire (valid n = 160). Confirmatory Factor Analysis indicated that all scales demonstrated acceptable levels of internal consistency. Sequential regression models revealed that social support exerts a weak influence on decision latitude (R(2) = 0·07); the addition of self-identity through work significantly improved the predictive ability of the model (R(2) = 0·16). Social support and self-identity through work exerted a negative influence on created skill (R(2) = 0·347), whereas social support was effective in predicting self-identity through work (R(2) = 0·148).   Collegial and supervisory support in the work environment predicts organizational possibilities for practice nurse decision-making. © 2011 Blackwell Publishing Ltd.

Support for smoke-free policies in the Cyprus hospitality industry.

Science.gov (United States)

Lazuras, Lambros; Savva, Christos S; Talias, Michael A; Soteriades, Elpidoforos S

2015-12-01

The present study used attitudinal and behavioural indicators to measure support for smoke-free policies among employers and employees in the hospitality industry in Cyprus. A representative sample of 600 participants (95 % response rate) completed anonymous structured questionnaires on demographic variables, smoking status, exposure to second-hand smoke at work and related health beliefs, social norms, and smoke-free policy support. Participants were predominantly males (68.3 %), with a mean age of 40 years (SD = 12.69), and 39.7 % were employers/owners of the hospitality venue. Analysis of variance showed that employers and smokers were less supportive of smoke-free policies, as compared to employees and non-smokers. Linear regression models showed that attitudes towards smoke-free policy were predicted by smoking status, SHS exposure and related health beliefs, and social norm variables. Logistic regression analysis showed that willingness to confront a policy violator was predicted by SHS exposure, perceived prevalence of smoker clients, and smoke-free policy attitudes. SHS exposure and related health beliefs, and normative factors should be targeted by interventions aiming to promote policy support in the hospitality industry in Cyprus.

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.

Providing supportive care to cancer patients: a study on inter-organizational relationships

Directory of Open Access Journals (Sweden)

Kevin Brazil

2008-02-01

Full Text Available Background: Supportive cancer care (SCC has historically been provided by organizations that work independently and possess limited inter-organizational coordination. Despite the recognition that SCC services must be better coordinated, little research has been done to examine inter-organizational relationships that would enable this goal. Objective: The purpose of this study was to describe relationships among programs that support those affected by cancer. Through this description the study objective was to identify the optimal approach to coordinating SCC in the community. Methods: Senior administrators in programs that provided care to persons and their families living with or affected by cancer participated in a personal interview. Setting: South-central Ontario, Canada. Study population: administrators from 43 (97% eligible programs consented to participate in the study. Results: Network analysis revealed a diffuse system where centralization was greater in operational than administrative activities. A greater number of provider cliques were present at the operational level than the administrative level. Respondents identified several priorities to improve the coordination of cancer care in the community including: improving standards of care; establishing a regional coordinating body; increasing resources; and improving communication between programs. Conclusion: Our results point to the importance of developing a better understanding on the types of relationships that exist among service programs if effective integrated models of care are to be developed.

PLANNING APPLICATION OF WEB 2.0 FOR ORGANIZATIONAL LEARNING IN UNIVERSITAS PENDIDIKAN INDONESIA LIBRARY

Directory of Open Access Journals (Sweden)

Santi Santika

2017-07-01

Full Text Available Library of Universitas Pendidikan Indonesia (UPI has a quality policy commitment to continuous improvement in every area and process. It can be achieved by continuously optimizing organizational learning. Web 2.0 is a media application that can help the organizational learning process because it has the characteristics of read and write, as well as having the flexibility of time use, but the application must be in accordance with the culture and character of the organization. Therefore, this study aimed to find out the Web 2.0 application that can be applied to the organizational learning in the Library of UPI. The method used is a mixed method qualitative and quantitative approach. Research stage refers to the stage of planning and support phases of Web 2.0 Tools Implementation Model. The results showed that the application of Web 2.0 can be applied to the organizational learning in the Library UPI. It refers to the tendency of organizational culture Library of UPI that is good and tendency of HR Library UPI attitude against the use of the Internet and computers are very good. Web 2.0 applications that can be used by UPI library are blogs, online forums, and wiki as a primary tools. Facebook, Youtube, chat application, twitter and Instagram as a supporting tools.

Size Matters: The Link between Staff Size and Perceived Organizational Support in Early Childhood Education

Science.gov (United States)

Ho, Dora; Lee, Moosung; Teng, Yue

2016-01-01

Purpose: The purpose of this paper is to examine the relationship between staff size and perceived organizational support (POS) in early childhood education (ECE) organizations. Design/methodology/approach: A territory-wide questionnaire survey was designed to investigate the perceptions of preschool teachers in Hong Kong on four dimensions of…

Policies Supporting Local Food in the United States

Directory of Open Access Journals (Sweden)

Steve W. Martinez

2016-08-01

Full Text Available Local food has been the subject of federal, state, and local government policies in recent years throughout the United States as consumer demand has grown. Local foods have been linked to several government priorities—including enhancing the rural economy, the environment, and supporting agricultural producers. This article provides an overview of U.S. Federal, State and regional policies designed to support local food systems. It details the latest economic information on policy, relying on findings from several national surveys and a synthesis of recent literature. Federal policies related to local food systems were greatly expanded by the 2008 Farm Bill, and are further expanded in the Agricultural Act of 2014. United States policies address several barriers to the further expansion of local food markets, including scaling up output of small farms to address the needs of larger commercial outlets, lack of infrastructure for increasing local food sales, ability to trace product source, and producer education regarding local food expansion.

Supporting the diffusion of healthy public policy in Canada: the Prevention Policies Directory.

Science.gov (United States)

Politis, Christopher E; Halligan, Michelle H; Keen, Deb; Kerner, Jon F

2014-01-01

Healthy public policy plays an essential role in a comprehensive public health approach to preventing cancer and chronic disease. Public policies spread through the 'policy diffusion' process, enabling governments to learn from another's enacted policy solutions. The Prevention Policies Directory (the Directory), an online database of municipal, provincial/territorial, and federal cancer and chronic disease prevention policies from across Canada, was developed to facilitate the diffusion of healthy public policies and support the work of prevention researchers, practitioners, and policy specialists. This information technology solution was implemented, through a participatory engagement approach, as a communication channel or policy knowledge transfer tool. It also addressed the intrinsic shortcomings of environmental scanning for policy surveillance and monitoring. A combination of quantitative web metrics and qualitative anecdotal evidence have illustrated that the Directory is becoming an important tool for healthy public policy surveillance and policy diffusion in Canada.

The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

Directory of Open Access Journals (Sweden)

Didem Rodoplu Şahin

2014-03-01

Full Text Available The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

The Impact of Corporate Sustainability on Organizational Processes and Performance

OpenAIRE

Eccles, Robert G; Ioannou, Ioannis; Serafeim, Georgios

2014-01-01

We investigate the effect of corporate sustainability on organizational processes and performance. Using a matched sample of 180 US companies, we find that corporations that voluntarily adopted sustainability policies by 1993 - termed as High Sustainability companies - exhibit by 2009 distinct organizational processes compared to a matched sample of companies that adopted almost none of these policies - termed as Low Sustainability companies. The boards of directors of High Sustainability com...

Implications of organizational ethics to healthcare.

Science.gov (United States)

Ells, Carolyn; MacDonald, Chris

2002-01-01

Organizational ethics is an emerging field concerned with the study and practice of the ethical behaviour of organizations. For effective application to healthcare settings, we argue that organizational ethics requires attention to organizations' special characteristics combined with tools borrowed from the fields of business ethics and bioethics. We identify and discuss several implications of this burgeoning field to healthcare organizations, showing how organizational ethics can facilitate policy making, accountability, self-evaluation, and patient and business perspectives. In our conclusion, we suggest an action plan for healthcare organizations to help them respond appropriately to their ethical responsibilities.

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....

Development of a Survey to Assess Local Health Department Organizational Processes and Infrastructure for Supporting Obesity Prevention.

Science.gov (United States)

Xiao, Ting; Stamatakis, Katherine A; McVay, Allese B

Local health departments (LHDs) have an important function in controlling the growing epidemic of obesity in the United States. Data are needed to gain insight into the existence of routine functions and structures of LHDs that support and sustain obesity prevention efforts. The purpose of this study was to develop and examine the reliability of measures to assess foundational LHD organizational processes and functions specific to obesity prevention. Survey measures were developed using a stratified, random sample of US LHDs to assess supportive organizational processes and infrastructure for obesity prevention representing different domains. Data were analyzed using weighted κ and intraclass correlation coefficient for assessing test-retest reliability. Most items and summary indices in the majority of survey domains had moderate/substantial or almost perfect reliability. The overall findings support this survey instrument to be a reliable measurement tool for a large number of processes and functions that comprise obesity prevention-related capacity in LHDs.

Review of Policy, Regulatory, and Organizational Frameworks of ...

African Journals Online (AJOL)

kim

organizational arrangements that determine Ethiopia's ability to mitigate and .... directives on occupational health and use of machinery ... decentralized the original central structure of .... a primarily agricultural to a more industry based one.

Relationships between Talent Management and Organizational Performance: The Role of Climate for Creativity

Directory of Open Access Journals (Sweden)

Tomasz Ingram

2016-09-01

Full Text Available Objective: The objective of this paper is to explore the role of climate for creativity in mediating relationships between talent management and organizational performance. Research Design & Methods: A model relating talent management, organizational performance and climate for creativity was tested using structural equation modelling Based and data from 326 large organizations in Poland. It allowed the verification of two formulated hypotheses. Findings: Research results reveal that talent management is a three-dimensional construct (dimensions are: strategic, structural and ideological while climate for creativity and organizational performance are both unidimensional constructs. Results indicate that climate for creativity mediates the relationships between the dimensions of talent management and organizational performance. Implications & Recommendations: Research findings suggest that in order to enable organizations to achieve high performance through talent management it should focus on creating an appropriate climate supporting individual creativity of its employees. Contribution & Value Added: The originality of this work lies in studying unexplored relationships between talent management policies and organizational performance with the mediating role of climate for creativity. It is the first attempt to assess these relationships on the basis of empirical data in Poland.

Greens, suits, and bureaucrats: A sociological study of dynamic organizational relationships in energy efficient appliance policy

Science.gov (United States)

Shwom-Evelich, Rachael Leah

In this dissertation I develop an approach to understanding dynamic organizational relations and the processes of environmental degradation and reform. To do this, I draw on environmental and organizational sociology to inform an empirical study of interorganizational relationships in defining and promoting energy efficient appliances in the United States (US). The dissertation follows a three paper approach which involves (a) an overall introduction to the substantive issue of appliance energy efficiency in the US; (b) producing three separate and stand alone articles of publishable quality to be submitted to professional journals; and (c) an overall conclusion. The three articles are as follows: (1) a synthetic literature review identifying five lessons that organizational sociology and environmental sociology can learn from each other to advance our sociological understanding of organizations, energy issues, and climate change (2) a qualitative case study of the changing relationships between business, government and environmental and energy advocacy organizations around mandatory appliance efficiency standards supporting the development of a context-dependent theory of ecological modernization and treadmill of production theories in environmental sociology and (3) a network analysis of public government, business and energy efficiency advocate's interorganizational relationships and its influence on subsequent organizational behaviors in the appliance energy efficiency field. The second and third articles are based on extensive archival research on organizational negotiations of public record over defining energy efficient appliances in both regulatory and voluntary settings. Finally I will provide an overall conclusion that brings together the most significant findings of each individual article in anticipation of a synthetic approach to the study of organizations in environmental reform.

Exposure to tobacco marketing and support for tobacco control policies.

Science.gov (United States)

Hammond, David; Costello, Mary-Jean; Fong, Geoffrey T; Topham, Jennifer

2006-01-01

To examine the salience of tobacco marketing on postsecondary campuses and student support for tobacco control policies. Face-to-face surveys were conducted with 1690 students at 3 universities in southwestern Ontario. Virtually all (97%) students reported noticing tobacco marketing in the past year, and 35% reported noticing marketing on campus. There was strong support for smoke-free restrictions on campus, including restaurants and bars (82%), and for prohibitions on campus marketing. The presence of campus policies was associated with reduced exposure to marketing and increased policy support. There is strong support among students to remove tobacco marketing from campus and to introduce comprehensive smoke-free restrictions.

The effects of family support and work engagement on organizationally valued job outcomes

OpenAIRE

Karatepe, Osman M.

2015-01-01

There are calls for more empirical research about the antecedents and outcomes of work engagement in frontline service jobs in the hospitality management literature. With this realization, using the precepts of the motivational process of the Job Demands-Resources model, the present study aims to develop and test a conceptual model that examines work engagement as a mediator of the effect of family support on organizationally relevant and valued job outcomes. Turnover intentions, job performa...

The Costs of Today's Jobs: Job Characteristics and Organizational Supports as Antecedents of Negative Spillover

Science.gov (United States)

Grotto, Angela R.; Lyness, Karen S.

2010-01-01

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O*NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and…

Applications of system dynamics modelling to support health policy.

Science.gov (United States)

Atkinson, Jo-An M; Wells, Robert; Page, Andrew; Dominello, Amanda; Haines, Mary; Wilson, Andrew

2015-07-09

The value of systems science modelling methods in the health sector is increasingly being recognised. Of particular promise is the potential of these methods to improve operational aspects of healthcare capacity and delivery, analyse policy options for health system reform and guide investments to address complex public health problems. Because it lends itself to a participatory approach, system dynamics modelling has been a particularly appealing method that aims to align stakeholder understanding of the underlying causes of a problem and achieve consensus for action. The aim of this review is to determine the effectiveness of system dynamics modelling for health policy, and explore the range and nature of its application. A systematic search was conducted to identify articles published up to April 2015 from the PubMed, Web of Knowledge, Embase, ScienceDirect and Google Scholar databases. The grey literature was also searched. Papers eligible for inclusion were those that described applications of system dynamics modelling to support health policy at any level of government. Six papers were identified, comprising eight case studies of the application of system dynamics modelling to support health policy. No analytic studies were found that examined the effectiveness of this type of modelling. Only three examples engaged multidisciplinary stakeholders in collective model building. Stakeholder participation in model building reportedly facilitated development of a common 'mental map' of the health problem, resulting in consensus about optimal policy strategy and garnering support for collaborative action. The paucity of relevant papers indicates that, although the volume of descriptive literature advocating the value of system dynamics modelling is considerable, its practical application to inform health policy making is yet to be routinely applied and rigorously evaluated. Advances in software are allowing the participatory model building approach to be extended to

Many ways to support North-South partnerships | IDRC ...

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

2011-07-18

Jul 18, 2011 ... The second is a bottom-up approach, whereby international engagement is driven by faculty members. A bottom-up approach is much harder to capture in a formal policy. Many universities experiment with the organizational structure to most effectively support their international activities, and review their ...

Causes and Consequences of the Utilization of Work-Life Policies by Professionals: Unconditional Supervisor Support Required

NARCIS (Netherlands)

Peper, A.; Dikkers, J.S.E.; van Engen, M.L.; Vinkenburg, C.J.; Kaiser, S.; Ringlstetter, M.; Pina e Cunha, M.; Eikhof, D.R.

2011-01-01

The European workplace has changed. Employees increasingly ask for organizational policies that allow them to combine their work and their private lives (Lewis et al., 2009). In the Netherlands it is estimated that no less than 40% of employees face troubles in combining their work and private lives

Overcoming the organization-practice barrier in sports injury prevention: A nonhierarchical organizational model.

Science.gov (United States)

Dahlström, Ö; Jacobsson, J; Timpka, T

2015-08-01

The organization of sports at the national level has seldom been included in scientific discussions of sports injury prevention. The aim of this study was to develop a model for organization of sports that supports prevention of overuse injuries. The quality function deployment technique was applied in seminars over a two-season period to develop a national organizational structure for athletics in Sweden that facilitates prevention of overuse injuries. Three central features of the resulting model for organization of sports at the national level are (a) diminishment of the organizational hierarchy: participatory safety policy design is introduced through annual meetings where actors from different sectors of the sporting community discuss training, injury prevention, and sports safety policy; (b) introduction of a safety surveillance system: a ubiquitous system for routine collection of injury and illness data; and (c) an open forum for discussion of safety issues: maintenance of a safety forum for participants from different sectors of the sport. A nonhierarchical model for organization of sports at the national level - facilitated by modern information technology - adapted for the prevention of overuse injuries has been developed. Further research is warranted to evaluate the new organizational model in prospective effectiveness studies. © 2014 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

Science.gov (United States)

Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

2017-12-01

Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

Assessment of policy makers' individual and organizational capacity to acquire, assess, adapt and apply research evidence for maternal and child health policy making in Nigeria: a cross-sectional quantitative survey.

Science.gov (United States)

Uneke, Chigozie Jesse; Sombie, Issiaka; Keita, Namoudou; Lokossou, Virgil; Johnson, Ermel; Ongolo-Zogo, Pierre; Uro-Chukwu, Henry Chukwuemeka

2017-09-01

Throughout the world, there is increasing awareness and acknowledgement of the value of research evidence in the development of effective health policy and in quality health care practice and administration. Among the major challenges associated with the lack of uptake of research evidence into policy and practice in Nigeria is the capacity constraints of policymakers to use research evidence in policy making. To assess the capacity of maternal and child health policy makers to acquire, access, adapt and apply available research evidence. This cross-sectional quantitative survey was conducted at a national maternal, newborn and child health (MNCH) stakeholders' engagement event. An evidence to policy self-assessment questionnaire was used to assess the capacity of forty MNCH policy makers to acquire, assess, adapt and apply research evidence for policy making. Low mean ratings were observed ranging from 2.68-3.53 on a scale of 5 for knowledge about initiating/conducting research and capacity to assess authenticity, validity, reliability, relevance and applicability of research evidence and for organizational capacity for promoting and using of research for policy making. There is need to institute policy makers' capacity development programmes to improve evidence-informed policymaking.

Effects of sustainable employability policies on organizational performance

NARCIS (Netherlands)

Kraan, K.O.; Sanders, J.

2015-01-01

Presentations on the 11th International Conference on Occupational Stress and Health. Session: organizational justice and sustainability: approaches and implications for performance and the bottom line. Interactive paper session: sustainability, occupational safety and health: developing a research

Return-to-Work Within a Complex and Dynamic Organizational Work Disability System.

Science.gov (United States)

Jetha, Arif; Pransky, Glenn; Fish, Jon; Hettinger, Lawrence J

2016-09-01

Background Return-to-work (RTW) within a complex organizational system can be associated with suboptimal outcomes. Purpose To apply a sociotechnical systems perspective to investigate complexity in RTW; to utilize system dynamics modeling (SDM) to examine how feedback relationships between individual, psychosocial, and organizational factors make up the work disability system and influence RTW. Methods SDMs were developed within two companies. Thirty stakeholders including senior managers, and frontline supervisors and workers participated in model building sessions. Participants were asked questions that elicited information about the structure of the work disability system and were translated into feedback loops. To parameterize the model, participants were asked to estimate the shape and magnitude of the relationship between key model components. Data from published literature were also accessed to supplement participant estimates. Data were entered into a model created in the software program Vensim. Simulations were conducted to examine how financial incentives and light duty work disability-related policies, utilized by the participating companies, influenced RTW likelihood and preparedness. Results The SDMs were multidimensional, including individual attitudinal characteristics, health factors, and organizational components. Among the causal pathways uncovered, psychosocial components including workplace social support, supervisor and co-worker pressure, and supervisor-frontline worker communication impacted RTW likelihood and preparedness. Interestingly, SDM simulations showed that work disability-related policies in both companies resulted in a diminishing or opposing impact on RTW preparedness and likelihood. Conclusion SDM provides a novel systems view of RTW. Policy and psychosocial component relationships within the system have important implications for RTW, and may contribute to unanticipated outcomes.

Professionals' Perspectives on Organizational Factors that Support or Hinder the Successful Implementation of Family-Centered Practice

Science.gov (United States)

Wright, Alexandra; Hiebert-Murphy, Diane; Trute, Barry

2010-01-01

This article presents findings from an exploratory, qualitative study whose objective was to identify professionals' perceptions of organizational factors that support or hinder the implementation of family-centered practice (FCP). Two disability services organizations in Manitoba, Canada, were selected as the research sites. In 2002, all staff…

Development scenarios for organizational memory information systems

NARCIS (Netherlands)

Wijnhoven, Alphonsus B.J.M.

1999-01-01

Well-managed organizational memories have been emphasized in the recent management literature as important sources for business success. Organizational memory infonnation systems (OMIS) have been conceptualized as a framework for information technologies to support these organizational memories.

The Impact of Organizational Commitment and Nursing Organizational Culture on Job Satisfaction in Korean American Registered Nurses.

Science.gov (United States)

Kim, Young Im; Geun, Hyo Geun; Choi, SookJa; Lee, Young Sil

2016-09-01

This study aimed to describe the perceived level of organizational commitment and organizational culture of Korean American Registered Nurses (KARNs) and to investigate predictors of job satisfaction. A total of 163 KARNs working in U.S. hospitals responded to a Web survey. Descriptive analysis, t test, analysis of variance, and stepwise regressions were used for data analysis. KARNs reported moderate levels of job satisfaction (3.5 ± 0.58). Job satisfaction was positively correlated with both organizational commitment (r = .85, p Organizational commitment, culture, marital status, and workplace were significant predictors of and explained 76.8% of the variance in job satisfaction. This study provides evidence to help nursing managers and health policy makers develop educational programs aimed at enhancing job satisfaction and retention of KARNs. © The Author(s) 2016.

Interaction of core self-evaluations and perceived organizational support on work-to-family enrichment.

Science.gov (United States)

McNall, Laurel A; Masuda, Aline D; Shanock, Linda Rhoades; Nicklin, Jessica M

2011-01-01

The purpose of this article was to offer an empirical test of J. H. Greenhaus and G. N. Powell's (2006) model of work-family enrichment by examining dispositional (i.e., core self-evaluations; CSEs) and situational (i.e., perceived organizational support; POS) factors associated with work-to-family enrichment (WFE) and whether these variables interact in predicting WFE. In a survey of 220 employed adults, our hierarchical regression analysis revealed that in highly supportive work environments, individuals reported high WFE regardless of CSE. However, when POS was low, individuals high in CSEs reported higher WFE than those low in CSEs, in support of conservation of resources theory (S. E. Hobfoll, 2002). Implications for research and practice are discussed.

Empowering leadership, perceived organizational support, trust, and job burnout for nurses: a study in an Italian general hospital.

Science.gov (United States)

Bobbio, Andrea; Bellan, Maria; Manganelli, Anna Maria

2012-01-01

A strong nursing leadership that instills trust in the leader and in the organization is an important component for an effective leadership, particularly for health care organizations, because trust defines the heart of health care workplaces by promoting patient safety, excellence in care, recruitment, and retention of the nursing staff. This study aimed to test the impact of perceived empowerment leadership style expressed by the nurse supervisor, nurses' perceived organizational support, trust in the leader, and trust in the organization on nurses' job burnout. A group of 273 nurses from an Italian public general hospital took part in a cross-sectional study on a voluntary basis by filling out an anonymous questionnaire. Empowering leadership was an important predictor of trust in the leader. Trust in the organization was influenced by perceived organizational support and by the Informing dimension of the empowering leadership style. Trust in the leader and trust in the organization showed a negative impact on job burnout and also mediated the effects of some empowering leadership dimensions and perceived organizational support on job burnout. The central role of trust in health care organizations was corroborated, as well as the beneficial effects of adopting specific features of empowerment leadership behaviors toward the nursing staff. Empowering leadership could be successfully proposed in training programs directed to nurses' supervisors and health care managers.

Knowledge, risk, and policy support: Public perceptions of nuclear power

International Nuclear Information System (INIS)

Stoutenborough, James W.; Sturgess, Shelbi G.; Vedlitz, Arnold

2013-01-01

Nuclear energy was becoming increasingly popular as an alternative to air polluting fossil fuel technologies through the latter half of the 2000s. The tragic events of March 11, 2011 in Fukushima, Japan appear to have instantly killed any momentum the nuclear industry had gained. While unfortunate, many argue that nuclear power is still a safe alternative and that the Fukushima disaster resulted from insufficient safety regulations in Japan, a problem that does not exist in the United States. This project examines U.S. public support for nuclear energy one year after the Fukushima tragedy, seeking to understand the influence of knowledge and risk perceptions on policy support. We evaluate public support for nuclear energy policy from several perspectives using risk and attitudinal measurements that are more specific than often found in the literature to obtain a greater understanding of the connection between policy and risk. -- Highlights: •Paper evaluates US public support for nuclear energy1 year after Fukushima tragedy. •Attitudinal indicators are significant predictors of nuclear power policy support. •People more knowledgeable about energy issues are more supportive of nuclear energy. •Perceptions of risk exert varying influence on support for nuclear power. •Specific attitude and risk indicators permit nuanced insight into their influence

An Affinity-to-Commons Model of Public Support For Environmental Energy Policy

International Nuclear Information System (INIS)

Merrill, Ryan; Sintov, Nicole

2016-01-01

As atmospheric CO_2 continues to rise above 450 PPM, policymakers struggle with uncertainty concerning predictors of citizen support for environmental energy policies (EEPs) and preferences for their design, topics which have received limited attention in empirical literature. We present an original model of policy support based on citizens’ affinity-to-commons: pathways by which individuals enjoy natural public goods that in turn shape preferences between alternative policy mechanisms. We evaluate this model using a survey of southern California electricity customers, with results indicating the model's utility in predicting public support of EEP. Stronger community ties are associated with preferences for “pull”-type subsidies, whereas stronger connections to natural commons are linked to support for both “pull” and “push”-type sanctions. Findings have implications for coalition building as advocates may engender support for green energy policy by framing sanctions as protecting natural commons, and framing subsidies either in this same way and/or as producing benefits for communities. - Highlights: • A commons-oriented model of citizen support for environmental energy policy is proposed (Thaler (2012)). • A factor analysis identifies local tax shifts, green subsidies, and energy taxes (Schultz et al. (1995)). • Community connections predict support for policies with employing subsidies (Sabatier (2006)). • Connection to nature predicts support for policies using both sanctions and subsidies. (Stern et al. (1999)).

Organizational Change Around an Older Workforce.

Science.gov (United States)

Moen, Phyllis; Kojola, Erik; Schaefers, Kate

2017-10-01

Demographic, economic, political, and technological transformations-including an unprecedented older workforce-are challenging outdated human resource logics and practices. Rising numbers of retirement-eligible Boomers portend a loss of talent, skills, and local knowledge. We investigate organizational responses to this challenge-institutional work disrupting age-graded mindsets and policies. We focus on innovative U.S. organizations in the Minneapolis-St. Paul region in the state of Minnesota, a hub for businesses and nonprofits, conducting in-depth interviews with informants from a purposive sample of 23 for-profit, nonprofit, and government organizations. Drawing on an organizational change theoretical approach, we find organizations are leading change by developing universal policies and practices, not ones intentionally geared to older workers. Both their narratives and strategies-opportunities for greater employee flexibility, training, and scaling back time commitments-suggest deliberate disrupting of established age-graded logics, replacing them with new logics valuing older workers and age-neutral approaches. Organizations in the different sectors studied are fashioning uniform policies regardless of age, exhibiting a parallel reluctance to delineate special policies for older workers. Developing new organizational logics and practices valuing, investing in, and retaining older workers is key 21st century business challenges. The flexibility, training, and alternative pathways offered by the innovative organizations we studied point to fruitful possibilities for large-scale replacement of outdated age-biased templates of work, careers, and retirement. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

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

Gender and the Perceived Equity - Perceived Organizational Support Link in Egypt

Directory of Open Access Journals (Sweden)

Mohamed Hossameldin KHALIFA

2017-11-01

Full Text Available This study aimed at examining the relationships between perceived internal and external salary equities as independent variables, and perceived organizational support (POS as a dependent variable among Egyptian employees. Another objective was to investigate the moderation effect of gender on the aforementioned relationships. Data was obtained using a direct survey of 115 Egyptian employees drawn from a variety of industries. Findings suggest that both facets of perceived salary equity (internal and external have positive relationships with POS. Findings further suggest that the relationship between perceived internal salary equity and POS is stronger among males. Theoretical contributions, study limitations, as well as recommendations for future research are discussed.

Organizational Learning Supported by Reference Architecture Models

DEFF Research Database (Denmark)

Nardello, Marco; Møller, Charles; Gøtze, John

2017-01-01

of an emerging technical standard specific for the manufacturing industry. Global manufacturing experts consider the Reference Architecture Model Industry 4.0 (RAMI4.0) as one of the corner stones for the implementation of Industry 4.0. The instantiation contributed to organizational learning in the laboratory...

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....

Effects of subordinate feedback to the supervisor and participation in decision-making in the prediction of organizational support.

Science.gov (United States)

1992-03-01

The present study tested the hypothesis that participation in decision-making (PDM) and perceived effectiveness of subordinate feedback to the supervisor would contribute unique variance in the prediction of perceptions of organizational support. In ...

Institutional and Policy Support for Tourism Social Entrepreneurship

DEFF Research Database (Denmark)

Dredge, Dianne

2017-01-01

the characteristics of supportive institutional and policy environments for tourism social entrepreneurship. It argues that governments can contribute in two broad ways to creating the conditions for tourism social entrepreneurship to flourish: they can develop policies that support and encourage the development......There is no question that poverty, social and economic marginalization are contributing to a growing gap between rich and poor, and that international agencies, governments and the private sector have failed to substantially address these issues. The aim of this chapter is to examine...... and operation of social enterprises as part of an inclusive and sustainable tourism system, and they can assist in the creation of institutional conditions that encourage, legitimize and synergize social entrepreneurship. The chapter offers concrete considerations for policy makers in terms of making...

ORGANIZATIONAL CAPITAL THEORY EXPRESSION OF ELECTRONIC HEALTH

Directory of Open Access Journals (Sweden)

Tomas Vedlūga

2017-03-01

Full Text Available Implementation of e-health is a very difficult and complex process in terms of health policy that requires both organizational ability to meet market requirements and well-managed internal communication, which is carried out through organizational capital and high organizational culture and philosophy. This process requires a change in the organizational processes of health care institutions, ensuring the management and use of health information in order to improve the functioning of health care institutions. Scientists emphasize that health care institutions, with a high organizational capital can effectively promote the development of e-health, by consistently improving the quality of health care services and increasing the confidence and sense of security by enhancing the individual‘s ability to become more involved in the health care system. Nevertheless, in Lithuania, the progress of health care institutions in the field of e-health varies significantly, therefore, different tendencies of e-health care indicators tend to be related to organizational capital. Organizational capital covering the various dimensions of social context analysis, and organizational capital theory is a paradigm that attempts to explain the e-health inequalities at the level of organizations. This paper has evaluated the organizational capital theory expression of the e-health level, to identify and analyze organizational capital assessment indices in the field of e-health and modeled organizational capital assessment scheme.

Extending SQL to Support Privacy Policies

Science.gov (United States)

Ghazinour, Kambiz; Pun, Sampson; Majedi, Maryam; Chinaci, Amir H.; Barker, Ken

Increasing concerns over Internet applications that violate user privacy by exploiting (back-end) database vulnerabilities must be addressed to protect both customer privacy and to ensure corporate strategic assets remain trustworthy. This chapter describes an extension onto database catalogues and Structured Query Language (SQL) for supporting privacy in Internet applications, such as in social networks, e-health, e-governmcnt, etc. The idea is to introduce new predicates to SQL commands to capture common privacy requirements, such as purpose, visibility, generalization, and retention for both mandatory and discretionary access control policies. The contribution is that corporations, when creating the underlying databases, will be able to define what their mandatory privacy policies arc with which all application users have to comply. Furthermore, each application user, when providing their own data, will be able to define their own privacy policies with which other users have to comply. The extension is supported with underlying catalogues and algorithms. The experiments demonstrate a very reasonable overhead for the extension. The result is a low-cost mechanism to create new systems that arc privacy aware and also to transform legacy databases to their privacy-preserving equivalents. Although the examples arc from social networks, one can apply the results to data security and user privacy of other enterprises as well.

The relationships between psychological strain, organizational support, affective commitment and turnover intentions of highly educated hospitality employees

NARCIS (Netherlands)

Tromp, D.M.; Rheede, van A.; Blomme, R.J.

2010-01-01

Turnover of highly educated employees in the hospitality industry is growing rapidly. A predictor of turnover in the hospitality industry recently put forward, but not yet fully researched, is psychological strain. This chapter investigates the role of psychological strain and organizational support

TTI Phase 2 Institutional Support: Makerere Institute of Social ...

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

This will help them consolidate their role as credible development actors in their countries, and in some cases, regionally and internationally. For MISR, this project will help enhance its research quality, organizational performance, and policy engagement. Centre of excellence in Uganda Through this support over the next ...

The Relationship between Organizational Support, Work-Family Conflict, and the Job-Life Satisfaction of University Coaches

Science.gov (United States)

Dixon, Marlene A.; Sagas, Michael

2007-01-01

This study examined the relationship between organizational support, work-family conflict, and job and life satisfaction among coaches. Data from collegiate head coaches with families (N = 253) were gathered through a mailed questionnaire. Results from a series of covariance structure models indicated that a partially mediated model was the best…

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

Science.gov (United States)

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

Science.gov (United States)

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

Rationales for technology-specific RES support and their relevance for German policy

International Nuclear Information System (INIS)

Gawel, Erik; Lehmann, Paul; Purkus, Alexandra; Söderholm, Patrik; Witte, Katherina

2017-01-01

In order to achieve cost-effective RES-E deployment it is often argued that technology-neutral support schemes for renewables are indispensable. Against this background, RES-E support policies making widely use of technology differentiation in remuneration settings, e.g. across the EU, are frequently criticized from a theoretical point of view. However, in this paper we provide a systematic critique of the technology neutrality concept as a foundation for designing policy support schemes in the RES-E technology field. Specifically, the main objective of the paper is to scrutinize the arguments for technology-neutrality, and discuss three conceptual arguments for why technology-specific support schemes could in fact help minimize the societal costs of reaching future RES-E targets. We also briefly address different political economy concerns, which could constrain the choice of cost-effective policy support schemes, and that have to be taken into account for economic policy advice. For empirical illustration of the key arguments we refer to the case of German RES-E policy-making. The central conclusion from this paper is that technology-specific RES-E support schemes may generate significant economic benefits, particularly if technology markets work imperfectly and in second-best policy settings with additional non-internalized market failures. - Highlights: • Three theoretical cost-effectiveness reasons for technology-specific RES-E support. • German case study to show relevance of theoretical arguments for policy-making. • Political economy constraints to technology-neutral support are demonstrated. • Technology-specific RES-E support may generate significant economic benefits.

Pengaruh Dukungan Supervisor dan Pemberdayaan Terhadap Organizational Citizenship Behavior

Directory of Open Access Journals (Sweden)

Tinjung Desy Nursanti

2014-05-01

Full Text Available Study aims to determine and obtain a clear picture of supportive supervisor, empowerment, and organizational citizenship behavior; and to determine the impact of supportive supervisor and empowerment towards organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Research used explanatory survey method, while the sample was taken from employees of the company. Research instrument (questionnaires was used as primary data collection to explain the causal relationship between supportive supervisor and empowerment on organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Analysis used simple linear regression and multiple linear regression method. Result of this study shows that there is significant influence between supportive supervisor and empowerment towards organizational citizenship behavior.

Trialling an electronic decision aid for policy developers to support ageing well.

Science.gov (United States)

Cummings, Elizabeth; Ellis, Leonie; Tin, Eh Eh; Boyer, Kim; Orpin, Peter

2015-01-01

The complex process of developing policies and planning services requires the compilation and collation of evidence from multiple sources. With the increasing numbers of people living longer there will be a high demand for a wide range of aged care services to support people in ageing well. The premise of ageing well is based on providing an ageing population with quality care and resources that support their ongoing needs. These include affordable healthcare, end of life care improvement, mental health services improvement, care and support improvement for people with dementia, and support for healthy ageing. The National Health and Medical Research Council funded a research project to develop a policy tool to provide a framework to assist policy makers and service planners in the area of ageing well in rural and regional Australia. It was identified that development of an electronic version of the policy tool could be useful resulting in a small pilot development being undertaken and tested with policy makers and service planners. This paper describes the development and trialling of a tablet based application used to assess the acceptability of computerised forms for participants actively involved in policy development. It reports on the policy developer's experience of the electronic tool to support ageing well policy making based on evidence.

Organizational Enablers for Project Governance

DEFF Research Database (Denmark)

Müller, Ralf; Shao, Jingting; Pemsel, Sofia

and their relationships to organizational success. Based on these results, the authors discovered that organizational enablers (including key factors such as leadership, governance, and influence of project managers) have a critical impact on how organizations operate, adapt to market fluctuations and forces, and make......While corporate culture plays a significant role in the success of any corporation, governance and “governmentality” not only determine how business should be conducted, but also define the policies and procedures organizations follow to achieve business functions and goals. In their book......, Organizational Enablers for Project Governance, Ralf Müller, Jingting Shao, and Sofia Pemsel examine the interaction of governance and governmentality in various types of companies and demonstrate how these factors drive business success and influence project work, efficiency, and profitability. The data...

Organizational- and system-level characteristics that influence implementation of shared decision-making and strategies to address them - a scoping review.

Science.gov (United States)

Scholl, Isabelle; LaRussa, Allison; Hahlweg, Pola; Kobrin, Sarah; Elwyn, Glyn

2018-03-09

Shared decision-making (SDM) is poorly implemented in routine care, despite being promoted by health policies. No reviews have solely focused on an in-depth synthesis of the literature around organizational- and system-level characteristics (i.e., characteristics of healthcare organizations and of healthcare systems) that may affect SDM implementation. A synthesis would allow exploration of interventions to address these characteristics. The study aim was to compile a comprehensive overview of organizational- and system-level characteristics that are likely to influence the implementation of SDM, and to describe strategies to address those characteristics described in the literature. We conducted a scoping review using the Arksey and O'Malley framework. The search strategy included an electronic search and a secondary search including gray literature. We included publications reporting on projects that promoted implementation of SDM or other decision support interventions in routine healthcare. We screened titles and abstracts, and assessed full texts for eligibility. We used qualitative thematic analysis to identify organizational- and system-level characteristics. After screening 7745 records and assessing 354 full texts for eligibility, 48 publications on 32 distinct implementation projects were included. Most projects (N = 22) were conducted in the USA. Several organizational-level characteristics were described as influencing the implementation of SDM, including organizational leadership, culture, resources, and priorities, as well as teams and workflows. Described system-level characteristics included policies, clinical guidelines, incentives, culture, education, and licensing. We identified potential strategies to influence the described characteristics, e.g., examples how to facilitate distribution of decision aids in a healthcare institution. Although infrequently studied, organizational- and system-level characteristics appear to play a role in the

Redesigning a Ministry of Health's organizational structure: exploring implementation challenges through Botswana's experiences.

Science.gov (United States)

Seitio-Kgokgwe, Onalenna; Gauld, Robin D C; Hill, Philip C; Barnett, Pauline

2016-04-01

The Botswana's Ministry of Health redesigned and adopted a new organizational structure in 2005, which was poorly implemented. This article explores factors that influenced the implementation of this organizational structure. This article draws from data collected through in-depth interviews with 54 purposively selected key informants comprising policy makers, senior managers and staff of the Ministry of Health (N = 40) and senior officers from various stakeholder organizations (N = 14). Participants generally felt that the review of the Ministry of Health organizational structure was important. The previous structure was considered obsolete with fragmented functions that limited the overall performance of the health system. The new organizational structure was viewed to be aligned to current national priorities with potential to positively influence performance. Some key weaknesses identified included lack of consultation and information sharing with workers during the restructuring process, which affected the understanding of their new roles, failure to mobilize key resources to support implementation of the new structure and inadequate monitoring of the implementation process. Redesigning an organizational structure is a major change. There is a need for effective and sustained leadership to plan, direct, coordinate, monitor and evaluate the implementation phase of the reform. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

[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.

Organizational commitment and job satisfaction among nurses in Serbia: a factor analysis.

Science.gov (United States)

Veličković, Vladica M; Višnjić, Aleksandar; Jović, Slađana; Radulović, Olivera; Šargić, Čedomir; Mihajlović, Jovan; Mladenović, Jelena

2014-01-01

One of the basic prerequisites of efficient organizational management in health institutions is certainly monitoring and measuring satisfaction of employees and their commitment to the health institution in which they work. The aim of this article was to identify and test factors that may have a predictive effect on job satisfaction and organizational commitment. We conducted a cross-sectional study that included 1,337 nurses from Serbia. Data were analyzed by using exploratory factor analysis, multivariate regressions, and descriptive statistics. The study identified three major factors of organizational commitment: affective commitment, disloyalty, and continuance commitment. The most important predictors of these factors were positive professional identification, extrinsic job satisfaction, and intrinsic job satisfaction (p job satisfaction and organizational commitment were identified as well; the most important of which was positive professional identification (p job satisfaction and organizational commitment of nurses, which formed a good basis for the creation of organizational management policy and human resource management policy in health institutions in Serbia. Copyright © 2014 Elsevier Inc. All rights reserved.

From one to two – a possible model of organizational development and development of organizational capabilities

OpenAIRE

M. Somosi Veres

2013-01-01

The business management of most successful companies is a result of the coordinated operation of the processes, organizational structure, supporting systems and employees which make up the organizational capabilities of the company. Within the business processes, this includes development and continuous improvement of key internal rules and regulations, the division of spheres of power and responsibility, the requirements and the operation of fundamental checkpoints for organizational units, ...

Managerial and Organizational Discourses of Workplace Bullying.

Science.gov (United States)

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-09-01

To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. This study used discourse analysis to analyze interview data and policy documents. There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies.

An Analysis of the Organizational Structures Supporting PPBE within the Military Departments

National Research Council Canada - National Science Library

Hill, Tiffany F

2008-01-01

... differently. Using Mintzberg's theory on organizational structures and Nadler and Tushman's congruence model, an analysis of each department's financial management organizational structure was conducted...

ORGANIZATIONAL CULTURE AND MANAGEMENT CULTURE

OpenAIRE

Tudor Hobeanu; Loredana Vacarescu Hobeanu

2010-01-01

Communication reveals the importance of organizational culture and management culture supported by the remarkable results in economic and social level of organization. Their functions are presented and specific ways of expression levels of organizational culture and ways of adapting to the requirements of the organization's management culture.

The Contextual Antecedents of Organizational Trust

DEFF Research Database (Denmark)

Li, Peter Ping; Bai, Yuntao; Xi, Youmin

2012-01-01

In this article we seek to explore the contextual antecedents of organizational trust. In light of the complex links between organizational contexts and organizational behaviours, we focus on the effects of the three most critical contextual antecedents, i.e., leadership role, structural rule...... in China, lent support for our multidimensional cross-level model of context–trust–behaviour link. We extend the research on organizational trust by treating it as a cross-level phenomenon and by specifying its core contextual antecedents and behavioural consequences....

An organizational metamodel for hospital emergency departments.

Science.gov (United States)

Kaptan, Kubilay

2014-10-01

I introduce an organizational model describing the response of the hospital emergency department. The hybrid simulation/analytical model (called a "metamodel") can estimate a hospital's capacity and dynamic response in real time and incorporate the influence of damage to structural and nonstructural components on the organizational ones. The waiting time is the main parameter of response and is used to evaluate the disaster resilience of health care facilities. Waiting time behavior is described by using a double exponential function and its parameters are calibrated based on simulated data. The metamodel covers a large range of hospital configurations and takes into account hospital resources in terms of staff and infrastructures, operational efficiency, and the possible existence of an emergency plan; maximum capacity; and behavior both in saturated and overcapacitated conditions. The sensitivity of the model to different arrival rates, hospital configurations, and capacities and the technical and organizational policies applied during and before a disaster were investigated. This model becomes an important tool in the decision process either for the engineering profession or for policy makers.

Organizational Actively Management for Opportunity Hunting

Directory of Open Access Journals (Sweden)

Nasser Fegh-hi FARAHMAND

2012-03-01

Full Text Available Organizational Actively Management (OAM is the responsibility of every manager. Because, an approach for OAM is becoming more widely accepted is a community-based development approach. In Opportunity Hunting Approach (OHA, OAM is the responsibility of every manager for his/her actions. OAM is using from top to bottom development model. According to the survey of market and customers, after understand customers’ needs, organization then decide how the quality policy and target will develop, from there the actively management system can be developed. The aim of this study in field of organizational actively management and policy of it can provide the specific process required for setting up and monitoring the actively target. As it also is customer-oriented, it aims to improve customer satisfaction. In addition, the actively target should be set up and implemented within every organization department and at each level, in accordance with actively policy. Furthermore, organization should develop the actively management system, in order to conform to general requirements and actively target.

Turning a Blind Eye: Public Support of Emergency Housing Policies for Sex Offenders.

Science.gov (United States)

Socia, Kelly M; Dum, Christopher P; Rydberg, Jason

2017-07-01

In this study, we examine the influences of citizen decision making in the context of four policy scenarios that would affect the living conditions of sex offenders (SOs) residing at an "emergency shelter" budget motel. We surveyed 773 citizens in an online survey about their support for four policy scenarios that would improve the living conditions of SOs: (a) at no cost to the respondent, (b) in exchange for a US$100 tax increase, and (c) by relocating SOs within the respondent's neighborhood (i.e., "in my backyard"/IMBY scenario). The fourth scenario involved moving nearby SOs into substandard housing located far away from the respondent (i.e., "not in my backyard"/NIMBY). While prior research finds that the public overwhelmingly supports punitive SO policies, we find that indifference is a mainstay of public opinion about improving SO housing conditions. That is, we find only modest levels of average support for any of the policy scenarios, and policy support decreased when increased taxes would be involved, compared with a "no cost" scenario. While no respondent characteristics significantly predicted policy support consistently across all four scenarios, some scenarios showed stark differences in support when considering specific respondent characteristics. Overall, these results suggest that what does affect support depends on the details of the policy being proposed, as well as who is considering the policy. We end by discussing the policy implications of our study for both policymakers and the public.

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

Science.gov (United States)

Altuntas, Serap; Baykal, Ulku

2010-06-01

conscientiousness, civic virtue, altruism, and courtesy, whereas it had no effect on sportsmanship behavior. Nurse managers should introduce studies to improve their subordinates' organizational trust to ensure that they develop organizational citizenship behaviors, and they should support them in this process. These topics for nursing services will provide guidance to managers, particularly to managers of nursing services, in establishing processes to predict nurses' organizational commitment, job satisfaction, performance, intention to leave, and other relevant issues.

Empowerment of Non-Academic Personnel in Higher Education: Exploring Associations with Perceived Organizational Support for Innovation and Organizational Trust

Science.gov (United States)

Lau, Wing Keung Jason

2010-01-01

Employee empowerment has long been associated with organizational outcomes such as innovation, greater effectiveness, and better performance. Non-academic professional employees in higher education are responsible for the important day-to-day operations of a university; therefore, organizational strategies such as employee empowerment that…

Evaluating organizational change in health care: the patient-centered hospital model.

Science.gov (United States)

Fiorio, Carlo V; Gorli, Mara; Verzillo, Stefano

2018-02-08

An increasing number of hospitals react to recent demographic, epidemiological and managerial challenges moving from a traditional organizational model to a Patient-Centered (PC) hospital model. Although the theoretical managerial literature on the PC hospital model is vast, quantitative evaluations of the performance of hospitals that moved from the traditional to the PC organizational structure is scarce. However, quantitative analysis of effects of managerial changes is important and can provide additional argument in support of innovation. We take advantage of a quasi-experimental setting and of a unique administrative data set on the population of hospital discharge charts (HDCs) over a period of 9 years of Lombardy, the richest and one of the most populated region of Italy. During this period three important hospitals switched to the PC model in 2010, whereas all the others remained with the functional organizational model. This allowed us to develop a difference-in-difference analysis of some selected measures of efficiency and effectiveness for PC hospitals focusing on the "between-variability" of the 25 major diagnostic categories (MDCs) in each hospital and estimating a difference-in-difference model. We contribute to the literature that addresses the evaluation of healthcare and hospital change by providing a quantitative estimation of efficiency and effectiveness changes following to the implementation of the PC hospital model. Results show that both efficiency and effectiveness have significantly increased in the average MDC of PC hospitals, thus confirming the need for policy makers to invest in new organizational models close to the principles of PC hospital structures. Although an organizational change towards the PC model can be a costly process, implying a rebalancing of responsibilities and power among hospital personnel (e.g. medical and nursing staff), our results suggest that changing towards a PC model can be worthwhile in terms of both

A Study of Milk Support Policies in the European Union and in Turkey

Directory of Open Access Journals (Sweden)

Özlem Toplu YILMAZ

2017-06-01

Full Text Available This paper is an analysis of milk support policy in the European Union and in Turkey. Turkey’s adaptation of its milk policy to the Common Agricultural Policy of European Union is on the agenda since Turkey has been a candidate country in 1999. Regarding that the Common Agricultural Policy has been reformed many times, Turkey has to adapt its milk sector to a changing policy. Turkey, on the other hand, pursues different support policy in the milk sector. The producers, who are registered in the Farming Registration System, receive milk incentive premiums. There are no similarities between Turkish milk support policy and European Union’s milk support policy. According to the last progress reports, Turkey has to improve Farming Registration System. Turkey has to adjust milk production process to the European Union standards. Furthermore, in the accession process, Turkey plans to increase consumption and also needs to promote milk and milk products producers’ organizations.

Assessing the impact of information and framing on support for climate policy action

International Nuclear Information System (INIS)

Hatfield-Dodds, Steve

2007-01-01

Full text: A significant share of the public appears mislead by the way the economic impacts of emissions reductions are traditionally communicated. This misunderstanding is associated with reduced support for policy action, and risks long term climate impacts that would be avoided if results were communicated properly. Correct this basis appears likely to have a larger effect on attitudes than new research and information on the impacts of climate change. Government action to achieve deep cuts in greenhouse gas emissions - like other major policy changes -depends on public support, which in turn depends on perceptions of policy impacts. This paper reports research exploring the effect of three factors on support for policy action: the way that policy impacts are described; the magnitude of these impacts, and additional information on climate change impacts, provided internally through the surveys and externally through the release of An Inconvenient Truth and media coverage of the Stern Report (2006). The research used split sample phone and internet surveys (n = 4264) conducted in Australia and New Zealand in four waves from April to December 2006. The study gives rise to four major findings: Support for policy action is sensitive to the magnitude of expected economic impacts, with predicted support varying from 27% to 84% across the different levels of policy impact presented; Current approaches to communicating policy impacts are associated with public support for policy action being 8-10% lower than it would be if policy impacts were well communicated. This bias may be corrected by describing policy impacts in terms of changes relative to current levels - stating that incomes continue to rise - as well as describing impacts relative to the base case; The reduction in support associated with these biases is much larger than the increase in support associated with providing credible additional information on the impacts of climate change; Significantly more than

The role of emotion in global warming policy support and opposition.

Science.gov (United States)

Smith, Nicholas; Leiserowitz, Anthony

2014-05-01

Prior research has found that affect and affective imagery strongly influence public support for global warming. This article extends this literature by exploring the separate influence of discrete emotions. Utilizing a nationally representative survey in the United States, this study found that discrete emotions were stronger predictors of global warming policy support than cultural worldviews, negative affect, image associations, or sociodemographic variables. In particular, worry, interest, and hope were strongly associated with increased policy support. The results contribute to experiential theories of risk information processing and suggest that discrete emotions play a significant role in public support for climate change policy. Implications for climate change communication are also discussed. © 2013 Society for Risk Analysis.

Information systems supported organizational learning as a competitive advantage

Directory of Open Access Journals (Sweden)

Jose Manuel Arias

2013-07-01

Full Text Available Purpose: The purpose of this paper is to analyze the characteristics that make information systems useful in gathering and processing information with the aim of organizational learning and subsequent structural adaptation for better fitting to market requirements. Design/methodology/approach: Adaptation is a must when turning to foster the competitiveness and sustainability of the organization. Findings and Originality/value: It is clear that information systems can really create a difference in the way an organization acquires information from its environment and from itself in order to achieve a high-quality decision taking process. Research limitations/implications: Organizations have to look inside themselves in order to ensure the comprehension of their core competencies and the way they carry them out. Practical implications: Organizational learning is one of the means employed by organizations to get adapted to their surrounding environment. Social implications: Systems engineering techniques can be applied in order to leverage these core competencies and make organizations adaptable to the organizational environment requirements through the use of information systems. Originality/value: To obtain competitive advantages in the market. Keywords: competitive advantage, information systems, knowledge management, & the learning organization.

Prevention in Mental Health: Organizational and Ideological Perspectives.

Science.gov (United States)

Walsh, Joseph A.

1982-01-01

Studied 33 community mental health centers to determine what types of organizational variables and ideological factors might affect whether a community health center conducted prevention programs. Results indicated organizational support and ideological support of mental health professionals were critical variables for prevention programs.…

The development of an online decision support tool for organizational readiness for change.

Science.gov (United States)

Khan, Sobia; Timmings, Caitlyn; Moore, Julia E; Marquez, Christine; Pyka, Kasha; Gheihman, Galina; Straus, Sharon E

2014-05-10

Much importance has been placed on assessing readiness for change as one of the earliest steps of implementation, but measuring it can be a complex and daunting task. Organizations and individuals struggle with how to reliably and accurately measure readiness for change. Several measures have been developed to help organizations assess readiness, but these are often underused due to the difficulty of selecting the right measure. In response to this challenge, we will develop and test a prototype of a decision support tool that is designed to guide individuals interested in implementation in the selection of an appropriate readiness assessment measure for their setting. A multi-phase approach will be used to develop the decision support tool. First, we will identify key measures for assessing organizational readiness for change from a recently completed systematic review. Included measures will be those developed for healthcare settings (e.g., acute care, public health, mental health) and that have been deemed valid and reliable. Second, study investigators and field experts will engage in a mapping exercise to categorize individual items of included measures according to key readiness constructs from an existing framework. Third, a stakeholder panel will be recruited and consulted to determine the feasibility and relevance of the selected measures using a modified Delphi process. Fourth, findings from the mapping exercise and stakeholder consultation will inform the development of a decision support tool that will guide users in appropriately selecting change readiness measures. Fifth, the tool will undergo usability testing. Our proposed decision support tool will address current challenges in the field of organizational change readiness by aiding individuals in selecting a valid and reliable assessment measure that is relevant to user needs and practice settings. We anticipate that implementers and researchers who use our tool will be more likely to conduct

Strengthening capacity to apply health research evidence in policy making: experience from four countries

Science.gov (United States)

Hawkes, Sarah; K Aulakh, Bhupinder; Jadeja, Nidhee; Jimenez, Michelle; Buse, Kent; Anwar, Iqbal; Barge, Sandhya; Odubanjo, M Oladoyin; Shukla, Abhay; Ghaffar, Abdul; Whitworth, Jimmy

2016-01-01

Increasing the use of evidence in policy making means strengthening capacity on both the supply and demand sides of evidence production. However, little experience of strengthening the capacity of policy makers in low- and middle- income countries has been published to date. We describe the experiences of five projects (in Bangladesh, Gambia, India and Nigeria), where collaborative teams of researchers and policy makers/policy influencers worked to strengthen policy maker capacity to increase the use of evidence in policy. Activities were focused on three (interlinked) levels of capacity building: individual, organizational and, occasionally, institutional. Interventions included increasing access to research/data, promoting frequent interactions between researchers and members of the policy communities, and increasing the receptivity towards research/data in policy making or policy-implementing organizations. Teams were successful in building the capacity of individuals to access, understand and use evidence/data. Strengthening organizational capacity generally involved support to infrastructure (e.g. through information technology resources) and was also deemed to be successful. There was less appetite to address the need to strengthen institutional capacity—although this was acknowledged to be fundamental to promoting sustainable use of evidence, it was also recognized as requiring resources, legitimacy and regulatory support from policy makers. Evaluation across the three spheres of capacity building was made more challenging by the lack of agreed upon evaluation frameworks. In this article, we propose a new framework for assessing the impact of capacity strengthening activities to promote the use of evidence/data in policy making. Our evaluation concluded that strengthening the capacity of individuals and organizations is an important but likely insufficient step in ensuring the use of evidence/data in policy-cycles. Sustainability of evidence

Perceived organizational support and extra-role performance: which leads to which?

Science.gov (United States)

Chen, Zhixia; Eisenberger, Robert; Johnson, Kelly M; Sucharski, Ivan L; Aselage, Justin

2009-02-01

L. Rhoades and R. Eisenberger (2002) reported the meta-analytic finding of a highly statistically significant relation between perceived organizational support (POS) and performance but concluded that the reviewed studies' methodology allowed no conclusion concerning the direction of the association. To investigate this issue, the authors assessed POS and extra-role performance 2 times, separated by a 3-year interval, among 199 employees of an electronic and appliance sales organization. Using a cross-lagged panel design, the authors found that POS was positively associated with a temporal change in extra-role performance. In contrast, the relation between extra-role performance and temporal change in POS was not statistically significant. These findings provide evidence that POS leads to extra-role performance.

Supporting Biotechnology Regulatory Policy Processes in Southeast ...

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

Supporting Biotechnology Regulatory Policy Processes in Southeast Asia. Biotechnology innovations or bio-innovations can provide solutions to problems associated with food security, poverty and environmental degradation. Innovations such as genetically engineered (GE) crops can increase food production and ...

The Effect of Perceiving a Calling on Pakistani Nurses' Organizational Commitment, Organizational Citizenship Behavior, and Job Stress.

Science.gov (United States)

Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen

2018-03-01

People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

Organizational structures of companies versus project management effectiveness

OpenAIRE

Joanna Haffer

2012-01-01

An organizational structure, indicated as one out of the four main organizational conditions supporting project management, has an essential meaning for project execution. This article, based on the research results, describes different organizational structures of project-orientated enterprises, enumerating their advantages and disadvantages, and reveals the influence of inter-organizational relations on project management effectiveness in enterprises operating in Poland. The results indicat...

The relationships among perceived organizational support, intention to remain, career success and self-esteem in Chinese male nurses

Directory of Open Access Journals (Sweden)

Jing-ying Liu

2015-12-01

Conclusion: Hospitals should pay more attention to the benefits of positive personality trait on working motivation. It is meaningful to enhance perceived organizational support, career success and self-esteem in the working process so that nurses are willing to stay in the current employment.

Policies to Promote User Innovation

DEFF Research Database (Denmark)

Svensson, Peter; Hartmann, Rasmus Koss

and benefits of such policies. As a first empirical step to understanding such policies, this paper reports on the results of providing hospital clinicians with access to ‘makerspaces’, i.e. staffed facilities with prototyping tools and the expertise in using them. Findings suggest that almost all innovations...... developed in the makerspaces are user innovations; that the potential returns from the first 56 innovations developed in the makerspaces are 30-80 times the required investment; and that most of the innovations would not have been developed without access to makerspaces. Yet owing to lack of diffusion, only...... a limited share of potential returns is realized. This suggests that provision of makerspaces, at least in healthcare contexts, is a tremendously effective form of user-supporting innovation policy both from an organizational and societal perspective, but also that it might need to be supplemented...

ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

OpenAIRE

Blanca Giorgiana GRAMA; Daniela Nicoleta BOTONE

2014-01-01

This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB). The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an u...

How a Multidimensional View of Perceived Organizational Support Impacts Self-Efficacy and Task Understanding during Training for Boundary Spanning Tasks

National Research Council Canada - National Science Library

Wallace, Ronald S

2008-01-01

Perceived organizational support (POS), defined as how much employees feel the organization they work for cares for them and assists them in their needs, has been traditionally characterized in a single dimension...

The relationship between organizational culture and the health and wellbeing of hospital nurses worldwide: a mixed methods systematic review protocol.

Science.gov (United States)

Whitcombe, Anne; Cooper, Kay; Palmer, Emma

2016-06-01

The objective of this mixed methods systematic review is to examine the relationship between organizational culture and the health and wellbeing of hospital nurses, and to develop an aggregated synthesis of quantitative and qualitative systematic reviews to derive recommendations for policy and practice.Organizational culture comprises factors such as leadership, management and support, a health and safety oriented workplace climate and job characteristics.The quantitative component of this review will explore the relationship between organizational culture and the following outcomes in hospital nurses which may be indicators of health and wellbeing: work-related injury such as needlestick or sharp injuries, musculoskeletal injuries and conditions such as low back pain, burnout and general wellbeing.The qualitative component of this review will explore the perceptions of hospital nurses in relation to the impact of organizational culture on their own health and wellbeing and those of their nursing colleagues.

Food concerns and support for environmental food policies and purchasing.

Science.gov (United States)

Worsley, Anthony; Wang, Wei C; Burton, Melissa

2015-08-01

Consumer support for pro environmental food policies and food purchasing are important for the adoption of successful environmental policies. This paper examines consumers' views of food policy options as their predisposition to purchase pro environmental foods along with their likely demographic, educational and cognitive antecedents including food and environmental concerns and universalism values (relating to care for others and the environment). An online survey to assess these constructs was conducted among 2204 Australian adults in November 2011. The findings showed strong levels of support for both environmental food policies (50%-78% support) and pro environmental food purchasing (51%-69% intending to purchase pro environmental foods). Confirmatory factor analysis and structural equation modelling showed that different cognitive mediators exist along pathways between demographics and the two outcome variables. Support for food policy was positively related to food and environment concerns (std. Beta = 0.25), universalism (0.41), perceived control (0.07), and regulatory issues (0.64 but negatively with food security issues (-0.37). Environment purchasing intentions were positively linked to food and nutrition concerns (0.13), food and environment concerns (0.24), food safety concerns (0.19), food and animal welfare concerns (0.16), universalism (0.25), female gender (0.05), education (0.04), and perceived influence over the food system (0.17). In addition, health study in years 11 and 12 was positively related to the beginning of both of these pathways (0.07 for each). The results are discussed in relation to the opportunities that communications based on the mediating variables offer for the promotion of environmental food policies and purchasing. Copyright © 2015 Elsevier Ltd. All rights reserved.

Episodic memory and organizational strategy in free recall in unipolar depression: the role of cognitive support and executive functions.

Science.gov (United States)

Taconnat, Laurence; Baudouin, Alexia; Fay, Severine; Raz, Naftali; Bouazzaoui, Badiaa; El-Hage, Wissam; Isingrini, Michel; Ergis, Anne-Marie

2010-08-01

Executive functioning and memory impairment have been demonstrated in adults with depression. Executive functions and memory are related, mainly when the memory tasks require controlled processes (attentional resource demanding processes)--that is, when a low cognitive support (external aid) is provided. A cross-sectional study was carried out on 45 participants: 21 with depression, and 24 healthy controls matched for age, verbal ability, education level, and anxiety score. Cognitive support was manipulated by providing a categorized word list at encoding, presented either clustered (high cognitive support) or randomized (low cognitive support) to both depressed and healthy adults. The number of words recalled was calculated, and an index of clustering was computed to assess organizational strategies. Participants were also administered cognitive tests (executive functions, cognitive speed, and categorical fluency) to explore the mediators of organizational strategies. Depressed participants had greater difficulty recalling and organizing the words, but the differences between the two groups were reduced for both measures when high cognitive support was provided at encoding. Healthy adults performed better on all cognitive tests. Statistical analyses revealed that in the depressed group, executive functions were the only variable associated with clustering and only when low cognitive support was provided. These findings support the view that the decrement in executive function due to depression may lead to impairment in organization when this mnemonic strategy has to be self-initiated.

Organizational change: a study of the integrated customer support system at United States Transportation Command

OpenAIRE

Williams, Kim C.

2001-01-01

Open communication and organizational trust are important factors in the context of organizational technology change. Although previous research has addressed the relationship between technology change and open communication, and issues concerning organizational trust and open communication, few investigations adequately address the interplay between all factors simultaneously. The relationship between perceptions of organizational trust and communication, as well as other organizational vari...

The Impact of School-Wide Positive Behavioral Interventions and Supports (PBIS) on the Organizational Health of Elementary Schools

Science.gov (United States)

Bradshaw, Catherine P.; Koth, Christine W.; Bevans, Katherine B.; Ialongo, Nicholas; Leaf, Philip J.

2008-01-01

Positive Behavioral Interventions and Supports (PBIS) is a universal, school-wide prevention strategy that is currently implemented in over 7,500 schools across the nation to reduce disruptive behavior problems through the application of behavioral, social learning, and organizational behavioral principles. PBIS aims to alter school environments…

[Scale of organizational learning in schools. Organizational learning is a key element for the development of organizations].

Science.gov (United States)

López, Verónica; Ahumada, Luis; Olivares, Rodrigo; González, Alvaro

2012-05-01

Organizational learning is a key element for the development of organizations. School organizations are not exempt from this challenge and they currently face a highly dynamic and demanding context of education policies that emphasize the school's ability to learn. Thus, research on organizational learning in educational contexts requires valid instruments that are sensitive to the specifics of schools as organizations. In this study, we adapted and validated a scale of organizational learning in a sample of 119 Chilean municipal schools (N= 1,545). The results suggest a structural model made up of three factors: culture of learning, strategic clarity, and group learning. These factors predicted dimensions of educational achievement, as measured through the National Assessment System of Educational Achievement (SNED). Results are discussed in view of the literature on school improvement.

Contract-Based Transaction Management in Cross-Organizational Workflow Management

NARCIS (Netherlands)

Grefen, P.W.P.J.

Cross-organizational workflow management is an essential ingredient for process integration in virtual enterprises. To obtain cross-organizational workflow processes with robust semantics, these processes should be supported by highlevel cross-organizational transaction management. In this context,

Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?

Science.gov (United States)

Gyekye, Seth Ayim; Haybatollahi, Mohammad

2014-01-01

This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.'s (1998) and Blader and Tyler's (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed.

The Value in Comparing Organizational Fields and Forms

DEFF Research Database (Denmark)

Pinheiro, Rómulo; Ramirez, Francisco O.; Geschwind, Lars

2016-01-01

Following the spirit of an earlier volume in the series focusing on ‘Comparative Approaches to Organizational Research’, the mandate of the current volume is to provide a comparative account of dynamics across two organizational fields – health care and higher education – and, subsequently, two...... specific types of organizational forms – hospitals and universities. In so doing, we take a broader perspective encompassing various conceptual and theoretical points of departure emanating from, mostly, the institutional literature in the social sciences (and its various perspectives), but also from...... public policy and administration literatures – of relevance to scholars and the communities of practice working within either field. In this introductory paper to the volume, we provide a brief overview of developments across the two organizational fields and illuminate on the most important scholarly...

A Common Methodology: Using Cluster Analysis to Identify Organizational Culture across Two Workforce Datasets

Science.gov (United States)

Munn, Sunny L.

2016-01-01

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace,…

Empirically Supported Treatment’s Impact on Organizational Culture and Climate

Science.gov (United States)

Patterson-Silver Wolf, David A.; Dulmus, Catherine N.; Maguin, Eugene

2012-01-01

Objectives With the continued push to implement empirically supported treatments (ESTs) into community-based organizations, it is important to investigate whether working condition disruptions occur during this process. While there are many studies investigating best practices and how to adopt them, the literature lacks studies investigating the working conditions in programs that currently use ESTs. Method This study compared the culture and climate scores of a large organization’s programs that use ESTs and those programs indicating no EST usage. Results Of the total 55 different programs (1,273 frontline workers), 27 programs used ESTs. Results indicate that the programs offering an EST had significantly more rigid and resistant cultures, compared to those without any ESTs. In regard to climate, programs offering an EST were significantly less engaged, less functional, and more stressed. Conclusion Outcomes indicate a significant disruption in organizational culture and climate for programs offering ESTs. PMID:23243379

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.

Moderating Effects of Perceived Organizational Support on the Relationship between Job Satisfaction and Turnover Intentions for Recently Retrained USAF Enlisted Members

National Research Council Canada - National Science Library

Phelps, Jennifer A

2006-01-01

.... This study assessed the attitudinal variables of job satisfaction, perceived organizational support, and intent to stay in voluntarily retrained, involuntarily retrained, and non-retrained NCOs (n=1,093...

Digital terrain modelling development and applications in a policy support environment

CERN Document Server

Peckham, Robert Joseph

2007-01-01

This publication is the first book on the development and application of digital terrain modelling for regional planning and policy support. It is a compilation of research results by international research groups at the European Commission's Joint Research Centre providing scientific support to the development and implementation of EU environmental policy. Applications include the pan-European River and Catchment Database, European Flood Alert System, European Digital Soil Database and alternative solar energy resources, all discussed in a GIS framework in the context of the INfrastructure for SPatial InfoRmation in Europe (INSPIRE). This practice-oriented book is recommended to practicing environmental modellers and GIS experts working on regional planning and policy support applications.

Assessing a Norwegian translation of the Organizational Climate Measure.

Science.gov (United States)

Bernstrøm, Vilde Hoff; Lone, Jon Anders; Bjørkli, Cato A; Ulleberg, Pål; Hoff, Thomas

2013-04-01

This study investigated the Norwegian translation of the Organizational Climate Measure developed by Patterson and colleagues. The Organizational Climate Measure is a global measure of organizational climate based on Quinn and Rohrbaugh's competing values model. The survey was administered to a Norwegian branch of an international service sector company (N = 555). The results revealed satisfactory internal reliability and interrater agreement for the 17 scales, and confirmatory factor analysis supported the original factor structure. The findings gave preliminary support for the Organizational Climate Measure as a reliable measure with a stable factor structure, and indicated that it is potentially useful in the Norwegian context.

Organizational structures of companies versus project management effectiveness

Directory of Open Access Journals (Sweden)

Joanna Haffer

2012-12-01

Full Text Available An organizational structure, indicated as one out of the four main organizational conditions supporting project management, has an essential meaning for project execution. This article, based on the research results, describes different organizational structures of project-orientated enterprises, enumerating their advantages and disadvantages, and reveals the influence of inter-organizational relations on project management effectiveness in enterprises operating in Poland. The results indicate that the more a character of inter-organizational relations is heading towards project structure, the higher project management effectiveness is. In the next sequence the project management processes are supported by strong matrix structures, whereas the worst outcomes are provided by functional structures. Simultaneously, it was concluded that project structures are conducive to high advancement of project management processes, and among them, especially project risk management processes as well as communication, time and cost management processes.

32 CFR 989.5 - Organizational relationships.

Science.gov (United States)

2010-07-01

... 32 National Defense 6 2010-07-01 2010-07-01 false Organizational relationships. 989.5 Section 989... PROTECTION ENVIRONMENTAL IMPACT ANALYSIS PROCESS (EIAP) § 989.5 Organizational relationships. (a) The host... decision is made on the proposal and an action is undertaken. Support agreements should provide specific...

Exploring the Predictors of Organizational Preparedness for Natural Disasters.

Science.gov (United States)

Sadiq, Abdul-Akeem; Graham, John D

2016-05-01

There is an extensive body of research on the determinants of disaster preparedness at the individual and household levels. The same cannot be said for the organizational level. Hence, the purpose of this study is to shed light on the predictors of organizational preparedness for natural disasters. Since leaders of organizations have an incentive to overstate their level of preparedness and because surveys of organizational leaders suffer from selection bias and low response rates, we take the novel approach of interviewing employees about the organizations that employ them. Using an online survey, we collected information from a national sample of 2,008 U.S. employees and estimated the predictors of preparedness at the organizational level. We find, among other results, that organization size (facility level) is a consistent predictor of preparedness at the organizational level. We conclude with policy recommendations and outline an agenda for future research on organizational preparedness for natural disasters. © 2015 Society for Risk Analysis.

The Temporal Effect of Training Utility Perceptions on Adopting a Trained Method: The Role of Perceived Organizational Support

Science.gov (United States)

Madera, Juan M.; Steele, Stacey T.; Beier, Margaret

2011-01-01

The current study examined the temporal effect of perceived training utility on adoption of a trained method and how perceived organizational support influences the relationship between perceived training utility perceptions and adoption of a trained method. With the use of a correlational-survey-based design, this longitudinal study required…

Obstacles and Enablers on the Way towards Integrated Physical Activity Policies for Childhood Obesity Prevention: An Exploration of Local Policy Officials’ Views

Directory of Open Access Journals (Sweden)

Anna-Marie Hendriks

2016-01-01

Full Text Available Background. Limited physical activity (PA is a risk factor for childhood obesity. In Netherlands, as in many other countries worldwide, local policy officials bear responsibility for integrated PA policies, involving both health and nonhealth domains. In practice, its development seems hampered. We explore which obstacles local policy officials perceive in their effort. Methods. Fifteen semistructured interviews were held with policy officials from health and nonhealth policy domains, working at strategic, tactic, and operational level, in three relatively large municipalities. Questions focused on exploring perceived barriers for integrated PA policies. The interviews were deductively coded by applying the Behavior Change Ball framework. Findings. Childhood obesity prevention appeared on the governmental agenda and all officials understood the multicausal nature. However, operational officials had not yet developed a tradition to develop integrated PA policies due to insufficient boundary-spanning skills and structural and cultural differences between the domains. Tactical level officials did not sufficiently support intersectoral collaboration and strategic level officials mainly focused on public-private partnerships. Conclusion. Developing integrated PA policies is a bottom-up innovation process that needs to be supported by governmental leaders through better guiding organizational processes leading to such policies. Operational level officials can assist in this by making progress in intersectoral collaboration visible.

Knowledge Management and Innovation Policies

Directory of Open Access Journals (Sweden)

Jhonny Antonio Pabón Cadavid

2016-12-01

Full Text Available Implementation of knowledge management strategies and administration of intellectual capital defines the effectiveness of national innovation policies. This article analyses the intersection between national policies and organizational strategies to transfer value to the economy and society. It studies the recent scholarship related to this intersection. The article introduces and defines the main concepts that are relevant for the understanding of the topic. The article stresses that democratization of education and knowledge production should be part of the analysis of innovation models. The importance of intellectual capital valuation is highlighted with special emphasis on national and organizational policies regarding human capital, knowledge assets and education.

Organizational readiness for implementing change: a psychometric assessment of a new measure.

Science.gov (United States)

Shea, Christopher M; Jacobs, Sara R; Esserman, Denise A; Bruce, Kerry; Weiner, Bryan J

2014-01-10

Organizational readiness for change in healthcare settings is an important factor in successful implementation of new policies, programs, and practices. However, research on the topic is hindered by the absence of a brief, reliable, and valid measure. Until such a measure is developed, we cannot advance scientific knowledge about readiness or provide evidence-based guidance to organizational leaders about how to increase readiness. This article presents results of a psychometric assessment of a new measure called Organizational Readiness for Implementing Change (ORIC), which we developed based on Weiner's theory of organizational readiness for change. We conducted four studies to assess the psychometric properties of ORIC. In study one, we assessed the content adequacy of the new measure using quantitative methods. In study two, we examined the measure's factor structure and reliability in a laboratory simulation. In study three, we assessed the reliability and validity of an organization-level measure of readiness based on aggregated individual-level data from study two. In study four, we conducted a small field study utilizing the same analytic methods as in study three. Content adequacy assessment indicated that the items developed to measure change commitment and change efficacy reflected the theoretical content of these two facets of organizational readiness and distinguished the facets from hypothesized determinants of readiness. Exploratory and confirmatory factor analysis in the lab and field studies revealed two correlated factors, as expected, with good model fit and high item loadings. Reliability analysis in the lab and field studies showed high inter-item consistency for the resulting individual-level scales for change commitment and change efficacy. Inter-rater reliability and inter-rater agreement statistics supported the aggregation of individual level readiness perceptions to the organizational level of analysis. This article provides evidence in

Autonomy, Conformity and Organizational Learning

Directory of Open Access Journals (Sweden)

Hideo Owan

2013-07-01

Full Text Available There is often said to be a tension between the two types of organizational learning activities, exploration and exploitation. The argument goes that the two activities are substitutes, competing for scarce resources when firms need different capabilities and management policies. We present another explanation, attributing the tension to the dynamic interactions among search, knowledge sharing, evaluation and alignment within organizations. Our results show that successful organizations tend to bifurcate into two types: those that always promote individual initiatives and build organizational strengths on individual learning and those good at assimilating the individual knowledge base and exploiting shared knowledge. Straddling the two types often fails. The intuition is that an equal mixture of individual search and assimilation slows down individual learning, while at the same time making it difficult to update organizational knowledge because individuals’ knowledge base is not sufficiently homogenized. Straddling is especially inefficient when the operation is sufficiently complex or when the business environment is sufficiently turbulent.

Emotional safety in the workplace: one hospice's response for effective support.

Science.gov (United States)

Huggard, Jayne; Nichols, Jan

2011-12-01

Emotional support is important for health professionals working in the demanding area of hospice/palliative care. While physical safety practices and effective human resource support are generally available to staff, one New Zealand hospice has taken this a step further by developing an emotional safety policy that incorporates personal, professional, and organizational measures designed to protect and promote staff members' emotional safety and to minimize stress and fatigue. The aim of this paper is to provide the background and rationale for this work, to introduce a case study around best practice, and to describe the development of the emotional safety policy, which provides effective support for all staff working at the hospice.

Examining the Relationship between Perceived Organizational Support, Transfer of Training and Service Quality in the Malaysian Public Sector

Science.gov (United States)

Zumrah, Abdul Rahim

2015-01-01

Purpose: This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach: The data for this study have been collected from three sources, the employees of public…

Organizational Climate for Successful Aging

Science.gov (United States)

Zacher, Hannes; Yang, Jie

2016-01-01

Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees’ shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (Mage = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals’ perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work. PMID:27458405

Organizational Climate for Successful Aging.

Science.gov (United States)

Zacher, Hannes; Yang, Jie

2016-01-01

Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

The role of organizational trust in safety climate's influence on organizational outcomes.

Science.gov (United States)

Kath, Lisa M; Magley, Vicki J; Marmet, Matthew

2010-09-01

Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant. 2009 Elsevier Ltd. All rights reserved.

MEDIATING ROLE OF EMPLOYEE MOTIVATION IN RELATIONSHIP TO POST-SELECTION HRM PRACTICES AND ORGANIZATIONAL PERFORMANCE

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Aftab Tariq Dar

2014-07-01

Full Text Available The purpose of this cross-sectional study was to explore the meditating role of employee motivation in the relationship between post-selection Human Resource Management (HRM practices and perceived performance of Islamic Banks operating in Pakistan. This study was based on primary data collected from 200-employees of different Islamic banks in Pakistan by distributing structured and reliable questionnaires. The demographic profile of respondents was diversified in terms of their grade, age, experience and education. Results of correlation analysis revealed that training & development(r = .829, performance evaluation system(r = .752, career development system(r = .666, extrinsic rewards(r = .921, intrinsic rewards (r = .852 and employee motivation(r =.722 have strong positive association with perceived performance of Islamic banks in Pakistan. Results of hierarchical regression analysis supported that post-selection HRM practices have positive impact on perceived organizational performance and employee motivation acts as mediator in the relationship between post-selection HRM practices and perceived organizational performance. Proper implementation of post-selection HRM practices makes employee motivated that resulted in improved organizational performance. Management of Islamic banks desiring optimum performance should pay special attention to need-based training programs, merit-based performance appraisal system, development of progressive career paths, performance-based extrinsic and intrinsic rewards management. While making HRM policies, employee motivation should be given paramount importance as the results of contemporary studies supported that it is the major contributing factor of higher organizational performance.

Empirical Modelling of Inter-organizational Knowledge Collaboration

NARCIS (Netherlands)

Haghighi Talab, A.

2017-01-01

Open innovation, knowledge co-creation, and research joint ven-tures, unified under the term 'inter-organizational knowledge collaboration', are discussed in various fields of innovation man-agement to ultimately shape inno-vation strategy of the organiza-tions and the innovation policy.

Development and psychometric testing of the Nurse Practitioner Primary Care Organizational Climate Questionnaire.

Science.gov (United States)

Poghosyan, Lusine; Nannini, Angela; Finkelstein, Stacey R; Mason, Emanuel; Shaffer, Jonathan A

2013-01-01

Policy makers and healthcare organizations are calling for expansion of the nurse practitioner (NP) workforce in primary care settings to assure timely access and high-quality care for the American public. However, many barriers, including those at the organizational level, exist that may undermine NP workforce expansion and their optimal utilization in primary care. This study developed a new NP-specific survey instrument, Nurse Practitioner Primary Care Organizational Climate Questionnaire (NP-PCOCQ), to measure organizational climate in primary care settings and conducted its psychometric testing. Using instrument development design, the organizational climate domain pertinent for primary care NPs was identified. Items were generated from the evidence and qualitative data. Face and content validity were established through two expert meetings. Content validity index was computed. The 86-item pool was reduced to 55 items, which was pilot tested with 81 NPs using mailed surveys and then field-tested with 278 NPs in New York State. SPSS 18 and Mplus software were used for item analysis, reliability testing, and maximum likelihood exploratory factor analysis. Nurse Practitioner Primary Care Organizational Climate Questionnaire had face and content validity. The content validity index was .90. Twenty-nine items loaded on four subscale factors: professional visibility, NP-administration relations, NP-physician relations, and independent practice and support. The subscales had high internal consistency reliability. Cronbach's alphas ranged from.87 to .95. Having a strong instrument is important to promote future research. Also, administrators can use it to assess organizational climate in their clinics and propose interventions to improve it, thus promoting NP practice and the expansion of NP workforce.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

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Naima Laharnar

2013-09-01

Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

Knowledge and perceptions of family leave policies among female faculty in academic medicine.

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Gunn, Christine M; Freund, Karen M; Kaplan, Samantha A; Raj, Anita; Carr, Phyllis L

2014-01-01

The purpose of this research was to examine the knowledge and perceptions of family leave policies and practices among senior leaders including American Association of Medical College members of the Group on Women in Medicine and Science (GWIMS) to identify perceived barriers to career success and satisfaction among female faculty. In 2011 and 2012, GWIMS representatives and senior leaders at 24 medical schools were invited to participate in an interview about faculty perceptions of gender equity and overall institutional climate. An inductive, thematic analysis of the qualitative data was conducted to identify themes represented in participant responses. The research team read and reviewed institutional family leave policies for concordance with key informant descriptions. There were 22 GWIMS representatives and senior leaders in the final sample. Participants were all female; 18 (82%) were full professors with the remainder being associate professors. Compared with publicly available policies at each institution, the knowledge of nine participants was consistent with policies, was discrepant for six, with the remaining seven acknowledging a lack of knowledge of policies. Four major themes were identified from the interview data: 1) Framing family leave as a personal issue undermines its effect on female faculty success; 2) poor communication of policies impairs access and affects organizational climate; 3) discrepancies in leave implementation disadvantage certain faculty in terms of time and pay; and 4) leave policies are valued and directly related to academic productivity. Family leave policies are an important aspect of faculty satisfaction and academic success, yet policy awareness among senior leaders is lacking. Further organizational support is needed to promote equitable policy creation and implementation to support women in medical academia. Copyright © 2014 Jacobs Institute of Women's Health. Published by Elsevier Inc. All rights reserved.

Organizational structure features supporting knowledge management processes

OpenAIRE

Claver-Cortés, Enrique; Zaragoza Sáez, Patrocinio del Carmen; Pertusa-Ortega, Eva

2007-01-01

Purpose – The idea that knowledge management can be a potential source of competitive advantage has gained strength in the last few years. However, a number of business actions are needed to generate an appropriate environment and infrastructure for knowledge creation, transfer and application. Among these actions there stands out the design of an organizational structure, the link of which with knowledge management is the main concern here. More specifically, the present paper has as its aim...

Sensemaking, Organizational Culture, and Sexual Harassment

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Dougherty, Debbie S.; Smythe, Mary Jeanette

2004-01-01

While EEOC guidelines for managing sexual harassment prescribe a strong sexual harassment policy and aggressive remedial action following complaints, a communication approach suggests a need for a more complex understanding of sexual harassment as diffused throughout an organizational culture. The present case study uses a sensemaking approach to…

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

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Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

Science.gov (United States)

Verburg, Robert M.; Nienaber, Ann-Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

2017-01-01

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed. PMID:29568213

The Philippine Regulatory Frameworks, Support Policies, And Initiatives Encouraging Women Entrepreneurship

OpenAIRE

EDRALIN, Divina M.

2007-01-01

This paper examines the Philippine regulatory frameworks, support policies, initiatives, and barriers to encouraging women entrepreneurship. Currently, women entrepreneurship seems to be nurtured with the right environment, including regulatory frameworks, financial resources and support programs for, as well as business practices and social attitudes in the country towards women entrepreneurs and entrepreneurship in general. However, though many SME-friendly laws and policies exist, their im...

The Relationship between Environmental Turbulence, Management Support, Organizational Collaboration, Information Technology Solution Realization, and Process Performance, in Healthcare Provider Organizations

Science.gov (United States)

Muglia, Victor O.

2010-01-01

The Problem: The purpose of this study was to investigate relationships between environmental turbulence, management support, organizational collaboration, information technology solution realization, and process performance in healthcare provider organizations. Method: A descriptive/correlational study of Hospital medical services process…

United States Science Policy: from Conceptions to Practice

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V I Konnov

2012-06-01

Full Text Available The authors analyze the organizational structure of the U.S. scientific community, examining the V. Bush report Science: the Endless Frontier (1945 as its conceptual basis, which remains the cornerstone of the American science policy. The authors point out decentralization as the key trait of this structure, which reveals itself in the absence of a unitary centre with a mission to formulate and implement science policy and high level of dissemination of self-government practices supported by a wide range of government agencies. This configuration determines the special position, occupied by the universities as universal research establishments possessing flexibility in cooperation with state agencies and private sector.

Should Nurses Be Knowledge Brokers? Competencies and Organizational Resources to Support the Role.

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Catallo, Cristina

2015-03-01

Registered nurses with graduate preparation are in a unique position to act as knowledge brokers owing to their extensive clinical experience and ability to be seen as a credible and respected resource by their peers. Nurse knowledge brokers can bridge the gap between research producers and those that need evidence for decision-making and support capacity development for evidence-informed decision-making (EIDM). Knowledge broker competencies include graduate-level education with exposure to research methods; experience with the EIDM process; and established networking skills to bring researchers, decision-makers, stakeholders and policymakers together. For the knowledge broker to be successful, the nurse leader can cultivate an organizational culture supportive of evidence use with advocacy for mandates that require evidence for decisions, structures in place for each stage of the EIDM process, and physical resources such as library services for evidence retrieval. Copyright © 2015 Longwoods Publishing.

Driven to Support: Individual- and County-Level Factors Associated With Public Support for Active Transportation Policies.

Science.gov (United States)

Cradock, Angie L; Barrett, Jessica L; Chriqui, Jamie F; Evenson, Kelly R; Goins, Karin Valentine; Gustat, Jeanette; Heinrich, Katie M; Perry, Cynthia K; Scanze, Michele; Schmid, Thomas L; Tabak, Rachel G; Umstattd Meyer, M Renee; Valko, Cheryl

2018-03-01

To assess predictors of stated support for policies promoting physically active transportation. Cross-sectional. US counties selected on county-level physical activity and obesity health status. Participants completing random-digit dialed telephone survey (n = 906). Survey measures assessed stated support for 5 policies to promote physically active transportation, access to active transportation facilities, and time spent in a car. County-level estimates included household car dependence and funding for bicycle-pedestrian projects. Multivariable generalized linear mixed models using binary distribution and logit link, accounting for clustering within county. Respondents supported policies for accommodating bicyclists and pedestrians through street improvements (89%), school active transportation programs (75%), employer-funded active commuting incentives (67%), and allocation of public funding (68%) and tax support (56%) for building and maintaining public transit. Residents spending >2 h/d (vs public transit (OR: 1.85; CI: 1.24-2.77) improvements. Residents in counties investing >$1.6 million in bicycle and pedestrian improvements expressed greater support for funding (OR: 1.71; CI: 1.04-2.83) and tax increases (OR: 1.73; CI: 1.08-2.75) for transit improvements compared to those with lower prior investments (transportation is higher where relevant investments in active transportation infrastructure are large (>$1.6 M), public transit is nearby, and respondents drive >2 h/d.

Satisfaction with human resource management practices and turnover intention in a five-star hotel: The mediating role of perceived organizational support

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A.P. Duarte

2015-05-01

Full Text Available Employees’ satisfaction with human resources management (HRM practices has been envisaged as a solid predictor of turnover; nonetheless, how these practices may influence employee’s behavior is still an unclear process. There are suggestions that HRM practices may be distal determinants of turnover, as their effects may be mediated by more proximal variables such as perceived organizational support. This study empirically tested a model of research arising from these theoretical suggestions in a five-star hotel. The data collected from the survey of 152 workers were subjected to structural equation analyses. The results showed that the theoretical model had a strong fit to the data, giving empirical support to the prediction that satisfaction with HRM practices reduces turnover intentions, by increasing perceived organizational support. The importance of these results is discussed and interpreted from the point of view of strategic gains associated to the quality of HRM practices for the management of voluntary turnover.

Relaxing moral reasoning to win: How organizational identification relates to unethical pro-organizational behavior.

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Chen, Mo; Chen, Chao C; Sheldon, Oliver J

2016-08-01

Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organizational identifiers engaged in more UPB, and that this effect was mediated by moral disengagement. Study 2 found that organizational identification once again predicted UPB through the mediation of moral disengagement, and that the mediation relationship was stronger when employees perceived a higher level of industry competition. Finally, Study 3 replicated the above findings using a vignette experiment to provide stronger evidence of causality. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

[An innovative policy for supporting pregnant women].

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Perz, Stéphanie

2015-04-01

Improving working conditions for pregnant women can boost their feeling of wellbeing in their job. As a result of its innovative work in this area, Seclin general hospital, in the north of France, has received special recognition for its policy in supporting pregnant women. Copyright © 2015 Elsevier Masson SAS. All rights reserved.

Basic Education and Policy Support (BEPS) Activity.

Science.gov (United States)

Creative Associates International, Inc., Washington, DC.

The Basic Education and Policy Support (BEPS) Activity is a multi-year, worldwide, indefinite quantity contract by which the U.S. Agency for International Development (USAID) Global Bureau Center for Human Capacity (G/HCD) can work to achieve four objectives: (1) improve the quality, efficiency, access, and equity of education, particularly basic…

Relationship between Organizational Silence and Organizational Citizenship Behavior: A Case Study on Five Stars Hotels in Antalya

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Arzu Kılıçlar

2014-03-01

Full Text Available In this study, it was aimed to determine the relationship between organizational silence and organizational citizenship behavior in accommodation establishments. For this purpose, questionnaire was applied to 392 people working in five-star accommodation establishments in Antalya. T-test, ANOVA and correlation analysis was performed by using the data obtained from the questionnaire. As a result of these analyzes, it was determined that most of the employees remained silent concern of not to be supported by the peo ple when he/she speaks clearly, exposure to ill-treatment and losing his/her job. At the same time, it was detected that employees exhibit courtesy behavior most, sportsmanship behavior least among organizational citizenship behaviors. According to correlation analysis, a weak negative relationship was found between organizational silence and organizational citizenship behavio.

PRESENTATION OF STATE SUPPORT (GRANTS IN ACCOUNTING POLICY OF POLAND

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K. Zuk

2014-01-01

Full Text Available Since admission of Poland to the European Union Polish enterprises can make use of the state support in various forms including support in investments, investigations and developments, consulting, higher qualification, financing of exhibition participation, salary additional payments for invalid workers, repayment of loan portions. The purpose of the given publication is to make an analysis of accounting method for state support which is granted for an organization within the frameworks of the accounting policy depending on the obtained grants.Enterprises must select themselves a grant accounting form as in account books so while presenting financial reporting and these accounting and reporting forms must be reflected in the enterprise policy of accounting. The enterprise accounting policy indicates principles for creation of reserves and conditional obligations related with grants. Enterprises can use some simplifications and they can exclude creation of reserves and withhold conditional obligations concerning the grants if these measures are considered as insignificant.In accordance with the enterprise accounting policy account books must contain recordings on grant provision when a grant is transferred to the bank account or when an enterprise receives a written notice confirming final decision about payments from a financing institution. The accounting policy must determine principles of bank operation break-up on grant accounts and security system of data and files including accounting documents, accounts and other documents related to the obtained grant and the required archivation term

Increasing the effectiveness and efficiency of renewable energy support policies in the European Union

NARCIS (Netherlands)

Klessmann, C.B.

2012-01-01

The thesis discusses the effective and cost-efficient design of renewable energy sources (RES) support policies in the European Union along some major discussion lines of the European RES policy debate: the effectiveness of the different national support policies in the member states the cost

From coordinated care trials to medicare locals: what difference does changing the policy driver from efficiency to quality make for coordinating care?

Science.gov (United States)

Gardner, Karen; Yen, Laurann; Banfield, Michelle; Gillespie, James; McRae, Ian; Wells, Robert

2013-02-01

The terms coordination and integration refer to a wide range of interventions, from strategies aimed at coordinating clinical care for individuals to organizational and system interventions such as managed care, which contract medical and support services. Ongoing debate about whether financial and organizational integration are needed to achieve clinical integration is evident in policy debates over several decades, from a focus through the 1990s on improving coordination through structural reform and the use of market mechanisms to achieve allocative efficiencies (better overall service mix) to more recent attention on system performance to improve coordination and quality. We examine this shift in Australia and ask how has changing the policy driver affected efforts to achieve coordination? Care planning, fund pooling and purchasing are still important planks in coordination. Evidence suggests that financial strategies can be used to drive improvements for particular patient groups, but these are unlikely to improve outcomes without being linked to clinical strategies that support coordination through multidisciplinary teamwork, IT, disease management guidelines and audit and feedback. Meso level organizational strategies might align the various elements to improve coordination. Changing the policy driver has refocused research and policy over the last two decades from a focus on achieving allocative efficiencies to achieving quality and value for money. Research is yet to develop theoretical approaches that can deal with the implications for assessing effectiveness. Efforts need to identify intervention mechanisms, plausible relationships between these and their measurable outcomes and the components of contexts that support the emergence of intervention attributes.

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.

Health Care Organizations and Policy Leadership: Perspectives on Nonsmoker-Only Hiring Policies.

Science.gov (United States)

McDaniel, Patricia A; Malone, Ruth E

2018-02-01

To explore employers' decisions to base hiring policies on tobacco or nicotine use and community perspectives on such policies, and analyze the implications for organizational identity, community engagement, and health promotion. From 2013 to 2016, 11 executives from six health care organizations and one non-health-care organization with nonsmoker-only hiring policies were interviewed about why and how their policies were created and implemented, concerns about the policies, and perceptions of employee and public reactions. Focus groups were conducted with community members (n = 51) who lived in or near cities where participating employers were based, exploring participants' opinions about why an employer would stop hiring smokers and their support (or not) for such a policy. Most employers excluded from employment those using all forms of nicotine. Several explained their adoption of the policy as a natural extension of a smoke-free campus and as consistent with their identity as health care organizations. They regarded the policy as promoting health. No employer mentioned engaging in a community dialogue before adopting the policy or reported efforts to track the policy's impact on rejected applicants. Community members understood the cost-saving appeal of such policies, but most opposed them. They made few exceptions for health care organizations. Policy decisions undertaken by health care organizations have influence beyond their immediate setting and may establish precedents that others follow. Nonsmoker-only hiring policies may fit with a health care organization's institutional identity but may not be congruent with community values or promote public health.

Priming media stereotypes reduces support for social welfare policies: the mediating role of empathy.

Science.gov (United States)

Johnson, James D; Olivo, Nelgy; Gibson, Nathan; Reed, William; Ashburn-Nardo, Leslie

2009-04-01

Two experiments involving White participants tested the influence of media-based priming of Black stereotypes on support for government policy that assisted Black versus White persons-in-need. Experiment 1 showed that priming the "Black criminal" stereotype through exposure to photographs of Blacks looting after Hurricane Katrina reduced policy support for Black evacuees-in-need but did not influence support responses toward White evacuees-in-need. Experiment 2 showed that priming the "promiscuous Black female" stereotype through exposure to sexual rap music reduced policy support for a Black pregnant woman-in-need but did not influence support responses toward a White pregnant woman-in-need. Further tests of mediated moderation demonstrated that in both experiments, the interactive influence of priming Black stereotypes and race of persons-in-need on policy support was mediated by empathic responding.

A Cultural Competence Organizational Review for Community Health Services: Insights From a Participatory Approach.

Science.gov (United States)

Truong, Mandy; Gibbs, Lisa; Pradel, Veronika; Morris, Michal; Gwatirisa, Pauline; Tadic, Maryanne; de Silva, Andrea; Hall, Martin; Young, Dana; Riggs, Elisha; Calache, Hanny; Gussy, Mark; Watt, Richard; Gondal, Iqbal; Waters, Elizabeth

2017-05-01

Cultural competence is an important aspect of health service access and delivery in health promotion and community health. Although a number of frameworks and tools are available to assist health service organizations improve their services to diverse communities, there are few published studies describing organizational cultural competence assessments and the extent to which these tools facilitate cultural competence. This article addresses this gap by describing the development of a cultural competence assessment, intervention, and evaluation tool called the Cultural Competence Organizational Review (CORe) and its implementation in three community sector organizations. Baseline and follow-up staff surveys and document audits were conducted at each participating organization. Process data and organizational documentation were used to evaluate and monitor the experience of CORe within the organizations. Results at follow-up indicated an overall positive trend in organizational cultural competence at each organization in terms of both policy and practice. Organizations that are able to embed actions to improve organizational cultural competence within broader organizational plans increase the likelihood of sustainable changes to policies, procedures, and practice within the organization. The benefits and lessons learned from the implementation of CORe are discussed.

Knowledge brokering between researchers and policymakers in Fiji to develop policies to reduce obesity: a process evaluation.

Science.gov (United States)

Waqa, Gade; Mavoa, Helen; Snowdon, Wendy; Moodie, Marj; Schultz, Jimaima; McCabe, Marita; Kremer, Peter; Swinburn, Boyd

2013-07-01

The importance of using research evidence in decisionmaking at the policy level has been increasingly recognized. However, knowledge brokering to engage researchers and policymakers in government and non-government organizations is challenging. This paper describes and evaluates the knowledge exchange processes employed by the Translational Research on Obesity Prevention in Communities (TROPIC) project that was conducted from July 2009 to April 2012 in Fiji. TROPIC aimed to enhance: the evidence-informed decisionmaking skills of policy developers; and awareness and utilization of local and other obesity-related evidence to develop policies that could potentially improve the nation's food and physical activity environments. The specific research question was: Can a knowledge brokering approach advance evidence-informed policy development to improve eating and physical activity environments in Fiji. The intervention comprised: recruiting organizations and individuals; mapping policy environments; analyzing organizational capacity and support for evidence-informed policymaking (EIPM); developing EIPM skills; and facilitating development of evidence-informed policy briefs. Flexible timetabling of activities was essential to accommodate multiple competing priorities at both individual and organizational levels. Process diaries captured the duration, frequency and type of each interaction and/or activity between the knowledge brokering team and participants or their organizations. Partnerships were formalized with high-level officers in each of the six participating organization. Participants (n = 49) developed EIPM skills (acquire, assess, adapt and apply evidence) through a series of four workshops and applied this knowledge to formulate briefs with ongoing one-to-one support from TROPIC team members. A total of 55% of participants completed the 12 to18 month intervention, and 63% produced one or more briefs (total = 20) that were presented to higher

Predicting Chinese human resource managers' strategic competence : roles of identity, career variety, organizational support and career adaptability.

OpenAIRE

Guan, Y.; Yang, W.; Zhou, X.; Tian, Z.; Eves, A.

2016-01-01

Based on career construction theory, the predictors of human resource managers' strategic competence in the Chinese context were examined. Results from a survey administered to Chinese HR managers (N = 220) showed that professional identification, career variety and organizational support for strategic human resource management positively predicted Chinese human resource managers' strategic competence. In addition, career adaptability served as a significant mediator for the above relations. ...

Does the Credible Fiscal Policy Support the Prices Stabilization?

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Kuncoro Haryo

2015-06-01

Full Text Available This paper aims at analyzing the co-movement between fiscal policy and monetary policy rules in the context of price stabilization. More specifically, we observe the potential impact of fiscal policy credibility on the price stabilization in the inflation targeting framework. Motivated by the fact that empirical studies concerning this aspect are still limited, we take the case of Indonesia over the period 2001-2013. Based on the quarterly data analysis, we found that the impact of credibility typically depends on characteristics of fiscal rules commitment. On one hand, the credibility of debt rule reduces the inflation rate. In contrast, the incredible deficit rule policy does not have any impact on the inflation rate and therefore does not support to inflation targeting. Given those results, we conclude that credibility matters in stabilizing price levels. Accordingly, those findings suggest tightening coordination between monetary and fiscal policy to maintain fiscal sustainability in accordance with price stabilization policy

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...

Network analysis of inter-organizational relationships and policy use among active living organizations in Alberta, Canada.

Science.gov (United States)

Loitz, Christina C; Stearns, Jodie A; Fraser, Shawn N; Storey, Kate; Spence, John C

2017-08-09

Coordinated partnerships and collaborations can optimize the efficiency and effectiveness of service and program delivery in organizational networks. However, the extent to which organizations are working together to promote physical activity, and use physical activity policies in Canada, is unknown. This project sought to provide a snapshot of the funding, coordination and partnership relationships among provincial active living organizations (ALOs) in Alberta, Canada. Additionally, the awareness, and use of the provincial policy and national strategy by the organizations was examined. Provincial ALOs (N = 27) answered questions regarding their funding, coordination and partnership connections with other ALOs in the network. Social network analysis was employed to examine network structure and position of each ALO. Discriminant function analysis determined the extent to which degree centrality was associated with the use of the Active Alberta (AA) policy and Active Canada 20/20 (AC 20/20) strategy. The funding network had a low density level (density = .20) and was centralized around Alberta Tourism Parks and Recreation (ATPR; degree centralization = 48.77%, betweenness centralization = 32.43%). The coordination network had a moderate density level (density = .31), and was low-to-moderately centralized around a few organizations (degree centralization = 45.37%, betweenness centrality = 19.92%). The partnership network had a low density level (density = .15), and was moderate-to-highly centralized around ATPR. Most organizations were aware of AA (89%) and AC 20/20 (78%), however more were using AA (67%) compared to AC 20/20 (33%). Central ALOs in the funding network were more likely to use AA and AC 20/20. Central ALOs in the coordination network were more likely to use AC 20/20, but not AA. Increasing formal and informal relationships between organizations and integrating disconnected or peripheral organizations could increase the capacity of the

Examination of Relationships among Organizational Characteristics and Organizational Commitment of Nurses in Western and Eastern Region of Nepal

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Archana Shrestha Joshi

2015-12-01

Conclusions: Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated. Keywords: nursing management; organizational commitment; organizational characteristics; retention.

Support for food policy initiatives is associated with knowledge of obesity-related cancer risk factors

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Wendy Watson

2017-12-01

Full Text Available Objectives: To investigate community support for government-led policy initiatives to positively influence the food environment, and to identify whether there is a relationship between support for food policy initiatives and awareness of the link between obesity-related lifestyle risk factors and cancer. Methods: An online survey of knowledge of cancer risk factors and attitudes to policy initiatives that influence the food environment was completed by 2474 adults from New South Wales, Australia. The proportion of participants in support of seven food policy initiatives was quantified in relation to awareness of the link between obesity, poor diet, insufficient fruit and vegetable consumption, and physical inactivity with cancer and other health conditions. Results: Overall, policies that involved taxing unhealthy foods received the least support (41.5%. Support was highest for introducing a colour-coded food labelling system (85.9%, restricting claims being made about the health benefits of foods which are, overall, unhealthy (82.6%, displaying health warning labels on unhealthy foods (78.7% and banning unhealthy food advertising that targets children (72.6%. Participants who were aware that obesity-related lifestyle factors are related to cancer were significantly more likely to support food policy initiatives than those who were unaware. Only 17.5% of participants were aware that obesity, poor diet, insufficient fruit and vegetable consumption, and physical inactivity are linked to cancer. Conclusions: There is strong support for all policies related to food labelling and a policy banning unhealthy food advertising to children. Support for food policy initiatives that positively influence the food environment was higher among those who were aware of the link between cancer and obesity-related lifestyle factors than among those who were unaware of this link. Increasing awareness of the link between obesity-related lifestyle factors and cancer

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

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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

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.

Fostering integrity in postgraduate research: an evidence-based policy and support framework.

Science.gov (United States)

Mahmud, Saadia; Bretag, Tracey

2014-01-01

Postgraduate research students have a unique position in the debate on integrity in research as students and novice researchers. To assess how far policies for integrity in postgraduate research meet the needs of students as "research trainees," we reviewed online policies for integrity in postgraduate research at nine particular Australian universities against the Australian Code for Responsible Conduct of Research (the Code) and the five core elements of exemplary academic integrity policy identified by Bretag et al. (2011 ), i.e., access, approach, responsibility, detail, and support. We found inconsistency with the Code in the definition of research misconduct and a lack of adequate detail and support. Based on our analysis, previous research, and the literature, we propose a framework for policy and support for postgraduate research that encompasses a consistent and educative approach to integrity maintained across the university at all levels of scholarship and for all stakeholders.

Success under duress: policies and practices managers view as keys to profitability in five California hospitals with challenging payer mix.

Science.gov (United States)

Rundall, Thomas; Oberlin, Shelley; Thygesen, Brian; Janus, Katharina

2012-01-01

Hospitals with a challenging payer mix (CPM)-high proportions of uninsured and Medicaid patients and a low proportion of commercially insured patients-are an important source of care for low-income, uninsured people. Achieving profitability is difficult for CPM hospitals. From 2005 through 2008, only one-third of 67 CPM hospitals in California reported positive total margins. In-depth group interviews were completed with the management leadership teams of a diverse group of five profitable CPM hospitals to identify the management strategies and practices that the hospitals' leadership teams credited for their financial success. Twelve management policy and practice topics were identified. Four of the policies and practices that managers identified involve organizational actions to increase hospital revenue or operational efficiency. These factors are consistent with those identified in previous research. However, managers also identified eight factors not previously revealed in research on hospital profitability, including management policies and practices that establish the organizational culture, workforce, relationships, monitoring systems, and governance necessary to ensure that hospital employees and affiliated physicians support and successfully implement organizational actions necessary to achieve profitability.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

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Blanca Giorgiana GRAMA

2014-11-01

Full Text Available This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB. The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an unfamiliar term for many managers. As far as managers are concerned they consider that organizational citizenship behavior is almost impossible to be applied in Romanian organizations. This article prezents a detailed study about Organizational Citizenship Behavior expressed by employee in health and how much of this behavior may be predicted by the age and gender of the employees from medical organizations.

Organizational Factors and Intrapreneurial Competences

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Suzete Antonieta Lizote

2013-12-01

Full Text Available This study analyzes the relationship between organizational factors and entrepreneurial competencies of coordinators of undergraduate courses in two community universities in Santa Catarina, Brazil. The organizational factors studied were: management support, freedom at work, rewards, and time available and organizational limitations. Eight entrepreneurial competencies were considered; five included in an achievement set, and three in a planning set. The method was quantitative and descriptive, adopting a structured questionnaire as the data collection tool. Factor analysis, canonical analysis, and multiple regression analysis were performed. The results revealed a positive relationship between the constructs. The most relevant competencies were organizational limitations or uncertainty about tasks, and freedom at work, which indicates the importance having clarity about rules and decisions that should exist both at the level of performance expected of the coordinator, and the freedom that they must feel in their work.

Alignment of Organizational Security Policies -- Theory and Practice

NARCIS (Netherlands)

Dimkov, T.

2012-01-01

To address information security threats, an organization defines security policies that state how to deal with sensitive information. These policies are high-level policies that apply for the whole organization and span the three security domains: physical, digital and social. One example of a

Renewable energy policy design and framing influence public support in the United States

Science.gov (United States)

Stokes, Leah C.; Warshaw, Christopher

2017-08-01

The United States has often led the world in supporting renewable energy technologies at both the state and federal level. However, since 2011 several states have weakened their renewable energy policies. Public opinion will probably be crucial for determining whether states expand or contract their renewable energy policies in the future. Here we show that a majority of the public in most states supports renewable portfolio standards, which require a portion of the electricity mix to come from renewables. However, policy design and framing can strongly influence public support. Using a survey experiment, we show that effects of renewable portfolio standards bills on residential electricity costs, jobs and pollution, as well as bipartisan elite support, are all important drivers of public support. In many states, these bills' design and framing can push public opinion above or below majority support.

PRIORITY SUPPORT POLICY REGARDING CONSTITUENT ENTITIES BEING THE «ENGINES» OF THE RUSSIAN ECONOMY

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Yumayev E. A.

2010-03-01

Full Text Available Two principal directions of state regional policy adoption have been considered: «equalization» and support of the «engine» constituent entities. Drawbacks of the priority support policy of the most developed entities have been singled out. Recommendations have been formulated; following them will make it possible to eliminate the revealed drawbacks and to use the priority support of the «engine» constituent entities in the context of the state regional policy adoption as a top-priority. Foreign experience of adopting regional policy has been employed in the course of writing the paper (European Union, China, France.

Social Media Correlates of Organizational Climate

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Smith, Daniel Crane

2009-01-01

This research (1) gathered data from a sample of employees on their social media practices and the social media policies of their employers and (2) investigated how blogging and other social media added to a model of organizational climate that promotes (a) knowledge sharing and cooperation, and (b) trust in peers and management. The research…

The relationship between self-monitoring and organizational citizenship behavior

Energy Technology Data Exchange (ETDEWEB)

Blakely, G.L. [West Virginia Univ., Morgantown, WV (United States). Dept. of Management and Industrial Relations; Fuller, J. [West Virginia Univ., Morgantown, WV (United States). Dept. of Management and Industrial Relations]|[USDOE Morgantown Energy Technology Center, WV (United States); Smith, D.H. [USDOE Morgantown Energy Technology Center, WV (United States)

1996-10-01

Organizational citizenship behavior is behavior which is discretionary on the part of the individual, not recognized by the organizational reward system, yet contributes to the effectiveness of the organization. In this study the relationship between self-monitoring and organizational citizenship behavior was examined. Support was found for the hypothesis that individuals high in self-monitoring are also more likely to perform organizational citizenships behaviors. Implications for management and future research are discussed.

Perceived Organizational ERP Benefits for SMEs: Middle Eastern Perspective

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Soud Almahamid

2015-10-01

Full Text Available This study aims to examine the impact of organizational environment (top management support, company-wide support, business process reengineering, effective project management, and organizational culture and enterprise resource planning (ERP vendor environment (ERP vendor support on ERP perceived benefits. In order to achieve the study’s aim, a questionnaire was developed based on the extant literature to collect relevant data from the research informants. The population for this research consisted of all users of Microsoft Dynamics Great Plains (a typical type of enterprise system, which is frequently used in Jordanian companies in Amman City. A random sample of 30% of the research population was selected. The results revealed that business process reengineering, effective project management, company-wide support, and organizational culture have a positive correlation with ERP perceived benefits, whereas top management support does not. In addition, there is a significant positive correlation between vendor support and ERP perceived benefits. Academic and practical recommendations are provided.

Is Openness to Using Empirically Supported Treatments Related to Organizational Culture and Climate?

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Patterson Silver Wolf Adelv Unegv Waya, David A; Dulmus, Catherine N; Maguin, Eugene

2013-01-01

The overall purpose of this study is to investigate workers' openness towards implementing a new empirically supported treatment (EST) and whether the workers' openness scores relate to their workplace culture and climate scores. Participants in this study (N=1273) worked in a total of 55 different programs in a large child and family services organization and completed a survey measuring their attitudes toward ESTs. Results indicate that work groups that measure themselves as being more open to using ESTs rated their organizational cultures as being significantly more proficient and significantly less resistant to change. With ESTs becoming the gold standard for professional social work practices, it is important to have accessible pathways to EST implementation.

Supporting Organizational Change in Command and Control: Approaches and Metrics

National Research Council Canada - National Science Library

Weil, Shawn A; Levchuk, Georgiy; Downes-Martin, Stephen; Diedrich, Frederick J; Entin, Elliot E; See, Katrina E; Serfaty, Daniel

2005-01-01

.... However, for these technologies to be maximally effective, C2 organizations need to have the flexibility to tailor their organizational structures in response to changing mission In the experiment...

Relating Corporate Social Responsibility and Employee Engagement: The Mediating Role of Perceived Organizational Support and Chinese Values

OpenAIRE

Jennifer H. Gao

2014-01-01

Previous research suggested that Corporate Social Responsibility (CSR) is positively related to organization's attractiveness to potential employees. This paper tries to explore the effective dimensions of CSR on employee engagement and the mediating factors that lay between the two constructs. The author proposes that CSR has a direct impact on employee engagement, and that perceived organizational support (POS) and Chinese values mediate this relationship, so CSR may also contribute indirec...

Local Support for Alcohol Control Policies and Perceptions of Neighborhood Issues in Two College Communities.

Science.gov (United States)

Fairlie, Anne M; DeJong, William; Wood, Mark D

2015-01-01

Although valuable, national opinion surveys on alcohol policy may be less informative for policy development at the local level. Using samples of adult residents in 2 college communities, the present study: (1) measured public support for local alcohol control policies to stem underage drinking and alcohol overservice in on-premise outlets, (2) assessed residents' opinions regarding neighborhood problems, and (3) identified factors associated with strong policy support. We administered random-sample telephone surveys to residents aged 21 years and older in college communities located in Community 1 (N = 501; mean age = 57.4 years, SD = 14.7) and Community 2 (N = 505; mean age = 56.0 years, SD = 15.2). The response rates were typical of telephone surveys (Community 1: 33.5%; Community 2: 29.9%). We assessed support for 16 alcohol control policies and the occurrence of specific types of neighborhood incidents (e.g., witnessing intoxicated people). We used multiple regression analyses to determine factors associated with policy support. Residents in Community 1 reported significantly higher weekly alcohol use, a greater number of witnessed neighborhood incidents, and a higher level of perceived neighborhood problems than did residents in Community 2. Residents in Community 1 perceived local alcohol control policies and their enforcement to be significantly stricter. Overall, policy support was high and did not differ between the communities. In both communities, higher policy support was significantly associated with being female, being older, less weekly alcohol use, and lower perceived strictness of alcohol control policies and enforcement. It is important for campus officials and community leaders to be aware of and publicize favorable public opinion when advocating for policy change, especially at the local level. Information on residents' perceptions of the neighborhood issues they face can also inform local policy and enforcement efforts.

Pengaruh Persepsi Dukungan Organisasi Terhadap Work-Life Balance (The Influence of Perceived Organizational Support toward Work-Life Balance)

OpenAIRE

Sianturi, Elisabet Damayanti

2017-01-01

121301107 Work-life balance merupakan suatu keadaan dimana individu merasa terikat dan puas terhadap kehidupan pekerjaan dan kehidupan keluarganya. Salah satu faktor yang mempengaruhi work-life balance adalah organizational support (dukungan organisasi). Dalam hal ini, dukungan organisasi sangat penting karena ketersediaan dukungan terhadap karyawan dalam menjalankan perannya di tempat kerja dan keluarga akan membuat karyawan merasa bahwa organisasi memperhatikan kesejaht...

Assessment of policy makers' individual and organizational capacity ...

African Journals Online (AJOL)

An evidence to policy self-assessment questionnaire was used to assess the capacity of forty MNCH policy makers to acquire, assess, adapt and apply research evidence for policy making. Results: Low mean ratings were observed ranging from 2.68-3.53 on a scale of 5 for knowledge about initiating/conducting research ...

The state of development of fire management decision support systems in America and Europe

Science.gov (United States)

Robert Mavsar; Armando González-Cabán; Elsa. Varela

2013-01-01

Forest fires affect millions of people worldwide, and cause major ecosystem and economic impacts at different scales. The management policies implemented to minimize the negative impacts of forest fires require substantial investment of financial, human and organizational resources, which must be justifiable and efficient. Decision support systems based on economic...

Perceived Threat Associated with Police Officers and Black Men Predicts Support for Policing Policy Reform

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Allison Louise Skinner

2016-07-01

Full Text Available Racial disparities in policing and recent high-profile incidents resulting in the deaths of Black men have ignited a national debate on policing policies. Given evidence that both police officers and Black men may be associated with threat, we examined the impact of perceived threat on support for reformed policing policies. Across three studies we found correlational evidence that perceiving police officers as threatening predicts increased support for reformed policing practices (e.g., limiting the use of lethal force and matching police force demographics to those of the community. In contrast, perceiving Black men as threatening predicted reduced support for policing policy reform. Perceived threat also predicted willingness to sign a petition calling for police reform. Experimental evidence indicated that priming participants to associate Black men with threat could also reduce support for policing policy reform, and this effect was moderated by internal motivation to respond without prejudice. Priming participants to associate police officers with threat did not increase support for policing policy reform. Results indicate that resistance to policing policy reform is associated with perceiving Black men as threatening. Moreover, findings suggest that publicizing racially charged police encounters, which may conjure associations between Black men and threat, could reduce support for policing policy reform.

Examination of Relationships among Organizational Characteristics and Organizational Commitment of Nurses in Western and Eastern Region of Nepal.

Science.gov (United States)

Joshi, A S; Namba, M; Pokharela, T

2015-01-01

The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal. A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships. Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, pcommitment. Both support from boss (β=0.138, pcommitment. On the other hand, satisfaction with training (β=0.191, pcommitment. Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.

An Investigation of the Effects of Workrelated - Stress and Organizational Commitment on Organizational Citizen ship Behavior: A Research on Banking Industry

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Melisa Erdilek Karabay

2014-03-01

Full Text Available With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.

Smart Cities as Organizational Fields: A Framework for Mapping Sustainability-Enabling Configurations

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Paul Pierce

2017-08-01

Full Text Available Despite the impressive growth of smart city initiatives worldwide, an organizational theory of smart city has yet to be developed, and we lack models addressing the unprecedented organizational and management challenges that emerge in smart city contexts. Traditional models are often of little use, because smart cities pursue different goals than traditional organizations, are based on networked, cross-boundary activity systems, rely on distributed innovation processes, and imply adaptive policy-making. Complex combinations of factors may lead to vicious or virtuous cycles in smart city initiatives, but we know very little about how these factors may be identified and mapped. Based on an inductive study of a set of primary and secondary sources, we develop a framework for the configurational analysis of smart cities viewed as place-specific organizational fields. This framework identifies five key dimensions in the configurations of smart city fields; these five dimensions are mapped through five sub-frameworks, which can be used both separately as well as for an integrated analysis. Our contribution is conceived to support longitudinal studies, natural experiments and comparative analyses on smart city fields, and to improve our understanding of how different combinations of factors affect the capability of smart innovations to translate into city resilience, sustainability and quality of life. In addition, our results suggest that new forms of place-based entrepreneurship constitute the engine that allows for the dynamic collaboration between government, citizens and research centers in successful smart city organizational fields.

Increasing the effectiveness and efficiency of renewable energy support policies in the European Union

International Nuclear Information System (INIS)

Klessmann, C.B.

2012-01-01

The thesis discusses the effective and cost-efficient design of renewable energy sources (RES) support policies in the European Union along some major discussion lines of the European RES policy debate: the effectiveness of the different national support policies in the member states; the cost savings potential of different cost reduction policies for reaching the 2020 RES target; the role of market risk exposure and market integration for RES deployment and the cost-efficiency of RES support; and the role and design of cross-country cooperation mechanisms for efficient RES target achievement. The analysis showed that the effectiveness and efficiency of RES support policies is still low in many European member states but that top runner countries have gained significant experience in tailored RES policy design. The key recommendations for improving the effectiveness and efficiency of RES support policies across Europe are: Reducing policy and market risks, particularly those that have no or little potential to trigger cost-optimised behaviour of RES generators Ensuring long-term commitment and increasing the stability of the regulatory framework for RES Against the background of the risk-averse financial environment and the new budgetary constraints of the recent financial crisis, it has become even more important for governments to take measures to reduce RES financing risks. Without such risk reduction, it seems unlikely that sufficient investments will be attracted to reach the EU 2020 targets. Furthermore, stable and risk sensitive policies could reduce the policy costs for achieving the target by up to 4 billion Euro per year. In addition to improving the effectiveness and efficiency of their national support instruments, policymakers should consider the increased use of cooperation mechanisms that could potentially further decrease the cost of European RES target achievement by 2-3 billion Euro per year, at least if the respective cooperation mechanisms do

Relationship between staff-reported culture change and occupancy rate and organizational commitment among nursing homes in South Korea.

Science.gov (United States)

Lee, Minhong; Choi, Jae-Sung; Lim, Jinseop; Kim, Young Sun

2013-04-01

This study aims to examine culture change in nursing homes in South Korea and to identify the outcomes of culture change implementation. Data were taken from survey responses from 223 top- or mid-level staff among nursing homes in South Korea that were selected through a proportionate random-stratified sampling method from four regions nationwide. Culture change in nursing homes was operationalized by five person-directed care (PDC) constructs and three organizational environment constructs, and outcome quality was indicated by changes to occupancy rate and organizational commitment. After controlling for facility characteristics, the effect of staff-reported culture change on occupancy rate and organizational commitment was analyzed through the multiple-regression method. Consistent with previous research, this study revealed positive effects of culture change for nursing homes in South Korea. The study found that staff-reported culture change correlated with occupancy rate and organizational commitment. Given that culture change variables were significantly related to occupancy rate and organizational commitment, the findings of the study provide a persuasive argument that policies and/or programs to support culture change in nursing homes should be enhanced. Management-level workers in these facilities should have the skills and knowledge to foster more PDC and a more person-directed environment.