Relevant bibliographies by topics / Culture fit

Academic literature on the topic 'Culture fit'

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Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Culture fit"

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Pronk, Nico. "A Workplace Culture of Health." ACSM's Health & Fitness Journal 14, no. 3 (May 2010): 36–38. http://dx.doi.org/10.1249/fit.0b013e3181d9f7b6.

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Thornton, Kerry L. "Quality in a Culture Driven by Quantity." ACSMʼs Health & Fitness Journal 23, no. 1 (2019): 42–44. http://dx.doi.org/10.1249/fit.0000000000000447.

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Eickhoff-Shemek, JoAnn M. "Creating a Safety Culture in Your Fitness Facility." ACSMʼs Health & Fitness Journal 24, no. 3 (2020): 33–35. http://dx.doi.org/10.1249/fit.0000000000000566.

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Pu, Xiaoyu, and Huiping Li. "ORGANIZATION-CULTURE FIT: LOCAL CULTURE�S IMPACT ON MNC SUBSIDIARIES." Journal of Academy of Business and Economics 19, no. 2 (June 1, 2019): 15–24. http://dx.doi.org/10.18374/jabe-19-2.2.

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Nazir, Nazir A. "Person-Culture Fit and Employee Commitment in Banks." Vikalpa: The Journal for Decision Makers 30, no. 3 (July 2005): 39–52. http://dx.doi.org/10.1177/0256090920050304.

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This paper makes an attempt to ascertain the relationship between socialization, person-culture fit, and employee commitment. In other words, it seeks to determine whether the organizations high on socialization scores will experience high value congruency⁄person-culture fit and also whether high value congruency leads to employee commitment. In the recent past, the concept of culture has gained wide acclaim as a subject of study and reflection. However, the parameters of culture are so intricate that they cannot be outlined or defined. While contemporary research fully endorses the view that culture is an internal variable and can be conceptualized in terms of widely shared and strongly held views, the researchers have not empirically investigated the relevance of social learning in permeating these values into the organizational members. This paper seeks to overcome this limitation and also deviates from the earlier research studies undertaken in this field in the Indian context by exploring whether the person-culture fit notion or the integration of organizational values and individual preferences for those values could predict employee commitment. This study was conducted on six banks including two public sector (banks 1 and 2), two private sector (banks 3 and 4), and two foreign banks (banks 5 and 6) located in Delhi. It used three wellestablished scales — organizational culture profile (OCP), organizational commitment scale (OCS), and socialization practices scale (SPS) — to collect data from two separate groups of respondents through convenience sampling procedure. The first group consisted of 135 newly recruited employees who were asked to complete the OCP indicating their individual preferences on the given 54 value items and OCS for ascertaining their commitment. The second group comprised of 69 senior employees of the banks studied. An overall profile of the culture of each bank was developed by averaging the individual responses of this group. These were then used to calculate the person-culture fit scores for the newly hired employees. The main findings of the study are as follows: Moderate to strong person-culture fit score was found in one private and two foreign banks and weak to moderate person-culture fit score was found in rest of the banks studied. Two foreign and one private bank scored high to moderate on socialization practices respectively. The other two public and one private bank scored low on this dimension. Banks high on value congruency and socialization scores showed significant correlation between person-culture fit and normative commitment. Banks low on value congruency and socialization practices exhibited insignificant correlation between person-culture fit and normative and instrumental commitment. On the whole, the study indicates the need for firms, especially public sector, service-oriented firms, to pay attention to socialization practices which would result in strong cultures and employee commitment.
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Patyal, Vishal Singh, Sudhir Ambekar, Anand Prakash, Dipayan Roy, and Amit Hiray. "Assessment of cultural fit between buyers and suppliers." International Journal of Quality & Reliability Management 37, no. 4 (February 17, 2020): 635–58. http://dx.doi.org/10.1108/ijqrm-12-2018-0338.

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PurposeThe present study proposes a model to examine the cultural fit between buyers and suppliers for establishing synergies in their processes and practices.Design/methodology/approachThis study assessed buyers' culture through the Competing Values Framework and used Quality Management Practices Model as a proxy to assess suppliers' culture. The data from 262 paired respondents were used for this analysis. This survey was administered in India, using linear snowball-sampling technique. This study applied 3SLS regression for each culture group separately.FindingsThis study has instituted the cultural fit between the buyers' and suppliers' culture. It is observed that for getting synergies between cultures, buyers need to choose a set of suppliers which have similar cultural traits.Research limitations/implicationsThis study presents empirical findings based on data from Indian manufacturing firms. These findings need testing in other developing countries and other sectors.Practical implicationsOrganizations can formulate right policies for supplier selection based on the cultural fit between buyers and suppliers.Originality/valueWith increasing role of suppliers in the value chain, organizations around the world need to work with the right suppliers for gaining a sustainable competitive advantage. Selection of the right suppliers depends on the cultural fit between buyers and suppliers that, in turn, depends on the selection of the right suppliers based on the prevailing culture.
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Schneider, William E. "Why Strategies Fall Apart: The CEO/Culture Disconnect." Handbook of Business Strategy 4, no. 1 (January 1, 2003): 174–80. http://dx.doi.org/10.1108/eb060266.

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Jones, Mary Elaine, Mary Lou Bond, and Carolyn L. Cason. "Where Does Culture Fit in Outcomes Management?" Journal of Nursing Care Quality 13, no. 1 (October 1998): 41–51. http://dx.doi.org/10.1097/00001786-199810000-00007.

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DePalma, Angelo. "Culture Media Purpose-Fit for New Therapies." Genetic Engineering & Biotechnology News 38, no. 5 (March 2018): 18–21. http://dx.doi.org/10.1089/gen.38.05.06.

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Otu, Noel. "Let punishment and treatment fit the culture." Justice Professional 12, no. 3 (February 2000): 253–75. http://dx.doi.org/10.1080/1478601x.2000.9959548.

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Dissertations / Theses on the topic "Culture fit"

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Mansur, Juliana Arcoverde. "On paternalistic leadership fit: exploring cross-cultural endorsement, leader-follower fit, and the boundary role of organizational culture." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/15580.

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Although cross-cultural leadership research has thrived in international business literature, little attention has been devoted to understanding the effectiveness of non-western theories beyond their original contexts. The purpose of this study is to examine the cross-cultural endorsement of paternalistic leadership, an emerging non-western leadership theory, using data from GLOBE project. Using multigroup confirmatory factor analyses we found measurement equivalence of a scale derived from GLOBE’s data, which enabled us to compare the endorsement of paternalistic leadership dimensions across 10 cultural clusters and 55 societies. Our study revealed that there are significant differences in the importance societies give to each dimension, suggesting that paternalism as leadership style is not universally nor homogeneously endorsed. Furthermore, results suggest that different patterns of endorsement of each of these dimensions give rise to idiosyncratic shades of paternalistic leadership across societies. Implications for theory and future research on international business are discussed.
Paternalistic leadership is a flourishing area in leadership literature, traditionally assumed to be culture bounded. However, empirical evidences have suggested that rather than national cultures, the conditions under which paternalistic leaders are effective can be related to the fit between the style of a leader and that of his or her followers. In the present research, we focus on paternalistic leadership and contrast it with empowering leadership, as two opposite ways on how leaders influence followers, to explore the individual conditions under which both styles can be effective. Adopting a follower-centered approach, we base our arguments on person-supervisor (P-S) fit theory and regulatory focus theory to propose that leadership effectiveness may be contingent to followers’ own values and motivational needs. We expected paternalistic leadership behaviors (e.g, authority, benevolence, support) to supply motivational needs for predominantly prevention-focused followers, and empowering leadership behaviors (e.g. empowerment, encouragement and autonomy) to supply motivational needs for predominantly promotion-focused followers. Using data collected from two experimental studies and a business simulation, we found support for these ideas, showing that fit increased followers’ perception of attitudinal and behavioral outcomes, such as in-role and creative performance.
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Groemer, Christine. "Assessing person-culture fit and its impact on strain /." Title page, contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09AR.PS/09ar.psg875.pdf.

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Astakhova, Marina. "Exploring Complementary Person-Organization Fit." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1332791556.

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Razavi, Tiffani D. B. "Values and occupational stress : the role of individual-organizational value congruence in the workplace." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.

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Warner, Helen. "'Perfect fit' : industrial strategies, textual negotiations and celebrity culture in fashion television." Thesis, University of East Anglia, 2010. https://ueaeprints.uea.ac.uk/32253/.

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Trowse, Fletcher L. "The relative importance of person-culture and person-subculture fit to organisational commitment /." Title page, contents and abstract only, 2000. http://web4.library.adelaide.edu.au/theses/09SPS/09spst863.pdf.

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Grishby, Ashley Rhae. "Leadership and Culture Effects on Corporate Retention of Black Millennials." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7146.

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The purpose of this study was to determine if transformational leadership, motivation, organizational culture, and person-€organization (P-€O) fit predict retention of Black millennials compared to White millennials. This study also determined if transformational leadership mediated the relationship between motivation and retention, if motivation mediated the relationship between P-€O fit and retention, and if P-€O fit mediated the relationship between culture and retention. With the millennial population making up approximately 50% of the workforce by 2020, it is important for organizations to determine which factors are affecting their retention. To predict employee retention, each variable was measured with 5 reliable online surveys. Two theoretical frameworks were used to include P-€O fit, which focused on how organizational values influence behavioral outcomes, and expectancy theory, which focused on motivation, rewards, and behaviors. Seven research questions identified predictions of retention with a participant population of 170 (84 Black and 85 White). There were 7 analyses conducted to include a simple regression, multiple regression, mediation analysis, and independent samples t test. The results determined that all four variables were predictors of retention, P-€O fit and organizational culture were the only 2 variables that affected the Black population more than the White population, motivation and retention affected the White population more than the Black population, and transformational leadership did not have an effect on retention of Black or White millennials. From this study, social change can occur when organizations modify their hiring processes and work environments to suit the needs and goals of Black millennials.
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Aderiye, Yetunde Oluwatoyin. "Facilities management 'cultural fit' and the socialisation of external service provider employees in client organisations." Thesis, Liverpool John Moores University, 2015. http://researchonline.ljmu.ac.uk/4384/.

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This thesis’ original contribution to knowledge is creating the awareness that facilities management (FM) departments and organisations do not consciously socialise external service provider staff into the client workplace and the development of a framework that can successfully achieve this integration. To provide a solid theoretical background for this framework, it reviews current literature on FM, outsourcing, organisational culture, and organisational socialisation. The aim of this study was achieved with the development of the ‘Cultural Fit’ framework which should go a long way in solving the research problem and answering the proposed question. The study was conducted as a qualitative multi-method design. This was selected because there were obvious gaps in socialisation especially in the FM industry. Qualitative methods are believed to provide richer data and this was adopted to begin closing those gaps through the provision of literary data. The research was conducted using the ethnographic approach because of the focus on culture and to maximise the qualitative approach. Interviews and focus groups are the qualitative methods used to collect this data. Reliability and validity are not always easy to verify but researchers have proposed several methods to improve them. This study employs the triangulation of more than one method of data collection, peer debriefing with colleagues, member checks by confirming the initial results during subsequent data collection and a rich, thick description. The major findings of this study are that organisational socialisation can be successful in socialising external service provider staff into the client workplace despite a current unawareness of its use. This study has developed a framework and guide that can be used to achieve this integration if client organisations and service providers work together to socialise external service provider staff.
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Sekiguchi, Tomoki. "The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.

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Niemirowski, Pauline. ""Organisational culture, P-E fit & communication : impact of change on managerial leadership & commitment" /." Title page, contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09SSPS/09sspsn672.pdf.

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Books on the topic "Culture fit"

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McCann, Karen. An investigation of person-culture fit and appropriateness of fit between culture and organisational structures within Gingerbread Northern Ireland. (s.l: The Author), 1999.

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Summerson, Elizabeth J. Getting into keep-fit, beauty, modelling, and hairdressing. Richmond, Surrey: Careers Consultants, 1985.

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Billsberry, Jon, and Amy L. Kristof-Brown. Organizational fit: Key issues and new directions. Hoboken, New Jersey: Wiley-Blackwell, 2013.

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Montgomery, Jacqui. Organisational culture, person-culture fit and employee commitment within a small not for profit organisation. (s.l: The Author), 1998.

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Peters, Sharon. Gen X in the newsroom: Expectations, attitudes don't fit traditional culture. Evanston,IL: Media Management Center, Northwestern University, 2001.

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Durnil, Gordon K. Is America beyond reform, or, Do some things in our society no longer fit? Bend, OR: Sligo Press, 1997.

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Organizational fit: Key issues and new directions. Hoboken, New Jersey: Wiley-Blackwell, 2013.

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Hawley, Richard A. Papers from the headmaster: Reflections on a world fit for children. Forest Dale, Vt: Paul S. Eriksson, Publisher, 1996.

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Burton, Richard M. Strategic organizational diagnosis and design: The dynamics of fit. 3rd ed. Boston MA: Kluwer Academic, 2003.

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Børge, Obel, ed. Strategic organizational diagnosis and design: The dynamics of fit. 3rd ed. Boston: Kluwer, 2004.

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Book chapters on the topic "Culture fit"

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Burns, Gary N., Lindsey M. Kotrba, and Daniel R. Denison. "Leader-Culture Fit." In The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development, 113–28. Oxford: John Wiley & Sons, 2013. http://dx.doi.org/10.1002/9781118326404.ch6.

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Pfefferman, Richard. "Cultural Fit." In Strategic Reinvention in Popular Culture, 47–67. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137373199_4.

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Sassatelli, Roberta. "Fit Bodies, Strong Selves." In Fitness Culture, 168–98. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230292086_8.

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Sassatelli, Roberta. "The Culture of the Fit Body." In Fitness Culture, 144–67. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230292086_7.

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Zakaria, Norhayati. "Building a Culturally Fit Expatriate." In Making Sense of Culture, 193–207. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9781351034586-9.

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Glitsch, Veronika. "Fit in ready-to-wear clothing." In Design for a Sustainable Culture, 141–54. Abingdon, Oxon ; New York, NY : Routledge, [2017] | Series: Routledge studies in culture and sustainable development: Routledge, 2017. http://dx.doi.org/10.4324/9781315229065-11.

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Lee, Joohyun, Yunja Nam, Ming Hai Cui, Kueng Mi Choi, and Young Lim Choi. "Fit Evaluation of 3D Virtual Garment." In Usability and Internationalization. HCI and Culture, 550–58. Berlin, Heidelberg: Springer Berlin Heidelberg, 2007. http://dx.doi.org/10.1007/978-3-540-73287-7_64.

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Price, Karl F., Daniel E. Lupton, and Sarah Henry. "Selecting Employees to “Fit” the Corporate Culture." In Human Resource Strategies for Organizations in Transition, 159–70. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4684-5757-5_13.

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Erez, Miriam. "Make Management Practice Fit the National Culture." In The Blackwell Handbook of Principles of Organizational Behaviour, 435–50. Oxford, UK: Blackwell Publishing Ltd, 2017. http://dx.doi.org/10.1002/9781405164047.ch29.

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Erez, Miriam. "Make Management Practice Fit National Cultures and the Global Culture." In Handbook of Principles of Organizational Behavior, 615–32. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119206422.ch33.

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Conference papers on the topic "Culture fit"

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Wang, Hongli, and Zhuo Chen. "Does organizational culture or organizational culture fit really matter?" In 2015 12th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2015. http://dx.doi.org/10.1109/icsssm.2015.7170292.

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Siboro, M., and A. Prabowo. "Fit for Purpose Behaviourism; a Design Culture." In SPE/IATMI Asia Pacific Oil & Gas Conference and Exhibition. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/186944-ms.

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Wang, Shan, and William Yeoh. "How Does Organizational Culture Affect IS Effectiveness: A Culture-Information System Fit Framework." In 2009 International Conference on Electronic Commerce and Business Intelligence, ECBI. IEEE, 2009. http://dx.doi.org/10.1109/ecbi.2009.127.

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Xu, Xiaofeng. "Comments and Deliberation on qthe Fit and Departure between NBA Culture and the Mainstream American Cultureq." In 2017 International Conference on Innovations in Economic Management and Social Science (IEMSS 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/iemss-17.2017.235.

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Wu, Chen, and Gao Wu. "Person-organization fit relationship with innovative performance of employees:A literature review." In 2017 International Conference on Education, Culture and Social Development (ICECSD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icecsd-17.2017.41.

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"A Study on the Culture of Confucian Merchants and the Corporate Culture based on the Fit between Confucianism and Merchants." In 2018 International Conference on Culture, Literature, Arts & Humanities. Francis Academic Press, 2018. http://dx.doi.org/10.25236/icclah.18.062.

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Chang, Ya-Ping, and Usher Zheng. "A Study on Relationship of Person-Corporate Culture Fit, Organization Commitment and Work Performance." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1667.

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Al-Mutawah, Khalid, and Vincent C. S. Lee. "Implementing corporate culture fit across networked enterprises — A multiagent co-evolution path approach." In 2008 International Conference on Service Systems and Service Management (ICSSSM 2008). IEEE, 2008. http://dx.doi.org/10.1109/icsssm.2008.4598474.

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Gracia, Alberto, F. Javier Torrijo, and Miguel Pérez. "Restoration Project of vernacular architecture affected for ground subsidence. A case study in Juslibol Church (Zaragoza, Spain)." In HERITAGE2022 International Conference on Vernacular Heritage: Culture, People and Sustainability. Valencia: Universitat Politècnica de València, 2022. http://dx.doi.org/10.4995/heritage2022.2022.15133.

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ABSTRACT By request of the Archbishopric of Zaragoza there is realized from 2011 an exhaustive study of the situation of the Parish Church dedicated to the Asunción of Our Lady (XVIIIth century) of Juslibol (Zaragoza, Spain). This Church has suffered for many years problems of deformations and settlements caused by the combination of several particularly unfavorable factors, such as: the poor quality of the support ground, its situation on a slope on a half-slope, and leaks from a supply network, and especially sewage network, which have favored processes of dissolution-subsidence of the ground below foundations. A support system (jet-grouting), such as underpinning, was provided to ensure the stability of the structure but the problem does not fit only to the building of the Church. An aspect that had not been sufficiently addressed until now is the situation of cracks recognized in the Church in relation to those existing in the surrounding area. From the diagram of the recognized cracks in the pavement of the streets and squares, as well as in the buildings themselves, a lateral correlation of these can be made; obtaining a system, toward the top of the slope, in consecutive discharge arches, that give sense to the idea of a descending flow that fits well to the morphology of alluvial fan of the primitive ravine It can be said that the problem affecting the Church, as regards the movements it is recording at the moment, has its origin in a much broader area which includes at least a part of the slope that corresponds to the old alluvial fan of the ravine that is located right in the head. Currently, models and calculations have been made that have allowed us to assess a restoration-stabilization project that has recently been initiated.
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Priyono, B. S., K. Indrianingrum, A. Murdiyanto, and E. M. Afriana. "The Role of Organizational Culture as Moderating Variable in the Influence of Person-Organization Fit and Job Characteristics on Performance." In The 3rd International Conference on Banking, Accounting, Management and Economics (ICOBAME 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.210311.087.

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Reports on the topic "Culture fit"

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Dougherty, Ronald J. Fit to Fight: Admin or Ethos? Embedding Fitness in Air Force Culture. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada540086.

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Musa, Padde, Zita Ekeocha, Stephen Robert Byrn, and Kari L. Clase. Knowledge Sharing in Organisations: Finding a Best-fit Model for a Regulatory Authority in East Africa. Purdue University, November 2021. http://dx.doi.org/10.5703/1288284317432.

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Knowledge is an essential organisational asset that contributes to organisational effectiveness when carefully managed. Knowledge sharing (KS) is a vital component of knowledge management that allows individuals to engage in new knowledge creation. Until it’s shared, knowledge is considered useless since it resides within the human brain. Public organisations specifically, are more involved in providing and developing knowledge and hence can be classified as knowledge-intensive organisations. Scholarly research conducted on KS has proposed a number of models to help understand the KS process between individuals but none of these models is specifically for a public organisation. Moreover, to really reap the benefits that KS brings to an organization, it’s imperative to apply a model that is attributable to the unique characteristics of that organisation. This study reviews literature from electronic databases that discuss models of KS between individuals. Factors that influence KS under each model were isolated and the extent of each of their influence on KS in a public organization context, were critically analysed. The result of this analysis gave rise to factors that were thought to be most critical in understanding KS process in a public sector setting. These factors were then used to develop a KS model by categorizing them into themes including organisational culture, motivation to share and opportunity to share. From these themes, a KS model was developed and proposed for KS in a medicines regulatory authority in East Africa. The project recommends that an empirical study be conducted to validate the applicability of the proposed KS model at a medicines regulatory authority in East Africa.
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Wu, Yingying, and Susan P. Ashdown. A Cross-Cultural Study of Consumer Perceptions of Clothing Fit. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1470.

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Wu, Yingying, and Susan Ashdown. A Cross-Cultural Study of Consumer Perceptions of Clothing Fit. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-415.

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Castaño Reyero, María José, Tomás Aller Floreancig, Clara Isabel Barrio Lema, Isabel Díez Velasco, Javier Izquierdo García, Gizela Maffeis Pacheco, and Ana Cristina Suja Lucía. Cultura de datos en la trata de seres humanos: informe técnico de investigación. Universidad Pontificia Comillas, February 2022. http://dx.doi.org/10.14422/iuem.20220218.

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Este proyecto, liderado por el Instituto Universitario de Estudios sobre Migraciones (IUEM) en colaboración con Unicef Comité Español, investiga las tendencias, lagunas y retos a la hora de recoger, analizar, compartir y utilizar los datos en materia de trata de seres humanos con el fin de poder tomar mejores decisiones. Para ello, se ha servido de dos herramientas esenciales: la estadística y la innovación tecnológica. Tras más de dos años de investigación, el proyecto Cultura de Datos en la Trata de Seres Humanos ha logrado estimar la “cifra oculta” de víctimas de trata en la Comunidad Autónoma de Madrid para el periodo 2015-2019, y ha sentado las bases para una aplicación tecnológica basada en tecnología blockchain permita el acceso a derechos de las personas en procesos de trata y explotación, así como la interoperabilidad institucional de las organizaciones y autoridades que las asisten.
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Castaño Reyero, María José, Clara Isabel Barrio Lema, Isabel Díez Velasco, Gizela Maffeis Pacheco, and Almudena Olaguibel Echevarría-Torres. Qué sabemos y cómo lo contamos: Cultura de datos en la trata de seres humanos. Universidad Pontificia Comillas, February 2022. http://dx.doi.org/10.14422/iuem.20220214.

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Este informe corto narra la experiencia del proyecto Cultura de Datos en la Trata de Seres Humanos, liderado por el Instituto Universitario de Estudios sobre Migraciones (IUEM) en colaboración con Unicef Comité Español. Durante más de dos años, el proyecto ha investigado las tendencias, lagunas y retos a la hora de recoger, analizar, compartir y utilizar los datos en materia de trata de seres humanos con el fin de poder tomar mejores decisiones. Una vez hecho el análisis, se ha servido de dos herramientas esenciales para presentar dos posibles soluciones: una estadística y una tecnológica. Con la primera, se ha logrado estimar la “cifra oculta” de víctimas de trata en la Comunidad Autónoma de Madrid para el periodo 2015-2019. Con la segunda, se han sentado las bases para una aplicación tecnológica basada en tecnología blockchain permita el acceso a derechos de las personas en procesos de trata y explotación, así como la interoperabilidad institucional de las organizaciones y autoridades que las asisten.
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Титаренко, Дмитро Миколайович, and Таня Пентер. Local memory on war, German occupation and postwar years. An oral history project in the Donbass. Cahiers du monde Russe, Vol. 52, No. 2/3, 2011. http://dx.doi.org/10.31812/123456789/6476.

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This article presents the findings of a small oral history project carried out during the years 2001-2010 in the Eastern Ukrainian Donbass region. We learn from the interviews that loyalties were rather fragile and changed quite frequently during the war. The sharp lines of definition and categorisation which historians have created in dealing with the past do not fit wartime reality. Many people collaborated at one time and participated in Soviet resistance or fought in the Red Army at another. There were no clear lines between collaboration and resistance, but rather moral grey zones. Experiences of the occupation were diverse, and besides, experiences of terror and violence also included cultural and working experiences as well as various personal relationships with the German enemy. Therefore the authors argue for much more integrated research approaches trying to combine the wide range of different wartime experiences.
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Amaya Amaya, Mónica, Gigliola Moranti Sánchez, and Anyela Castaño. Propuesta para el fortalecimiento del currículo del Programa de Tecnología en Radiología e Imágenes Diagnósticas de la Universidad Nacional Abierta y a Distancia desarrollando un enfoque en cultura de seguridad del paciente para el periodo académico 2019-. Universidad Nacional Abierta y a Distancia - UNAD, 2021. http://dx.doi.org/10.22490/ecisa.4865.

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Desarrollar el fortalecimiento del currículo del Programa de Tecnología en Radiología e Imágenes Diagnósticas al fomentar un enfoque en cultura de seguridad del paciente de la Universidad Nacional Abierta y a Distancia 2019-2021, a través del diseño de un curso o una asignatura que permita la apropiación de competencias por parte de los estudiosos para desempeñarse en el sistema de prestación de servicios de salud colombiano, es un ejercicio que implica la recopilación de la estructura de los programas ofertados en el país y algunos referentes nacionales en aras de permitir la configuración de escenarios modernos que permitan la creación de nuevas unidades de competencias partiendo de las normas ya establecidas en el país, por parte de la comisión de talento humano en salud. Al mismo tiempo, se busca evaluar el grado de apropiación de los estudiantes frente a los temas del Programa de Tecnología en Radiología e Imágenes Diagnósticas con respecto a la cultura de seguridad del paciente, con el fin de visibilizar la situación actual y la inminente necesidad de fortalecer el currículo con elementos que permitan un mejor desarrollo de los estudiantes en sus campos de desempeño.
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Morrison, Dawn, and Adam Smith. Fort Huachuca history of development : existing reports and contexts. Engineer Research and Development Center (U.S.), January 2021. http://dx.doi.org/10.21079/11681/39479.

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The Fort Huachuca Environmental and Natural Resources Division (ENRD) tasked ERDC-CERL to compile a history of the development of Fort Huachuca for use in evaluating existing facilities and how they fit within the larger, overarching history of the fort. Fort Huachuca desires a comprehensive history of the fort for use in better understanding how its various facilities integrate into the overall history and development of the fort and its existing National Historic Landmark (NHL) and proposed existing evaluated, eligible, and listed National Register of Historic Places (NRHP) properties and districts. This comprehensive history will help ENRD in making determinations on how to address future National Register of Historic Places (NRHP) nominations and/or recommendations for adding new historic districts or expanding the existing historic district. ERDC-CERL compiled content from 18 existing historic contexts, building inventory and cultural re-sources reports, NRHP nomination and registration forms, and Historic American Buildings Survey (HABS) forms previously completed for the ENRD, and used these resources to compile the current history.
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Drabczyk, Maria, and Johan Oomen. COVID-19 as a Driver for Change in Audiovisual Archives. International Federation of Television Archives, March 2021. http://dx.doi.org/10.18146/coav2021.

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This report captures the various ways in which the cultural heritage sector is adapting, not only to cope with the uncertainty caused by the COVID-19 pandemic, but also to flourish in the future. It is the result of a joint virtual exchange between members of the International Association of Sound and Audiovisual Archives (IASA) and the International Federation of Television Archives (FIAT/IFTA). The aim was to gather professionals from the global archival community and to discuss how positive changes could be identified and sustained, to share best practices and individual experiences, and to collaboratively think out the best ways forward.
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