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1
Manley, Lynda, Ruth Barr, and Patricia McNamara. "Strengthening Trauma-informed Therapeutic Practice Approaches in Out-of-home Care." Children Australia 39, no. 4 (December 2014): 216–20. http://dx.doi.org/10.1017/cha.2014.33.
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This paper provides a snapshot of early work undertaken to develop a trauma-informed complex case management and therapeutic practice model for kinship and foster care within a family and community services agency. The approach taken has initially involved supporting case workers and carers and working towards organisational cultural change. The shift in focus described arose from a concern that stability and healing goals were not well supported within the existing programmatic framework and practice approaches. Purposeful integration of theory with practice has been central to the change process. There is a clear rationale that working from a strong evidence base can create better outcomes for children and young people in out-of-home care. The paper reflects on work in progress. Action taken to date has educated the workforce around trauma-informed responses, developed clear protocols and a set of practice tools. This has embedded a strong foundation for further development as resources become available.
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Lykkebo Petersen, Matilde. "Finding the “Appropriate Distance” in Egg Donor Kinship Relations." lambda nordica 24, no. 2-3 (February 18, 2020): 136–70. http://dx.doi.org/10.34041/ln.v24.583.
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This article explores kinship formation from the perspective of egg donors in Denmark. Through interviews with Danish egg donors, it investigates how the Danish legal framework and specific context, materialise egg donor kinship relations in third party reproduction. The article shows the ways egg donors negotiate normative ideals about family and motherhood through different kinship strategies. It argues that the donors’ relational kinship work is a form of social pioneering work, wherein donors help define what an egg donor kinship relation is and can be. This is analysed through the analytical concept of “appropriate distance.” The analysis shows how different normative constraints are embedded in the legal framework that structure which kinship relations are available. As an example, the different donor types in Denmark, anonymous, open, and known, become a way of disconnecting or connecting to kinship. In line with existing studies, it demonstrates how egg donation in Denmark is structured around ideals of altruism linked to normative ideals of femininity and motherhood. Further, it is concluded that egg donation proposes subversive potential for deconstructing heteronormative kinship ideals about motherhood. At the same time, however, the analyses conclude that heteronormative family ideals often are re-installed through egg donation practices.
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Ochoa, Alejandro, and John D. Storey. "Estimating FST and kinship for arbitrary population structures." PLOS Genetics 17, no. 1 (January 19, 2021): e1009241. http://dx.doi.org/10.1371/journal.pgen.1009241.
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FST and kinship are key parameters often estimated in modern population genetics studies in order to quantitatively characterize structure and relatedness. Kinship matrices have also become a fundamental quantity used in genome-wide association studies and heritability estimation. The most frequently-used estimators of FST and kinship are method-of-moments estimators whose accuracies depend strongly on the existence of simple underlying forms of structure, such as the independent subpopulations model of non-overlapping, independently evolving subpopulations. However, modern data sets have revealed that these simple models of structure likely do not hold in many populations, including humans. In this work, we analyze the behavior of these estimators in the presence of arbitrarily-complex population structures, which results in an improved estimation framework specifically designed for arbitrary population structures. After generalizing the definition of FST to arbitrary population structures and establishing a framework for assessing bias and consistency of genome-wide estimators, we calculate the accuracy of existing FST and kinship estimators under arbitrary population structures, characterizing biases and estimation challenges unobserved under their originally-assumed models of structure. We then present our new approach, which consistently estimates kinship and FST when the minimum kinship value in the dataset is estimated consistently. We illustrate our results using simulated genotypes from an admixture model, constructing a one-dimensional geographic scenario that departs nontrivially from the independent subpopulations model. Our simulations reveal the potential for severe biases in estimates of existing approaches that are overcome by our new framework. This work may significantly improve future analyses that rely on accurate kinship and FST estimates.
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Apsīte, Annija. "In search of a theoretical framework of factors influencing work and life balance." Sustainable development of the Baltic Sea Region 13, no. 2 (2021): 52–63. http://dx.doi.org/10.5922/2079-8555-2021-2-3.
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Work and life balance (WLB) has gained noticeable attention amid the pandemic. Even before the outbreak of COVID-19, the increasing pace of life encouraged the investigation of individual and organisational aspects of WLB. Physically and mentally healthy people help society develop and grow. Health issues caused by work and life imbalance lead to dissatisfaction with both work and life, which, in turn, leads to higher stress and stress-related illnesses, for instance, burnout. From the organisational point of view, WLB is a factor in analysing the efficiency of an enterprise. The consequences of a work-life imbalance are intentional or unintentional absence, high employee turnover, low productivity, higher insurance costs, low job satisfaction, and others. WLB has been examined recently as part of employer branding since a shortage of labour prompts organisations to look for strategies to attract and retain employees. In this paper, content analysis is carried out to provide a theoretical framework for WLB and job satisfaction issues. Special attention is paid to the literature on WLB factors affecting the organisation and the individual. It is concluded that critical factors include both individual and organisational ones. Among them are job involvement, tenure, workload and scheduling, organisational culture (leadership, recreational opportunities, flexibility, supervisor support, autonomy, boundary management, alternative working methods etc.), occupational stress, and salary. These factors differ in their significance, particularly when viewed across several fields.
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Drew, Glenys. "An Artful Learning Framework for organisations." Journal of Management & Organization 14, no. 5 (November 2008): 504–20. http://dx.doi.org/10.1017/s183336720000300x.
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AbstractThis paper proposes an Artful Learning Framework as an organisational development initiative. The framework is designed to assist people in organisations seeking higher levels of engagement in their strategic and operational endeavours, such as navigating change. The Artful Learning Framework offers three strategies as potential artful learning events designed to help people in organisations engage with each other creatively to achieve their organisational and professional goals. The Artful Learning Wave Trajectory model (Kerr 2006) forms a conceptual antecedent for the Artful Learning Framework. The Framework's strategies align with the relevant literature on organisational learning and, in particular, a proposition of Kerr (2006) who identifies a suite of skills, capacities and capabilities that are important in organisations. The notion of the wave, with the effect of ‘pausing and gathering’ to consider amidst the inevitable ambiguity and turbulence offor-ward movement, is invoked as a metaphor for the elements of the Framework which support its strategies. The paper will be of interest to individuals and groups that are committed to profound learning and capability building for the benefit of themselves, their teams and the organisations in which they work.
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Drew, Glenys. "An Artful Learning Framework for organisations." Journal of Management & Organization 14, no. 5 (November 2008): 504–20. http://dx.doi.org/10.5172/jmo.837.14.5.504.
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AbstractThis paper proposes an Artful Learning Framework as an organisational development initiative. The framework is designed to assist people in organisations seeking higher levels of engagement in their strategic and operational endeavours, such as navigating change. The Artful Learning Framework offers three strategies as potential artful learning events designed to help people in organisations engage with each other creatively to achieve their organisational and professional goals. The Artful Learning Wave Trajectory model (Kerr 2006) forms a conceptual antecedent for the Artful Learning Framework. The Framework's strategies align with the relevant literature on organisational learning and, in particular, a proposition of Kerr (2006) who identifies a suite of skills, capacities and capabilities that are important in organisations. The notion of the wave, with the effect of ‘pausing and gathering’ to consider amidst the inevitable ambiguity and turbulence offor-ward movement, is invoked as a metaphor for the elements of the Framework which support its strategies. The paper will be of interest to individuals and groups that are committed to profound learning and capability building for the benefit of themselves, their teams and the organisations in which they work.
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Rahim, Norizan Baba. "DYNAMIC SAFETY INTERACTIONS FOR IMPROVING QUALITY OF WORK LIFE: A PROPOSED CONCEPTUAL FRAMEWORK FOR ENGINEERS IN MANUFACTURING INDUSTRIES." International Journal of Innovation and Industrial Revolution 3, no. 9 (December 5, 2021): 09–17. http://dx.doi.org/10.35631/ijirev.39002.
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In Malaysia's manufacturing industry, workplace accidents and injuries are a big problem. This industry has made only minor progress in terms of reducing fatalities and significant injuries. The fatal injury rate decreased marginally; however, the previous year's severe injury rate stayed unchanged. (Department of Occupational Safety and Health (DOSH), 2021). As a result, manufacturing safety continues to be a severe issue in Malaysia. The organisational nature of industrial accidents has been highlighted in safety literature, and empirical study has focused on determining the organisational, managerial, and environmental elements that influence accident causation. The majority of prior works have emphasised the concept of safety culture (or safety climate). Scholars have recently begun to look into additional organisational elements, such as the impact of organisational environment, leadership style, and occupational stressors on industrial accidents. This study presents a conceptual framework to investigate the interaction between safety climate and safety behaviour in Malaysia's manufacturing sector, with the goal of developing more effective safety interventions to reduce accidents.
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VAN DEN BOGAARD, LEVI, KÈNE HENKENS, and MATTHIJS KALMIJN. "So now what? Effects of retirement on civic engagement." Ageing and Society 34, no. 7 (February 7, 2013): 1170–92. http://dx.doi.org/10.1017/s0144686x13000019.
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ABSTRACTRetirement is an event that often brings about great changes in a person's personal and social life. For many people, work is not only a way to fill time and earn money, but also important for their identity and meaning in life. After retirement, these benefits of work are lost, and it is expected that people will seek substitutes for this loss. This paper focuses on the effects of retirement on informal civic activities such as the support given to family and friends as well as more formal types such as volunteering and organisational involvement. Using two waves from the Netherlands Kinship Panel Study, a conditional change model is employed. Two groups are compared: men and women who kept working, and men and women who retired. Results show that following retirement, people appear to change the nature of some relationships by providing more instrumental support. Furthermore, retirees seem to start spending more time volunteering after retirement, and they increase their organisational memberships. Implications, strengths and limitations of the study are discussed.
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Corea, Stephen. "Information Technology and the Modalisation of Organisational Behaviour: A Theoretical Framework." Journal of Information Technology 21, no. 2 (June 2006): 86–98. http://dx.doi.org/10.1057/palgrave.jit.2000060.
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Information technologies can transform an organisation's capacity to act effectively and achieve its performance aims. This theoretical paper presents a framework, adapted from the work of the semiotician A.J. Greimas, for qualitatively analysing this shaping of organisational behaviour and effectiveness around the use of IT. This framework permits various forms of capability or constraint in organisational action to be distinguished, in terms of the functional capacities of IT systems or key dimensions of social structure. A multi-faceted consideration of positive and negative outcomes of IT-based activities is thus supported. The use of this framework is demonstrated through brief case examples that illustrate its utility in providing a dynamic perspective on organisational performance and alignment in the use of IT. This theoretical framework equips IS interpretive studies to analyse the shaping of IT-based organisational activity from a standpoint of structures of behaviour or significance in a context of purposeful action.
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Chaudhuri, Sanghamitra, Ridhi Arora, and Paramita Roy. "Work–Life balance policies and organisational outcomes – a review of literature from the Indian context." Industrial and Commercial Training 52, no. 3 (June 23, 2020): 155–70. http://dx.doi.org/10.1108/ict-01-2019-0003.
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Purpose In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance (WLB) policies for enhancing employee retention. The purpose of this study is to review the importance of WLB policies and programmes and its impact on organisational outcomes. Design/methodology/approach Using Deery’s (2008) framework as the conceptual framework, the current study attempts to provide an integrated literature review of the empirical studies conducted in the area of WLB and employee retention in India for a decade from 2007 till 2017. Findings The analysis of the extant literature revealed that the research on WLB for Indian organisations really surged since 2013. Most of the empirical studies conducted in this area use a positivist paradigm. Numerous industry sectors including the information technology (IT) and business process outsourcing sectors have benefitted from WLB policies, but the banking and higher education sector have generously implemented employee-friendly WLB policies. Practical implications The study stresses upon the implementation of employee friendly WLB policies for achieving high organisational outcomes. Furthermore, the findings may be useful for human resource management and human resource development professionals to understand and appreciate the organisational components, settings that are necessary to facilitate better WLB in Indian organisations, thereby resulting in better organisational outcomes. Originality/value The study provides us with a comprehensive review of different WLB studies conducted in India till date and its possible impact on various organisational outcomes.
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Deery, Margaret, and Leo Jago. "Revisiting talent management, work-life balance and retention strategies." International Journal of Contemporary Hospitality Management 27, no. 3 (April 13, 2015): 453–72. http://dx.doi.org/10.1108/ijchm-12-2013-0538.
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Purpose – This paper aims to examine the themes of talent management, work-life balance (WLB) and retention strategies in the hospitality industry. The study was undertaken through an analysis of the key themes in the most recent literature. The paper uses a framework incorporating organisational and industry attributes, personal employee dimensions, work-life conflict and organisational strategies and examines these in relation to whether job satisfaction, organisational commitment and employee retention improve. Design/methodology/approach – The paper uses employee turnover literature to underpin a discussion of successful talent management. Using a key word search in both the hospitality literature and more mainstream management research, it divides the literature into four themes, namely, employee attitudes, personal employee dimensions, WLB and organisational strategies for employee retention. Findings – The key findings emerging from this examination of the literature show that WLB appears to have become one of the key variables when addressing issues of employee management and retention. In the recent literature, the link between employee attitudes, such as job satisfaction and organisational commitment, personal dimensions, such as stress and alcohol abuse, and WLB have become closer and intertwined. These links assist in gaining more focussed strategies to assist in retaining talented staff. Research limitations/implications – The meta-analysis of relevant literature provides an understanding of recent thinking in the area of WLB, talent management and the retention of talented staff. The article reframes the key issues in light of changes in the work environment and presents a new framework for future research and industry application. Practical implications – Given that WLB has become such an important factor, it is critical that managers regularly monitor the levels of WLB being experienced by staff. As staff are not always aware of WLB being a problem until it is too late, managers will need to find appropriate methods for assessing the presence of problems in this area. Social implications – The development of WLB strategies within the hospitality industry will assist in providing a healthier lifestyle for employees. This will then positively impact on family and social relationships. Originality/value – The meta-analysis of relevant literature provides an understanding of recent thinking in the area of WLB, talent management and the retention of talented staff. The article reframes the key issues in light of changes in the work environment and presents a new framework for future research and industry application.
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Olasupo, Mathew O., Erhabor S. Idemudia, Ganiyat S. Arowosegbe, and Damilare A. Fagbenro. "Pay Satisfaction and Organizational Politics as Predictors of Quality of Work Life among Government Employees." European Review Of Applied Sociology 12, no. 18 (June 1, 2019): 32–42. http://dx.doi.org/10.1515/eras-2019-0003.
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AbstractThe study investigated the predictive role of pay satisfaction and organisational politics on quality of work life. Herzberg’s Two-Factor Theory was used as a theoretical framework in this study. Cross sectional survey research design was adopted. Data were collected from 429 respondents consisting of (Females = 231(53.8%), Males = 198(46.2%) (Mean age = 39.14, S.D = 12.07) via a simple random and convenience sampling techniques. Work-Related Quality of life scale (WRQLS), Pay Satisfaction Questionnaire (PSQ) and Perceived Organisational Politics Scale (POPS) were used as instrument for data collection. Data collected were analysed using Pearson moment correlation (PPMC) and Multiple Regression analysis. There was significant positive relationship between pay satisfaction and quality of work life. Positive relationship was found between organisational politics and the quality of work life. Finally, pay satisfaction and organisational politics jointly predict quality of work life. These findings have implications for putting up psychological interventions aim at improving the quality of work life of government employees.
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Fulop, Emeritus Liz, Louise Kippist, Ann Dadich, Kate Hayes, Leila Karimi, and Anne Symth. "What makes a team brilliant? An experiential exploration of positivity within healthcare." Journal of Management & Organization 25, no. 04 (December 18, 2018): 591–612. http://dx.doi.org/10.1017/jmo.2018.56.
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AbstractFollowing its positive outcomes in a state-wide survey, co-managers of the Queensland Cancer Control Analysis Team commissioned discovery interviews to explore these results. Eleven interviews were analysed by positive organisational scholars who drew on depreciating and appreciating organisational dynamics to make sense of Queensland Cancer Control Analysis Team’s high performance. An initial framework was devised, including appreciative, depreciative, and hybrid dynamics, with the latter representing an extension to an existing taxonomy. Findings revealed mainly appreciative and hybrid dynamics. To further understand these, the framework was expanded by reframing the dynamics as positive institutional work. This extension offers an experiential understanding of positive institutional patterns by incorporating the troika of experiential surfacing, agency as inquiry, and inclusion. The value of this framework is threefold, for it can be used as an analytic, a diagnostic, and an intervention tool to enable scholars and practitioners to operationalise positive organisational scholarship to examine, understand, and promote positive organisational experiences.
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Haque, Amlan, Mario Fernando, and Peter Caputi. "Responsible leadership and employee outcomes: a systematic literature review, integration and propositions." Asia-Pacific Journal of Business Administration 13, no. 3 (May 28, 2021): 383–408. http://dx.doi.org/10.1108/apjba-11-2019-0243.
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PurposeThe dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions.Design/methodology/approachThis paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways.FindingsA shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism.Research limitations/implicationsThe implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention.Originality/valueThe systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.
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Unguren, Engin, and Yasar Yigit Kacmaz. "Innovations in Management of Hotel Employees: the Relationship Between Organizational Resilience and Work Engagement." Marketing and Management of Innovations 2, no. 1 (2022): 141–50. http://dx.doi.org/10.21272/mmi.2022.2-13.
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In many destinations, crises such as hurricanes, floods, wildfires, earthquakes, terrorist attacks, and outbreaks negatively impact the tourism industry. Such crises stress out both management levels and employees, declining productivity. In an environment where the crisis is intense, tourism enterprises need to take the necessary precautions to continue their activities and ensure sustainability. This study focuses on the implications of organisational resilience on employees, which refers to the ability to continue its activities in the face of crises. This study, handled in the context of Social Exchange Theory, has two purposes. The first purpose of the study is to determine the effect of organisational resilience on organisational support and work engagement. The second purpose of this study is to determine the mediating role of organisational support in the relationship between organisational resilience and work engagement. The study is cross-sectional and employs a quantitative method. The study used convenience sampling because it was conducted during the COVID-19 pandemic and the relevant restrictions dictated certain precautions. Another reason behind convenience sampling is the limited cost and timeline for the study. Data were collected with questionnaires from 506 employees working at four and five-star hotels. The suitability of the measurement model was tested with confirmatory factor analysis. The mediation analysis was carried out with process macro, based on the bootstrap method. Consequent to the analyses conducted in line with the purposes of this study, organisational resilience was found to positively impact perceived organisational support and work engagement. Furthermore, perceived organisational support has a full mediation role in the relationship between organisational resilience and work engagement. The findings of this study theoretically provide a framework regarding how organisational resilience improves employees' attitudes towards their jobs. In addition, the results obtained in the study help efficiently manage crises and unexpected events and develop the right policies for employees.
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Aleksic-Miric, Ana, Biljana Bogicevic-Milikic, and Nebojsa Janicijevic. "Organisational learning in Serbia during the transition: The legacy of Bozidar Cerovic and his contribution to transition research." Ekonomski anali 65, no. 225 (2020): 73–104. http://dx.doi.org/10.2298/eka2025073a.
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In this paper we address the issue of organisational learning in Serbia during the transition, based extensively on the research work of Bozidar Cerovic that was published in his conference papers, academic journals, books, and edited volumes from the 1990s onwards, as well as in our joint research. We delineate three generations of organisational learning in the post-1989 transformation, which correspond to the transition periods comprehensively analysed in Cerovic?s work. We discuss each of these generations of organisational learning as characterised by the specific learning context, shaded by macro-level determinants and distinctive learning antecedents, nature, practices, and outcomes, and provide a theoretical framework using institutional organisation theory to highlight the specific issue of organisational learning in Serbia during the transition of South-Eastern Europe.
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Kriek, HS. "Work teams: A review of South African research." South African Journal of Economic and Management Sciences 10, no. 4 (May 22, 2014): 558–71. http://dx.doi.org/10.4102/sajems.v10i4.1066.
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The use of teams had become one of the standard features of the South African organisational landscape. Internationally this phenomenon has attracted the interest of researchers and scholars alike. The current study reviews local research on team according to the model of theory building proposed by Carlile and Christensen (2005). It provides a heuristic framework to present the literature review within the categorisation stage of this model and indicates the research according to the various categories of the framework. It found that local research addresses a wide array of these categories and that the majority of research is done from a descriptive perspective.
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Paesen, Heidi, Jeroen Maesschalck, and Kim Loyens. "Beyond police culture." Policing: An International Journal 42, no. 5 (October 10, 2019): 814–31. http://dx.doi.org/10.1108/pijpsm-12-2018-0171.
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Purpose Combining insights from the traditional literature on police culture with insights from the broader literature on organisational culture and on grid-group cultural theory (Douglas, 1970), the purpose of this paper is to introduce a new 15-dimensional framework of “organisational culture in the police” and test this framework via a survey instrument. This new conceptualisation is broader than the traditional police culture concept and allows for comparisons of the police with other organisations. Design/methodology/approach A newly developed instrument to measure the 15-dimensional framework, called the “Leuven Organisational Culture Questionnaire (LOCQ)”, was tested in 64 local police forces in Belgium (n=3,847). Findings The hypothesised 15-dimensional model is largely confirmed by confirmatory factor analysis. Assessments of between-unit variation show that the LOCQ is sufficiently sensitive to identify differences between work units in police organisations. The authors also find that traditional police culture characteristics tend to vary slightly less between units than the other characteristics. Also, there is less variation for characteristics related to police work (e.g. law enforcement orientation and citizen orientation) than for characteristics associated with the unit level (e.g. weak supervisory support and internal solidarity) or the organisational level (e.g. rule orientation and results orientation). Originality/value This paper expands the traditional “police culture” concept to a more generic and theory-driven conceptualisation of “organisational culture in the police”. The survey instrument offers a standardised way to map and compare culture within police organisations, and to compare it with the culture of other organisations both within and outside law enforcement.
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Hurst, Jane, Sarah Leberman, and Margot Edwards. "Women managing women: An holistic relational approach to managing relationships at work." Journal of Management & Organization 24, no. 4 (March 14, 2017): 500–516. http://dx.doi.org/10.1017/jmo.2017.10.
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AbstractWith women representing nearly half of the workforce in Western countries, it is likely that a woman will have a woman manager and/or employees at some point during her working life. In our research, we worked collaboratively with 13 New Zealand women to develop personal and organisational responses when hierarchical relationships between women become strained. We identified four interlinked strategies at the personal and organisational level: developing awareness of the existence and nature of the conflict, enhancing personal and relational skills such as confidence and communication, building support networks within and outside the organisation, and finding acceptance when change is needed. Taking a gendered relational perspective, we propose that responses to a strained relationship need to be considered within the broader personal, organisational, societal and temporal context within which the relationship is situated. Therefore, we propose a more holistic relational and context-focussed framework to create an environment more conducive to understanding and positive change.
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Abu-Shanab, Emad, and Ayat Subaih. "The Role of Knowledge Sharing and Employees’ Satisfaction in Predicting Organisational Innovation." Journal of Information & Knowledge Management 18, no. 03 (September 2019): 1950026. http://dx.doi.org/10.1142/s0219649219500266.
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This study aimed at exploring the factors influencing organisational innovation by utilising the following six factors: Organisational culture, organisational rules and policies, employees’ attitudes, intrinsic and extrinsic motivations, employees’ satisfaction, and knowledge sharing. This exploratory study used a sample of 255 employees in public and private firms. A survey was used to measure the seven dimensions included in the framework. Structural equation modelling was used to estimate the path diagram and test the research hypotheses. Results indicated a strong support of our proposed framework, with an [Formula: see text] equal to 0.434. Both employees’ satisfaction and knowledge sharing were significant predictors of organisational innovation. Intrinsic and extrinsic motivations were significant predictors of employees’ attitudes, which in turn was a significant predictor of knowledge sharing. Organisational rules and policies, organisational culture, and attitudes were significant predictors of knowledge sharing. Finally, organisational rules and policies were the only significant predictor of employees’ satisfaction. Firms need to work on intrinsic and extrinsic motivation to influence employees’ attitudes and thus knowledge sharing. More emphasis should be put on rules and policies that establish a culture of knowledge sharing. A systematic approach to KM would influence organisational innovation more than employees’ satisfaction side. The study utilised a newly developed Arabic language instrument. This study is the first in Jordan to test such domain and to use a newly developed instrument in Arabic language.
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Chauhan, Harsh, Henrijs Kalkis, and Arnis Sauka. "Intra-Organisational Competition Between Employees Effecting Entrepreneurial Intention for Further Business Growth." Humanities and Social Sciences Latvia 30, no. 1, 2 (December 20, 2022): 38–51. http://dx.doi.org/10.22364/hssl.30.03.
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The rationale behind the chosen title reflects the importance of intra-organisational competition within an organisation between employees, it encourages entrepreneurs to perceive entrepreneurial intentions for further business expansion in relation to need, opportunity and motivation associated with continued entrepreneurship. The Entrepreneurial point of view recognises the contribution made by employees and the spirit of competitiveness ‘to outperform each other’ in terms of productivity and work behaviour. This article highlights the significance of intra-organisational competition on entrepreneurial intentions having a profound effect on the decision making for business growth. Entrepreneurial intentions has been viewed from the intra-organisational competition’s perspective. Previous researches concentrated more on defining entrepreneurship in terms of business feasibility and commercial resource availability. This article emphasises human capital and its behavioural aspect for supporting further business expansion. The Internal social comparison can affect organisational growth, by bridging the literatures of the intra-organisational competition and entrepreneurial intention a proposed framework has been developed. The topic establishes the co-relation between intra-organisational competition and entrepreneurial intentions for continued entrepreneurship. Systematic literature review has been carried out along with the identification of relevant methodology for collecting articles from recognised scientific databases. The conceptual framework is based on the model of entrepreneurship proposed by Davidson, 1991 with major emphasis on Baumann et al. 2018 intra-organisational competition moderated by size, age and experience followed by work behaviour and performance of employees within an organisation. The article found out the relativity between the key factors influencing continued entrepreneurship.
The intra-organisational competition between employees.
Perceived needs, opportunity and motivation for growth.
Overall impact of associated variables on entrepreneurial intentions.
Addressing the competitive spirit of behavioural aspect in consideration to the level and consistency of intra-organisational competition among employees in organisation have motivated entrepreneurs to strive for continued entrepreneurship. The potential factor such as work behaviour, individual contribution and performance can facilitate growth. However, the age and experience of employees plays a pivotal role in continued entrepreneurship. But for instance, in existing business the size of the organization might affect the continued process of entrepreneurial growth. The research is based on the proposed conceptual model and considered few variables associated with entrepreneurial intentions such as perceived need, motivation and opportunity. The theoretical framework considered intra-organisational competition among employees as an internal factor for organization’s growth. The research has excluded other factors of entrepreneurship such as entrepreneurial ability, competencies, mindset, skills, traits etc.
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Cao, Guangming, Yanqing Duan, Trevor Cadden, and Sonal Minocha. "Systemic capabilities: the source of IT business value." Information Technology & People 29, no. 3 (August 1, 2016): 556–79. http://dx.doi.org/10.1108/itp-05-2014-0090.
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Purpose – The purpose of this paper is to develop, and explicate the significance of the need for a systemic conceptual framework for understanding IT business value. Design/methodology/approach – Embracing a systems perspective, this paper examines the interrelationship between IT and other organisational factors at the organisational level and its impact on the business value of IT. As a result, a systemic conceptual framework for understanding IT business value is developed. An example of enhancing IT business value through developing systemic capabilities is then used to test and demonstrate the value of this framework. Findings – The findings suggest that IT business value would be significantly enhanced when systemic capabilities are generated from the synergistic interrelations among IT and other organisational factors at the systems level, while the system’s human agents play a critical role in developing systemic capabilities by purposely configuring and reconfiguring organisational factors. Practical implications – The conceptual framework advanced provides the means to recognise the significance of the need for understanding IT business value systemically and dynamically. It encourages an organisation to focus on developing systemic capabilities by ensuring that IT and other organisational factors work together as a synergistic whole, better managing the role its human agents play in shaping the systems interrelations, and developing and redeveloping systemic capabilities by configuring its subsystems purposely with the changing business environment. Originality/value – This paper reveals the nature of systemic capabilities underpinned by a systems perspective. The resultant systemic conceptual framework for understanding IT business value can help us move away from pairwise resource complementarity to focusing on the whole system and its interrelations while responding to the changing business environment. It is hoped that the framework can help organisations delineate important IT investment considerations and the priorities that they must adopt to create superior IT business value.
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Zuber-Skerritt, Ortrun, and Selva Abraham. "A conceptual framework for work-applied learning for developing managers as practitioner researchers." Higher Education, Skills and Work-Based Learning 7, no. 1 (February 13, 2017): 35–50. http://dx.doi.org/10.1108/heswbl-05-2016-0037.
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Purpose The purpose of this paper is to introduce a conceptual framework for work-applied learning (WAL) that fosters the development of managers and other professionals as lifelong learners and practitioner researchers – through reflective practice, action research, action learning and action leadership, for positive organisational change. Design/methodology/approach The theoretical framework is designed from a holistic, affective-socio-cognitive approach to learning, teaching, research and development. It is based on a phenomenological research paradigm and informed by aspects of various theories, including experiential learning theory, strengths-based theory, grounded theory and critical theory/realism. Findings Based on classical and recent literature and the authors’ extensive experience, the WAL model presented here is an effective and practical approach to management education, research and development. It is useful for present and future requirements of business, industry, government and society at large in this twenty-first century, and in pursuit of a world of equality, social justice, sustainable development and quality of life for all. This is because of the nature of the research paradigm, particularly its collaborative and emancipatory processes. Originality/value This paper provides a theoretical, pedagogical and methodological rationalisation for WAL. This model is particularly useful for developing individual, team and organisational learning and for cultivating managers – or professional learners generally – as practitioner researchers. These researchers may act as role models of collaborative action leadership in their organisations with a cascading effect. This paper therefore advances an incipient literature on practitioner researchers as action leaders.
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Chawla, Vaibhav. "The effect of workplace spirituality on salespeople's organisational deviant behaviours: research propositions and practical implications." Journal of Business & Industrial Marketing 29, no. 3 (March 4, 2014): 199–208. http://dx.doi.org/10.1108/jbim-08-2012-0134.
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Purpose – Recent survey data suggest that salespeople's organisational deviant behaviours such as fudging an expense report, putting off work-related duties to attend to personal things etc. are growing uncontrollably out in the field. Directed towards the goal of mitigating these behaviours, this research attempts to apply the novel perspective of workplace spirituality. Jurkiewicz and Giacalone's value framework of workplace spirituality which consists of ten values (benevolence, generativity, humanism, integrity, justice, mutuality, receptivity, respect, responsibility and trust) is used to propose the theoretical linkages with salespeople's organisational deviant behaviours. The paper concludes with directions for further research, managerial implications and teaching implications. Design/methodology/approach – The paper is a conceptual work, which derives research propositions from an extended literature review. Findings – It is proposed that the ten values (benevolence, generativity, humanism, integrity, justice, mutuality, receptivity, respect, responsibility and trust) of value framework of workplace spirituality negatively affect salespeople's organizational deviant behaviours. Research limitations/implications – Future research can extend the conceptual framework to salespeople's interpersonal and frontline deviant behaviours. Practical implications – First, this paper attempts to help sales managers to fight out the epidemic of deviant behaviours by suggesting that adopting workplace spirituality could reduce salespeople's organisational deviant behaviours. Second, by proposing negative effect on organisational deviant behaviours, this paper extends the list of potential benefits of workplace spirituality in sales organisation to suggest that adopting workplace spirituality could be a sound sales strategy. Originality/value – This is the first study in marketing literature which attempts to integrate workplace spirituality and salespeople's negative (deviant) behaviours.
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Blum, Charlotte, and Thomas Rigotti. "When and Why Demands Reveal Their Challenging Potential during Change." International Journal of Environmental Research and Public Health 18, no. 24 (December 11, 2021): 13076. http://dx.doi.org/10.3390/ijerph182413076.
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This study contributes to a better understanding of the complexity of the demands that arise during organisational change. We investigated classic and change-specific demands in relation to emotional exhaustion and work engagement within the challenge–hindrance framework. We focused on workload and individual job impact and tested trust and autonomy as moderators. Data were collected via a cross-sectional online questionnaire. The convenience sample consisted of 388 employees experiencing organisational change at the time of responding. We conducted regression analyses to test for both direct and moderating effects. The results indicate that workload and individual job impact exhibit challenge and hindrance qualities. We also identified the significant moderating effects of trust and autonomy on individual job impact. This study integrates the challenge–hindrance framework into the job demands–resources model and offers a new perspective by applying this framework in the context of organisational change. We examined the specific roles of autonomy and trust regarding demands during change processes, and their potential in channelling challenging qualities is examined, offering new perspectives on the buffering of change demands.
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Whelan, Chad. "Organisational culture and cultural change: A network perspective." Australian & New Zealand Journal of Criminology 49, no. 4 (July 27, 2016): 583–99. http://dx.doi.org/10.1177/0004865815604196.
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Organisational culture is a complex and heavily contested concept. Not only is it difficult to define what organisational culture is, but it is also very difficult to analyse how it guides and constrains behaviour, and whether and how organisational cultures change. The central argument of this article is that organisational networks can effect cultural change and that the terms ‘structural’ and ‘relational’, which are commonly used to conceptualise the properties of networks, may also provide a useful conceptual framework for understanding cultural change. While there has been some attention directed to the effects of organisational culture for networks, there has been very little attention placed on the potential for networks to shape organisational culture. Based on a detailed qualitative study of networks in the field of ‘high’ policing in Australia, the article draws on interviews with senior members of police and security agencies to explore organisational culture and cultural change. The article puts forward a network perspective on cultural change and aims to advance our knowledge of how security nodes can experience cultural change as they work together in and through networks.
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Navarro-Abal, Yolanda, Juan Gómez-Salgado, María López-López, and José Climent-Rodríguez. "Organisational Justice, Burnout, and Engagement in University Students: A Comparison between Stressful Aspects of Labour and University Organisation." International Journal of Environmental Research and Public Health 15, no. 10 (September 26, 2018): 2116. http://dx.doi.org/10.3390/ijerph15102116.
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Burnout, engagement, and organisational justice concepts are usually studied in the context of labour organisations, but not in universities. For this, the objective of this research is to identify the students’ empirically evidenced relationships in the employment context, such as levels of organisational justice, stress indicators, burnout and work commitment. On the other hand, engagement is analysed as a mediating variable that explains the relationship between organisational justice and burnout. A sample of 543 students from three Spanish universities, selected by purposive sampling, is used ensuring voluntary and anonymous participation. The instruments used to measure the four variables to analyse are a protocol for data collection, MBI-SS instrument for Academic Burnout, Utrecht Work Engagement Student Scale (UWES) for Engagement and the Scale of Organisational Justice for Organisational Justice. As a result, college students show behaviours that promote academic achievement, and they feel more engaged when they are treated fairly. As for the burnout syndrome dimensions, average levels of emotional exhaustion and academic efficacy, and high levels of cynicism are revealed. In addition, the proposed structural equation model supports the main hypothesis; engagement is a mediating variable in the organisational justice and burnout relationship. To conclude, academic stress and its explanatory framework cannot be conceived only from an organisational perspective, where the context of each student must be considered. The adoption of organisational preventive measures can be relevant in ensuring a healthy and conducive academic performance in our students.
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Iza Adnan, Nurul, Bidayatul Akmal Mustafa Kamil, and Norlena Hasnan. "Mindfulness at Workplace: A Conceptual Model of Its Effect on Readiness for Organisational Change." 14th GCBSS Proceeding 2022 14, no. 2 (December 28, 2022): 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.2(66).
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Although organisations manage to sustain their global competitiveness by responding well to the dynamic business environment, a dark side implicates employees throughout the process. The frequent changes generate a stressful work environment and exhaustion that are likely to affect employees' well-being and work outcomes. Researchers have pointed out that adequate resources are essential for employees to manage organisational change effectively. Therefore, this conceptual paper explores the link between mindfulness and employee readiness for organisational change. The literature from various repositories was reviewed based on criteria that emphasise mindfulness in the organisation context. This exclusion is necessary as the construct is highly associated with clinical psychology studies. The proposed framework and propositions showed the relationship between mindfulness and readiness for change with employee engagement as a mediator. Based on the conservation of resources and social exchange theory, mindful employees are flexible and positive about work, leading to greater engagement and openness towards change efforts. Keywords: Mindfulness, Readiness, Organisational Change
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Pöltner, P., and T. Grechenig. "Organic Finance Framework: Aligning Financing Complexity with Organisational Complexity (for Innovative Companies)." International Journal of Trade, Economics and Finance 11, no. 6 (December 2020): 156–62. http://dx.doi.org/10.18178/ijtef.2020.11.6.682.
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The organic finance framework is a new tool for managing the challenges of corporate financing. This framework is especially useful for small and medium-sized enterprises in the time of a crisis, such as the COVID-19 pandemic. At its core, the framework forces a rethink of the manner in which companies initiate their financing approach. In contrast to finding potential external sources of finance, the organic finance framework starts by looking at the relevant stakeholders of the company. Alternative financing methods, such as crowdfunding and crowdinvesting, have demonstrated that companies can work with potential future customers at an early stage in the company lifecycle to finance the development of an offering. Thus, the organic finance framework presents a global structural visualisation of the corporate financing domain that can help business owners to better align the lifecycle of a company with its funding sources.
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Murray, Gregor, Christian Lévesque, Glenn Morgan, and Nicolas Roby. "Disruption and re-regulation in work and employment: from organisational to institutional experimentation." Transfer: European Review of Labour and Research 26, no. 2 (April 28, 2020): 135–56. http://dx.doi.org/10.1177/1024258920919346.
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This article proposes experimentation as a framework for understanding actor agency in the changing regulation of work and employment. This involves contrasting institutional change with organisational and institutional experimentation approaches in order to understand how, in the context of uncertainty, actors in the world of work experiment with new ways of organising and seek to institutionalise them into new understandings, norms and rules. The article describes the fault lines of disruption that are generating a vast range of experiments in the world of work. These fault lines invite resilient responses and the development of collective capabilities at two levels: first, organisational experimentation, where social actors seek to modify or renew their organisations, networks and alliances and reflect on, assess and learn from their experiments; second, institutional experimentation, where these responses are scaled up and institutionalised over time through more general understandings, norms and rules. A key challenge for comparative research and strategising is to find the appropriate institutional conditions that will facilitate and enable organisational experiments, whilst overcoming constraining institutional conditions. This challenge is illustrated through the examples of co-working and the development of new forms of collective representation.
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Soomar, Zaheera. "A framework for building and maintain trust in remote and virtual teams." F1000Research 9 (October 1, 2020): 1187. http://dx.doi.org/10.12688/f1000research.26626.1.
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Trust is an important concept in assessing and measuring business behaviour from an organisational performance and culture lens, and has become a source of competitive advantage for organisations especially within the knowledge economy. Studies show that organizations with a high level of trust have increased employee morale, more productive workers, and lower staff turnover. Most organisations factor and measure trust as part of keeping a pulse on their organisational culture and design their initiatives around building and maintaining trust. While it is not impossible to build trust virtually, it certainly is harder and requires a different set of considerations. There has been a big shift by organizations catering for more remote and flexible work conditions over the past decade with the “virtual team” becoming the norm. The recent impacts of the COVID-19 pandemic have forced most, if not all, organizations to move in that direction faster than planned. With this movement to more remote working conditions, that are likely to have longer-term impacts, companies will be faced with challenges that virtual teams typically face in establishing and maintaining trust. This paper sought to highlight a framework that organisations, with remote and virtual teams, can use as a guideline to build and maintain trust. The framework suggests that trust is reliant on components from three key areas, namely 1) Foundational, 2) Organisational and 3) Individual. Components related to external aspects that contribute to trust, such as laws, reputation and society, have not been factored in. It is acknowledged that this will play a role in organisational and team trust but has been excluded from the scope of this research.
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Martínez Avila, Minerva, Juan José García-Machado, and Eréndira Fierro Moreno. "A Multiple Full Mediating Effect in a PLS Hierarchical Component Model: Application to the Collaborative Public Management." Mathematics 9, no. 16 (August 11, 2021): 1910. http://dx.doi.org/10.3390/math9161910.
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The objective of this article was to determine the mediating effect of shared knowledge and organisational commitment in the relationship between organisational values and collaborative public management. Organisational values are also made up as a second-order construct consisting of other first order sub-dimensions such as authority, autonomy, conservatism, equality, harmony, and hierarchy. This research is based both on the Theory of Resources and Capacities and the theoretical perspective based on knowledge. The hypotheses proposed were supported with the use of structural equation models based on composites (PLS-SEM). The results show empirical evidence of a multiple fully mediating effect. The findings confirmed that organisational values do not have a significant direct positive impact on collaborative public management unless they are full mediated by shared knowledge and organisational commitment. In addition, this research framework is effective for improving public employees’ work efficiency and has practical implications for scholars, practitioners, and the authorities.
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Ismael, Ferman Omar, Mehmet Yeşiltaş, and Simbarashe Rabson Andrea. "The Impact of Corporate Social Responsibility on Organisational Citizenship Behaviour, Work Engagement, and Job Embeddedness." International Journal of Sustainable Entrepreneurship and Corporate Social Responsibility 6, no. 1 (January 2021): 19–29. http://dx.doi.org/10.4018/ijsecsr.2021010102.
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This study examines the impact of corporate social responsibility on organisational citizenship behaviour, work engagement, and job embeddedness. Structural equation modeling tests were conducted on 522 responses gathered from telecommunications companies in the Kurdistan Region of Iraq. The results depicted that corporate social responsibility improvements have positive effects on organisational citizenship behaviour, work engagement, and job embeddedness. Further observations depicted an insignificant positive partial causal path between corporate social responsibility, work engagement, and organizational citizenship behaviour. This study's novelty elements are inherent in its potency to examine the causal path between corporate social responsibility, work engagement, and organizational citizenship behavior. This study contributes to the literature by further expanding job embeddedness theory and proposing a comprehensive job embeddedness framework that researchers and practitioners can adopt in future research.
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Ismael, Ferman Omar, Mehmet Yeşiltaş, and Simbarashe Rabson Andrea. "The Impact of Corporate Social Responsibility on Organisational Citizenship Behaviour, Work Engagement, and Job Embeddedness." International Journal of Sustainable Entrepreneurship and Corporate Social Responsibility 6, no. 1 (January 2021): 19–29. http://dx.doi.org/10.4018/ijsecsr.2021010102.
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This study examines the impact of corporate social responsibility on organisational citizenship behaviour, work engagement, and job embeddedness. Structural equation modeling tests were conducted on 522 responses gathered from telecommunications companies in the Kurdistan Region of Iraq. The results depicted that corporate social responsibility improvements have positive effects on organisational citizenship behaviour, work engagement, and job embeddedness. Further observations depicted an insignificant positive partial causal path between corporate social responsibility, work engagement, and organizational citizenship behaviour. This study's novelty elements are inherent in its potency to examine the causal path between corporate social responsibility, work engagement, and organizational citizenship behavior. This study contributes to the literature by further expanding job embeddedness theory and proposing a comprehensive job embeddedness framework that researchers and practitioners can adopt in future research.
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Dwivedula, Ravikiran, Christophe Bredillet, and Ralf Müller. "Work motivation as a determinant of organisational and professional commitment in temporary organisations: theoretical lenses and propositions." Journal of Project, Program & Portfolio Management 4, no. 1 (October 20, 2013): 11. http://dx.doi.org/10.5130/pppm.v4i1.2610.
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The purpose of this paper is to present a theoretical framework to investigate the relationship between work motivation, organisational commitment and professional commitment in temporary organisations. Through a review of theory, we contend that work motivation has two major patterns — internal motivation (which includes intrinsic, need-based and self-deterministic theories), and external motivation (which includes cognitive or process-based theories of motivation) through which it has been investigated. We also hold the nature of employee commitment to be of three types — affective, continuance and normative. This commitment may be towards either the organisation or the profession. A literature review revealed that the characteristics of the temporary organisation — specifically tenure and task — regulate the relationship between work motivation, organisational commitment and professional commitment. Testable propositions are presented
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Kojo, Inka Vuokko Ilona, and Suvi Nenonen. "Places for multi-locational work – opportunities for facilities management." Facilities 33, no. 1/2 (February 2, 2015): 20–37. http://dx.doi.org/10.1108/f-05-2013-0043.
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Purpose – This research aims to aggregate and categorise distinct places for multi-locational work from the 1960s until today. Based on an understanding of the user needs connected to these locations, the paper aims to identify the service concepts and workplace design solutions by which these needs can be met. Design/methodology/approach – The literature review is based on academic journal papers, reports and books related to the topic. Findings – The paper categorises the main multi-locational workplace locations, namely, organisational offices, home offices, mobile workplaces and flexible offices. The user needs in these locations vary from concept to concept, and therefore, the service offers are distinct. Based on the results, the service provision of organisational offices and flexible offices should focus on providing users with the chance for socialisation using collaborative space solutions and community management policies. In the cases of home offices and mobile workplaces, service provision should instead emphasise ensuring functionalities such as efficient virtual connectivity and accessibility. Additionally, more concept-specific user needs are identified. Research limitations/implications – The paper offers an overview of and framework for future research and concept development. The limitations of cultural differences could have been investigated more. Practical implications – The results provide insight into the purposes of facilities management and workplace design when developing service concepts for multi-locational workplaces. Originality/value – The paper establishes a literature-based framework for the service concepts of places for multi-locational work.
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Rogozińska-Pawełczyk, Anna, and Katarzyna Gadomska-Lila. "The Mediating Role of Organisational Identification between Psychological Contract and Work Results: An Individual Level Investigation." International Journal of Environmental Research and Public Health 19, no. 9 (April 28, 2022): 5404. http://dx.doi.org/10.3390/ijerph19095404.
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The aim of this article is to identify the relationship between the fulfilment of relational and transactional psychological contracts and work results, taking into account the mediation effect expressed in organisational identification. The empirical research was conducted on a group of 402 HR professionals responsible for designing and implementing HR practices in one of the leading companies of the Polish energy sector. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). Based on our research, we found that the implementation of both relational and transactional psychological contracts positively influenced the results achieved by HR professionals, both directly and indirectly, through the mediating role of organisational identification. The results indicate that the relationship between the psychological contract and work results is stronger when mediated by organisational identification. It plays an important role, especially in relation to the transactional contract. The collected results lead to the conclusion that organisations, wishing to increase the level of work results achieved by HR professionals, should as much as possible fulfil the expectations of employees and meet the commitments made to them within the framework of the established psychological contract. The study makes an important contribution to the understanding of the “priority” importance of organisational identification in enhancing the efforts of HR professionals to deliver work results that benefit both employees and the organisation.
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Cardoso Castro, Pedro Pablo, and Angela Espinosa. "Identification of organisational pathologies." Kybernetes 49, no. 2 (April 8, 2019): 285–312. http://dx.doi.org/10.1108/k-10-2018-0557.
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Purpose The purpose of this is to explore the potential of the combined use of the viable system model (VSM) and social network analysis (SNA) to identify organizational pathologies. Design/methodology/approach Using a well-documented case study based on an academic consultancy intervention and Action Research Project, participative methods for the diagnostic of the VSM and questionnaires for the collection of connectivity data for the SNA were used to develop a heuristic to integrate these two tools and identify organizational pathologies. Findings This study provides empirical evidence of the benefits of the combined use of SNA to enhance the identification of organizational pathologies in VSM interventions, by providing an additional qualitative and quantitative framework for the interpretation of findings coming from VSM organizational diagnostics. Research limitations/implications This work explores some analytic routines of SNA frequently used in management. The validation is constrained to the nature of the data set from a case study. The document invites to a discussion of further and more advanced applications on the integration of the VSM and SNA. Practical implications The enhanced identification of organizational pathologies can contribute to the emerging new interest in applications of the VSM in management, providing robustness to the structural analysis of organizations. Originality/value This paper proposes a guideline to exploit the potential of the combined use of SNA and VSM. It opens new avenues for the study of organizational pathologies.
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Burton-Jones, Alan. "Knowledge Capitalism: The New Learning Economy." Policy Futures in Education 1, no. 1 (March 2003): 143–59. http://dx.doi.org/10.2304/pfie.2003.1.1.4.
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The increasing economic importance of knowledge is redefining firm-market boundaries, work arrangements and the links between education, work and learning. This article describes a framework for identifying organisational knowledge assets and learning needs, optimising knowledge supply and planning knowledge growth. The framework enables firms to improve their selection and deployment of internal and external knowledge resources and individuals to improve their career planning. It also assists learning institutions to tailor their products and services to the needs of individual and corporate knowledge consumers.
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Rossetti, Lisa, and Tony Wall. "The impact of story: measuring the impact of story for organisational change." Journal of Work-Applied Management 9, no. 2 (December 4, 2017): 170–84. http://dx.doi.org/10.1108/jwam-07-2017-0020.
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Purpose The role of dialogue has recently been identified as being important in generating impact in organisations, but the purposeful use of narrative or story-based approaches to effect organisational change and service improvement is still relatively innovative. The purpose of this paper is to document and examine two projects in health and social care settings which aim to generate organisational development and service improvement. Design/methodology/approach The paper evaluates and compares two case studies of story-based organisational development and service improvement projects in the UK. This involved developing an appropriate evaluation framework and assessing the impacts in each case using semi-structured interviews and thematic content analysis. Findings This paper reports the diversity of impacts and outcomes that were generated by the projects. Specifically, it is argued that there is a strong indication that story-based projects best achieve their objectives when clearly linked to key organisational strategic drivers or pathways, as evidenced by robust evaluation. Practical implications This paper recommends that researchers and practitioners, working with story-based methods, design credible and robust evaluative practices, in order to evidence how their work supports organisations to meet current sector challenges. The paper recommends a flexible evaluation framework for evaluating story-based projects in the workplace. Originality/value This paper offers new evidence and insight into the impacts and outcomes of using story-based approaches, and a new evaluation framework for these sorts of projects.
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Daniel, Lisa J., and Fang Huang. "Dynamic capabilities and the knowledge nexus." VINE Journal of Information and Knowledge Management Systems 49, no. 4 (November 11, 2019): 477–93. http://dx.doi.org/10.1108/vjikms-01-2019-0003.
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Purpose The purpose of this paper is to propose alternative ways to develop and leverage organisational knowledge by considering the nexus of data managed by information and communications technologies and the expertise of human capacity. In doing so this paper challenges current understanding of tacit–explicit knowledge boundaries and presents a third dimension of knowledge which can be developed as a strategic organisational resource. Design/methodology/approach This conceptual paper seeks to extend current understanding of knowledge and presents the organisational knowledge nexus as a confluence of information, knowledge resources and human potential. Knowledge management is explored through the theoretical frameworks of the knowledge nexus and a model of triadic knowledge. Their conceptualisation and development are discussed and illustrated. Findings This research suggests the potential for organisational knowledge resources to be advanced is greater, if organisations can strategically use the knowledge nexus with a triadic perspective of knowledge. A framework for knowledge development with increasing levels of insight is proposed. Research limitations/implications As a novel conceptual work this research has limitations of newness. It presents a challenge to conventional thinking because of the subliminal nature of latent knowledge and the causal ambiguity of its development process in the knowledge nexus. The potential of latent knowledge and its transition process in the organisational knowledge nexus has significant implications for organisational knowledge development. Originality/value The concepts of latent knowledge, the knowledge nexus and their potential ability to develop and leverage organisational knowledge resources presents a paradigm shift to currently accepted understanding of knowledge systems and organisational knowledge management. The originality and value of this work comes through its contribution to broadening our understanding of the scope and potential of organisational knowledge resources and their processes of transition and development.
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Jovanovic, Predrag, Boris Delibašić, and Mladen Čudanov. "Organizational Archetypes in Public Procurement." Lex localis - Journal of Local Self-Government 20, no. 1 (January 23, 2022): 101–27. http://dx.doi.org/10.4335/20.1.101-127(2022).
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The paper analyses a situation where the efficient public procurement legislative framework formally exists, but in practice, the process does not work as planned. The data were gathered from one hundred contracting authorities in the Republic of Serbia, based on a nationwide survey conducted on public procurement officers (PPOs) and end-users (ENUs) in all contracting authorities. We propose a model for measuring organisational discrepancies and classifying public procurement processes (PPP) into one of four organisational patterns, based on organisational decision-making authority and focused on goals and principles. The Mann-Whitney U (MWU) test was used to test the independent responses from two hundred PPOs and ENUs on the items – who works, who is accountable, and who has benefits, for seven key public procurement activities. The statistical analysis shows that the public procurement process in Serbia can be classified as a process with centralised organisational decision-making authority, focused on form, with demotivated public procurement officers. The efforts for further improvement of the legislation are not expected to reach their full potential until solving organisational structure, reward system, environment, and culture issues.
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Lee, Serge C., Cindy Vang, Jenny Chang, and Pa Der Vang. "Applying Anti Oppressive, Empowerment, and Strengths Based Approaches to Social Work Practice with Hmong Clients." Asian Social Work Journal 6, no. 5 (October 16, 2021): 11–20. http://dx.doi.org/10.47405/aswj.v6i5.182.
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This conceptual article discusses social work practice with Hmong Americans using a framework that embraces anti-oppressive practice, empowerment and strengths-based approaches. Specifically, the Hmong kinship social construct of kwv tij neej tsa (pronounced: ku tee ning ja) is used to elaborate on the importance of upholding family relationships that transcends the worker-client relationship. Social workers are encouraged to empower Hmong to seek and ask for resources that support their collective value of connection to family and group identity, which is a strength that contributes to resilience and buffers against historically oppressive practices and systems.
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Auvinen, Tommi, Pasi Sajasalo, Teppo Sintonen, Kaisa Pekkala, Tuomo Takala, and Vilma Luoma-aho. "Evolution of strategy narration and leadership work in the digital era." Leadership 15, no. 2 (February 6, 2019): 205–25. http://dx.doi.org/10.1177/1742715019826426.
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This paper examines the evolution of strategy narration, contributing to ongoing discussions in this field. Our empirical data, gathered from a large Finnish co-operative bank, cover three decades. According to our findings, digitalisation has brought about an epoch change in strategy narration, as top management has strongly adopted digital media in their leadership work, which has replaced ‘traditional’ face-to-face strategy meetings and public presentations by gatherings on digital platforms, including webcasting, intranet and Skype. This has brought about a leadership vacuum, and left organisational members long for their superiors to ‘exercise’ some traditional leadership practices, such as caring and presence, both calling for face-to-face interaction. Thus, leadership roles, in terms of human-to-human interaction, seem to still be desired, and digitalisation has not entirely replaced the importance of the presence of an embodied leader. In our data, the leaders did not resort to intentional fabrication of alternative facts in the post-truth sense, but rather fantasising in the sense that strategising always involves fictional narration without a reference to historical facts as it relates to forthcoming events. Due to this, the post-truth framework of alternative facts and intentional truth bending does not entirely fit in describing strategy narration in business context. However, increasingly digital plurivocal narration with several participants is likely to result in multiple organisational ‘truths’. Therefore, dealing with such ambiguity and the exercise of leadership power requires leaders’ awareness of the flux of quickly evolving digital organisational storytelling.
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A. D., Pearce, and Pons D. J. "Defining Lean Change—Framing Lean Implementation in Organizational Development." International Journal of Business and Management 12, no. 4 (March 26, 2017): 10. http://dx.doi.org/10.5539/ijbm.v12n4p10.
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Problem – When lean is adopted in traditional organisations it requires a widespread organisational change and many businesses fail to sustain lean practices. Purpose – The purpose of this work was to define lean implementation based on the organisational development (OD) body of knowledge. Approach – The literature in lean and organisational change was reviewed and amalgamated to develop a novel conceptual framework. Findings – Lean implementation begins with a planned changed that is episodic. However, the ultimate goal is to develop a learning organisation where change is continuous and emergent from all levels. Respect for people, everyone in the organisations contribution, is considered key to successful implementation of lean. Implications– Practitioners should not focus on isolated improvements, but foster change from within for a permeable transformation to become a lean learning organisation. Originality - This paper provides new insights into lean implementation and its transformative effect on the organisation. A novel conceptual model is presented that frames lean transformation within the organisational development literature.
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Ababneh, Hayel, Alex Avramenko, Ahmed Abdullah, and Hasan Aleassa. "Examining the Foundation of Islamic Organisational Citizenship Behaviour in Jordanian Organisations." International Journal of Management and Applied Research 9, no. 1 (April 25, 2022): 21–49. http://dx.doi.org/10.18646/2056.91.22-002.
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The purpose of this paper is to examine the role that religion plays in the working lives of Muslim employees, by exploring the influences of Islamic values on employees Organisational Citizenship Behaviour. This is a largely quantitative study conducted in Jordanian organisations. The study introduces a theoretical model drawing parallels between Organisational Citizenship Behaviour and Islamic Work Ethics. The participants, comprising of employees of Jordanian public and private sectors, have been randomly invited to express their views on the possible penetration of Islamic values in the workplace. A Partial Least Squares approach alongside a bootstrapping technique was used to analyse the data. The validity of the measurement model was tested using the Fornell and Larcker criterion. Findings indicate that Islamic values do influence the citizenship behaviour, organisational commitment and loyalty to the organisation of employees. Motivated by religion employees are more likely to adopt discretionary citizenship-alike behaviours in the workplace and be loyal to their organisation. The scope of this study is limited by its primary focus of developing an Islamic perspective within the domain of Organisational Citizenship Behaviour, which utilises the Islamic Work Ethics framework rather than being grounded in Islamic holy texts. This paper not only provides a useful insight into the link between religious motivation, citizenship behaviour, and organisational commitment and loyalty, but also notes the influence of religion in the workplace.
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Brown, Patrick, and Nicola Gale. "Theorising Risk Work: Analysing Professionals’ Lifeworlds and Practices." Professions and Professionalism 8, no. 1 (February 23, 2018): e1988. http://dx.doi.org/10.7577/pp.1988.
Full textAbstract:
The proliferation of risk logics within public and private sector organisational contexts where many professionals work has been studied as a phenomenon itself, as governance and in its impact on clients. The everyday experiences and practices of (para)professionals where risk has become a key and in some cases (re)defining feature or logic of everyday work—in assessing, intervening, advising and/or communicating—has received much less attention. We develop a theoretical framework for analysing this risk work, identifying three core and interwoven features—risk knowledge, interventions, and social relations. Central to our argument is that these features often stand in tension with one another, as intrinsic and implicit features of risk knowledge—probabilities, categories and values—become explicit and awkward in everyday practices and interactions. We explore key analytical trajectories suggested by our theoretical framework—in particular, the ways in which tensions emerge, remain (partially) hidden or are reconciled in practice.
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Mangion, Margaret. "Factors influencing transfer of Learning in the ICT sector. A conceptual framework." European Conference on Knowledge Management 23, no. 2 (August 25, 2022): 777–87. http://dx.doi.org/10.34190/eckm.23.2.674.
Full textAbstract:
Learning takes place constantly, including in workplace settings. Exploring which factors may facilitate or hinder the transfer of learning in the workplace may have implications on organisational performance. Following a review of the extant literature exploring factors that impact situated learning, and bi the Situated Learning Transfer Model emerged as a potential tool that may make learning processes more explicit.
A qualitative approach using semi-structured interviews with 40 respondents from two ICT companies was used to collect data that would operationalise the Situated Learning Transfer Model. Deductive analysis using four overarching themes categories: (i) respondents’ perception of workplace learning, (ii) factors affecting transfer of situated learning at an organisational level will be noted, (iii) individual level in relation to how factors affecting the transfer of situated learning, and (iv) transfer climate was conducted. The findings support the Situated Learning Transfer model and indicate that the workplace is a rich, contextual environment where learning can take place. Factors that affect situated learning may be observed at the organisational and individual level with the support of an adequate transfer climate. The workplace provides a social context where individuals interact and learn from each other. This study focuses on this type of learning that takes place in situ.
This paper is a first attempt to operationalise the Situated Learning Transfer Model which gives prominence to learning taking place at the organizational level and at the individual level within the work environment. There is considerable scope for situated learning to be placed at a strategic level to gain leverage and enhance organizational performance.
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Bjerke, Rune. "Towards a HR Framework for Developing a Health-Promoting Performance Culture at Work: A Norwegian Health Care Management Case Study." International Journal of Environmental Research and Public Health 17, no. 24 (December 8, 2020): 9164. http://dx.doi.org/10.3390/ijerph17249164.
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The Norwegian Institute of Public Health (NIPH) states that Norway faces several major health challenges. Sick leave is at 6% and costs employers approximately EUR 1.75 billion annually. The NIPH proposes, with the support of the Public Health Act and the national strategy HealthCare21, that preventive measures should be developed to address negative lifestyle factors in order to decrease the number of new cases in the related disease groups (e.g., stroke, high blood pressure, type 2 diabetes, osteoporosis, obesity). The purpose of this article is to answer why and how organisations should develop a health-promoting performance culture and to provide a conceptual model displaying the importance of this type of culture for organisational performance. To boost the national health standard as a consequence of employee physical activity at work, I suggest additional occupational safety and health (OSH) directives. Based on cross-disciplinary theorizing, I propose a definition of a health-promoting performance culture. This kind of culture consists of dimensions such as health objectives, shared health values, supportive health environment, goal-oriented and value-based behaviour of leaders and employees, and a winning mindset. In addition, the article underscores the importance of related individual HR drivers like fun at work, engagement, physical and mental health for increasing organisational performance. The company cases used in this paper, Schibsted, Gjensidige, Findus and Wilhelmsen, and findings from five in-depth interviews, indicate that health-promoting activities are the result of either an HR strategy or individuals’ initiative and voluntariness among the companies’ sports enthusiasts. The case of Findus exemplifies an ongoing development toward a health-promoting performance culture and the importance of leaders’ participation. The findings support several elements of the conceptual model showing the relations between a health-promoting performance culture, individual HR drivers and organisational performance. A framework for developing a health-promoting performance culture in practice is presented.
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Yang, Guang, Masood Badri, Asma Al Rashedi, and Karima Almazroui. "The Social and Organisational Determinants of School Commitment of Expatriate Teachers." Journal of Research in International Education 17, no. 1 (April 2018): 33–48. http://dx.doi.org/10.1177/1475240918768984.
Full textAbstract:
The employment of expatriate teachers is explored here through the perspective of their organisational commitment. Drawing on the results of a public school teacher survey conducted in the Emirate of Abu Dhabi in 2014, this study used a multilevel framework to investigate the effects of teacher characteristics, school environment, and district level human resource management policies and practices on expatriate teachers’ school commitment. The results of the three-level model revealed that while teacher level attributes remained strong predictors of their school commitment, the social and organisational environment of the school greatly contributed to the organisational commitment of expatriate teachers. Interpersonal support within the school community and supportive work climates were crucial for expatriate teachers to build and sustain their commitment. Nationality was found to moderate the relationships between several workplace factors and teacher school commitment.