Availability Of Organizational Resources Research Articles

STUDI LITERATUR: POPULARITAS DAN TINGKAT KEBERHASILAN ACTIVITY-BASED COSTING DI BERBAGAI NEGARA

This study aims to determine the popularity of Activity-Based Costing (ABC) methods and the success rates of countries adopting the ABC system. The research method used is a literature review. The main journal was used as a basis for comparison. The abstract is "Activity Based-Costing Around The World: Adoption, Implementation, Outcomes, and Criticism," supported by 20 other journals, both international and national. The most commonly used method in the supporting journals is the descriptive qualitative method. The study results show that the popularity of the ABC method is still dominated by Western (European) countries, which are generally developed countries. Meanwhile, in Asia and Africa, only a few companies implement the ABC method due to internal and external obstacles within the organization. On the other hand, some ABC-adopting countries, have different success rates in its implementation. This variation is generally caused by the availability of organizational resources, different levels of support from top management, and most commonly, insufficient understanding and knowledge about ABC.

The Effectiveness of Leadership Based on Pela Gandong Values in the Population and Civil Registration Office of Ambon City

This study aimed to analyze and explain the effectiveness of leadership based on Pela Gandong values at the Population and Civil Registration Office of Ambon City. Data analysis was carried out descriptively quantitatively with criteria for interpreting percentage scores in determining choices and making final decisions based on Average Achievement (CRR) and values/indexes to set priorities using sociometric calculations, namely the calculation of the Preferred Status Index (ISP). The results showed that leadership effectiveness is based on Pela Gandong values which include carrying out tasks, understanding regulations, standards, and work procedures, using equipment, organization of tasks, security training and safety, and requiring costs in carrying out tasks. Furthermore, the availability of organizational resources at the Population and Civil Registration Office of Ambon City is in a strong category. The effectiveness of leadership based on Pela Gandong values regarding carrying out public service tasks (CRR 72% with ISP 3) can be increased priority to V, understanding regulations, standards, and work procedures in public services (CRR 70% with ISP 2.91) can be increased priority to III, utilizing equipment in public services (CRR 62% with ISP 2.58) can be increased priority to I, the organization carries out public service tasks (CRR 71% with ISP 2,95) can be increased priority to IV, security training and safety security in public services (CRR 70% with ISP 2.91) can be increased priority to III, requiring costs in carrying out public services (CRR 71% with ISP 2.95) can be increased priority to IV, and the availability of organizational resources in public services (CRR 67% with ISP 2.79) can be increased priority to II. Thus, if strengthening and improvement are carried out properly, and their sustainability is guaranteed, it will obtain maximum results for the progress of public services at the Population and Civil Registration Office of Ambon City. Leaders also need to apply the leadership values of the Ambon people, which are reflected in the values of Pela Gandong, which motivate leaders to carry out service tasks to the community. 
 
 Received: 24 June 2023 / Accepted: 22 August 2023 / Published: 5 September 2023

Gender Inequality at Work as a Factor of Women's Career Success

The research is devoted to the problem of studying mechanisms of influence of gender inequality on career success of working women. The aim of the study is to find the connection between manifestations of gender inequality and resources available for development in the workplace and the career success of a woman. A socio-psychological model of success factors for working women was developed, including both the organizational environment and career resources for predicting success. The study was conducted in two phases in 2020–2021 using an online survey on a sample of women working in organizations in different fields. In the first phase (206 women aged 19 to 62), the relationships of the individual constructs of the model were tested; in the second phase (781 women aged 18 to 82), the socio-psychological model was tested by structural modelling (SEM). The results of the study confirm a positive relationship of women's career success with the availability of organizational resources (R=0.56, p

Barriers and facilitators for participation in workplace health promotion programs: results from peer-to-peer interviews among employees

ObjectiveWorkplace health promotion programs (WHPPs) have shown to be effective in improving lifestyle behaviors of employees. Despite potential benefits for employees, participation rates are generally low. The aim of this study was to gain deeper insight into barriers and facilitators for participation in WHPPs prior to implementation according to employees.MethodsPeer-to-peer interviewing, a method derived from citizen science, was used to actively involve employees in the data collection. Employees working in the cleaning-, ICT- and facility-sector were trained to interview their co-workers. Interviews were recorded and transcribed verbatim. Thematic analysis was performed using the Consolidated Framework for Implementation Research (CFIR), complemented with the constructs ‘interpersonal factors’ and ‘intrapersonal factors’ from the social ecological model. Data were coded deductively and inductively, and rated by two researchers independently.ResultsFourteen peer-interviewers conducted 62 peer-to-peer interviews. Main barriers for participation in WHPPs were an unsupportive organizational culture where lifestyle is not a common topic and programs that are not tailored to their needs. Support from peers and supervisors were facilitators. The availability of organizational resources, such as facilities and financial compensation, support participation.ConclusionsTo enhance participation of employees in WHPPs it is recommended to take into account the barriers and facilitators identified in this study. For instance, employees should be involved in the development and implementation of WHPPS by the employer and their needs and available resources should be taken into account. This may lead to more successful implementation and higher participation rates in future WHPPs.

The availability of organizational resources and the degree of internationalization of furniture companies - the empirical research findings

The availability of organizational resources and the degree of internationalization of furniture companies - the empirical research findings. The article presents the results of empirical research carried out in 100 medium and large furniture companies. The availability of organizational resources was assessed in the group of furniture manufacturers using the Likert scale. The respondents indicated that the highest availability, taking into account the average score for all surveyed companies, was obtained in the case of financial and material resources. It should be emphasized, however, that the remaining categories of resources were also characterized by a relatively high level of availability. The differences were noticed in the groups of enterprises considering the degree of internationalization. The highest availability of all resources was indicated by respondents from companies operating mainly in foreign markets. Moreover, the relationship between the level of availability of organizational resources and the degree of internationalization of the surveyed enterprises was checked. For this purpose, the Spearman's rho correlation coefficient was used. Such a relationship was confirmed in the case of human resources and information resources. The research shows that higher availability of the indicated resources occurs in enterprises showing a greater degree of involvement in foreign activities.

Unveiling the role of risk‐taking in innovation: antecedents and effects

This study addresses innovation development with a focus on risk‐taking, widely considered a relevant driver for the exploration and exploitation of new ideas. The study empirically examines the effects of risk‐taking propensity on innovation performance and its antecedents. We consider the role of several key antecedents related to the organizational structure and the activities of firms aimed at encouraging employees to take risks in innovation. We performed an empirical survey within a global and innovation‐oriented Swedish company to test our hypotheses. Correlation and linear regression analyses were used to analyze the collected data. The results highlight the significant effect of risk‐taking on innovation performance and show that the availability of organizational resources, innovation support activities, clear innovation goals, and collaboration have a significant positive effect on risk‐taking. However, contrary to the hypothesis, well‐established innovation processes have a significant but negative effect on risk‐taking and innovation performance. This study contributes to existing knowledge on the role of risk‐taking for innovation, providing insights into designing organizational contexts that encourage an appropriate risk appetite in employees.

Beyond identity consciousness: human resource management practices and mental health conditions in sheltered workshops

This study examines how individuals with mental health conditions (MHCs) are supported and managed in sheltered workshops in France. Based on interviews with sheltered workshop professionals and observations in these organizations, this qualitative study identifies and describes human resource management (HRM) practices related to individuals with MHCs and how these practices come into being. Three types of practices were identified: identity-blind practices, which are common to all employees regardless of their disability types; identity-conscious practices, which are specifically adapted to individuals with MHCs; and individual-conscious practices, which go beyond a mental health diagnosis and are specifically adapted to the individual at a particular moment in time. Several drivers lead to these practices: organizational or individual awareness of the need for adaptation, the intention to adapt, the availability of organizational resources, and the organizations’ allowance for flexibility. By analyzing the specific needs of individuals with MHCs in the sheltered sector, the article extends the concepts of identity-blind and identity-conscious practices and outlines several types of HRM diversity practices.

Stakeholder perspectives on implementing a universal Lynch syndrome screening program: a qualitative study of early barriers and facilitators.

BackgroundEvidence-based guidelines recommend that all newly diagnosed colon cancers be screened for Lynch syndrome (LS). Best practices for implementing universal tumor screening have not been extensively studied.PurposeWe interviewed a range of stakeholders in an integrated health care system to identify initial factors that might promote or hinder the successful implementation of a universal (LS) screening program.MethodsWe conducted interviews with health plan leaders, managers, and staff. Interviews were audio recorded and transcribed. Thematic analysis began with a grounded approach and was also guided by the Practical Robust Implementation and Sustainability Model (PRISM).ResultsWe completed 14 interviews with leaders/managers and staff representing involved clinical and health plan departments. While in general stakeholders supported the concept of universal screening, they identified several internal (organizational) and external (environment) factors that promote/hinder implementation. Facilitating factors included: 1) perceived benefits of screening for patients and organization; 2) collaboration between departments; and 3) availability of organizational resources. Barriers were also found, including: 1) lack of awareness of guidelines; 2) lack of guideline clarity; 3) staffing and program “ownership” concerns; and 4) cost uncertainties. Analysis also revealed nine important infrastructure-type considerations for successful implementation.ConclusionWe found that clinical, laboratory, and administrative departments supported universal tumor screening for LS. Requirements for successful implementation may include interdepartmental collaboration and communication; patient and provider/staff education; and significant infrastructure and resource support related to laboratory processing and systems for electronic ordering and tracking.

Examining implementation of a patient activation and self-management intervention within the context of an effectiveness trial.

This qualitative study examines factors important for delivering a patient activation/self-management intervention in 13 mental health clinics within the context of an effectiveness trial to inform understanding of real-world implementation. Eighteen key personnel were interviewed about the following factors relative to the intervention and its delivery: alignment with organization values/patient needs; buy-in/support from leaders and providers; roles played by leaders and key personnel; and availability of organizational resources. Where supportive, these factors facilitated the delivery of the intervention; elsewhere, they presented as impediments. Findings from this study could help anticipate challenges to implementation that could be examined in a full-scale implementation study.

Protest on Unemployment: Forms and Opportunities

The "return" of poor people movements encourages reflection on the impact of changes in the social structure, the availability of organizational resources, and political and discursive opportunities for collective action. Based on a quantitative and qualitative claim analysis in six European countries, this article maps unemployment-related protest actions in three areas: (a) long-term unemployment; (b) massive dismissals; and (c) unemployment and labor policies within more general cycles of protest. The article discusses the actors, the forms and claims of the protests, and the social and political opportunities for their development. Protests on unemployment tend to assume some similar forms, each oriented to stress the "absolute injustice" of the position of the unemployed. The framing of the issues of both labor changes and the evolution of the labor market restates the importance of social dynamics for political protest. Unions as well as other social movements and political actors play an important role in the protest against unemployment.

Management support for the adoption of manufacturing best practices: key factors

Management support for any change initiative's success has been well documented. Adoption of a manufacturing best practice, which has been developed elsewhere and has produced superior results, also brings some changes to the adopting organization. Survey-based studies show that companies involved in the identification of best practices are generally not willing to adopt or are not successful in implementing their findings. This indicates that these organizations’ managers do not offer adequate support for best practices. This study was undertaken to identify the factors that influence management support for the adoption of manufacturing best practices. Multiple regression analysis was used to investigate the relationship between each of the factors and management support. Positive significant associations were found between management support and organizational resource availability, external pressures, perceived operational benefits, and compatibility. Also, satisfaction with the existing practice was found to have a negative significant association with management support.

Factors affecting the adoption of manufacturing best practices

More recent survey‐based studies have indicated that, although many companies are involved in benchmarking, adoption of best practices is not as high as might be expected. This study was undertaken to identify the factors that have an impact on the adoption decision of manufacturing best practices. A review of the relevant literature identified ten potential factors. These can be classified into three categories: best practice factors, organizational factors, and environmental factors. Best practice factors include codification, complexity, compatibility, perceived operational benefits, and cost. Organizational factors include satisfaction with the existing practice, existence of champion, and organizational resource availability. Finally, environmental factors include perceived outside support and external pressures. The results indicated that cost of adoption, external pressures, and satisfaction with the existing practice are the main determinants of the adoption decision. These results should be of considerable interest to practitioners.

Effect of organizational change on career goals of scientists and engineers

This longitudinal study examines the changes in career goals of engineers and scientists who were members of an organization undergoing significant changes as a result of environmentally induced pressures. Career goal data were gathered by questionnaires in 1969 (N=265) and in 1973 (N=373). The results indicate that some change in career goals does occur in response to changes both in organizational resource availability and in organizational tasks. Such changes in career orientation appear to occur primarily (1) among young professionals, and (2) among those without advanced degrees (indicating that organizational experience and anticipatory socialization occurring in graduate school serve to lessen the impact of organizational change on career goals). Other findings suggest that changes in career goals of managers may lag rather than lead changes in the goals of other employees.