Organizational Policy Changes Research Articles

Factors That Influence the Decision to Carry Out Lay Off (Study Case at the Pamong Police Unit Office Praja Kutai Kartanegara

Decision-making in carrying out duties is important for police officers. This study was conducted to analyze the factors that affect the decision-making process to carry out duties at the Prajakan Kutai Kertanegara Police Station. This research aims to analyze the factors influencing decisions to implement layoffs at the Office of the Kutai Kartanegara Public Order Police Unit. The research method used is a case study, collecting data through interviews and documentation analysis. The findings highlight several key factors influencing layoff decisions, including economic conditions, organizational policy changes, and internal employee dynamics. These findings provide a better understanding of the factors that need to be considered in human resource management within public service environments such as the Office of the Kutai Kartanegara Public Order Police Unit. The results of this research are expected to provide new insights for the police in increasing effectiveness and efficiency in decision-making to carry out tasks in the field. This is important to maintain public trust in police performance. This case study can be a valuable input for policy makers in the police environment to strengthen a more targeted and responsive decision-making process to the needs of the community.

Stages in Development and Changes in Human Resources of Dakwah Institutions in Palembang Community

This research aims to find out about the challenges of fa’wah institutions and changes in human resources that occur in Palembang. The research method using a qualitative approach. Data was collected through literature study and observation. This research was carried out by looking at the Palembang community environment. The results of the research show that the stage of development of human resources in Palembang community da’wah institutions has experienced significant changes from time to time. This changes is influenced by internal and exterbnal factors, such as changes in organizational policies, socio cultural dynamics and sociental demands. Human resources in da’wah institutions have increased in quality and quantity through various training and development programs organized by these institutions. However, there are still several obstacles that hinder the process of developing human resources, such as limited funds and lack of awareness of the importance of self development. Therefore, further efforts are needed to improve the role and quality of human resources in Palembang community da’wah institutions in order to face increasingly relevant challenges in the future.

School-based health centers as an approach to address health disparities among rural youth: A study protocol for a multilevel research framework.

School-Based Health Centers (SBHCs) are important healthcare providers for children in medically underserved communities. While most existing research on SBHCs has focused on urban environments, this study protocol proposes a mixed-methods, multi-level research framework to evaluate the role of SBHCs in addressing health disparities among underserved children and adolescents in rural communities. The study area includes four high-poverty rural counties in New York State served by Bassett Healthcare Network that permits a comparison of school districts with SBHCs to those without SBHCs, all served by providers within the Bassett Healthcare Network. We employ a human ecological framework that integrates the micro layer of individuals and families, the meso layer of school districts and community institutions, and the macro layer of local and state policies. Our research framework first identifies the socioecological health risk factors, and then proposes innovative strategies to investigate how SBHCs impact them. We propose evaluating the impact of SBHCs on the individual (micro) level of child healthcare utilization using patient records data. At the meso level, we propose to investigate how School-SBHCs partnership may facilitate greater cross-agency collaboration and broader structural and social determinist of health to address health disparities. At the macro level, we propose to assess the impact of SBHCs and cross-agency collaboration on outcomes associated with a culture of community health. This study protocol will enable researchers to assess how SBHCs reduce rural health disparities, and provide evidence for organizational and public policy change.

The Impact of Motherhood on Women's Career Progression: A Scoping Review of Evidence-Based Interventions.

(1) Background: Despite the progress made by women in the workplace, mothers still face systemic barriers that prevent them from advancing professionally. This "motherhood penalty" involves a variety of discriminatory practices and experiences that mothers can face at work, including being held to stricter standards regarding salary and recruitment. Despite ongoing research on the association between motherhood and career outcomes, few studies specifically explore how motherhood impacts career advancement and, consequently, access to leadership. This scoping review seeks to gain an understanding of how motherhood impacts women's career progression, and how interventions can address the underrepresentation of mothers in leadership. (2) Methods: Following the PRISMA-ScR framework, we analyzed 52 articles from 2010 to 2022, drawn from 10 databases. (3) Results: The results showed both negative and positive impacts of motherhood on career progression, affecting mothers' attitudes, feelings, and behaviors and yielding changes in interpersonal relationships and work conditions. Intersectionality is highlighted, urging a nuanced examination of challenges faced by mothers from a diversity of backgrounds. Recommendations for interventions include individual and institutional efforts, comprising societal support structures, organizational policy changes, and cultural shifts. (4) Conclusions: This scoping review offers an updated perspective on a classic challenge, providing practical insights for a more inclusive and structural understanding of the career trajectories of working mothers.

A mixed methods evaluation of family-driven care implementation in juvenile justice agencies in Georgia

Background Improving family engagement in juvenile justice (JJ) system behavioral health services is a high priority for JJ systems, reform organizations, and family advocacy groups across the United States. Family-driven care (FDC) is a family engagement framework used by youth-serving systems to elevate family voice and decision-making power at all levels of the organization. Key domains of a family-driven system of care include: 1) identifying and involving families in all processes, 2) informing families with accurate, understandable, and transparent information, 3) collaborating with families to make decisions and plan treatments, 4) responding to family diversity and inclusion, 5) partnering with families to make organizational decisions and policy changes, 6) providing opportunities for family peer support, 7) providing logistical support to help families overcome barriers to participation, and 8) addressing family health and functioning. FDC enhances family participation, empowerment, and decision-making power in youth services; ultimately, improving youth and family behavioral health outcomes, enhancing family-child connectedness, and reducing youth recidivism in the JJ setting.MethodsWe evaluated staff-perceived adoption of the eight domains of FDC across detention and community services agencies in the state of Georgia. We collected mixed methods data involving surveys and in-depth qualitative interviews with JJ system administrators, staff, and practitioners between November 2021- July 2022. In total, 140 individuals from 61 unique JJ agencies participated in surveys; and 16 JJ key informants participated in qualitative interviews.ResultsFDC domains with the highest perceived adoption across agencies included identifying and involving families, informing families, collaborative decision-making and treatment planning, and family diversity and inclusion. Other domains that had mixed or lower perceived adoption included involving families in organizational feedback and policy making, family peer support, logistical support, and family health and functioning. Adoption of FDC domains differed across staff and organizational characteristics.ConclusionsFindings from this mixed methods assessment will inform strategic planning for the scale-up of FDC strategies across JJ agencies in the state, and serve as a template for assessing strengths and weaknesses in the application of family engagement practices in systems nationally.

The Development of a Systems-Level Approach to Address Adolescent Access to Health Care: A Novel Confidentiality Policy Intervention.

Most evidence-based interventions in adolescent sexual and reproductive health and mental health remain largely aimed at individual-level outcomes and do not conceptualize adolescent health within a social-ecological model. Interventions to affect policy, systems, and environmental change offer potential for sustained population impact. The current initiative used an innovation framework to develop a novel systems-level approach to address adolescent access to health care. The Framework for Public Health Innovation provided an approach to develop a novel intervention. Confident Teen is a systems-level intervention that creates the opportunity, through organizational policy change, to increase adolescents' access to confidential sexual and reproductive health services through organizational policies. Gaps in adolescents' access to health care services allowed for a systems-level approach to be designed through an adolescent pregnancy prevention innovation initiative. Confidentiality is a right and critical component to their health care; therefore, a policy and conversation between provider and patient is a prioritized component of the novel intervention.

Implementation of E-Governance to Encourage Integrated Public Services in Lebak Regency

In order to realize good governance, the application of the concept of open government that recognizes the public’s right to observe, to access information, and to participate in the development of public policy, must be implemented by the government. This study aims to solve the problem of Public Service policy that was integrated with the field of electronic management-based environment with Edward III model in Lebak regency. Qualitative methods were used in this study. The results of this study indicate that the implementation of environmental management policies in the Lebak area of Banten province were still not effective. This was due to lack of financial support, lack of coordination between the central and local governments, a low quality of human resources implementing policies, frequent changes in organizational structure and policies, and the fact that policy makers and implementers were in different agencies. The implementation of development is basically inseparable from the use of natural resources and its impact on the environment. Environmental protection and management should be considered during the implementation of the project to prevent environmental degradation and/or degradation of ecological functions. Therefore, the government should use the principles of good environmental policy to facilitate the delivery of public services to the public.
 Keywords: E-Governance, environmental protection and management

Improving Chronic Pain Management in a Family Medicine Residency.

Although the opioid epidemic continues to affect millions of Americans, many family physicians feel underprepared to perform chronic pain management (CPM) and treat opioid use disorder (OUD). To address this gap, we created organizational policy changes and implemented a didactic curriculum to help improve patient care, including medication-assisted treatment (MAT) into our residency. We investigated whether the educational program improved the comfort and ability of family physicians to prescribe opioids and utilize MAT. Clinic policies and protocols were updated to align with the 2016 Centers for Disease Control and Prevention Guidelines for Prescribing Opioids. A didactic curriculum was created to improve resident and faculty comfort with CPM and introduce MAT. An online survey was completed pre- and postintervention between December 2019 and February 2020, utilizing paired sample t test and percentage effective (z test) to assess for change in provider comfort with opioid prescribing. Assessments were made using clinical metrics to monitor compliance with the new policy. Following the interventions, providers reported improved comfort with CPM (P=.001) and perception of MAT (P<.0001). Within the clinical setting there was significant improvement in the number of CPM patients who had a pain management agreement on file (P<.001) and completed a urine drug screen within the past year (P<.001). Provider comfort with CPM and OUD increased over the course of the intervention. We were also able to introduce MAT, adding a tool to the toolbox to help our residents and graduates treat OUD.

Engaging the missing actor: lessons learned from an age-management intervention targeting line managers and their HR partners

PurposeThis study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden.Design/methodology/approachThe learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews.FindingsThe intervention design produced promising results in improving line managers’ and HR partners’ knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes in organizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization’s goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies.Practical implicationsProlonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers.Originality/valueThis study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers.

Requirements for improving social capital among faculty members of medical universities: A multicenter qualitative study.

Social capital is critical to organizational dynamics, particularly in developing countries. This study explored strategies for enhancing social capital among faculty members at seven medical universities in the south of Iran. This qualitative study was conducted in 2021. We used a purposeful sampling technique to recruit faculty members and conducted individual semi-structured interviews with them. Thematic analysis was used to analyze and describe the collected data. A total of 49 faculty members (34 males; 15 females) participated in this study. The participants expressed satisfaction with their affiliations with medical universities. Social capital was related to the feeling of belonging to the organization, as well as to interpersonal and intra-organizational relations. Social capital was associated with three components: empowerment, organizational policy change, and organizational identification. Additionally, a dynamic relationship between the individual, interpersonal, and macro-organizational levels reinforced the organization's social capital. This means that, just as the macro-organizational level affects the members' identities, the members' activism affects the macro-organizational level. To strengthen the organization's social capital, managers should work on the mentioned components at the individual, interpersonal, and macro-organizational levels.

Community needs and recommendations for multilevel mental health interventions among young Black men with previous trauma exposure.

To report on multilevel strategies for addressing community mental health disparities among young Black/African American men, who are at increased risk for trauma exposure yet have a lower likelihood of receiving mental health care compared to other young adults. This was a secondary data analysis from a larger mixed-methods study that was conducted in two phases, using an exploratory sequential design. Participants in Phase 1 were 55 Black men aged 18-30 years old (M = 22.55, SD = 3.9), who had experienced one or more lifetime traumatic events. Relevant for the present study, participants completed focus groups that elicited community needs and recommended strategies for promoting community mental health. The social-ecological model (including individual, interpersonal, organizational, community, and public policy levels) was used to guide interpretation of these qualitative findings. Focus groups recommended intervention strategies from individual/interpersonal levels (e.g., educational resources, fostering social support) to organizational and community approaches (e.g., resource fairs; tools for schools, churches, and broader community settings) and policy changes (e.g., increased funding to improve access). Qualitative findings have potential to provide the foundation for culturally relevant interventions to improve access to mental health care and engagement in services. It is imperative that researchers partner with communities to address these disparities. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Consciousness as a Mediator Between Green HRM Practices and Pro-Environmental Behaviors

The research seeks to consider the impact green HRM activities on the pro-environmental behavior of employees. The research examines the mediating role of environmental consciousness and moderating effect of employees’ age and experience on green HRM practices and environmental consciousness. Data was obtained from employees of manufacturing industry; textile, oil and gas, automobile and automotive, foundry, and heavy mineral mining. Data was obtained in two-time lags with the gap of 6 months. In phase 1 (T1) the questionnaire was filled by white-collar employees about green HRM practices and their environmental consciousness. In phase 2 (T2) the questionnaires were filled by the relevant managers about their employees’ pro-environmental behavior. A total of 202 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesized relationships. The findings indicate that not all green HRM practices have a positive impact on the pro-environmental behavior of employees. These are important findings for the advancement of literature on Green HRM. It is also mediated by environmental consciousness. While the organizational experience and age of employees moderates the relationship between green HRM practices and environmental consciousness. Practical implications – Research proves that not all Green HRM practices create environmental consciousness among employees, therefore, companies should focus on the identified Green HRM practices that have more impact on raising environmental consciousness, thus enhancing their morale and desire to do work that ultimately increases their productivity. Organizations can use the factor of age and organizational experience to their advantage while implementing Green policies within their organization, thus changing their behavior and level of acceptance towards changes in organizational policies and practices. Green HRM has received rather limited attention regarding the role of environmental consciousness and its transformation into pro-environmental behavior. The nature of the relationship between GHRM and environmental consciousness is affected by organizational experience and age of employees. The research elaborates the impact of different green HRM practices and their contribution and importance in promoting pro-environmental behavior among employees. This research gives theorists and practitioners a better understanding about Green HRM practices that articulate their pro-environmental behaviors.

Pengaruh Perubahan Kebijakan Organisasi Terhadap Sikap Resistensi pada Karyawan

For companies with COVID-19 experiencing a very significant change where the capacity of workers in the room is also limited, the organization modifies the work system from face to face to face to face, the absent system is also modified. This study aims to examine whether there is an effect of changing organizational policies on employee resistance attitudes. In this study using quantitative methods and using a questionnaire as a measuring tool. The scale used in the questionnaire of employee resistance attitudes and changes in company policy uses a Likert scale with 4 choices of statements. Data processing is carried out using a computer system with the SPSS program. Data were collected from 105 scales distributed to permanent employees. Based on the results of the study, it is known that there is a significant effect between employee resistance attitudes to organizational policy changes (F count = 80.278, p <0.05). From this research, it is also known that changes in organizational policies have contributed to the attitude of resistance in employees of PT. SEPC O&M Medan is 43.8% and 56.2% is influenced by other factors. The conclusion of this study the relationship between perceived effectiveness of organizational change and job satisfaction is positive and important. SEPC O & M where employees will react to policy changes made, especially during the current pandemic where there are policy changes that the company cannot predict. These changes make employees demand an attitude of resistance.

Pengaruh Perubahan Kebijakan Organisasi Terhadap Sikap Resistensi Pada Karyawan

Change is an important thing for the company or organization as well as the employees themselves to be able to advance the organization. However, resistance in the change process can be a barrier in advancing the organization itself through several factors. This study aims to examine whether there is an effect of changing organizational policies on employee resistance attitudes. In research using quantitative methods and using questionnaire as a measuring tool. The scale used in questionnaire and changes in company policy uses a Likert scale with 4 choices of statements. Data processing is carried out using a computer system with the SPSS program. Data were collected from 105 scales distributed to permanent employees. Based on the results of the study, it is known that there is a significant influence between employee resistance attitudes to changes in organizational (F count = 80.278, p <0.05). From this research, it is also known that changes in organizational policies have contributed to the attitude of resistance in employees of PT. SEPCO&M Medan is 43.8% and 56.2% is influenced by other factors.

Quality improvement project to improve providers’ goal-setting activity for chronic disease self-management

BackgroundPatient-centered medical home (PCMH) places patients at the center of care and actively considers patients’ goals, preferences and skill levels in caring for their disease while developing a care plan. We implemented a quality improvement (QI) project to improve internal medicine resident goal-setting activity with patients for chronic disease self-management. MethodsThe plan-do-study-act (PDSA) model was used and a root cause analysis was conducted with internal medicine residents (n=20) and faculty (n=7) to identify barriers to patient goal setting. Two main causes were identified – lack of awareness and lack of knowledge about where and how to set patient goals in the electronic medical record (EMR). Reminders during daily morning huddles, discussions with faculty, educational video presentation and organizational policy change interventions were implemented in four serial PDSA cycles. ResultsThe goal setting activity documentation rate by resident providers increased to 14% following inclusion of patient goal setting reminders during daily morning huddles. There was notable increase in the goal setting documentation rate to 29% following discussion in faculty meeting. The goal setting documentation rate remained the same (29%) despite educational video and policy change intervention. However, goal setting documentation rate increased to 33% by the end of the study. ConclusionOur QI project resulted in a measurable increase in the use of methods of healthcare delivery associated with improved outcomes. This model worked well in our setting, and sharing our success may benefit others seeking to achieve similar goals.

EXAMINING THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS ON PRODUCTIVITY IN AFRICA

Purpose: This paper aimed at examining the impact of flexible working arrangement on productivity.
 Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Results: The study showed that there is a higher level of productivity for workers who do their jobs on more flexible schedules than those with regular working hours. These results show that companies can benefit from flexibility under certain conditions.
 Recommendation: The findings of this study show surprising results and can influence changes in organizational policies and strategies for collaborating between working from home and working from an office for employees. Further, the study recommends companies to adopt and invest in information and communication technology so that it can facilitate implementation of FWA policy.

Next-Generation Solutions to Address Adaptive Challenges in Dietetics Practice: The I+PSE Conceptual Framework for Action.

Next-Generation Solutions to Address Adaptive Challenges in Dietetics Practice: The I+PSE Conceptual Framework for Action.

Picturing Participation: Catalyzing Conversations About Community Engagement in HIV Community-Based Organizations.

Community engagement is considered a cornerstone of health promotion practice. Yet engagement is a fuzzy term signifying a range of practices. Health scholarship has focused primarily on individual effects of engagement. To understand the complexities of engagement, organizations must also consider relational, structural, and/or organizational factors that inform stakeholders' subjective understandings and experiences. Community engagement processes are not neutral; they can reproduce and/or dismantle power structures, often in contradictory or unexpected ways. This article discusses diverse stakeholders' subjective experiences and understandings of engagement within the HIV sector in Toronto, Canada. In our study, a team of community members, service providers, and academics partnered with three HIV community-based organizations to do this work. We used photovoice, a participatory and action-oriented photography method, to identify, document, and analyze participants' understandings at respective sites. Through collaborative analysis, we identified seven themes that may catalyze conversations about engagement within organizations: reflecting on journey; honoring relationships; accessibility and support mechanisms; advocacy, peer leadership, and social justice; diversity and difference; navigating grief and loss; and nonparticipation. Having frank and transparent discussions that are grounded in stakeholders' subjective experiences, and the sociopolitical and structural conditions of involvement, can help organizations take a more intersectional and nuanced approach to community engagement. Together, our findings can be used as a framework to support organizations in thinking more deeply and complexly about how to meaningfully, ethically, and sustainably engage communities (both individually and collectively) in HIV programming, and organizational policy change. The article concludes with questions for practice.

Is Working from Home Good for Work-Life Balance, Stress, and Productivity, or does it Cause Problems?

This study aims to investigate the impact of employee productivity while working from home for a long period due to the COVID-19 pandemic quantitatively from the aspects of work-life balance, and employee stress levels. Several previous studies have explained that working from home (WFH) is known to contribute positively to work productivity. However, in contrast, several other studies have shown that working from home harms employee productivity. This research was conducted in Jakarta, Indonesia. The study sample comprised 135 employees who worked from home and the analysis was carried out using LISREL 8.5. The results of this study indicate that work-life balance and work-related stress affect work productivity. Meanwhile, working from home does not affect work productivity. The findings of this study show surprising results and can influence changes in organizational policies and strategies for collaborating between working from home and working from an office for employees. © 2021 Conscientia Beam. All Rights Reserved.

Ethical conflict during COVID-19 pandemic: the case of Spanish and Italian intensive care units.

To identify factors underlying ethical conflict occurring during the current COVID-19 pandemic in the critical care setting. During the first wave of the COVID-19 outbreak, Spanish and Italian intensive care units were overwhelmed by the demand for admissions. This fact revealed a crucial problem of shortage of health resources and rendered that decision-making was highly complex. Applying a nominal group technique this manuscript identifies a series of factors that may have played a role in the emergence of the ethical conflicts in critical care units during the COVID-19 pandemic, considering ethical principles and responsibilities included in the International Council of Nurses Code of Ethics. The five factors identified were the availability of resources; the protection of healthcare workers; the circumstances surrounding decision-making, end-of-life care, and communication. The impact of COVID-19 on health care will be long-lasting and nurses are playing a central role in overcoming this crisis. Identifying these five factors and the conflicts that have arisen during the COVID-19 pandemic can help to guide future policies and research. Understanding these five factors and recognizing the conflicts, they may create can help to focus our efforts on minimizing the impact of the ethical consequences of a crisis of this magnitude and on developing new plans and guidelines for future pandemics. Learning more about these factors can help nurses, other health professionals, and policymakers to focus their efforts on minimizing the impact of the ethical consequences of a crisis of this scale. This will enable changes in organizational policies, improvement in clinical competencies, and development of the scope of practice.