Changes In Organizational Structure Research Articles

Literature Review : Dampak Merger Bank Syariah Indonesia (BSI) Terhadap Karyawan dan Nasabah

This research aims to analyze the impact of the merger of Bank Syariah Indonesia (BSI) on employees and customers, using a literature review method that follows PRISMA guidelines. Data were collected from Google Scholar with related keywords, yielding 6,590 results, and 10 relevant articles were selected based on inclusion and exclusion criteria. The research results show that the merger of three state-owned sharia banks, namely Bank Syariah Mandiri, BNI Syariah, and BRI Syariah aims to increase competitiveness and efficiency in the national financial system, as well as provide better services to customers. In this merger, employees experience changes in organizational structure and work culture, and welfare, which requires a process of adaptation and adjustment. Meanwhile, the impact for customers of this merger is to offer convenience and comfort in banking services. Overall, this merger has had a positive impact in terms of improving service quality and satisfaction for both BSI employees and customers.

Strategi Manajemen Sumber Daya Manusia dalam Menghadapi Perubahan Satuan Organisasi TNI-AD di Koramil 05 Rungkut Surabaya

This study aims to analyze human resource management strategies in dealing with organizational unit changes at Koramil 05 Rungkut Surabaya. This study uses a qualitative approach with a case study method to analyze human resource management (HR) strategies in dealing with organizational changes at Koramil 05 Rungkut Surabaya. Data were collected through in-depth interviews, participant observation, and documentation, focusing on the role of the Koramil Commander, personnel, and HR staff. Data analysis was carried out through a coding process, thematic analysis, and triangulation to ensure the validity of the findings related to the impact of restructuring on personnel performance and motivation. This study analyzes human resource management (HR) strategies at Koramil 05 Rungkut Surabaya in dealing with organizational structure changes due to restructuring. The findings show that role adjustment, HR management, technology adaptation, and increased motivation and coordination are very important to maintain operational performance. HR training and development are the keys to the success of personnel adaptation to new challenges, especially in mastering technology and increasing collaboration between units. Internal conflicts that arise can be managed well through open communication and active participation of all personnel.

An integrated method of extended STPA and BN for safety assessment of man-machine phased-mission system

Man-Machine Phased-Mission System (MMPMS) usually demands the cooperation of operators with different responsibilities and machines to accomplish multi-phase missions. Its machine configuration and human organization structure may change across phases, and phase dependencies of machine failures and human errors may exist. In current studies, the safety of man-machine system is usually analyzed qualitatively by System Theoretic Process Analysis (STPA) and assessed quantitatively by the integration of STPA with Bayesian Networks (BN). These studies only focus on single-phase systems and conduct single-phase BN while cannot address the features of MMPMS. In this paper, a qualitative analysis and quantitative assessment method for phase dependencies is proposed and integrated into the method that combines STPA and BN. Firstly, four types of phase dependencies in MMPMS are identified. Secondly, new mapping rules for phase dependencies are proposed to integrate single-phase BN into a multi-phase BN. Thirdly, the quantitative assessment method for phase dependencies considering the effects of human organization structure changes are proposed to quantify the parameters of multi-phase BN. Fourthly, the safety of MMPMS can be assessed through multi-phase BN. Finally, an Unmanned Aerial Vehicle system with three-phase missions is presented as a case study to demonstrate the effectiveness of the proposed method.

Measuring Professional Governance: The Swedish Version of the Verran Professional Governance Scale©.

To translate the Verran Professional Governance Scale© (VPGS©) into Swedish, adapt it to the Swedish context, and validate it. Magnet®-recognized hospitals have proven successful in reversing negative trends regarding nursing shortage. A change in organizational and management structures is required, and professional governance is fundamental. However, in a Swedish context, there are no validated instruments to measure professional governance. The instrument was translated from English to Swedish and synthesized into a unified version. It was back translated, discussed in an expert panel, and pilot tested with cognitive interviews of nurses. A new Swedish version of the VPGS© was developed. The expert group reached a consensus, and the scale-level Content Validity Index value shows high relevance. Some words and sentences were revised, and an introduction was added. The study generated a Swedish version of the VPGS©, which can be used to measure nurses' perceptions of professional governance behaviors.

Evolusi Kepemimpinan Digital: Transformasi Modal Manusia dalam Era Artificial Intelligence

The technological revolution accelerated by Artificial Intelligence (AI) has fundamentally changed the paradigm of leadership and human resource management. Digital leadership is now an essential competency for organizations that want to survive and thrive in the face of the challenges of the technological disruption era. This research aims to understand the role of digital leadership in the human capital transformation process, especially in the context of AI adoption by modern organizations.The post-qualitative approach allows research to capture the evolving and diverse dynamics in a digitized organizational environment. It is more open to different forms of data, both structured and unstructured, and recognizes the complexity and ambiguity in digital leadership practices. This research utilizes open-ended interviews and participatory observation, facilitated by interpretive narrative to understand the process of human capital transformation. The main results of the study show that digital leadership plays a key role in facilitating human capital transformation, with an emphasis on adaptive skills development, data-driven decision-making and closer collaboration between people and technology. This transformation is not only technical in nature but also involves changes in organizational culture and structure. This research makes an important contribution by offering a new perspective in leadership studies through a post-qualitative approach.

Analysis of Organizational Structure Changes in the Rupiah Money Management Implementation Unit at the Representative Office of Bank Indonesia

Technological and economic developments in Indonesia have made Bank Indonesia continue to adjust, one of which is in the form of changes to the organizational structure carried out on the Payment System and Rupiah Management Team at the Representative Office of Bank Indonesia Province X. This study aims to see the effectiveness of these changes by providing an overview of the process of change in qualitative descriptive using the Star Model approach which consists of five aspects, namely strategy, structure, process, rewards, and people. Data collection was carried out using interviews and observations of informants who had been selected based on the purposive sampling method to 3 (three) employees of the Rupiah Money Management Division at the Bank Indonesia Representative Office Province X with different positions, namely cash administration assistant, cash administration senior executive, and an assistant supervisor. Furthermore, the data is analyzed by reviewing all available data sources until a synthesis is produced and a working hypothesis is developed. The results of the study indicate that the implementation of changes has considered policies in each category of the Star Model.Perkembangan teknologi dan ekonomi di Indonesia membuat Bank Indonesia terus melakukan penyesuaian, salah satunya adalah dalam bentuk perubahan struktur organisasi yang dilakukan pada Tim Pengelolaan Uang Rupiah di Kantor Perwakilan Bank Indonesia Provinsi X. Penelitian ini bertujuan untuk melihat efektivitas perubahan tersebut dengan memberikan gambaran proses perubahan secara deskriptif kualitatif dengan menggunakan pendekatan Star Model yang terdiri dari lima aspek, yaitu strategy, structure, process, rewards, dan people. Pengumpulan data dilakukan menggunakan metode wawancara dan observasi terhadap informan yang telah dipilih berdasarkan metode purposive sampling kepada 3 (Tiga) pegawai Divisi Pengelolaan Uang Rupiah Kantor Perwakilan Bank Indonesia Provinsi X dengan jabatan yang berbeda-beda, yaitu asisten administrasi perkasan, pelaksana senior administrasi perkasan, dan asisten penyelia perkasan. Selanjutnya data dianalisis sesuai dengan menelaah seluruh sumber data yang ada hingga kemudian dihasilkan sintesisasi dan menyusun hipotesis kerja. Hasil penelitian menunjukkan bahwa implementasi perubahan telah mempertimbangkan kebijakan dalam setiap kategori pada Star Model.

Curriculum Updates and Their Impact on School Management Practices

Curriculum renewal influences not only educational content, but also overall school management practices. In this study, we investigate the impact of curriculum reform on school management practices with an interdisciplinary approach. Through a literature review, we identified various forms of impact, including changes in management paradigm, organizational structure, school culture, teacher skills, education quality, community involvement, management skills, resource quality, student involvement, and service quality. Our findings suggest that school management must adapt planning, training, resource provision, and community involvement to manage change. Regular evaluations are needed to develop more effective education policies and school management practices, with policy adjustments based on evaluation findings. Good communication and involvement of all stakeholders is the key to implementing significant changes in increasing educational effectiveness.

1366: Change in organisational structure influences perceived leadership in radiotherapy

1366: Change in organisational structure influences perceived leadership in radiotherapy

Leaders' Perspectives on Approaches and Challenges in Enacting Faculty Vitality in the Contemporary Landscape of Academic Medicine: A Deductive Thematic Analysis.

Continual changes in organizational structures within medical schools have contributed to the expanded scope and the centralization of faculty affairs offices, which support faculty administration and supportive functions. Using qualitative interviews, we investigated the perspectives of academic medicine faculty affairs leaders regarding their offices' priorities in sustaining faculty vitality in the face of current and anticipated challenges. A semi-structured interview protocol based on the researchers' practical knowledge, informed by the study's research inquiries, and pertinent academic literature guided the interviews. Deductive thematic analysis approach was used to identify the patterns and themes across the interviews. Our analysis revealed a central theme: the pivotal nature of the leader's role in strengthening faculty identity. Additionally, three sub-themes emerged concerning the leader's role in nurturing faculty well-being within today's academic medicine context: redefining faculty role, acknowledging and appreciating faculty contributions, and maintaining faculty engagement through a whole-person approach. Faculty affairs leaders describe widening roles with an emerging focus on a whole-person approach valuing the diverse contributions of faculty across the academic mission, supporting professional development, reflecting the individual motivations of faculty, and championing institutional processes that holistically evaluate and recognize faculty contributions.

Dynamic Silos: Increased Modularity and Decreased Stability in Intraorganizational Communication Networks During the COVID-19 Pandemic

Workplace communications around the world were drastically altered by the COVID-19 pandemic, related work-from-home orders, and the rise of remote work. To understand these shifts, we analyzed aggregated, anonymized metadata from over 360 billion emails within 4,361 organizations worldwide. By comparing month-to-month and year-over-year metrics, we examined changes in network community structures over the 24 months before and after COVID-19. We also examined shifts across multiple communication media (email, instant message, video call, and calendaring software) within a single global organization and compared them with communications shifts that were driven by changes in formal organizational structure. We found that in 2020, organizations around the world became more siloed than in 2019, evidenced by increased modularity. This shift was concurrent with decreased stability within silos. Collectively, our analyses indicate that following the onset of COVID-19, employees’ communications began to shift more dynamically between subcommunities (teams, workgroups, or functional areas). At the same time, once in a subcommunity, they limited their communication to other members of that community. We term these network changes dynamic silos. We provide initial insights into the meaning and implications of dynamic silos for the future of work. This paper was accepted by Lamar Pierce, organizations. Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2022.02797 .

HDF-Net: Capturing Homogeny Difference Features to Localize the Tampered Image.

Modern image editing software enables anyone to alter the content of an image to deceive the public, which can pose a security hazard to personal privacy and public safety. The detection and localization of image tampering is becoming an urgent issue to be addressed. We have revealed that the tampered region exhibits homogenous differences (the changes in metadata organization form and organization structure of the image) from the real region after manipulations such as splicing, copy-move, and removal. Therefore, we propose a novel end-to-end network named HDF-Net to extract these homogeny difference features for precise localization of tampering artifacts. The HDF-Net is composed of RGB and SRM dual-stream networks, including three complementary modules, namely the suspicious tampering-artifact prominent (STP) module, the fine tampering-artifact salient (FTS) module, and the tampering-artifact edge refined (TER) module. We utilize the fully attentional block (FLA) to enhance the characterization ability of homogeny difference features extracted by each module and preserve the specifics of tampering artifacts. These modules are gradually merged according to the strategy of "coarse-fine-finer", which significantly improves the localization accuracy and edge refinement. Extensive experiments demonstrate that HDF-Net performs better than state-of-the-art tampering localization models on five benchmarks, achieving satisfactory generalization and robustness. Code can be found at https://github.com/ruidonghan/HDF-Net/.

An overview of human and organizational determinants in business intelligence adoption

Business intelligence (BI) attracts both researchers and practitioners due to its ability to analyze data and generate critical insights that support informed business decisions. However, despite its acknowledged value, Business intelligence adoption (BIA) rates and the consistency of success stories vary considerably across countries. The literature over the past decade has shown that BI adoption has increased, but there is a significant lack of success. The objective of this study is to understand the factors influencing business intelligence adoption, especially considering the changes in organizational structures and human characteristics imposed by relevant changes and requirements. This paper is a comprehensive review of articles published between 2012 to 2022 in leading academic databases such as ScienceDirect and Web of Science aimed at investigating the factors influencing BI adoption. The PRISMA model and Kitchenham's guidelines deployed for the selection of these articles. The selected articles summarized and analyzed using content analysis. This study identified over fifty key determinants, with a specific focus on organizational and human aspects. Organizational size, top management support, and organizational readiness are the most frequently mentioned organizational factors. As for human factors, perceived ease of use, educational level, and computer literacy were prominent. By outlining these critical factors, this research will help managers and researchers make informed decisions that facilitate successful business intelligence system (BIS) implementation.

TRANSFORMATION OF REGIONAL FIRE SERVICES ORGANIZATION IN SERANG CITY BANTEN PROVINCE

Based on Law Number 23 of 2014 regarding on Regional Government, it is stated that fire is one of mandatory affairs relating to basic services in the field of public order and community protection. One of the consequences of mandatory matters related to basic services is the Minimum Service Standards (called SPM) set by the government to provide guarantees that all citizens in Indonesia will receive a minimum basic services, including in the fire sector. The institutional form of regional fire service organization is an important aspect in supporting the effective implementation of regional government duties in carrying out mandatory affairs related to basic services. Therefore, organizational transformation is a necessity that cannot be avoided, considering the various factors that influence the organization are changing so rapidly. The purpose of this research is to find out how organizational transformation occurs, to find the determining factors and to formulate a model for organizational transformation of regional fire service organization. The research method used is a descriptive method with a qualitative approach with data collection through interviews, observations and documentations. This research analyzes and evaluates the organizational structure of regional fire service organization in Serang City, Banten Province. The research results show that the transformation has been analyzed using the 4R approach (Reframing, Restructure, Revitalization and Renewal). In principle, the process of organizational transformation of regional fire service organization in Serang City, Banten Province has been carried out. This can be seen from the changes in organizational form and structure that adapt to district needs. However, this transformation shows suboptimal because it is not based on the implementation of the organization's mission, application of rules and political will. Thus, an ideal organization has not yet been achieved. A regional apparatus organization that handles the mandatory affairs related to basic services, the nomenclature, structure, duties and functions of fire and rescue services should be in an independent agency at least with the type C model.

Afrocentric triple helix: A communal perspective on addressing Africa’s economic and social challenges

ABSTRACT That collaboration has always been the foundation of human development as well as the coping strategy of some animal species is a view widely shared by scholars. In fact, no individual, organization or nation can produce everything it needs without collaboration. Therefore, nations and organizations use the concept of the triple helix as a collaborative tool to find solutions for commercial and social challenges. However, the main challenge of the model when applied has always been how to ensure its sustainability and its outcomes. Central to this challenge is the rationalist paradigm adopted in its conception and implementation, especially in an African context where communal and collectivist values are features of the society. Therefore, this paper advances a different model of collaboration. The African philosophy of Ubuntu is used as the framework for the conception and application of the triple helix. Our approach is grounded on the assumption that “culture” is one of the key determining success factors in sustainable collaboration. The approach requires a change in mindset and organizational structure and culture. Our practical approach to addressing the needed change is supported by renowned scholars in management.

Impact of Technology on Human Resources in Marine Logistics

Technology has significantly changed the landscape of the ocean logistics industry, affecting the roles, responsibilities, and skill needs of human resources. This research aims to explore the impact of technologies such as automation, digitalization, and information systems on human resources in ocean logistics. Through a qualitative and quantitative approach that includes a literature review, online surveys, and in-depth interviews, key findings reveal a shift in worker roles towards automation system oversight, data analysis, and strategic decision-making. New skills such as programming, data analytics, and understanding automation systems are becoming crucial. However, the industry faces challenges in recruiting a workforce with the required skills and resistance from workers to change. Strategies such as extensive training programs, collaboration with educational institutions, and effective change management help integrate technology with human resources. Technology adoption also drives changes in organizational structures and work cultures that are more collaborative and data-oriented. This research provides important insights for companies and policymakers in developing strategies to prepare a competent marine logistics workforce for digital transformation.

Cacat Mekanisme Pelaksanaan Revisi UU KPK 2019 dan Perbandingan Substansi serta Dampak Terhadap Kinerja KPK

This article examines the negative impact of the implementation of the revision of Law Number 19 of 2019 on the Corruption Eradication Commission (KPK) in Indonesia. The main focus is on a substantive comparison between the revised KPK Law and previous laws, highlighting significant changes in the KPK's leadership selection mechanism, authority and independence. This research also analyzes the impact of these revisions on the performance and performance of the Corruption Eradication Commission, including changes in organizational structure, transfer of authority, and the impact on handling corruption cases. This evaluation provides critical insight into these legal changes, with the hope of providing a better understanding of the challenges faced by the Corruption Eradication Commission in carrying out its crucial mission of eradicating corruption. These results can aim to identify errors in the formation of the revision of the Corruption Eradication Commission Law which was initiated in 2019 using a regulatory approach to the formation of legislation. This article was written normatively, namely a research method that focuses on the analysis of legal documents or literature as the main source. This method does not involve collecting primary data, but instead focuses on the study and interpretation of legal texts or related literature. These results are then closed with suggestions and recommendations given so that the revision of the Corruption Eradication Committee Law that has been attempted does not become an arbitrary legal instrument but remains a good implementation so as to create a climate of good governance for the legal atmosphere in Indonesia.

Digital transformation metamodel in smart farming: Crop classification prediction based on recurrent neural network

Agriculture 4.0 is an opportunity for farmers to meet the current challenges in food production. It has become necessary to adopt a set of agricultural practices based on advanced technologies. Agriculture 4.0 enables farms to create added value by combining innovative technologies, such as precision agriculture, information and communication technology, robotics, and Big Data. As an enterprise, a connected farm is highly sensitive to strategic changes in organizational structures, objectives, modified variety, new business objects, processes, etc. To control the farm’s information system strategically, we proposed a metamodel based on the ISO/IS 19440 standard, where we added some new constructs relating to advanced digital technologies for smart and connected agriculture. We applied the proposed metamodel to the crop classification prediction process. This involved using machine learning methods such as recurrent neural networks to predict the type of crop being grown in a given agricultural area. Our research bridges farming with modern technology through our metamodel for a connected farm, promoting sustainability and efficiency. Furthermore, our crop classification study demonstrates the power of advanced machine learning, guided by our metamodel, in accurately predicting crop conditions, emphasizing its potential for crop management and food security. In essence, our work advances the transformative role of digital agriculture in modern farming.

Digital Tranformation and Impact on Organizational Change and Performance

Digital transformation has become a key element in improving organisational performance and competitiveness. This research evaluates the impact of digital transformation on changes in organisational structure, culture, and performance through literature review and case study analysis. The results show that digital transformation drives significant changes in organisational structure, making it more flexible and collaborative. In addition, a culture that supports innovation and experimentation is shown to improve technological adaptation. Case studies from General Electric and Starbucks show that the implementation of digital technology can improve operational efficiency, productivity, and customer satisfaction. However, challenges such as resistance to change and lack of digital skills must be overcome. Solutions offered include intensive training, a phased approach to technology implementation, and investment in adequate infrastructure. As such, this research provides practical guidance for organisations that want to succeed in digital transformation and optimise their performance.

Study on the Mode and Strategy of Internal Organizational Structure Change in Primary and Secondary Schools

Study on the Mode and Strategy of Internal Organizational Structure Change in Primary and Secondary Schools

Exploring the role of workforce agility on digital transformation: a systematic literature review

PurposeSuccessful digital transformation requires a change in organisational structures, processes, capabilities and competencies. Digital transformation research is more influenced by the technology adaptation model and hence focuses on people's attitudes, behaviour and abilities. Recently, employee agility has attracted attention in the context of technology adoption and Industry 4.0. The current research explores the relationship between employee agility and digital technology adoption in the context of digital transformation by adopting the systematic literature review method.Design/methodology/approachFollowing the attitude–ability-behaviour–outcome framework, the research explored the specific agile ability, attitude and behaviour characteristics useful for digital transformation. Following the preferred reporting items for systematic reviews and meta-analyses (PRISMA) framework consisting of (1) initiation, (2) screening, (3) evaluation and (4) confirming inclusion (Ambika et al., 2023), the study identified 19 papers from SCOPUS indexed journals.FindingsThe study result found that agile attitude characteristics such as collaborative mindset, computer self-efficacy, ambiguity aversiveness, etc. are influencing the digital transformation process. Agile abilities like basic computer knowledge, previous technical experience, cognitive abilities, innovation capability, digital competence training and supporting proper knowledge management practices also influence digital transformation. Finally, agile behaviour such as relationship building, knowledge-sharing behaviour, promoting values of learning, risk-taking and experimenting, rewarding innovativeness and customer-centric innovation and displaying adaptability, resilience and commitment to change, etc. are found to drive digital transformation.Originality/valueResearch on workforce agility and digital transformation is scarce. The current study contributes to benchmarking research by exploring specific agile attitudes, abilities and behaviour characteristics relevant to digital transformation, especially in the era of Industry 4.0.