Organizational Compliance Research Articles

군장교의 윤리적 성향과 업무환경 지각이 조직의 보안정책준수에 미치는 영향

본 연구는 사회통제이론적 틀을 적용하여 조직구성원의 정보보안정책 준수에 영향을 미치는 변수들을 도출하고, 군 조직구성원의 정보보안 관련 태도와 의도에 영향을 미치는 요인들을 탐색한 것이다. 육군장교 195명을 대상으로 설문을 실시하여 윤리성향(도덕성, 책임감, 윤리교육의 가치)과 업무환경 (상사와의 관계, 업무과다, 임금만족)이 보안정책준수태도 및 의도와 이직의도에 미치는 영향을 PLS 구조방정식 모형으로 검증하였다. 연구 결과 윤리성향 요인은 보안정책준수태도에, 업무환경요인 (임금만족 제외)은 이직의도에 영향을 미치는 것으로 나타났다. 그리고 보안정책준수태도는 윤리성향과 보안정책준수의도를, 상사와의 관계와 보안정책준수의도를, 이직의도와 보안정책준수의도를 유의하게 매개하는 것으로 나타났다. 본 연구 결과는 윤리성향이 개인의 보안의식수준을 예측할 수 있는 변인이고, 보안정책준수태도가 조직 보안 맥락에서 주요한 변인임을 시사한다.

When Is a Governmental Mandate not a Mandate? Predicting Organizational Compliance Under Semicoercive Conditions

While institutional theorists have long viewed governmental mandates as a prototypical coercive pressure generating homogeneous organizational compliance, we suggest that such mandates are often subject to enforcement uncertainty, resulting in a pressure more aptly characterized as “semicoercive” and a compliance result more aptly characterized as heterogeneous. We advance and test a theoretical framework to predict the specific form of heterogeneous compliance in semicoercive contexts, with particular attention to the differential sensitivity of firms to pressures to comply, based on differences in their specific legal, political, and social context. We use the setting of a mandated corporate governance reform in China requiring listed Chinese firms to add independent directors and find general evidence of noncompliance and more specific evidence consistent with the predictions from our sociopolitical framework. We discuss the implications of our theoretical approach and findings for future research on institutional environments, governmental regulations, organizational compliance, and corporate governance.

Exploring the Factors That Contribute Towards Information Security Policy Compliance Culture

There is over-reliance on information systems to run virtually all aspects of modern institutions. This has put more burden on information security managers to come up with more robust and efficient ways to enhance information security policy compliance. Therefore, despite existing efforts in the area of information security management, there remains a critical need for more research to be done. The existing research has also concentrated on hypothesis testing rather than a qualitative approach. So, there is an existential methodology gap that can give another alternative result that still needs to be covered. That is why we embarked on exploring the factors that influence information security compliance in organizations. The research was conducted in two universities with a diverse population. The research design was exploratory, encompassing qualitative in-depth case interviews with grounded theory as the analysis strategy. A total of 20 interviews were conducted and each analysis was done after every few batches of interviews in line with grounded theory principles. A theoretical model was generated and discussed. Implications for the research were also discussed and recommendations made. The study found individual factors, organizational factors, and external influence to be important factors in strategizing how to increase compliance with policies. The results also showed that practitioners need to factor in a combination of elements in their strategies in order to enhance compliance with information security policies. Keywords: Information Security Policy Compliance Culture, Theoretical Model, Grounded Theory, Information systems security DOI: 10.7176/IKM/10-5-05 Publication date: August 31 st 2020

Algılanan Örgütsel Destek, Motivasyon ve Hizmet Performansı Arasındaki İlişkilerin İncelenmesine Yönelik Sağlık Sektöründe Bir Araştırma (A Research in The Health Sector for the Investigation of the Relationship between Perception of Organized Support Motivation and Service Performance)

Purpose – The purpose of this study is; to reveal the relationships between the organizational support perceived by the employees and the motivation and service performance of the employees. Design/methodology/approach – The universe of the research is 2238 employees working in public hospitals in Sirnak province and its districts. The sample of the study consists of 344 health workers who return to the surveys. KMO and explained variance% values were calculated. In the research, survey technique was used for data collection. The data obtained as a result of the research were analyzed with SPSS 22.0 package program. On the analysis of the data; descriptive statistics are presented with frequency, percentage, average and standard deviation values. The reliability and validity levels of the perceived organizational support, service performance and motivation scale of the employee were done by cronbach alpha analysis and factor analysis. Findings – There is a positive and significant relationship between perceived organizational support and service performance and employee motivation in the research, It was concluded that there is a positive and significant relationship between motivation and service performance. Discussion – As a result of the research, it was obtained that the perceived organizational support had a significant effect on the motivation and service performance of the employees, and there was a positive and significant relationship between the motivation and service performance of the employees. It can be stated that employees working in an organizational environment feel organizational support, taking into account their contribution to the organization and taking care of their well-being may lead to an increase in their motivation and service performance. This result is in line with the work of Bal (2018) for 400 hotel employees. In this study; It is concluded that organizational compliance and organizational support levels have a significant effect on perceived service performance. The data obtained in the research was selected by Secil et al. (2014; 132) overlaps with their work for healthcare professionals. In this study; As a result of the fact that employees feel the support of the organization, increase in organizational commitment and job satisfaction, acceleration in innovation activities, strengthened sense of responsibility, quit and absenteeism.

QUALITY ACCREDITATIONS OF DENTAL CLINICS: NEED OF THE HOUR

ABSTRACT: Accreditation is usually a voluntary programme in which trained external peer reviewers evaluate a healthcare organization's compliance and compare it with pre-established performance standards. The aim of this article is to provide information about accreditation programmes applicable for dentistry. The article is more focused on NABH Accreditations for DHSP (Dental Health Service Providers) specifically for dental clinics. KEYWORDS: Quality accreditations, Dental Clinics, ISO, NABH, JCI

Enhancing Organizational Compliance Programs: The Impact of Data Protection Implementation under the Personal Data Protection Law

This research aims to address the following question: Is there an intersection between compliance programs and the privacy requirements outlined in the General Data Protection Law (LGPD)? To achieve this objective, the study examines the key legal aspects that directly relate to compliance programs and need to be considered for effective implementation of data protection within a corporate organization, in accordance with Brazilian legislation. The research adopts a deductive method and relies on a thorough analysis of relevant literature.
 The findings of this study demonstrate that compliance programs play a crucial role in guiding ethical guidelines within an organization. Given this, it is concluded that compliance programs should incorporate the legislative parameters outlined in the LGPD into their policies and initiatives. By doing so, organizations can ensure that data protection is effectively addressed, aligning their compliance efforts with the requirements of the law. This integration helps organizations establish robust mechanisms to protect personal data, safeguard privacy, and mitigate the risks associated with non-compliance.
 The research highlights the importance of considering data privacy as an integral part of compliance programs. It emphasizes the need for organizations to adopt a proactive approach by integrating privacy requirements into their compliance frameworks. By aligning compliance programs with the LGPD, organizations can foster a culture of data protection, enhancing trust among stakeholders and promoting a responsible and ethical business environment.
 In conclusion, this study underscores the interdependence between compliance programs and data privacy regulations, specifically the LGPD. It emphasizes the necessity for organizations to incorporate privacy requirements into their compliance strategies, thereby ensuring effective implementation of data protection measures and adherence to legal obligations.

The Theorized Relationship between Organizational (Non)Compliance with the United Nations Guiding Principles on Human Rights and Desired Employee Workplace Outcomes

Despite the presence of guiding legislation such as the United Nations Guiding Principles, respect for human rights is subject to the conscience of organizational actors. Given that some transnational corporations are more powerful than nation states, they play an important role in the economies in which they operate, often with far-reaching impact on the labor conditions and human rights protections within these countries. In the current global context, respect for human rights may be undermined when organizational decision-makers are tempted to ignore unethical practices due to considerations such as competition and short-term financial incentives. We propose that the higher standards to which younger generations increasingly hold corporations provide a compelling and “business case” incentive for the protection of human rights of external stakeholders by organizational decision-makers. Drawing on related research on corporate social responsibility and on projections regarding demographical changes in the workplace worldwide, we make the case for a bottom-line advantage to respecting human rights in attracting and retaining top talent in work organizations. We conclude by highlighting the theoretical and practical implications of our theorizing.

RETRACTED: The Strategy Detection on Information Security in Corporate Organizations on Crucial Asset

Following a rigorous, carefully concerns and considered review of the article published in JOIV : International Journal on Informatics Visualization to article entitled “The Strategy Detection on Information Security in Corporate Organizations on Crucial Asset” Vol 4, No 1, pp. 35-39, March 2020, DOI: http://dx.doi.org/10.30630/joiv.4.1.280This paper has been found to be in violation of the JOIV : International Journal on Informatics Visualization Publication principles and has been retracted.The article contained redundant material, the editor investigated and found that the paper published inAl-Kalbani, A., Deng, H., Kam, B., & Zhang, X. (2016). Investigating the impact of institutional pressures on information security compliance in organizations [Conference paper]. In ACIS proceedings (pp. 1-12). RMIT Research Repository. https://core.ac.uk/download/pdf/83608347.pdf. A. AlKalbani, H. Deng, B. Kam, and X. Zhang, “Information Security Compliance in Organizations: An Institutional Perspective,” Data and Information Management, vol. 1, no. 2, pp. 104–114, Dec. 2017, doi: 10.1515/dim-2017-0006.The document and its content has been removed from JOIV : International Journal on Informatics Visualization, and reasonable effort should be made to remove all references to this article.

Information governance and power relations: Reflections on archival education in Québec

Information governance provides a framework of accountability for the effective and efficient use of information to meet organizational objectives and compliance requirements. While information functions are often carried out by separate units that frequently work in silos, information governance is based on an interactive approach, taking into account notions of participation, power, and negotiation. Power and political competencies, and organizational realities are inherent to effective governance. Not all actors, however have the same political weight and the same skills to assert themselves as important players. The implementation of an information governance framework should enable records managers and archivists to position themselves as key players in the organization. Based on a research project conducted in two phases (a statistical survey in 2015, enriched by interviews in 2017–2019 with information professionals and IT professionals), this paper presents the organizational actors of information governance, the influencing factors that allow them to exert some power over each other, and what competencies are required in context from records managers and archivists to play a strategic role. We also examine the integration of these competencies into university-based archival training programs in Québec, Canada.

Financial stability instruments for the banking systems of Ukraine

The article focuses on the issues of systematization, analysis and development of the classification of instruments for ensuring the financial stability of the banking system, which is a determining factor in the formation of the necessary influences to ensure the financial stability of the banking system. For the selection and application of the toolkit that most precisely meets the goals, current conditions and priorities of ensuring the financial stability of the banking system, its classification was supplemented by the introduction of new classification features. In particular, in order to take into account the importance of maintaining the continuous circulation of financial flows in the banking system, their consistency and synchrony, we developed a classification criterion ‘for influencing the inflow and outflow of financial flows’, which makes it possible to use the appropriate instrument to complete such specific tasks as ensuring continuity, streamlining the cost of resources, smoothing the impact on interest rates of liquidity changes. Based on the presence of different levels of regulatory influences on ensuring the financial stability of the banking system – strategic and operational – the classification criteria ‘to influence the achievement of monetary policy operational goals’ and ‘to influence the achievement of strategic monetary policy goals’ were introduced. The classification criterion ‘impact on systemic/state-owned banks’ is justified by the significance of systemically important banks for ensuring the financial stability of the banking system, since a significant concentration of assets and capital in such banks requires the use of special tools aimed at preventing systemic risks. Taking into account the need for balancing the flows of credits provided by the banking system, the impact of risks on banking activities, the classification features of instruments for ensuring the financial stability of the banking system ‘by impact on the credit cycle’, ‘by key risks’, ‘by organizational elements’ were proposed. Allocation of the classification features of the instruments for ensuring the financial stability of the banking system will contribute to the achievement of targeting of regulatory and organizational influences and compliance with the criteria of rationality and adequacy when choosing specific instruments. This will create the basis for the selection and application of such a combination of instruments that most closely meets the goals, current conditions and priorities for ensuring the financial stability of the banking system.

The Effect of Trust in the Nurses on Person-Organization Fit

Kesitsel nitelikte olan bu çalışma hemşirelerde yöneticiye duyulan güvenin kişi-örgüt uyumu üzerine etkisini araştırmak amacıyla yapılmıştır. Örneklem seçimine gidilmeden çalışmaya katılmayı kabul eden hemşirelerden veriler toplanmış ve toplamda örneklem sayısı (n=402) olmuştur. Veri Toplama Araçları olarak “Kişisel Bilgi Formu”, “Yöneticiye Güven Ölçeği” ve “Kişi - Örgüt Uyumu Ölçeği” kullanılmıştır. Verilerin analizinde Mann-Whitney U, Kruskal-Wallis H, ANOVA testi ve Spearman korelasyon kullanılmıştır. Çalışmaya katılan hemşirelerin çalışma yılı ortalaması, 7.47±6.54 (min:1.0, maks:26.0) yıl olup, %49.0’unun (n=197),1-5 yıl arasında çalıştığı tespit edilmiştir. Hemşirelerin %53.2’si (n=214) çalıştığı klinikten memnun, %37.6’sı (n=151) kısmen memnundur. Hemşirelerin %34.3’ü (n=138) çalıştığı klinikten ayrılmayı düşünmektedir. Hemşirelerin, Yöneticiye Güven Ölçeği ortalama puanı (Ort. = 18.33, S = 4.47), Kişi Örgüt Uyumu Ölçeği ortalama puanı (Ort. = 14.02, S = 3.86)’dir. Çalışmamızda yöneticiye duyulan güven ile kişi örgüt uyumu arasında anlamlı ilişki bulunmuştur.

PMI’s proxy trade dispute with Thailand

In July 2019, a World Trade Organization (WTO) compliance panel found that Thailand had failed to implement previous WTO recommendations and rulings relating to its treatment of cigarettes imported from...

External institutional strategies for health care organizations as a quality strategy

Abstract Accreditation, certification and supervision are quality strategies that intend to encourage the compliance of health care organizations with published standards through external assessment. The idea is that health care organizations will increase compliance with standards in advance of a planned external inspection. Despite several common characteristics of the three strategies, their origins and initial objectives differ. This presentation aims to disambiguate these concepts, inform on their utilization in European countries and discuss the evidence on their effectiveness, cost-effectiveness and implementation. External assessment strategies have been widely implemented in Europe. Most countries make use of several strategies, including basic supervision as part of the licensing process for healthcare providers, coupled with certification or accreditation strategies to ensure and improve the quality of care. The scope of these strategies and their regulation differs substantially between countries. Despite this widespread uptake, there is little robust evidence to support their effectiveness and there is a complete absence of evidence on cost-effectiveness. Furthermore, due to the broad purpose range of external assessments and the lack of consensus in the use of terminology, implementation strategies are sparse or missing. However, this presentation highlights several facilitators and barriers that may affect the implementation of external assessment strategies in health care organizations as well as relevant insights for policy-makers.

Research Overview of the Impact of Internal Control on Organizational Compliance and Performance

Research Overview of the Impact of Internal Control on Organizational Compliance and Performance

Supervisory Experiences of Social Workers in Child Protection Services

Social work in the child protection field presents an opportunity to positively transform the lives and future of vulnerable children, but frequently at a cost to the mental health and well-being of the social workers concerned. Social workers must constantly manage children’s trauma, resource challenges and parents’ emotions. Providing supervision to social workers is mandatory in the social work profession. Although there are three functions of supervision, it is argued that the support function is neglected in favour of the administrative and educational functions of supervision. The support function of supervision aims to equip social workers to manage their work-related stress especially in the field of child protection. In light of the literature reviewed on the benefits of the support function of supervision juxtaposed with contrasting anecdotal evidence that suggests a neglect of the support function of supervision in practice, a qualitative study was undertaken in South Africa with the aim of enhancing the understanding of the experiences of social workers in child protection services in respect of the support function of supervision. The study’s major finding pointed to an absence of the support function in supervision. Child protection social workers experienced a need for continuing professional development to increase their competence and reduce burnout. The findings also highlighted the value of peer support as a significant experience in child protection work. It was concluded that organisational compliance with the minimum standards set out in the Supervision Framework of the Department of Social Development, in partnership with the South African Council for Social Service Professions, and the inclusion of peer mentoring could contribute significantly in enhancing the mental health and well-being of child protection social workers.

The effectiveness of national anti-money laundering regulation: An empirical study on the example of Russia

In this research note, the T11 survey methodology was adapted for the analysis of anti-money laundering legislation. The note studies the reasons for the compliance of financial organizations with anti-money laundering legislation over time. Factors that increase the risk of non-compliance with the Russian anti-money laundering law have been identified. They are related to shortcomings in the interdepartmental distribution of responsibilities, lack of information and non-governmental and public control.

Measuring Customer-Oriented Organizational Citizenship Behavior on the Employees of Railway Transportation Service Provider

This research aimed to describe Customer-Oriented Organizational Citizenship Behavior (CO-OCB) on the employees of the railway transportation service provider in Jakarta, Indonesia. A survey research was conducted by distributing the questionnaires to the employees and conducting a Focus Group Discussion (FGD). The sampling was taken by using a convenience sampling technique. The participants were 161 employees from different job levels. Consisting of managers, supervisors, and staff. Data analysis, the researchers used descriptive statistics analysis and inferential analysis with the Kruskal Wallis test by using Statistical Package for the Social Sciences software for Windows 21.0 and theme analysis. The results show that generally, the respondents have high COOCB. Then, the result of the inferential analysis shows that there are significant differences among CO-OCB. The dominant dimension shown by the employees is organizational compliance, followed by other dimensions such as sportsmanship, helping behavior, self-development, civic virtue, individual initiative, and organizational loyalty. The results also suggest that CO-OCB on the employees is influenced by individual characteristic factors like working attitude, and contextual factors.

Human resource managers as liaisons between firms and labour

Purpose The purpose of this paper is to explore how human resource (HR) managers in garment factories in a Sri Lankan export processing zone (EPZ) navigated the tension between their role as stewards of employee welfare and their role to maximise firm productivity in response to time and production pressures imposed by international buyers. Relatively little attention has been paid to the role of HR managers as liaisons between firms and labour. This omission is significant, given the importance of human resource management in the recruitment and retention of labour and the role of HR managers in organisational performance and regulatory compliance. Design/methodology/approach A qualitative approach was used based on interviews with 18 HR managers, factory managers and other key informants, and 63 factory workers from 12 firms in the Katunayake EPZ. The interviews and focus groups in English were transcribed and coded into themes arising from the literature and further developed from the transcripts. Initial codes were analysed to identify common themes across the data set. Findings HR managers were acutely aware of the competitive pressures facing the EPZ garment factories. While examples of company welfarism were evident, HR practices such as incentive payment systems and the management of employee absences reinforced a workplace environment of long hours, work intensification and occupational injury. Originality/value This paper goes some way towards filling the gap in our understanding of the roles played by HR managers in garment factories in the Global South, raising theoretical debates regarding the potential for HR managers in developing countries to distance themselves from the negative consequences of HR practices such as individual and team reward systems.

Piercing the Veil of Foreign Legal Services in China

China has revised and enacted measures to implement its legal services commitments; however, these measures have also led to the World Trade Organization (WTO) compliance concerns from other WTO members. Meanwhile, local decrees have been promulgated to allow deeper collaborations between local and foreign firms than China’s commitments to the General Agreement on Trade in Services (GATS). This situation is confusing understandings of foreign legal services in China. To pierce the veil and determine what is occurring, this article assesses whether China’s domestic measures are consistent with its WTO obligations, analyses the factors causing trade limitations, and envisages a mechanism to further the liberalization of foreign legal services. Moreover, this article provides a comprehensive understanding of foreign legal services in China.

Соблюдение организациями требований законодательства о противодействии коррупции: вопросы практики

Соблюдение организациями требований законодательства о противодействии коррупции: вопросы практики