Contemporary Organizations Research Articles

Job Insecurity And Job Disengagement Among Private Security Personnel: Moderated-Moderation Model

Mental health problems are on the rise in contemporary organizations largely due to frequent job insecurity among employees. Drawing from traditional stress theories, the study assesses work-family conflict as a mediator in the correlation between job insecurity and job disengagement. Additionally, it hypothesized that the influence of job insecurity on job disengagement, mediated by work-family conflict, would be contingent upon perceived procedural justice. Consequently, the study employed a moderated mediation model to test these hypotheses. Data were collected from a sample of 263 private security personnel in Accra, Ghana. Utilizing questionnaires administered at a single time point over an eight-week duration, the study gathered information from the participants on job insecurity, job disengagement, work-family conflict, and procedural justice. Subsequently, JASP software and the PROCESS model were utilized to analyze the data. The study revealed that procedural justice played a dual role: it not only moderated the impact of job insecurity and work-family conflict but also moderated the positive effect of job insecurity on job disengagement through work-life conflict. This study pioneers an examination of the moderated mediated mechanism involving procedural justice as a moderator in the relationship between job insecurity and job disengagement via work-family conflict. The findings of this study offer valuable insights for organizations by highlighting the mitigating influence of procedural justice in reducing employee job disengagement through the mediated pathway of work-family.

Revolutionizing Schedules: The Power of AI in Physician Practices.

Since the early 2000s, artificial intelligence (AI) has raised concerns regarding its use in healthcare to manage vast amounts of patient data, ensure proper handling, and maintain robust security measures. Nevertheless, contemporary healthcare organizations are exploring ways AI can safely enhance operational efficiency and support their patient populations. Successful, evidence-based utilization relies on a well-defined ambulatory strategy, and operational efficiency must be foundational to that strategy. Patient no-shows and appointment compliance, especially in the context of social determinants of health such as access, present inherent obstacles to patient and provider satisfaction, continuity of care, practice productivity, and the financial sustainability of an organization. To address these obstacles, Berkeley Research Group has been working with Phoebe Physician Group. Their shared objective is twofold: enhance patient encounter volume and the associated revenue. This article provides insights into the steps taken to integrate AI and machine learning to mitigate the problem of no-shows by automatically double-booking appointments for patients with a high probability of not showing up. A glimpse into the outcomes achieved and lessons learned throughout the process also is presented.

Humanitarian protection activities and the safety of strangers in the DRC, Syria and South Sudan

AbstractMany contemporary humanitarian organisations derive their legitimacy from their claims to protect civilians. Yet, what these organisations do in its name includes a diverse and contested range of activities that are often far from what global publics and affected populations understand as constituting protection. As others have argued, this detracts from honest discussions about when and how humanitarians are well placed to keep civilians safe from violence and threats. To begin to address this gap, we review what three well‐known humanitarian organisations publicly say they have done to protect strangers across three violent protracted crises. We capture how they portray their activities, the logics they attribute to them and what is left unsaid. Our findings suggest that humanitarians must, once again, collaborate over a shared protection framework that better signals what others can expect from them. We also identify an emerging convergence around the notion that peer‐to‐peer denunciations, conflict resolution, supporting self‐protection and community protection strategies and improving state‐society relations can be important forms of protection activity. There is, therefore, a need for a public stocktake over what can, cannot, should and should not be done to protect civilians in such contexts.

Instigators of New Innovation Ideas for Improving A Bank’s Effective Market Performance in Times of Crisis

Thriving in the increasingly more value-driven financial markets requires all banks to be as innovative as possible. However, as every bank engages in different forms of disruptive innovations to edge out each other, some banks tend to become lost completely on the new innovation ideas and trajectory that their innovation/innovative business activities must undertake. In contrast, others remain accurately focused with clear innovation ideas and discourses to pursue. To revolve such paradoxes, this paper offers accurate analysis of the sources or instigators of innovation that financial institutions can use to extract new innovation ideas that can be pursued to leverage their effective performance in periods of crises. Using a qualitative content analysis, the paper evaluates theories and literature on the instigators of innovation ideas as well as innovation management in the contemporary business organisations. Findings imply the major instigators or sources of new innovation ideas often arise from knowledge-push sources of innovation, need-pull sources of innovation, crisis-driven sources of innovation, users as innovators as well as learning and imitation as sources of innovation. Other instigators were found to arise from regulatory changes, the degree of industry or market saturation and competitors’ actions. To respond to the challenges that some of the banks experience about discerning the new innovation ideas to pursue and turn around their performance during a crisis, the paper suggests the model for enhancing novel banking innovations for leveraging a bank’s effective performance, competitiveness and sustainability during a crisis. Through such analysis and proposition, the paper contributes new insights that not only enrich the existing theories and literature on innovation management, but also new thinking that can be emulated by the contemporary businesses to bolster their innovation capabilities.

The NetWorkPlaceTM© Phenomenon

This paper presents an issue related to interior architectural environments, which is currently being investigated through an empirical research program entitled the NetWorkPlaceTM© study. It is delivered from a speculative standpoint which invites consideration and feedback. The radical structuralist conception of Castells’ network society is adopted as the position from which to explore the experience of being-at-work in contemporary organisations. This brings into proximity the experience of the space of place and the space of flows as the new expression of sociability in networked organisations. This juxtapositioning, of what appear to be competing terms, provides the research space for investigating both a contemporary commercial phenomenon and in parallel, for postulating the ideological foundations of interior design. The speculative position, on which this discussion is based, anticipates that the proposed research framework and the experience of the investigative process are ones that also provide an ethical and rigorous foundation for establishing at least one perspective on the formulation of a design ethos.

Landscape Mapping: Investigating the Scope of Information Systems and Technology in Contemporary Organizations

In today's fast-paced business environment, the integration of Information Systems (IS) and technology is crucial for organizational success. This research aims to explore the landscape of Information Systems and Technology (IST) within contemporary organizations, investigating its multifaceted dimensions across diverse organizational contexts. Through a systematic examination, this study seeks to shed light on the intricate relationships between technology and organizational functionality, offering insights into IST deployment, utilization, and management strategies. By employing bibliometric analysis, thematic mapping, and author collaboration network analysis, this research provides a comprehensive understanding of IST research dynamics, trends, and future directions. The findings not only contribute to scholarly discourse but also offer practical implications for organizational stakeholders, policymakers, and technology practitioners.

CROSS CULTURAL DIVERSITY IN HRM

The research paper explores the impact of cross-cultural diversity on Human Resource Management (HRM) practices in contemporary organizations. With globalization intensifying the interaction between individuals from diverse cultural backgrounds, understanding how cultural differences influence HRM is critical for maintaining competitive advantage and fostering an inclusive workplace. The study examines key HRM functions, including recruitment, training and development, performance management, and employee relations, through the lens of cultural diversity. The paper aims to provide HR professionals and organizational leaders with actionable insights to effectively manage and harness the potential of a culturally diverse workforce. By analyzing various case studies and theoretical frameworks, the paper highlights the challenges and opportunities presented by cross-cultural diversity. Key challenges include communication barriers, cultural misunderstandings, and differing work values and practices. Conversely, the research identifies opportunities such as enhanced creativity, better problem-solving capabilities, and a broader talent pool. The findings suggest that successful HRM in a multicultural environment requires adaptive strategies, cultural competence, and inclusive policies that respect and leverage cultural differences. Recommendations include implementing cross-cultural training programs, promoting a culture of inclusion, and adopting flexible management styles that accommodate diverse perspectives. Ultimately, the research underscores the importance of cross-cultural diversity in enriching organizational dynamics and driving sustainable growth.

تنمية القيادات الاقتصادية الديناميكية ودورها في تحقيق الميزة التنافسية

The current study aims to focus on developing dynamic economic leaders and defining their role in achieving competitive advantage for contemporary organizations. The study focuses on explaining the concept and importance of developing dynamic economic leaders, and its role in achieving competitive advantage in light of the contemporary world characterized by rapid economic changes and challenges. This study seeks to develop a framework that explains the relationship between developing dynamic economic leaders and achieving competitive advantage in a highly competitive business environment in the contemporary world. The study adopts the descriptive and analytical approach in addressing the theme through a review of theoretical literature and previous studies that dealt with the concept of dynamic economic leadership and its various dimensions, and the concept of competitive advantage and its components in the contemporary business environment. The researchers concluded that there is a close relationship between developing dynamic economic leaders and achieving competitive advantage in these organizations. It became clear to the researchers the importance of the relationship between the two concepts through the role that the development of dynamic economic leadership can play in serving the organization’s goals in the field of achieving and sustaining its competitive advantage. The study concluded its theoretical framework by drawing a set of conclusions and presenting a set of recommendations that would strengthen the relationship between developing dynamic economic leaders and serving the competitive advantage of organizations in the contemporary competitive business world.

LEVELING UP KNOWLEDGE MANAGEMENT: HARNESSING GAMIFICATION FOR EFFECTIVE KNOWLEDGE ACQUISITION, DISTRIBUTION, DISSEMINATION, AND SHARING

The paper addresses the issue of motivating employees to engage in behaviors related to knowledge transfer. This challenge is prevalent in numerous contemporary organizations that seek methods and tools to enhance the effectiveness of acquiring, distributing, disseminating, and sharing knowledge. Within the scope of the article, preliminary research was conducted, including a systematic literature review and a case study based on in-depth interviews and documentation analysis. The aim was to address the following questions: P1: What is the impact of a gamification project on knowledge transfer? P2: Does any objective of internal gamification also aim to support knowledge transfer? The results indicate that knowledge transfer is a pivotal element across all objectives of internal gamification, and the gamification elements positively influence the shaping of desired behaviors within its sub-processes. While these findings stem from preliminary research, they unequivocally underscore the significance of the issue and the necessity for further investigations into the implementation of gamification within organizations, particularly in the context of knowledge transfer. Publication financed by the University of Economics in Krakow under the Support program conference activity – WAK – 2023.

ORGANIZATION OF REAL ESTATE DEVELOPMENT PROJECTS

The considers the field of development, specifically focusing on the organization of project management in development. It is demonstrated that real estate development possesses certain characteristics that directly impact the activities of developers and the organization of development management. The presence of these characteristics creates a unique environment in which developers operate, influencing various approaches, schemes, forms, and models of project development management organization. The purpose of the article is to formulate systematic concepts regarding the forms of organization in development projects. To achieve the goal of forming a comprehensive understanding of organizational mechanisms for managing development projects, the paper examines the organizational environment in which project teams operate and the forms of project management organization in development companies. The paper illustrates that in the project life cycle model, the organizational structure of project management can vary both within individual phases and across projects of different concepts and scales. The management organization during different phases of the project life cycle (PLC) and the organizational structures of development companies during the construction phase have been analyzed. It is demonstrated that contemporary organizations consistently channel their efforts towards improving (developing) the organizational management environment in development and creating conditions for the successful implementation of projects. Therefore, in addition to the value of creating new tangible assets, the project management group (PMG) adds (creates) value through the establishment of a unique organizational environment. The approach to evaluating the values of collaborative work within a project team is demonstrated. The developed organizational environment unquestionably represents a value that the developer additionally acquires along with new development projects. Task: the paper explores the organization of project management groups (PMG) in development; organizational forms of development project management; the organization of project management in development during the construction phase as the most significant; and organizational structures of development companies. Research results: a system application for the organization of development projects’ management has been created. Possible forms of development projects’ organization and elements of the company's organizational structure are analyzed.

Empowering leadership and organizational exploration: the role of preoccupation with failure and leader gender

PurposeOrganizational exploration has recently emerged in the literature as an essential aspect of contemporary organizations. However, little is known about its antecedents and, specifically, the role of contemporary leadership styles. The present study investigates the relationship between empowering leadership and organizational exploration. In addressing this relationship, we examine preoccupation with failure and leader gender as a mediator and a moderator, respectively.Design/methodology/approachWe collected data from a sample of 326 US employees in March 2022. To test the present hypotheses, we used the PROCESS SPSS macro.FindingsOur results supported our moderated mediation model, demonstrating that the indirect relationship of empowering leadership with organizational exploration via preoccupation with failure is stronger for male leaders than for female counterparts.Practical implicationsConcerning the practical implications of this study, organizations should be cognizant of empowering leaders’ impact on desirable outcomes. Additionally, organizations should promote preoccupation with failure to ameliorate organizational exploration. Preoccupation with failure can be achieved when error reporting is encouraged by organizations and supervisors and when a culture that promotes constructive feedback is established.Originality/valueThe present study offers novel insights into the underlying mechanisms and boundary conditions through which empowering leadership relates to organizational exploration. Additionally, it fills a gap in the literature concerning the relationship between empowering leadership and preoccupation with failure. Moreover, it adds to prior research regarding the outcomes of preoccupation with failure, filling the gap regarding the relationship between preoccupation with failure and organizational exploration. Lastly, it expands limited research focused on leader gender as a condition under which the effect of contemporary leadership styles could be enhanced or mitigated.

A Scoping Review on Heteronormativity in African Workplaces

The increasing globalisation of the corporate world has intensified interactions among individuals from diverse backgrounds. One significant change in the workplace is the increased participation of LGBTQ+ employees in contemporary organisations. Despite the progress made in recognising the rights of sexual minorities in some African countries, there remains a prevalent issue of sexual orientation discrimination, grounded in the belief that heterosexuality is the societal norm, a concept known as heteronormativity. Existing literature underscores the pervasive discrimination based on sexual orientation, which negatively affects the well-being and work performance of LGBTQ+ employees. While some individuals find happiness and meaning despite these challenges, research in the African context remains limited. This article conducts a scoping review to synthesise Afrocentric evidence on heteronormativity in the workplace. The review explores how heteronormativity manifests, is reinforced, and impacts on individuals and organisations within the African context. The article further examines how LGBTQ+ employees navigate this heteronormative work environment. This scoping review identifies and analyses 13 studies focusing primarily on African countries, revealing discrimination, gender inequality, sexism, and workplace heteronormativity as common themes. These themes emphasise the need for comprehensive approaches to promote equitable, diverse, and inclusive workplaces in Africa, recognising the unique challenges within this context. The findings underscore the urgency of addressing heteronormative norms to construct more inclusive and equitable workplaces for all.

La gestion paradoxale ou l’art de concilier changements délibérés et changements émergents

<p>The paradoxical approach is attracting increasing attention in management, not least because it seems suited to the turbulent, multidimensional reality of contemporary organizations. Paradox involves the coexistence of apparent contradictions in situations where opposing elements are all important, and choosing between them is not an option (Lewis and Smith, 2023). Consistent with the principles of grounded theorizing methodology, the proposed model is based on the experiences of managers who value their employees' initiative-taking. The simultaneous process of data collection and analysis was based on 21 interviews with managers from five different organizations, 76 hours of observation of management committees and four focus groups. We found that the intention to develop the ability to act (DAA) (i.e. a process that values initiative-taking by focusing on the actualization of skills) can make certain paradoxical tensions salient. More specifically, we have documented four pairs of paradoxical tensions linked to DAA: anticipation/reaction, control/autonomy, collective/individual, and stability/change. In an attempt to understand how managers cope with these tensions, we listed 16 managerial actions grouped on to four axes: alignment, empowerment, buy-in and evolution. In-depth analysis of the four pairs of tensions revealed that each has a deliberate and an emergent pole. The deliberate perspective refers to an articulated intention with a certain level of precision, control mechanisms, and collective agreement, while the emergent perspective is characterized by an absence of prior intention, openness, and responsiveness. Deliberate and emergent poles thus interact to create a constructive tension that makes the organization less vulnerable to extremes (i.e. polarization). We propose that these paradoxical tensions are interdependent, generating a dynamic equilibrium that leads to organizational evolution.</p>

Navigating the Hybrid Workforce: Challenges and Strategies in Modern HR Management

This study explores the complexities surrounding the management of a hybrid workforce in contemporary organizations, with a specific focus on PT. Darmasindo Intikaret. The research investigates the relationships between workforce productivity, employee satisfaction, organizational adaptation, and the adoption of hybrid work arrangements. Through a comprehensive analysis utilizing path analysis techniques, the study reveals significant direct and indirect effects among these variables. Findings highlight the pivotal role of organizational adaptability as a mediator, facilitating the successful implementation of hybrid work practices. The research underscores the importance of fostering organizational adaptability and prioritizing initiatives to enhance workforce productivity and employee satisfaction to navigate the challenges and opportunities presented by the hybrid workforce paradigm effectively. By embracing these insights, organizations can position themselves for success in an increasingly dynamic and evolving work environment.

Playing up Difference

How do groups reckon with differences in members’ identities and beliefs? A tension exists between groups, whose identities are singular and stably positioned, and their members, whose identities are intertwined and constituted in interaction. Existing work shows how this tension is addressed through downplaying difference, but we know less about how differences are played up in group life. Drawing on two years of ethnographic fieldwork and 56 interviews with a racially and politically diverse religious group, I examine how members play up identities and beliefs that are not shared by all and how comembers respond. This analysis reveals two pathways that playing up difference takes: an engagement pathway and an avoidance pathway. The engagement pathway depends on the activation of shared structural, relational, and epistemic foundations. I conclude with a broader consideration of how playing up difference relates to the pursuit of plurality and wholeness in contemporary organizations and communities.

Impact of E-Leadership on Service Delivery in Kenya: A Case of Public Universities

Electronic leadership is basically becoming a norm in contemporary organizations. Despite the effectiveness and efficiency attached to e-leadership, its extent of adoption seems to be at the infancy stage in most of Kenyan Organizations. The purpose of this paper was to assess the impact of e-leadership on Service delivery in Kenya’s Public Universities. The objectives of the study were: to establish the level of adoption of e-leadership in Kenya’s Public Universities, to establish the impact of e-leadership on communication in the public universities and to establish effects of e-leadership on service delivery in Kenya’s Public Universities. The study adopted a Meta-analysis of empirical literature on the topic. The study was underpinned by Technology Acceptance Model by Davis (1989). The study established variability in the level of embracement of e-leadership amongst the universities, that there was a strong positive relationship between e-leadership and service delivery, that e-leadership enhances faster and effective communication. The study findings have implications on the corporations’ need to embrace e-leadership for their effectiveness.

The Free-Riding Issue in Contemporary Organizations: Lessons from the Common Good Perspective

Free riding involves benefiting from common resources or services while avoiding contributing to their production and maintenance. Few studies have adequately investigated the propensity to overestimate the prevalence of free riding. This is a significant omission, as exaggeration of the phenomenon is often used to justify control and coercion systems. To address this gap, we investigate how the common good approach may mitigate the flaws of a system excessively focused on free-riding risk. In this conceptual paper featuring illustrative vignettes, we argue that the common good perspective is realistic and effective in preventing this excessive attention by promoting trust as an unconditional gift and a response to vulnerability. We discuss the common good perspective’s originality over the dominant approaches and propose a set of ethical and managerial recommendations that may be the best protection against this excessive focus and maybe even against free riding itself.

Tools From The "Hat" of an Operational Manager, with an Applied: Case Study

Introduction to Operations Management is an essential starting point for understanding the complexity and importance of effectively managing resources and processes within contemporary organizations. According to Jay Heizer and Barry Render in their seminal work Principles of Operations Management, operations management is defined as the process of designing, managing, and improving processes and systems that create and deliver goods and services. It is a vital component of organizational strategy, having a direct impact on a company's competitiveness and market success. Through operational management, organizations can optimize the use of resources, improve efficiency and provide added value to their customers. We briefly present quantitative forecasting methods, go into detail in a case study with a causal (associative) forecast, then approach the linear regression calculation model. Also, we will estimate pancake sales using the Brown model of exponential leveling, the working tool being QM for Windows. We close the paper by punctually addressing methods of stock optimization by carrying out the case study with the method of uniform price reduction. Finally, we will schematically point out an investment project model for a pancake business.

Design principles for artificial intelligence-augmented decision making: An action design research study

ABSTRACT Artificial intelligence (AI) applications have proliferated, garnering significant interest among information systems (IS) scholars. AI-powered analytics, promising effective and low-cost decision augmentation, has become a ubiquitous aspect of contemporary organisations. Unlike traditional decision support systems (DSS) designed to support decisionmakers with fixed decision rules and models that often generate stable outcomes and rely on human agentic primacy, AI systems learn, adapt, and act autonomously, demanding recognition of IS agency within AI-augmented decision making (AIADM) systems. Given this fundamental shift in DSS; its influence on autonomy, responsibility, and accountability in decision making within organisations; the increasing regulatory and ethical concerns about AI use; and the corresponding risks of stochastic outputs, the extrapolation of prescriptive design knowledge from conventional DSS to AIADM is problematic. Hence, novel design principles incorporating contextual idiosyncrasies and practice-based domain knowledge are needed to overcome unprecedented challenges when adopting AIADM. To this end, we conduct an action design research (ADR) study within an e-commerce company specialising in producing and selling clothing. We develop an AIADM system to support marketing, consumer engagement, and product design decisions. Our work contributes to theory and practice with a set of actionable design principles to guide AIADM system design and deployment.

Understanding tensions in strategic communication practices: a strategy-as-practice study of the music industry

PurposeIn this study, we applied the strategy-as-practice (SAP) framework to analyse strategic communication practices. SAP implies approaching strategy as something that organisational members do and is useful for understanding the tensions between emergence and formalisation and between planning and improvisation that characterise the everyday communication work of communication practitioners.Design/methodology/approachThe paper is based on an ethnographic study of a record company and on qualitative interviews with various actors from the music industry.FindingsTensions exist between the emergence of inputs from active consumers that require flexibility and attempts to strategically formalise and continuously adapt plans and encourage consumers to act in anticipated ways. The findings revealed five strategic communication practices—meetings, working in the office, gathering and analysing consumer engagement and related data, collaboration and storytelling—that practitioners used to conduct strategic communication and navigate the tensions.Originality/valueThe study contributes to understanding the role of strategic communication practices in contemporary organisations and how practitioners manage the tensions within them. The study shows that an SAP approach can account for improvisation and emergence, as well as planning and formalisation. It also shows how SAP resonates with emergent and agile strategic communication frameworks.