Organizational Dimensions Research Articles

Investigating the Relationship Between Different Leadership Approaches and the Development of Organizational Culture

This study investigates the relationship between different leadership styles and the development of organizational culture, focusing on transformational, transactional, situational, and servant leadership. A quantitative research design was employed, collecting data from 200 mid-level and senior-level managers across diverse industries. Using the Multifactor Leadership Questionnaire (MLQ) and Organizational Culture Assessment Instrument (OCAI), the study measured leadership styles and organizational culture dimensions, including innovation, collaboration, stability, and ethics. The statistical analysis, including correlation and regression, revealed significant relationships between leadership styles and cultural dimensions. Transformational leadership showed the strongest positive correlation with innovation (r = .75, p < .01) and collaboration (r = .70, p < .01), while servant leadership was positively associated with collaboration (r = .78, p < .01) and ethics (r = .75, p < .01). Transactional leadership was linked to stability (r = .65, p < .01), emphasizing control and performance in structured environments. Situational leadership demonstrated flexibility, influencing both innovation (r = .68, p < .01) and ethics (r = .64, p < .01). The findings conclude that leadership styles significantly shape organizational culture. Transformational and servant leadership were found to foster innovation, collaboration, and ethics, while transactional leadership promotes stability. The study provides practical recommendations for managers to adopt leadership styles that align with their organizational goals, fostering a positive and productive work culture. Future research should explore these relationships across different industries and cultural contexts.

Evolution or involution? A systematic literature review of organisations' blockchain adoption factors

To understand the slow adoption of blockchain technology by organisations, we conduct a systematic literature review of adoption factors using a mixed-methods approach. Using thematic analysis, 880 factors are identified and grouped into 29 themes, which offer a comprehensive overview of the literature. Using statistical analysis, the identified factors are dissected into technological (T), organisational (O), and environmental (E) dimensions (the TOE framework). Themes are further classified as barriers (B), enablers (En), and ambiguous (A) to describe a firm's readiness for blockchain adoption (the BEnA framework). We emphasise the multidimensionality of adoption factors across the TOE dimensions and the conditionality of adoption enablers across the BEnA dimensions. Analysis of research trends shows that recent blockchain adoption literature has focused on elaborating upon existing research themes (involution) rather than on developing new themes (evolution). Based on our analyses, we propose future research directions, including scrutinising the interdependence and multidimensionality of blockchain adoption factors, further examining factors with conditional or unclear effects on adoption, and broadening the contextual, temporal, and theoretical aspects of blockchain adoption research.

Organizational sustainability to support Trusted Smart Statistics: Istat’s experience

The datification processes have driven National Statistical Institutes (NSIs) to explore new data sources with the goal of enhancing the quality of statistical information. The creation of innovative statistical products, known as Trusted Smart Statistics (TSS), necessitates new production processes that integrate with traditional methods, maintaining levels of relevance, quality, and trust. To facilitate this transition in statistical production, NSIs must embark on change management initiatives involving all organizational dimensions engaged in statistical processes. In the scientific debate, sustainability has assumed a broad connotation. This paper delves into the organizational aspect, viewing sustainability as a paradigm that encompasses all organizational areas and their interactions crucial to supporting the shift to new statistical production models, without compromising traditional practices. The paper explores the path taken by Istat in this direction, the organizational solutions implemented, the benefits realized, and investments in research and innovation initiated years ago on new data sources, aligning with developments in the European statistical community. Istat has been at the forefront of big data experimentation in Europe for over a decade, implementing a modernization program and establishing research infrastructures. Istat took a significant step by founding the TSS Center to guide organizational adaptation at technological, methodological, legal, communication, and human resources levels toward the new production system.

Applying the "SOTEC" framework of sociotechnical risk analysis to the development of an autonomous robot swarm for a public cloakroom.

The past decade has seen efforts to develop new forms of autonomous systems with varying applications in different domains, from underwater search and rescue to clinical diagnosis. All of these applications require risk analyses, but such analyses often focus on technical sources of risk without acknowledging its wider systemic and organizational dimensions. In this article, we illustrate this deficit and a way of redressing it by offering a more systematic analysis of the sociotechnical sources of risk in an autonomous system. To this end, the article explores the development, deployment, and operation of an autonomous robot swarm for use in a public cloakroom in light of Macrae's structural, organizational, technological, epistemic, and cultural framework of sociotechnical risk. We argue that this framework provides a useful tool for capturing the complex "nontechnical" dimensions of risk in this domain that might otherwise be overlooked in the more conventional risk analyses that inform regulation and policymaking.

Mobile Government Service Promotion Strategies: Exploring Sustainable Development Pathways Based on Provincial Government Practices in China

The level of mobile government services has become a crucial metric for modernizing a government’s governance capabilities, and it plays a significant role in promoting sustainable development. This study aims to explore the key factors influencing the level of mobile government services across 31 provinces in China, along with their combinatory pathways. Using the technology–organization–environment (TOE) framework and employing fuzzy-set qualitative comparative analysis (fsQCA), this study conducts an in-depth analysis of mobile government service levels across these provinces, focusing on the dimensions of technology, organization, and environment. The results identify three pathways that promote high levels of mobile government services: technology–organization, technology–environment, and internal–external linkage-driven pathways. These pathways offer viable strategies for achieving sustainable development in mobile government services. Additionally, this study identifies two pathways associated with lower service levels, technology deficiency, and organization–environment misalignment, highlighting key factors that hinder sustainable development. The findings suggest that organizational and environmental factors can complement each other based on technological conditions, internet penetration rates, and citizen participation levels. Based on these insights, this study recommends that provincial governments proactively explore sustainable development pathways, optimize the “technology–organization–environment” conditions to harness synergies, and work towards enhancing mobile government service levels, thereby reducing inter-provincial disparities and advancing sustainable development.

Occupational Health and Safety Challenges Faced by Caregivers and the Respective Interventions to Improve their Wellbeing

This research aimed to identify the occupational health and safety issues in caregivers' workplaces: physical hazards, psychological demands, and organisational dimensions. This concerned broad physical dangers for workers, including musculoskeletal diseases, infection risks, toxic materials and substances, fatigue, and extended working hours. Additionally, the existing works explored the impact of psychological factors such as emotional exhaustion, compassion stress, burnout, stress, anxiety, and even secondary traumatisation on caregivers. Furthermore, it analysed the systematic issues related to workplace violence, lack of personnel, poor training and professional development, and having fewer protective gear and safety measures. The research has illustrated various interventions and practices that might enhance occupational safety and caregivers' wellbeing. These include organisational policies and procedures, such as establishing safe operating procedures, ensuring adequate protective gear is supplied to workers, and promoting a healthy company culture with efficient support networks. Risk prevention measures in this subdivision include safe patient handling procedures recognised as necessary in reducing physical risks, ergonomic workstation and equipment design, and stretching and exercise promotion. Moreover, the study revealed that while mental support and wellbeing were deemed essential for the workforce, which includes EAP, stress control, and mental toughness, seminars, as well as support groups, were considered insufficiently developed. The study finally demonstrated the importance of policy and legal advocacy based on enhancing occupational health and wellness standards, better workers' compensation and benefits, and raising public awareness.

Investigating Organizational Commitment as a Turnover Intention Mitigation Tool

This article aims to explore whether the relationship between academic staff turnover intention and organizational commitment is influenced by organizational commitment dimensions. The study employed a cross-sectional research approach to analyze quantitative data at an individual level. Information on the research variables was gathered from 878 academic staff members at 8 Ugandan universities via a survey questionnaire. SPSS version 25 was employed in the analysis to evaluate the suggested model. The results of empirical research show that the intention to depart is significantly and negatively impacted by organizational commitment. It is notable that both the affective and normative commitment dimensions exhibit a significant decrease in turnover intention. The findings also support the idea that there is no statistical relationship between the intention to leave voluntarily and continuously. Previous research on the relationship between organizational commitment and turnover intention has concentrated on how organizational commitment affects turnover intention across various domains. The individual contribution of organizational commitment dimensions in predicting turnover intention in the education domain has been scarce. Our study aims to close the gap by illuminating the predictive role of affective, normative, and continuance commitment as a measure of staff retention in higher education institutions in emerging economy.

A Study on the Cascade Evolution Mechanism of Construction Workers’ Unsafe Behavior Risk Factors

There are numerous risk factors across various dimensions that lead to unsafe behaviors among construction workers, and the interactions between these factors are complex and intertwined. Therefore, it is crucial to comprehensively explore the mechanisms of these risk factors across all dimensions to reduce the accident rate. This paper combines cascading failure and entropy flow models to construct a cascading trigger model for identifying key nodes and paths in a risk network. First, this paper identifies the risk factors in the individual, organizational, managerial, and environmental dimensions, dividing them into deep and surface factors. Based on this, a risk network is constructed, and cascading failure is introduced to simulate the dynamic evolution of risks. Then, the entropy flow model is introduced to quantify the risk flow in risk propagation. Finally, to address the uncertainty of risk occurrence, Visual Studio Code is used for coding, and a simulation platform is built using JavaScript. After conducting simulation experiments, the results are statistically analyzed. The results show that the key nodes of deep factors are mainly concentrated in the individual dimension (herd mentality, negative emotions, physical fatigue, fluke mindset), organizational dimension (poor cohesion, poor internal communication), and managerial dimension (abusive leadership style and insufficient/low-quality safety education and training); the surface factors are mainly the poor safety climate in the organizational dimension. The findings provide theoretical support for reducing the accident rate caused by unsafe worker behaviors, aiming to reduce accident risk losses by cutting off risk propagation paths.

HR Re-engineering Elevates Banking Performance in Commercial Banks

General Background: Re-engineering human resources (HR) is a critical method for enhancing organizational efficiency and performance, especially in sectors like banking where customer satisfaction, employee satisfaction, profit growth, and diversity of services are pivotal. Specific Background: This research investigates the impact of HR re-engineering on banking performance, focusing on organizational, human, and technological dimensions. Knowledge Gap: Despite extensive studies on HR re-engineering, its direct correlation with banking performance, particularly in commercial banks, remains underexplored. Aims: The study aims to clarify and apply HR re-engineering methods to improve banking performance, using a questionnaire, personal interviews, and field observations on a random sample of 200 respondents, analyzed via SMART PLS software. Results: Statistical analysis revealed a significant correlation between HR re-engineering and improved bank performance. Key findings indicate that HR re-engineering enhances employee morale and organizational efficiency, ultimately boosting customer satisfaction, employee satisfaction, profit growth, and service diversity. Novelty: This study uniquely combines multiple data collection methods and advanced statistical analysis to provide robust evidence of the positive impact of HR re-engineering on banking performance. Implications: The findings suggest that banks should invest in HR re-engineering programs, focusing on training, skill development, and technological integration to improve performance. These programs should be supported by adequate material and financial resources to ensure their success, thereby enhancing the competitive edge of banks in a dynamic environment. Highlights: Correlation and Impact: HR re-engineering boosts banking performance significantly. Methodology: Used questionnaires and SMART PLS for robust analysis. Implementation: Invest in HR training and technology for enhanced competitiveness. Keywords: HR re-engineering, banking performance, customer satisfaction, employee satisfaction, SMART PLS

Evaluating Artificial Intelligence in Clinical Settings-Let Us Not Reinvent the Wheel.

Given the requirement to minimize the risks and maximize the benefits of technology applications in health care provision, there is an urgent need to incorporate theory-informed health IT (HIT) evaluation frameworks into existing and emerging guidelines for the evaluation of artificial intelligence (AI). Such frameworks can help developers, implementers, and strategic decision makers to build on experience and the existing empirical evidence base. We provide a pragmatic conceptual overview of selected concrete examples of how existing theory-informed HIT evaluation frameworks may be used to inform the safe development and implementation of AI in health care settings. The list is not exhaustive and is intended to illustrate applications in line with various stakeholder requirements. Existing HIT evaluation frameworks can help to inform AI-based development and implementation by supporting developers and strategic decision makers in considering relevant technology, user, and organizational dimensions. This can facilitate the design of technologies, their implementation in user and organizational settings, and the sustainability and scalability of technologies.

Macroscale brain states support the control of semantic cognition

A crucial aim in neuroscience is to understand how the human brain adapts to varying cognitive demands. This study investigates network reconfiguration during controlled semantic retrieval in differing contexts. We analyze brain responses to two semantic tasks of varying difficulty – global association and feature matching judgments – which are contrasted with non-semantic tasks on the cortical surface and within a whole-brain state space. Demanding semantic association tasks elicit activation in anterior prefrontal and temporal regions, while challenging semantic feature matching and non-semantic tasks predominantly activate posterior regions. Task difficulty also modulates activation along different dimensions of functional organization, suggesting different mechanisms of cognitive control. More demanding semantic association judgments engage cognitive control and default mode networks together, while feature matching and non-semantic tasks are skewed towards cognitive control networks. These findings highlight the brain’s dynamic ability to tailor its networks to support diverse neurocognitive states, enriching our understanding of controlled cognition.

Turning universities into data-driven organisations: seven dimensions of change

AbstractUniversities are striving to become data-driven organisations, benefitting from data collection, analysis, and various data products, such as business intelligence, learning analytics, personalised recommendations, behavioural nudging, and automation. However, datafication of universities is not an easy process. We empirically explore the struggles and challenges of UK universities in making digital and personal data useful and valuable. We structure our analysis along seven dimensions: the aspirational dimension explores university datafication aims and the challenges of achieving them; the technological dimension explores struggles with digital infrastructure supporting datafication and data quality; the legal dimension includes data privacy, security, vendor management, and new legal complexities that datafication brings; the commercial dimension tackles proprietary data products developed using university data and relations between universities and EdTech companies; the organisational dimension discusses data governance and institutional management relevant to datafication; the ideological dimension explores ideas about data value and the paradoxes that emerge between these ideas and university practices; and the existential dimension considers how datafication changes the core functioning of universities as social institutions.

Status of Organizational Justice Dimensions: Evidence from Banks and Insurance Companies

This study examines the current state of organizational justice based on the perspectives of managers and employees in Nepalese banks and insurance companies. It also examines the differences in organizational justice dimensions. It uses a survey method, with questionnaires serving as the major tool. A total of 480 questionnaires (30 in each of the 16 institutions, including 8 commercial banks and 8 insurance companies) were distributed, and 327 (68.10%) of the completed and returned copies were used for the study. The findings demonstrate that employees generally rate their job schedule as adequate, their income as appropriate, and their workload and job requirements as reasonable. The findings indicate that employees have a positive perception of procedural justice. They also indicate that employees believe management treats them with respect, dignity, and honesty. The results suggest that the three dimensions of organizational justice differ significantly among Nepalese respondents. However, all three justice dimensions are crucial for organizational success. Therefore, companies' primary priorities should be to improve organizational justice. They should motivate employees to put up a significant effort for the benefit of the companies.

Legitimacy and anti-corruption disclosures: insights into the early effects of the European Non-Financial Reporting Directive

Purpose This study aims to investigate corporate anti-corruption disclosure (ACD) strategies during the regulative debate surrounding the European Directive 2014/95/EU which for the first time regulated ACD in Europe. By using a legitimacy framework, it assesses whether companies improved proactively their voluntary ACD during the transposition phase to address potential regulatory changes. Moreover, it investigates how organizational and institutional factors influence companies’ reaction. Design/methodology/approach This paper hand-collected ACD data (quantity, scope, quality and transparency) from non-financial reports for the years 2010–2015 for a set of 56 (28 EU and 28 non-EU) companies (336 firm-years observations). The study applies difference-in-difference analysis to assess the effects of the debate. Moreover, it tests the association of ACD with organizational and institutional attributes. Findings The study shows that EU-companies are proactively changing their disclosures. The response is positively influenced by industry exposure to corruption-risks and by lower government corruption, while self-reported negative disclosure impacts negatively. Further, lower government corruption increases the effects of industry exposure to corruption-risks. However, the impacts vary with the disclosure metric. Originality/value Besides reinforcing legitimacy as a driving-force in shaping ACD during the transition phase to a regulated context, the paper integrates traditional legitimacy arguments with insights related to the institutional context. This contributes to improving the understanding of the empirical setting where the production of regulation occurs and can support future regulative processes.

Resilience policies in China: an analysis of central-level policies

ABSTRACT In response to global compound risks, resilience has been incorporated into China’s national governance discourse. This paper presents a quantitative analysis of 88 central-level policies building resilience capacity in China, to refine policy design to address complex risks more effectively. A comprehensive two-dimensional “policy tool-application field” analysis framework is developed based on policy tool theory and employs bibliometrics and content analysis methods. By extracting 210 policy analysis units corresponding to 289 coding reference points, we unveil the structural characteristics, policy themes, and distribution of policy tools on resilience building at the central level. Results show a notable upward trend in policy publication, forming a multi-agency policy-making network. We observe an imbalance in the structure of policy tools, with a strong reliance on environment-based policy tools. Policy tools are configured across all application fields. Supply-based policy tools are primarily applied for environmental and technological resilience, while demand-based tools find greater utilization in economic and organizational resilience dimensions. However, there is a neglect of social resilience. This paper recommends integrating policy tools to bolster resilience in diverse fields, and how to assess risks and their dynamic adjustments in resilience building as a significant direction in the future.

Mukhlis Knowledge Donating Towards Employee Performance

This research aims to describe how internalizing "mukhlis" Islamic values contributes to Employee Performance. Mukhlis Knowledge Contributing (MKD) is the skill of donating knowledge with the earnest intention of pleasing Allah.The concept of Mukhlis Information Donating is the contribution of genuine and relevant knowledge to enhance Employee Performance.Mukhlis Knowledge Donating is activated by one of the Organizational Learning Dimensions, specifically Team Learning and the worth of Taqorrub (getting closer to Allah).This article has consequences for the capacity of Human Resources to provide true, sincere knowledge for the benefit of the world and the hereafter, in the hope of Allah's grace.The contribution of this study to Resource-Based Theory is the function of mukhlis Islamic values in the honest donation of knowledge, as evidenced by the application of Organizational Learning aspects Team Learning and Taqorrub values.

Insight Into the Clinical Practices of US-Based Surgical Nongovernmental Organizations

IntroductionA growing sector of humanitarian surgical nongovernmental organizations (NGOs) is providing care in low- and middle-income countries. Minimal data exists regarding this extremely heterogeneous community. This study aims to describe the demographics and clinical practices of surgical NGOs. We hypothesize there are identifiable attributes of such organizations which correlate with success. MethodsA survey was sent to 83 US-based surgical NGOs directly providing general or subspecialty surgical care in low- and middle-income countries. Further information was obtained from organizations’ websites. Descriptive statistics were performed to analyze organizational attributes and define protocol-driven practices. ResultsThirty NGOs (36%) responded, averaging 20 ± 11 y of operation. Annually, US humanitarian surgical organizations performed a wide range of operations (10-15,000) with 52% performing fewer than 200 operations per year. Sixty-seven percent of responders were classified as strongly protocol-driven. Only twenty percent reported deviation from standard US practice occurs often or very often, most commonly in pain management (18%), preoperative workup (16%), and operative technique (16%). ConclusionsTo our knowledge, this is the first effort to describe the characteristics and clinical practices of the humanitarian surgical sector. There exists a wide scope of clinical practice among responding surgical NGOs, however mostly consistent with US standards, with a prevalance of protocol-driven clinical approach. Developing consensus-based protocols may help standardize and improve quality of care for surgical NGOs.

Digitally transforming the organization through knowledge management: a socio-technical system (STS) perspective

PurposeIn today’s rapidly evolving business landscape, innovation is the cornerstone for every organization. Knowledge management (KM) is crucial for developing sustainable competitive advantage by fostering innovation. This study aims to identify the key drivers of KM in the context of digital transformation through qualitative research.Design/methodology/approachThis study employs a qualitative approach based on in-depth interviews with senior KM officers, including chief knowledge officers and directors who spearhead KM in their respective organizations. This research identifies four key dimensions, shedding new light on the drivers of KM in the context of digital transformation.FindingsThis study’s findings reveal that the integration of important drivers from the lens of social-technical system (STS) theory is categorized into the four dimensions of KM, namely, motivation, technology, people interaction and organizational drivers. These factors jointly impact and design the effectiveness of KM in the digital age.Originality/valueThis study makes a unique contribution to the field of digital transformation. It presents a conceptual framework from the lens of the STS theory that encompasses four critical dimensions of KM: motivation, technology, people interaction and organizational dimensions, each with sub-codes. This framework can be utilized by practitioners and scholars alike.

Tablet-based Rey–Osterrieth Complex Figure copy task: a novel application to assess spatial, procedural, and kinematic aspects of drawing in children

The paper-and-pencil Rey–Osterrieth Complex Figure (ROCF) copy task has been extensively used to assess visuo-constructional skills in children and adults. The scoring systems utilized in clinical practice provide an integrated evaluation of the drawing process, without differentiating between its visuo-constructional, organizational, and motor components. Here, a tablet-based ROCF copy task capable of providing a quantitative assessment of the drawing process, differentiating between visuo-constructional, organizational, and motor skills, is trialed in 94 healthy children, between 7 and 11 years of age. Through previously validated algorithms, 12 indices of performance in the ROCF copy task were obtained for each child. Principal component analysis of the 12 indices identified spatial, procedural, and kinematic components as distinct dimensions of the drawing process. A composite score for each dimension was determined, and correlation analysis between composite scores and conventional paper-and-pencil measures of visuo-constructional, procedural, and motor skills performed. The results obtained confirmed that the constructional, organizational, and motor dimensions underlie complex figure drawing in children; and that each dimension can be measured by a unique composite score. In addition, the composite scores here obtained from children were compared with previsions results from adults, offering a novel insight into how the interplay between the three dimensions of drawing evolves with age.

The Impact of Artificial Intelligence on Corporate Governance

The advent of artificial intelligence (AI) marks a pivotal shift in the landscape of corporate governance, catalyzing a reevaluation of traditional frameworks and necessitating a forward-looking approach to decision-making, risk management, and ethical considerations. This study explores the multifaceted impact of AI on corporate governance, offering a nuanced analysis of how AI technologies are transforming the operational, strategic, and ethical dimensions of organizations. The research underscores the potential of AI to enhance decision-making processes, optimize operational efficiencies, and foster innovation by providing advanced analytical capabilities and predictive insights. However, it concurrently highlights the emergence of unprecedented challenges, including data privacy concerns, algorithmic bias, and the need for robust regulatory frameworks to mitigate risks associated with AI deployment. The article advocates for a proactive stance in redefining corporate governance models to accommodate the disruptive nature of AI, emphasizing the integration of ethical considerations and transparency in AI applications. It calls for a collaborative effort among corporate leaders, policymakers, and stakeholders to develop governance structures that not only leverage AI’s potential but also safeguard against its inherent risks. The study’s recommendations include the establishment of ethical AI guidelines, the adoption of transparent AI practices, and the continuous monitoring of AI systems to ensure their alignment with corporate governance objectives and societal values. However, it is important to note that the approach and methods used in this study are based on a qualitativeliterature review and, therefore, the generalization of the findings across different sectors and corporate governance frameworks may be limited. Additionally, the rapidly evolving nature of AI technologies poses inherent challenges to keeping up with emerging trends and potential risks.