Effects Of Organizational Factors Research Articles

Examining antecedents of knowledge-sharing factors on research supervision: An empirical study

The use of an effective supervision mechanism is crucial between a student and supervisor. The essential knowledge shared and transferred between these two parties must be observed and understood very well in order to ensure that students are produced at good level of quality for future professional knowledge workers. The aim of this study was to conduct an assessment of the impact of individual, organisational and technical factors on knowledge sharing in a research supervision domain. In order to achieve this aim, a specific research model was developed. This model was based on systematically analysing and extracting all the knowledge-sharing impact factors and then choosing the more iterative and adaptable ones, according to research supervision models. These factors categorized to individual, organizational and technological factors. To effectively evaluate the research model, a quantitative research method was adopted. Data was collected by a survey of 150 students from the Faculty of Computing at Universiti Teknologi Malaysia. The Smart PLS tool was used for data analysis. In sum, the results of this research show that the individual factor in the research supervision domain --- namely, the ability of students to share knowledge --- in addition to technological factors --- specifically, IT systems --- have the greatest impact on knowledge sharing in the supervision process. In addition, it was shown that organisational factors including the culture of the university, social networks, and supervisor support have a positive impact on knowledge sharing in research supervision. However, when compared with individual and technical factors, the effect of organisational factors on knowledge sharing in research supervision was not particularly strong in the case of this study. A positive relationship did not exist between the learning strategy and knowledge sharing in research supervision. This study is among the first of its kind to empirically examine the antecedent factors of knowledge sharing in the context of research supervision.

Loss and gain cycles? A longitudinal study about burnout, engagement and self-efficacy

The present longitudinal study (two waves), conducted on a population of 274 secondary-school teachers, expands on previous research on burnout and work engagement. Accordingly, the effect of organizational factors (obstacles, facilitators) as well as personal resources (self-efficacy) on burnout and engagement is tested longitudinally following the Social Cognitive Theory. More specifically, we test the loss and gain cycles, and reciprocal relationships concerning burnout, engagement, and self-efficacy over time. Four questions are addressed: (1) Are obstacles positively related to burnout and work self-efficacy over time? (2) Are facilitators positively related to engagement and self-efficacy over time? (3) Is work self-efficacy negatively related to burnout and obstacles over time? and (4) Is work self-efficacy positively related to engagement and facilitators over time? The results of a hard-copy survey carried out at two waves (8 months between the two times), which were computed on Structural Equation Modeling show that obstacles are positively related to burnout, which in turn is positively related to self-efficacy over time. Likewise, facilitators are positively related to engagement and self-efficacy, which in turn is positively related to facilitators over time. These findings suggest a positive gain cycle in which self-efficacy plays a central role.

Local psychiatric beds appear to decrease the use of involuntary admission: a case-registry study.

BackgroundStudies on the effect of organizational factors on the involuntary admission of psychiatric patients have been few and yielded inconclusive results. The objective was to examine the importance of type of service-system, level of care, length of inpatient stay, gender, age, and diagnosis on rates of involuntary admission, by comparing one deinstitutionalized and one locally institutionalized service-system, in a naturalistic experiment.Methods5538 admissions to two specialist psychiatric service-areas in North Norway were studied, covering a four-year period (2003-2006). The importance of various predictors on involuntary admission were analyzed in a logistic regression model.ResultsInvoluntary admission to the services was associated with the diagnosis of psychosis, male sex, being referred to inpatient treatment, as well as type of service-system. Patients from the deinstitutionalized system were more likely to be involuntarily admitted.ConclusionsSeveral factors predicted involuntary status, including male sex, the diagnosis of psychosis, and type of service-system. The results suggests that having psychiatric beds available locally may be more favourable than a traditional deinstitutionalized service system with local outpatient clinics and central mental hospitals, with respect to the use of involuntary admission.

The Adoption of Web-Based Supply Chain Management Applications

The objective of this study is to develop a comprehensive model to explain why organizations adopt Web-based Supply Chain Management (SCM) applications from an institutional perspective. Questionnaire survey was used to collect data from manufacturing firms in Jordan. Structural Equation Modeling (SEM), using EQS was used to analyze the data. The results indicated that the environmental coercive and mimetic pressures and organizational characteristics have a positive effect on the top management’s perception and support of Web-based SCM adoption and usage. Furthermore, the study revealed that the Web-based SCM applications represent the pool that reflects the degree of response to institutional pressures. This study was the first to empirically explain why organizations adopt Web-based SCM from an institutional perspective, adding new contribution to the developing literature on Web-based SCM. Understanding the external pressures and the effect of organizational factors will provide the practitioners with better knowledge on how to manage the adoption of Web-based SCM applications.

Predictors of successful implementation of COP

PurposeThis study aimed to identify a model investigating effects of organizational characteristics on COP activity, and to compare the model in different social contexts to broaden the understanding of COP implementation. In addition, this study was intended to address an ecological fallacy committed in the prior studies so as to carry out a theoretically and methodologically rigorous comparative study of COP implementation between South Korea and the USA.Design/methodology/approachUnlike prior studies, which utilized direct measures of organizational characteristics, this study analyzed data on police officers' perceptions on organizational characteristics to investigate COP activities among police officers. For data collection, this study utilized an organizational survey developed by the School of Criminal Justice, Michigan State University and collected data from 206 police officers in South Korea and 231 police officers in the USA. Structural equation modeling was used to identify the best fitting model to the combined data set, and multiple group analysis was performed to compare the model in both countries. For direct comparison and test of comparability, this study used matching for sampling and multiple group analysis method of SEM.FindingsFindings indicated that both organizational flexibility and decentralization were important factors influencing COP activity in the USA, but decentralization of authority was the only important factor affecting COP activity in South Korea. Also, it was found that organizational philosophy had greater influence on organizational structure in the USA than in South Korea. In both countries, decentralization influenced feedback mechanism, but feedback mechanism did not influence COP activity. Likewise, flexibility influenced reward system, but the system did not influence COP activity in both countries.Research limitations/implicationsAlthough this study utilized matching and multiple group analysis for comparison between two countries, it may be possible that direct comparison regarding police organization would be difficult due to unmeasured aspects of organizational contexts.Originality/valueAlthough many studies have been conducted to investigate effects of organizational factors on COP implementation, there has been a lack of study in South Korea. In addition, there is a vacuum of empirical study on comparison across different countries regarding the factors. In this sense, this study produced important comparative knowledge on COP implementation.

Organizational Justice and Social Workers' Intentions to Leave Agency Positions

The authors investigated the impact of organizational justice on social workers' intention to leave Korean social service agencies. Specifically, this study concentrated on the moderating effect of organizational justice on the relationship between burnout and intention to leave. The authors surveyed 218 front-line social workers from 51 social welfare service centers in Korea. Data were collected from a sample of social workers indentified through a multistage cluster sampling process. The authors used a linear mixed model to analyze the multilevel data structure. This study had three major findings. First, higher levels of burnout of individual social workers corresponded to increased intention to leave. Second, higher levels of organizational justice of social welfare service centers corresponded to decreased intention to leave. Finally, and most important, the organizational justice of social welfare service centers moderated the impact of burnout on individual social workers' intention to leave. On the basis of these results, the authors discuss the importance of organizational justice to social service agencies. KEY WORDS: burnout; intention to leave; moderating effect; organizational justice ********** Within a human service agency, the primary workforce is social workers (Sung, 1993). Frequent turnover among social workers causes practical problems for social work agencies in terms of service discontinuance and loss of skilled practitioners (Carmeli & Weisberg, 2006; Loewenberg, 1979). Given the high costs of social worker turnover, finding effective strategies to reduce turnover rates has been a great concern and challenge in social work settings (Abu-Bader, 2000; Curry, McCarragher, & Dellmann-Jenkins, 2005; Vandervort, Pott Gozalez, & Coulborn Failer, 2008). Previous literature has consistently demonstrated that intention to leave is one of the strongest predictors and an immediate precursor of social worker turnover (Harrington, Bean, Pintello, & Mathew, 2001; Vandervort et al., 2008). A number of social work administrators and professionals have attempted to determine the factors that affect social workers' intention to leave social service agencies (Chiu & Lai, 1997; Ulrish et al., 2007). Several studies have revealed associations between the psychological and demographic characteristics of individual social workers and their intention to leave (Drake & Yamada, 1996; Harrington et al., 2001). Generally, the results of these studies have determined that burnout of social workers significantly increased their intention to leave (Drake & Yamada, 1996; Harrington et al., 2001). These studies, however, have focused primarily on individual factors of social workers as the predictors of intention to leave, ignoring the influence of the social-environmental context of social work agencies. Currently, organizational theory emphasizes the leverage effect of organizational factors on intention to leave among organizational members (Acker, 2004; DePanfilis & Zlotnik, 2008). As George and Jones (1996) pointed out, the impact of individual factors on turnover may be moderated by other organizational factors, such as a supportive organizational climate. Current organizational research has shown increasing interest in organizational justice as a potential factor that creates benefits for both organizations and their individual members (Judge & Colquitt, 2004; Lain, Schaubroeck, & Aryee, 2002). Other fields--including education, public administration, and business--have investigated the dynamic between organizational justice and the intention to leave or turnover rates among organizational members. Prior studies conducted in these fields have indicated that enhancing organizational justice is an efficient strategy to decrease intention to leave or reduce turnover rates and, therefore, increase service quality and clients' satisfaction (DeConinck & Bachmann, 2005; Foley, Ngo, & Wong, 2005; Kickul, Lester, & Finkl, 2002; Parker & Kohlmeyer, 2005). …

A Review of Patient Safety Measures Based on Routinely Collected Hospital Data

The literature on patient safety measures derived from routinely collected hospital data was reviewed to inform indicator development. MEDLINE and Embase databases and Web sites were searched. Of 1738 citations, 124 studies describing the application, evaluation, or validation of hospital-based medical error or complication of care measures were reviewed. Studies were frequently conducted in the United States (n = 88) between 2005 and 2009 (n = 77) using Agency for Healthcare Research and Quality patient safety indicators (PSIs; n = 79). The most frequently cited indicators included "postoperative hemorrhage or hematoma" and "accidental puncture and laceration." Indicator refinement is supported by international coding algorithm translations but is hampered by data issues, including coding inconsistencies. The validity of PSIs and similar adverse event screens beyond internal measurement and the effects of organizational factors on patient harm remain uncertain. Development of PSIs in ambulatory care settings, including general practice and psychiatric care, needs consideration.

Organisational quality, nurse staffing and the quality of chronic disease management in primary care: Observational study using routinely collected data

Background An association between quality of care and staffing levels, particularly registered nurses, has been established in acute hospitals. Recently an association between nurse staffing and quality of care for several chronic conditions has also been demonstrated for primary care in English general practice. A smaller body of literature identifies organisational factors, in particular issues of human resource management, as being a dominant factor. However the literature has tended to consider staffing and organisational factors separately. Aims and objectives We aim to determine whether relationships between the quality of clinical care and nurse staffing in general practice are attenuated or enhanced when organisational factors associated with quality of care are considered. We further aim to determine the relative contribution and interaction between these factors. Method We used routinely collected data from 8409 English general practices. The data, on organisational factors and the quality of clinical care for a range of long term conditions, is gathered as part of “Quality and Outcomes Framework” pay for performance system. Regression models exploring the relationship of staffing and organisational factors with care quality were fitted using MPLUS statistical modelling software. Results Higher levels of nurse staffing, clinical recording, education and reflection on the results of patient surveys were significantly associated with improved clinical care for COPD, CHD, Diabetes and Hypothyroidism after controlling for organisational factors. There was some evidence of attenuation of the estimated nurse staffing effect when organisational factors were considered, but this was small. The effect of staffing interacted significantly with the effect of organisational factors. Overall however, the characteristics that emerged as the strongest predictors of quality of clinical care were not staffing levels but the organisational factors of clinical recording, education and training and use of patient experience surveys. Conclusions Organisational factors contribute significantly to observed variation in the quality of care in English general practices. Levels of nurse staffing have an independent association with quality but also interact with organisational factors. The observed relationships are not necessarily causal but a causal relationship is plausible. The benefits and importance of education, training and personal development of nursing and other practice staff was clearly indicated.

Effects of Organizational Factors On Use of Juvenile Supervision Practices

A growing literature emphasizes the importance of strengthening organizational contexts to support the adoption and use of best practices in correctional environments. The current study examines the relationships between organizational factors and use of current best practices in a juvenile correctional agency. Using survey data for 393 probation officers and supervisors in 33 field offices in a statewide juvenile correctional agency, the authors examined the relationships between staff’s self-reported use of service-oriented supervision practices and their perceptions of organizational functioning within their offices. The results from a hierarchical model demonstrated that lower levels of staff cynicism for change, more favorable perceptions of supervisory leadership, and greater integration with community-based service providers were significantly related to greater use of service-oriented practices among supervision staff. Office climate and integration with the judiciary and mental health agencies are not significant. Findings and their implications for research and practice are discussed.

The effects of organizational factors on green new product success

PurposeThis study seeks to identify the factors influencing the performance of green new product development. Additionally, an examination of the relationship between green performance and financial performance is carried out.Design/methodology/approachThe study employed survey instrument data collected from 181 companies in hi‐tech industries including electrical, electronics, and information industries of Taiwan. Exploratory factor analysis and multiple regressions were used for hypothesis testing.FindingsCorporate environmental commitment, environmental benchmarking, R&D strength, and cross‐functional integration significantly positively influenced financial performance. Additionally, green product innovation performance has a positive effect on financial performance.Research limitations/implicationsA longitudinal research design is necessary to validate these claims of causality. Furthermore, since respondents provided data on both the independent and dependent variables, there is the possibility that the correlations were inflated as a result of single‐source bias.Practical implicationsThe identification of the specific actions of both top management support and environmental benchmarking must be implemented for green new product development to occur. Additionally, successful GNPD needs to be underpinned by an environmental product strategy that is explicit, clearly defined, and linked to the overall strategy of the firm.Social implicationsTaiwan's rapid industrialization has generated numerous environmental problems. Moving forward, the Taiwanese government should implement advanced green management concepts to keep abreast of the global environmental movement. Enterprises have to be dedicated to developing GNPD; achieving GNPD success will bring great challenges for firms in Taiwan.Originality/valueThe integration of innovation, new product development, and green management philosophies is explored in order to develop and empirically test a theoretical framework of the organizational factors. This paper is the first to conduct a large sample survey of the hi‐tech industries including the electrical, electronics, and information industries in Taiwan to examine organizational factor effects on GNPD success, and the relationship between green product innovation performance and financial performance.

Learning From Japan:

Executive OverviewAcademic interest in non-Western firm strategy and organizational structure has tended to focus on especially successful countries, and on the firms that lead that success. Thus, published research in the 1980s focused on the “Japanese success story” and the auto industry, while currently research on China is in vogue. This research, however, tends to overemphasize country-specific contexts as the primary source of success, paying less attention to the effects of organizational factors that vary among firms within the same country context. This approach also deemphasizes the value of examining any combination of Western and non-Western approaches, a key element in the paper on the Acer strategy by Chen and Miller in this issue. Numagami, Karube, and Kato's paper recognizes the importance of looking at the variations in how different firms respond to matured business environments and of the evolution of country business cultures as a source of academic insights.

AIDS Communication Campaigns in Uganda: Organizational Factors and Campaign Planning as Predictors of Successful Campaign Execution

About 60% of all the HIV/AIDS cases are found in sub-Saharan Africa (UNAIDS, 2007). While a few countries in the region have shown a decline in prevalence, most countries in southern Africa have made little progress in their fight against AIDS. The goal of this study was to provide empirical support to confirm and extend an earlier model of the effect of organizational factors and campaign planning on campaign execution to help answer the question of what makes for a successful communication campaign to change AIDS-related behavior. A survey of the top leaders of 120 Ugandan organizations delivering AIDS communication campaigns supports a model that illustrates the vital role of several features, such as focused campaign goals, the formality of organizational structure, and outreach worker supervision, on effective campaign execution. Surprisingly, financial resources are negatively related to goal extensiveness and message clarity and may be a distraction during campaign execution.

Carer support groups: the effects of organizational factors on the character of groups

Carer support groups are recognized as being a service aimed directly at meeting the needs of informal carers. Previous research has shown the value of carer groups in offering emotional support and information. This frequently, and probably most effectively, takes place informally between members of the group. This paper describes a study of six carer support groups in Glasgow. Support groups vary considerably in their organization. The factors common to all the groups included in this study were that they were local groups and they were all directly supported by a professional worker from the social work department. Two of the groups were off-shoots of day centres. The other four groups were free standing: two were generic (open to all types of carers), two were specific to a particular client group. Previous studies have tended to be evaluations of particular support groups rather than comparisons of a number of groups. This paper examines the impact of certain organizational factors of carer support groups on the character of the groups and the effect this has on indicators of group effectiveness. The results of the Glasgow study suggest that the character of the group and its outcomes for group members is indeed related to aspects of group organization. The groups' links with service providers, and whether the group had a specific or generic client group focus were considered relevant factors.

<p>Training Transfer between CD-ROM Based Instruction and Traditional Classroom Instruction</p>

Many research studies on the effect of organizational factors on training transfer have been conducted, but few studies have considered the effect that different training delivery methods have on training transfer. This study sought to identify if there is any difference in the perceived transfer of training between traditional classroom instruction learners and computer-based instruction learners. Other demographic variables (e.g., years of work experience, age, level of education, years of experience as a supervisor, online course experience, and gender) also were investigated to assess their influence of the transfer of training. The study results revealed that training delivery methods did not make any significant difference in the transfer of training while several demographic variables were associated with significant differences in some of the five subcategories of training transfer construct (organizational support, supervisory support, peer support, motivation, and self-efficacy).

Structural and organizational predictors of homicide by police

The present study examined homicides by police officers, testing threat, community violence, and organizational hypotheses. Using UCR, SHR, Census, and LEMAS data the study extends previous research by examining the relative impact of community violence, inequality and race, and organizational characteristics on the number of killings of felons by police officers in large US cities. The findings show that measures of racial threat and community violence were related to police killings. Measures of organizational policies were largely unrelated to the number of police killings. Overall the study extends research in the area, yet it also points to a more general need for research on the effects of organizational factors on police violence.

The Train-Project: Effects of Organizational Factors, Automatic Train Control, Work Hours and Environment: Suggestions for Safety Enhancing Measures

The purpose of the TRAIN project was to describe and analyse the train drivers information environment, working hours, work situation and work environment and their effect on drivers' behaviour and the train driver system safety as well as to propose safety enhancing measures. The results indicate several problems of significance to the train driver system safety, which have been grouped into three main areas; organizational support functions, information environment including cognitive ergonomics and ATC and also working hours, work situation and work environment.

Competence and Organization: Two Drivers of Innovation

This paper demonstrates the effects of organizational factors and computerization changes on innovation. Indeed, the innovation capacity depends more on a company's organization than on its size. The econometric results show that, when the organizational structure is integrated into a Schumpeter's model with flexibility, reactivity, risk-taking, internal communication and the establishing of a strategy, the significance of the company size decreases by half. Our work underlines the importance of the level of self-sufficiency and the recognition of a researcher's status. In addition, it demonstrates that the mass of knowledge needed is constantly increasing because of constant technological progress, making it indispensable for a company to open up towards the outside world, more particularly through cooperation. Recourse to R&D cooperation provides access to information and to new abilities that can improve the technological capabilities of a firm. It underlines that the condition needed to be able to benefit from the competence of a partner is to have, first of all, agreement to share a stock of complementary and common knowledge, a condition that will boost the performance of partner companies. Connection to the Internet has a greater effect upon innovation capacities than does the simple networking of microcomputers, and can lead to reorganizing work within companies, with the possibility of more intense information sharing. The company would subsequently organize task sharing internally, and as regards the outside world, not on hierarchical bases, but on those of shared interest in a given goal. The greater speed in information transmission would permit an increase in the speed of change in the environment and thereby, a shortening of the deadlines for defining and marketing innovations.

RACE AND DISCIPLINARY REPORTS: AN EMPIRICAL STUDY OF CORRECTIONAL OFFICERS

This research examines the likelihood of one racial group of correctional officers writing more disciplinary reports than another. It also examines interracial and intraracial disciplinary reports. Two theoretical models are used to explain why correctional officers use official write ups to control prisoners. The importation model emphasizes the impact of individual factors on correctional officers behavior, and the institutionalization model stresses the effect of organizational factors. Using data from 115 correctional officers, we found no significant differences in Black and White officers writing of inmate disciplinary reports. No significant difference was found between interracial and intraracial disciplinary responses, either. The findings were consistent with the hypotheses derived from the institutionalization model.

建設業における組織要因が企業の安定度に及ぼす影響 その１ 調査の概要について

建設業における組織要因が企業の安定度に及ぼす影響 その１ 調査の概要について

A Study on the effect of organizational factors on safety levels of the construction company

A Study on the effect of organizational factors on safety levels of the construction company