Organizational Effectiveness Research Articles

Vasopressinergic sexual dimorphism: Sex chromosome complement and organizational hormonal effects

This study aimed to analyze the role of the sex chromosomes (SCC: XX/XY) and the interaction with organizational hormonal effects on Avp gene expression at the supraoptic (SON) and paraventricular nuclei (PVN) due to water deprivation, as well as on the vasopressinergic sexually dimorphic antidiuretic and pressor responses. For this purpose, we used gonadectomized (GDX) transgenic mice of the "four core genotypes" model, in which the effect of gonadal sex and SCC are dissociated. A significant interaction between treatment and SCC on Avp gene expression at the SON was observed. Regardless of sex, XX mice showed higher basal expression than those with XY; however after water deprivation no changes in mRNA Avp expression were observed in the XX group, while an increase for XY was reported. At the PVN an interaction of SCC, organizational hormonal, and treatment factors was observed, revealing an increase in Avp gene expression in the XY-GDX male DEP group. Although no SCC or organizational hormonal effects were observed on the demopressin-antidiuretic response and renal Avpr2 mRNA expression, an interplay of organizational hormonal and SCC factors in short and medium-term vasopressin-blood pressure regulation were reported. XX-GDX females showed a facilitated vasopressin-bradycardic baroreflex response when compared to the other genotypes. Furthermore, although vasopressin continuous infusion resulted initially in the expected increase in the percentage change in MAP in all genotypes, in XX-GDX male and female this increase was sustained until the 30-min infusion, while in XY-GDX male and in XY-GDX female mice a decrease in MAP was observed.

Effects of major trauma care organisation on mortality in a European level 1 trauma centre: A retrospective analysis of 2016-2023.

The centralisation of care for trauma patients in trauma centres, alongside the creation of inclusive trauma networks, has proven to reduce mortality. In Europe, such structured trauma programs and trauma networks are in development. To describe the aetiology and evolution of in-hospital mortality in a developing European level 1 trauma centre, to determine the early effect of trauma care reorganisation on mortality and to identify the areas for future investments in trauma care. This retrospective analysis included the calculation of the standardised mortality ratio (SMR), the time to in-hospital death and the cause of in-hospital death of all primary major trauma admissions to the Antwerp University Hospital from 2016 to 2023. A total of 1470 patients was included with a crude mortality of 16.4 %, a median Revised Injury Severity Classification II (RISC II) adjusted mortality of 1.47 %, and a SMR of 1.12. A limitation of care directive was registered for 18.1 % of the patients. The causes of in-hospital death were traumatic brain injury (TBI) in 60 %, haemorrhagic shock in 15 %, organ failure in 10 %, miscellaneous in 14 % and unknown in 1 %. Sixty percent died in the first 48 h of hospital admission (mainly due to TBI and haemorrhagic shock) and 27 % died after more than seven days (mainly due to organ failure and TBI). In 24 % of the deceased patients with severe TBI, a non-TBI related cause of death was found. Overall, the SMR showed a nonsignificant decreasing trend, with a significant decrease of the SMR in the highest risk group (RISCII > 75 %) and a nonsignificant increase in the lowest risk group (RISC II <15 %). The standardised mortality ratio declined over a period of 8 years, even though the SMR increased nonsignificantly in the lowest risk-adjusted mortality group. Future analysis of this subgroup could clarify whether this trend is due to an increase of limitation of care directives and if these deaths could have been prevented with improved trauma care. There might be opportunities to increase the survival of patients with severe TBI who have a non-TBI cause of death.

Advancing excellence: A strategic framework for organisational effectiveness in advancement

From fiscal years 2010 to 2020, the University of Texas at El Paso (UTEP) raised an average of USD$14.2m per year, an amount far below what is expected from a university that has been around for more than 100 years and with more than 120,000 living alumni. A new university president started in 2019 and realised the need to rebuild the advancement operation from the ground up. Her first cabinet hire was the Vice President for Institutional Advancement (VPIA), whose directive was clear: build advancement the right way for the long term. This vision, a departure from the conventional raise-as-much-as-possible-as-quickly-as-possible fundraising approach, emphasised sustainability over rapid gains, steering away from the common pitfalls of focusing solely on major donors and immediate results. Readers will learn the strategic framework the VPIA and Executive Leadership Team implemented to create a sustainable and successful fundraising operation that resulted in three consecutive record-breaking fundraising years while also increasing employee engagement and improving Institutional Advancement's campus reputation.

An Analysis of Servant and Autocratic Leadership in Church Organizations in Nigeria and Their Impact on Employee Performance, Satisfaction, and Productivity: Unraveling the Connection Between These Paradigms and Employee Contentment, Motivation, and Growth

Abstract: Leadership is central to contemporary management and organizational effectiveness. This study presents the findings of an examination and analysis of servant leadership, autocratic leadership, employee performance, employee satisfaction, and employee productivity. In particular, the servant leadership paradigm serves as a guide and model to organizational leadership, challenging traditional autocratic models. A conclusion is pursued with specific research, managerial, and theological implications. (Qiu &amp; Dooley, 2022)(Angtud et al.2023)(Prasath et al.2021)(Chi et al., 2020)(Muzira et al.2020)(Sousa &amp; van Dierendonck, 2021)(Hai &amp; Van, 2021) Leaders exploiting internal resources and strengthening human and social capital lead to collective results such as competitive advantage and sustained performance. Literature reiterates that effective leaders tend to cultivate trust, innovation, and knowledge exchange by facilitating the creation of a culture that is both value-based and people-oriented. Leadership is the engine that drives human resources, and leadership behavior has been linked to job satisfaction, which is found to be positive when incumbents serve as servant leaders, and vice versa, found to be positive when leaders take on an autocratic leadership style.

Investigating the Relationship between Knowledge Management and Patient Relationship Management and the Mediating Role of Knowledge Sharing

Background: Individuals and their skills in learning and sharing knowledge are regarded as fundamental factors in the competitive success of organizations. Hence, this study aims to investigate the relationship between knowledge management and patient relationship management and the mediating role of knowledge sharing among the staff of Shahid Ayatollah Dastgheib Hospital in Shiraz. Methods: This study employs a descriptive, cross-sectional, and correlational design. The statistical population included all the staff of Shahid Dastgheib Hospital in Shiraz in 2023, totaling 250 individuals. The sample size was determined to be 155 individuals using Morgan table and was selected through stratified random sampling as the final sample, based on quotas. 1-Knowledge Management Questionnaire and Dixon’s Standardized Knowledge Sharing Questionnaire . Data were analyzed via Pearson correlation coefficient and univariate regression analysis using SPSS-25 software. Results: The findings indicated a significant relationship between the mean score of knowledge management and the mean score of patient relationship management (P = 0.001). Knowledge management can positively and significantly predict communication with the patient (P=0.001, β=0.276) and knowledge sharing can positively and significantly predict communication with the patient )P= 0/001, β = 0.255). Conclusion: It appears that enhancing knowledge management, knowledge sharing, and relationships among hospital staff are concepts closely linked to productivity, effectiveness, and performance of personnel and organizations.

School-Based Management: A Literature Review of Its Implementation and Impact on School Organizational Effectiveness

The purpose of this study is to describe the general patterns underlying the success of school-based management (SBM) implementation, as well as to identify the main challenges that often arise in its implementation. Thus, this study can provide an important contribution in understanding the dynamics of SBM and its implications for efforts to improve the quality of school management and the effectiveness of educational organizations at the local level. This study presents a systematic review of school-based management literature through the collection, documentation, examination, and analysis of research publications. The results of the study show that SBM can improve the effectiveness of school organizations through decentralization of decision making, increased community participation, and increased accountability. However, the success of SBM is greatly influenced by contextual factors, such as resource support, principal managerial competence, and stakeholder involvement. While SBM is able to improve the quality of school management and organizational culture, its impact on student learning outcomes has not been consistent. In addition, the increasing bureaucratic burden and declining teacher morale are challenges that require attention in the implementation of SBM.

Designing a Human Resource Management System for Performance Assessment using Behaviorally Anchored Rating Scales (BARS) for Operators at PT. Polyland Indoteknik Bandung

Employee performance appraisal is a crucial aspect of enhancing organizational productivity and effectiveness. This research aims to develop a more robust performance appraisal system for factory operators at PT. Polyland Indoteknik Bandung employs the Behaviorally Anchored Rating Scales (BARS) method. Through an analysis of the existing appraisal system, this study found that the sole use of Key Performance Indicators (KPIs) is insufficient to measure complex behavioral aspects. Therefore, BARS is proposed as a more comprehensive method. The designed BARS system incorporates specific behavioral indicators relevant to the job of factory operators. Additionally, this research outlines an implementation strategy involving socialization, integration with existing systems, feedback provision, and periodic evaluation. The results indicate that BARS can improve the quality of performance appraisals and provide more constructive feedback to employees.

THE ROLE OF EMOTIONAL INTELLIGENCE AND WORK-LIFE BALANCE IN ENHANCING JOB SATISFACTION AMONG GENERATION Z EMPLOYEES

This study explores the role of Emotional Intelligence (EI) and Work-Life Balance (WLB) as factors influencing job satisfaction among employees. Utilizing a quantitative approach, data was collected from 250 employees through a questionnaire adapted from previously validated instruments. Data analysis was performed using multiple regression techniques to evaluate the impact of EI and WLB on job satisfaction. The findings suggest that companies should prioritize the development of employees' emotional intelligence and support a balance between work and personal life to enhance job satisfaction and organizational effectiveness.

Exploring the Impact of After-Hours Work Connectivity on Employee Performance: Insights from a Job Crafting Perspective

With the leapfrog development of information and communication technology and the intensification of external competition among enterprises, after-hours work connectivity through communication devices has become a new norm in the workplace. While it offers certain conveniences, the constant connectivity it entails also imposes significant pressure on employees. How to comprehensively understand and rationally treat after-hours work connectivity has become an issue that organizations need to pay great attention to. Based on conservation of resources theory, this study analyzed 407 questionnaires to explore the “double-edged sword” effect of after-hours work connectivity on employee performance and analyzed the moderating effect of the psychological contract. The results indicate the following: (1) Proactive pathway: after-hours work connectivity promotes employees’ job crafting behaviors toward approach-oriented adjustments, thereby enhancing job performance. (2) Passive pathway: after-hours work connectivity encourages employees’ job crafting behaviors toward avoidance-oriented adjustments, leading to decreased job performance. (3) The psychological contract positively moderates the relationship between after-hours work connectivity and approach-oriented job crafting and negatively moderates the relationship between after-hours work connectivity and avoidance-oriented job crafting, regulating both the positive and negative coping pathways. The research findings contribute to assisting organizations in adopting a dialectical perspective towards and effectively utilizing after-hours work connectivity. This aids in achieving a balance between organizational effectiveness and employee well-being, seeking a mutually beneficial work paradigm, and providing managerial recommendations to promote sustainable organizational development.

Comparative Analysis of Leadership Styles in Public vs. Private Secondary Schools

The study's goals were to determine how leadership styles—transformational, transactional, authoritarian, democratic, and laissez-faire—differ between public and private secondary schools. Leadership styles encompass various approaches that influence team dynamics and organizational effectiveness. Understanding these styles is essential for fostering employee engagement and achieving strategic goals. The population was drawn from every high school in the Kasur district. To gather the data, multistage sampling approaches were employed. Data was gathered via a questionnaire. SPSS was used to analyze the data. Inferential statistics (Independent sample t-test) were employed. With the exception of laissez-faire leadership, the study's results showed a highly significant difference in leadership styles. Future studies should examine how environmental and cultural elements affect the efficacy of different leadership philosophies in diverse organisational contexts. Longitudinal studies could also look at how leadership philosophies change over time and how they affect workers' performance and happiness over the long run.

Current Scenario of the Changing Role of Human Resource in a VUCA Environment: A Case Study of UPRVUNL

The modern business environment is increasingly characterized by Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). In today's VUCA environment, organizations face unprecedented challenges and it is undergoing significant transformations of the role of Human Resources (HR). This paper explores how Human Resources (HR) departments adapt to these conditions, and examines the evolving role of HR in the context of VUCA with a focus on Uttar Pradesh Rajya Vidyut Utpadan Nigam Limited (UPRVUNL), a major power generation company in energy sector in India. Through a detailed case study approach, This research aims to explore the current challenges and strategies adopted by UPRVUNL's HR department in response to VUCA conditions and to understand the evolving role of HR in this context, identifying challenges and strategies that enhance organizational resilience and effectiveness.

Internal communication from a happiness management perspective: state-of-the-art and theoretical construction of a guide for its development

ObjectiveThis study aims to conduct a literature review and meta-analysis on the use of Happiness Management strategies in internal communication. The objective was to extract theoretical constructs of dimensions and indicators for the development of a guide for its application, validated by a panel of experts.MethodsA systematic literature review and meta-analysis was performed under the protocol of the PRISMA Extension Guide of articles indexed in the Scopus database (2019–2024). The total number of extracted documents (n = 479) was screened based on the inclusion criteria, and the sample was delimited by 49 studies. Subsequently, after reading and analyzing the research, the dimensions and indicators of internal communication from a Happiness Management perspective were clustered. This guide was submitted to a panel of 13 experts who determined the reliability and validity of the construct and content using the Content Validity Index (CVI).ResultsThe dimensions and indicators emerging from the literature were validated with an average (X¯\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\overline{\\mathrm X}$$\\end{document}) of 3.36/4, achieving a level of inter-judge agreement (CVI) of 0.86, an excellent agreement of 86%, and an average score of 2.90/4 (high). The guide was composed of 9 dimensions of internal communication: Attitudes of the leader, employer or supervisor, Climate and communication policies, Feedback and recognition, Organizational environment and structures, Peer and informal communication, Organizational culture and business perspective, Employee-organization relationship, Communication media and platforms, and Employee attitudes, which brought together 103 variables. These dimensions were then reorganized into the three macro-dimensions of the Happiness Management philosophy: (1) active construction of a healthy work environment and well-being, (2) formation of employees’ positive personality, and (3) active emotional experience during the working day to build the internal communication development guide from the Happiness Management perspective.ConclusionsIntegrating Happiness Management into internal communication can significantly enhance employee well-being and organizational effectiveness. The validated framework provides a detailed guide for aligning internal communication strategies with the Happiness Management principles.

Exploring the Impact of Workforce Diversity on Employee Attitudes and Organizational Performance: An Empirical Study of Perceptions and Outcomes

Background: As modern organizations increasingly prioritize workforce diversity, understanding its influence on employee performance and organizational effectiveness is crucial. This study investigates the impact of diversity dimensions, including gender, age, ethnicity, and educational background, on employee attitudes and workplace outcomes. Objectives: The primary aim is to assess employees' perceptions of diversity within organizational contexts, exploring their attitudes toward diversity initiatives, personal impacts, and the broader effects on organizational success. Methods: A quantitative survey approach was employed, with a structured questionnaire administered to capture responses from a diverse participant sample. The survey examined agreement or disagreement across statements related to diversity's benefits, costs, and effects on organizational harmony and personal satisfaction. Findings: Results reveal a strong, positive perception of diversity among respondents, with the majority indicating that diversity fosters harmony, organizational effectiveness, and personal enrichment. While 91.4% express enthusiasm for diversity, 100% agree that diversity initiatives are worthwhile and support continued organizational efforts. Negative sentiments were minimal, indicating broad acceptance and positive attitudes toward diversity. Conclusion: The findings highlight diversity as a strategic asset that enhances innovation, inclusivity, and organizational performance. The study underscores the value of fostering a diverse workplace culture where employees feel appreciated, engaged, and motivated to contribute unique perspectives. Novelty: This research adds to the growing body of literature by providing empirical evidence from a varied demographic context, reinforcing diversity’s role in strengthening organizational cohesion and performance. The insights contribute to a deeper understanding of how positive diversity perceptions can be leveraged as a driver of organizational success.

TINJAUAN PENGARUH KEPEMIMPINAN HEROIK DAN ORGANISASI PEMBELAJARAN TERHADAP PRESTASI KERJA PADA ANGGOTA GMNI BABEL

The purpose of this research is to identify the effects of Heroic Leadership and Learning Organization to GMNI members work performance. This research use a quantitative descriptive approach as its primary data. Subjects within this research involves 72 active GMNI members as respondents, and also using Likert scale questionnaire. The research also used multilinear regression analysis as its data analysis technique which is then processed using University of Amsterdam’s JASP (Jeffreys’s Amazing Statistics Program). The results of this research suggest: (1) Heroic leadership partially affects work performace with a significancy value of 0,0001 &lt; 0,05 and tvalue of 14,521 &gt; ttable 1,667. (2) Learning organization had no partial effect to work performance with a significancy value of 0,046 &lt; 0,05 and tvalue 0,550 &lt; ttable 1,667. (3) Heroic leadership and learning organization simultaneously affects work performance, with a significancy value of 0,001 &lt; 0,05 and fvalue 105,496 &gt; ftabel 3,13

The Role of Yoga in Enhancing Decision Making: A Research Perspective

This research explores the impact of yoga on enhancing decision-making abilities from a comprehensive research perspective. “Yoga, an ancient practice encompassing physical postures, breathes control, and meditation”, has gained attention in contemporary psychology and neuroscience for its potential cognitive benefits. This research aspires to analyze relationship among “Yoga practice &amp; decision-making processes”, examining how regular “yoga practice” may influence cognitive functions relevant to decision making. The implications of these findings for personal well-being, professional performance, and organizational effectiveness are discussed, emphasizing the importance of integrating yoga-based interventions into educational, clinical, and corporate settings. Finally, avenues for future research are proposed, including longitudinal studies to examine “long-term provoke of yoga practice” on decision making and randomized controlled trials to establish causal relationships. Overall, this research underscores the multifaceted benefits of yoga in enhancing cognitive functions and informs strategies for optimizing decision-making processes in diverse contexts.

Picture Perfect: A Task Interdependence and Communication Experiential Activity for Teams

Effective communication in interdependent group tasks plays a pivotal role in organizational effectiveness, especially in today’s dynamic and global workplace. As the modern workplace evolves toward more remote work environments and dynamic work teams, the ability to adapt communication strategies across various job designs and work settings becomes increasingly crucial. In this article, we present an experiential learning activity designed for management education that delves into the impact of task design on communication. Drawing from theories of team interdependence, this immersive experience enables students to identify the essential facets of communication and their relationship with various types of task interdependence. It equips them with valuable skills and communication strategies that are vital for various types of teamwork across different types of settings. Suitable for a wide range of educational settings, this experiential activity serves as a valuable resource for management educators.

Communicating strategic CEO activism to promote employee prosocial behaviors: Understanding the mediating role of employee prosocial sensemaking

The purpose of this research is to explore how CEOs effectively communicate their activism so as to encourage employee prosocial behaviors around social issues. An online experimental study with a 2 (narrative vs. non-narrative) x 2 (promotion- vs. prevention-focused messages) between-subjects design was conducted with 913 full-time employees (N=913) in the United States. This study uncovered the underlying role of employee prosocial sensemaking, which mediates the effect of narrative messaging in CEO activism communication on employee prosocial behaviors (e.g., employee activism supporting the issue and advocacy for the CEO’s activism). This study theoretically extends the scholarship on strategic communication to CEO activism communication in relation to employee prosocial behaviors. The findings also provide practical insight into how corporate leaders can strategically communicate their activism to employees in order to foster positive engagement, thereby contributing to organizational effectiveness as well as the expansion of responsible business practices.

Updates to NOAA’s Unified Forecast System’s Cumulus Convection Parameterization Scheme between GFSv16 and GFSv17

Abstract This study outlines the updates made to cumulus convection parameterizations between Global Forecast System, version 16 (GFSv16), and the forthcoming GFSv17 which will be the first global forecast application to become operational under the Unified Forecast System infrastructure. The updates, addressing known systematic errors and biases, incorporate innovations such as stochasticity, three-dimensional subgrid organizational effects, and a prognostic closure evolution. The changes are shown to improve tropical temperature/humidity biases, convective available potential energy (CAPE) forecasts, CONUS precipitation, and tropical variability. By examining individual updates’ impact on temperature, humidity profiles, and precipitation power spectra, we find that the new prognostic closure and stricter precipitation evaporation criteria alleviate a dry and cold bias in the tropical boundary layer and enhance precipitation variability in the tropics. Stricter triggering criteria also allow for more CAPE buildup, particularly over the tropics. The cumulus convection updates have a modest impact on precipitation skill scores over CONUS, but overall, there is an improvement when comparing GFSv16 and the latest GFSv17 prototype configurations, in particularly for larger thresholds. The study also highlights the challenges in developing convection parameterizations suitable for both coupled and uncoupled model configurations. Evaluation of the MJO shows varying responses to cumulus convection changes depending on whether the model is coupled with a dynamic ocean model.

Would entitled people be more proactive at work? Examining contrasting mechanisms based on the proactive motivation model

Previous research has largely regarded psychological entitlement as detrimental to organizational effectiveness. In contrast, this study presents a more nuanced view by exploring its relationship with proactive work behavior. Drawing on the proactive motivation model, we propose that psychological entitlement influences proactive work behavior in both positive and negative ways, with need for uniqueness, role-breadth self-efficacy, and emotional exhaustion serving as mediators for the “reason to,” “can do,” and “energized to” states, respectively. Through a field study and an experiment, our results consistently showed that psychological entitlement had positive influences on proactive work behavior. Our study thus highlights that psychological entitlement should not be seen solely as problematic, sheds light on new mechanisms through which it influences work outcomes, and deepens our understanding of individual differences in proactive behavior at work.

Closing the Divide: How Pay Transparency Drives Progress on Gender Pay Equity

Gender pay gaps persist as a stubborn workplace inequity despite decades of progress toward closing divides. As an organizational effectiveness consultant passionate about advancing fair treatment, this inconsistency struck the author as an issue warranting innovative solutions. This article explores the promising approach of mandated pay transparency policies, which require companies to publicly disclose information about employee compensation. Research indicates locations instituting disclosure rules see significant narrowing of gender pay differentials over time. Case studies of companies like Google and Anthropic also demonstrate how transparency motivates self-examination resolving subtle barriers driving differences. While challenges remain, transparency seems to cultivate accountability and merit-based cultures where qualifications alone determine rewards. As these laws continue spreading, their ability to reshape environments into ones of true equity, justice and inclusion will likely strengthen further.