High-performance Practices Research Articles

Inclusive Leadership and Job Satisfaction: The Mediating Role of High-Performance Practices and the Moderating Role of Climate for Inclusion

Inclusive Leadership and Job Satisfaction: The Mediating Role of High-Performance Practices and the Moderating Role of Climate for Inclusion

Treatment approaches and costs associated with diabetes clinical metrics as measured by Healthcare Effectiveness Data and Information Set (HEDIS)

BackgroundThe clinical outcomes of diabetes can be influenced by primary care providers’ (PCP) treatment approaches. This study explores the association between PCP approaches to management and performance measured by established diabetes metrics and related costs.MethodsIn phase one, Electronic Medical Records were used to extract diabetes related metrics using Healthcare Effectiveness Data and Information Set (HEDIS), for patients with diabetes who had office visits to 44 PCP practices from April 2019 to March 2020. Using those metrics and scoring system, PCP practices were ranked and then categorized into high- and low-performing groups (top and bottom 25%, n = 11 each), with a total of 19,059 clinic visits by patients with a diagnosis of diabetes. Then extensive analysis was performed to evaluate a correlation between treatment approaches and diabetes outcomes across the top and bottom performing practices. In phase 2, patients with diabetes who were attributed to the aforementioned PCP practices were identified in a local health plan claims data base (a total of 3,221 patients), and the allowed amounts from their claims were used to evaluate differences in total and diabetes-related healthcare costs by providers’ performance.ResultsComparing 10,834 visits in high-performing practices to 8,235 visits in low-performing practices, referrals to certified diabetes care and education specialists and provider-to-provider electronic consults (e-consults) were higher in high-performing practices (Z = 6.06, p < .0001), while traditional referrals were higher in low-performing practices (Z = -6.94, p < .0001). The patient-to-provider ratio was higher in the low-performing group (M = 235.23) than in the high-performing group (M = 153.26) (Z = -2.82, p = .0048). Claims data analysis included 1,825 and 1,396 patients from high- and low-performing providers, respectively. The patient-to-provider ratio was again higher in the low-performing group (p = .009, V = 0.62). Patients receiving care from lower-performing practices were more likely to have had a diabetes-related hospital observation (5.7% vs. 3.9%, p = .02; V = 0.04) and higher diabetes-related care costs (p = .002; d = − 0.07); these differences by performance status persisted when controlling for differences in patient and physician characteristics. Patients seeing low-performing providers had higher Charlson Comorbidity Index scores (Mdn = 3) than those seeing high-performing providers (Mdn = 2).ConclusionsReferrals to the CDCES and e-Consult were associated with better measured diabetes outcomes, as were certain aspects of cost and types of hospital utilization. Higher patients to providers ratio and patients with more comorbidities were observed in low performing group.

High-performance work practices impacting employee satisfaction and retention : Evidence from IT sector

High-performance practices have become essential for improving organisational performance and gaining competitive advantage. Therefore, organisations need to invest and improve employment outcomes in the world of competition to sustain the performance of the organisations. However, most companies worldwide place management objectives over employee satisfaction and retention. Therefore, the study investigated major HR practices prevailing in Delhi-NCR IT companies and explored how high-performance practices influence employee satisfaction and retention. 350 respondents from five IT organizations in Delhi-NCR participated in the study using a quantifiable methodology. Regression and Correlation analysis was employed to analyse the data. Hence, the present study includes a detailed study on linking these high-performance practices with employee satisfaction and retention. The study’s findings demonstrate that innovative HR practices significantly impact employee retention and satisfaction in IT organisations. Multiple regression revealed how employee satisfaction, retention and high-performance practices related.

How High-Performing Practices Improved Diabetes Care Quality?

How High-Performing Practices Improved Diabetes Care Quality?

Sudden death in sports. 2018-2020. Argentine Registry

Abstract Funding Acknowledgements Type of funding sources: None. Introduction The prevalence of Sudden Death in Sports (SDS) is low in relation to other forms of death in the general population. There is little current data about this problem in Argentina. Objectives Obtain information about the characteristics of these events in order to recommend effective prevention measures. Methods A specific mailbox was created to receive SDS case reports. The study was presented in academic, health and social media institutions. The information received was analyzed and investigated with direct contact with professionals or people related to the event. Results From January 2018 to February 2020, 26 months, 35 cases of SDS were surveyed. 89% of the male sex pts, 68% over 35 years. SDS occurred mainly in: Football, 11 pts, Gymnastics, 10 pts and marathon 9 pts. 68% of the athletes were amateurs and 52% during high performance practices. Assistance received: 29 athletes received assistance, 19 pts Basic Cardiopulmonary Resuscitation (CPR) and 10 pts advanced CPR with automatic or manual defibrillation in 9 cases. Of the 21 pts that were transferred, 9 pts entered and 8 exited alive. The survival rate was 23% and all graduated in functional class I. A forensic autopsy was performed in only 8 cases. Associated pathologies: 8 pts with coronary heart disease, 7 pts dilated cardiomyopathy, 3 pts, unspecified heart disease, 1 pt with toxic medication, 1 pt died from commotio cordis and 15 pts without diagnosis. Conclusions The number of reported cases of SDS was low, with an approximate incidence of 0.25% / 100,000.hab / year, 1 to 2 cases per month. SDS episodes occurred mainly in football, gymnasia and marathon, with an adequate level of on-site assistance and greater use of defibrillation therapy compared to previous reports. High mortality persists (77%). The use of autopsy is low showing cardiomyopathy or unknown origin in young people and coronary disease in adults

Successful Change Management Strategies for Improving Diabetes Care Delivery Among High-Performing Practices.

To learn how the highest-performing primary care practices manage change when implementing improvements to diabetes care delivery. We ranked a total of 330 primary care practices submitting practice management assessments and diabetes reports to the Understanding Infrastructure Transformation Effects on Diabetes study in 2017 and 2019 by Optimal Diabetes Care performance. We ranked practices from the top quartile by greatest annual improvement to capture dynamic change. Starting with the top performers, we interviewed practice leaders to identify their most effective strategies for managing change. Interview transcripts were qualitatively analyzed to identify change management strategies. Saturation occurred when no new strategies were identified over 2 consecutive interviews. Ten of the top 13 practices agreed to interviews. We identified 199 key comments representing 48 key care management concepts. We also categorized concepts into 6 care management themes and 37 strategic approaches. We categorized strategic approaches into 13 distinct change management strategies. The most common strategies identified were (1) standardizing the care process, (2) performance awareness, (3) enhancing care teams, (4) health care organization participation, (5) improving reporting systems, (6) engaging staff and clinicians, (7) accountability for tasks, (8) engaging leadership, and (9) tracking change. Care management themes identified by most practices included proactive care, improving patient relationships, and previsit planning. Top-performing primary care practices identify a similar group of strategies as important for managing change during quality improvement activities. Practices involved in diabetes improvement activities, and perhaps other chronic conditions, should consider adopting these change management strategies.

The Impact Of High Work Performance Practices On Hospital Employee Performance: The Mediation Moderation Of Employee Engagement And Employee Extra Role

Purpose – This study aimed to determine the determinants of employee performance at Zainoel Abidin General Hospital, and how it affects the employee performance at this hospital. In addition, to find out whether the extra role can serve as a moderating variable on the influence of high-performance work practices on employee performance. Design/methodology/approach – The sampling technique used in this study is simple probability sampling. The sample count is 217, calculated using the Slovin formula with an error rate of 5%. Primary data collection is carried out using a 5-point questionnaire on the Likert scale and depth interview with several key informants information from the in-depth interview can also be used to support finding from quantitative analysis. It is processed using AMOS 26.0. Findings – There is a significant effect of high-performance work practices (HWP) on employee engagement and employee performance. The effect of employee engagement on employee performance is also significant. When compared between these two determinant variables and their effect on employee performance, the high-performance work practice (HWP) has a larger magnitude so that the impact on improving employee performance will be greater than employee involvement. The results of testing moderating hypotheses also show significant results. The employee's extra role can increase the magnitude of the influence of high-performance work practices on employee performance and employee involvement in employee performance. Limitations/research implications – Future research can develop a wider sample of hospital customers that is not only limited scope in one city but several cities within the Aceh province so that the findings will be more comprehensive. Originality/value – During this time, most strategic HWP research focused more on the manufacturing sector that cannot be generalized to the service sector because of its different characteristics. In this study, the author applied the concept of HWP to the service sector (health services in hospitals).

The Impact of High Work Performance Practices on Hospital Employee Performance: The Mediation Moderation of Employee Engagement and Employee Extra Role

The Impact of High Work Performance Practices on Hospital Employee Performance: The Mediation Moderation of Employee Engagement and Employee Extra Role

How to protect your money in the face of rising inflation

How to protect your money in the face of rising inflation

Developing and Testing an Instrument to Measure the Culture for Psychological Empowerment in Organizations (IMPEC)

Abstract: Psychological empowerment – the experience of competence, meaning, self-determination and impact at work – has become very popular in organizational research. Meta-analytic results show many positive consequences of psychological empowerment and many different antecedents such as positive leadership, high performance practices, and work design characteristics. However, scarce research is available on how organizational culture influences psychological empowerment. We believe a missing instrument is one reason for the underdevelopment in this field. For this reason, we developed IMPEC (Instrument Measuring Psychological Empowerment Culture) for measuring specific cultural values for psychological empowerment. IMPEC was tested in four studies. In the first study ( n = 208 German employees), the reliability, factor structure, and its relationship with psychological empowerment and affective variables were analyzed. The second study had two waves ( n = 182 German employees) in which the predictive and incremental value of the IMPEC for performance-oriented variables were evaluated. In the third study, the instrument was translated into English and validated in a US sample ( n = 346). Finally, a multi-wave study was conducted in a German setting ( n = 210) to test if the IMPEC could predict critical constructs better than the empowerment climate questionnaire.

EMPLOYEE ENGAGEMENT SYSTEM: EMPIRICAL EVIDENCE FROM THE SRI LANKAN BANKING SECTOR

Employee engagement builds positive attitudes toward the organization. According to researchers, no studies have examined the mediated relationship of employee engagement between high-performing work practices, religiosity, personal character, leadership and work-life balance, and performance in banking. Two hundred managers were randomly selected from banks in Sri Lanka, and data were collected using a structured online questionnaire. The results showed a mediating relationship of employee engagement between high performance practices, religiosity, and job performance. The results of this study add new insights to systems theory and are necessary for policymakers and practitioners to improve performance in the banking sector.

The Influence of Crisis Management, Risk-Taking, and Innovation in Sustainability Practices: Empirical Evidence From Iraq

Aim/Purpose: This study examines the impact of decision-making, crisis management, and decision-making on sustainability through the mediation of open innovation in the energy sector. Background: Public companies study high-performance practices, requiring overcoming basic obstacles such as financial crises that prevent the adoption and development of sustainability programs. Methodology: Due to the COVID-19 pandemic, which has led to the closure of businesses in Iraq, a survey was distributed. To facilitate responses, free consultations were offered to help complete the questionnaire quickly. Of the 435 questionnaires answered, 397 were used for further analysis. Contribution: The impact of crises that impede the energy sector from adopting sustainable environmental regulations is investigated in this study. Its identification of specific constraints to open innovation leads to the effectiveness of adopting environmentally friendly policies and reaching high levels of sustainable performance. Findings: The impacts of risk-taking, crisis management, and decision-making on sustainability have been explored. Results show that open innovation fully mediates the relationship between the factors of risk-taking, crisis management, decision-making, and sustainability. Recommendations for Practitioners: The proposed model can be used by practitioners to develop and improve sustainable innovation practices and achieve superior performance. Recommendation for Researchers: Researchers are recommended to conduct in-depth studies of the phenomenon based on theoretical and empirical foundations, especially in light of the relationship between crisis management, decision-making, and risk-taking and their impact on sustainability based on linear and non-compensatory relationships. Impact on Society: This study provides a reference for organizations with similar cultural backgrounds in adopting sustainable practices to minimize pollution in the Iraqi context. Future Research: A more in-depth study can be performed using a larger sample, which not only includes the energy industry but also other industries.

Impact of DanceSport on General Fitness from the Perspective of Chinese Athletes.

Energy metabolism and motion are the essence of dance. Scientific training of athletes involves theoretical guidance in terms of fitness, talent-based selection, and high-performance practice. However, limited research work is carried out on the physiological strain of DanceSport competitions. Therefore, proper channel needs to be established for aerobic-based exercise on participant's performance and general fitness. Competition simulation is used to collect personal data from real-time experimentations. Database gathers athlete information based on age, gender, and performance. Furthermore, results are obtained from experiment, record, and simulation in comparison to evaluate athlete performance. Main purpose of this article is to discover the characteristics of DanceSport from the perspectives of energetics in 32 domestic elite. Finally, World DanceSport Federation Judging System 2.1 “WFJS2.1” strategy is utilized for international game challenges.

International High-Performance Sport Camps and the Development of Emplaced Physical Capital Among Pasifika Athletes

In this paper, the authors explore how athletes from the Global South interact with the material environment of an international training camp program in the lead up to a major event. Set within the context of Pasifika nations with colonial and missionary legacies, they examine the material, affective, sensory, and rhythmic forces at work to produce enabling or constraining capacities for emplaced physical capital in athletes. Driven by a desire to improve their performance, athletes resisted, appropriated, and adopted various high-performance practices to develop their emplaced physical capital capacities.

Suitability of the high performance organization framework for Egyptian ICT companies: a replication study

PurposeThe purpose of this paper is to answer the research question “Is the high-performance organization (HPO) Framework suitable for non-governmental private sector organizations, specifically the affiliates of international companies operating in the ICT sector in Egypt?”Design/methodology/approachThe research concerns a replication study in which the HPO Questionnaire was used to collect data, and factor analysis was applied to evaluate the reliability and consistency of the HPO Framework. The research approach was the same as applied by de Waal et al. (2016), but this time the research population consisted of affiliates of international ICT companies, instead of local ICT companies as in the de Waal et al. (2016) study.FindingsData gathered by means of the HPO Questionnaire from managers of these affiliates were used to evaluate the reliability and internal consistency of the HPO Framework. The confirmatory factor analysis was done twice, once for the original 35-characteristic HPO Framework and once for the 26-characteristic HPO Framework as proposed by de Waal et al. (2016) for Egyptian local ICT companies. The study results clearly show the applicability of the original 35-characteristic HPO Framework for measuring the organizational strength and identifying performance-gaps of ICT companies that are affiliates of international organizations operating in Egypt.Originality/valueThis study adds to the growing HPO literature on developing countries and helps Egyptian ICT companies to adopt high-performance practices to be able to contribute more to the economic development of Egypt.

Occupational identity, work, and burnout among managers: Do high performance human resource management practices play a moderator role?

This study seeks to examine the association between managers’ occupational identity, high performance management practices, and managers’ burnout. We propose a theoretical model that integrates identity theory into stress and human resource management research. We investigate the proposition that a weak verification of manager’s identity will be associated with a higher level of burnout, and that high-performance human resource management practices (HPHRMPs) moderate this association. Data came from SALVEO, a cross-sectional study conducted in the province of Quebec (Canada). Data were obtained from 314 managers nested in 56 workplaces. The results show a significant association between a low level of verification of some standards of the manager’s identity and burnout, mainly work demands and recognition. Thus, a low level of identity verification regarding work demands is associated with a low level of burnout. While a low level of identity verification regarding recognition is associated with a high level of burnout. HPHRMPs do not moderate the relation between managers’ verification of occupational identity and burnout. Seldom are studies that have analyzed the link between managers’ occupational identity, burnout, and HPHRMPs. By integrating the theory of identity, the theoretical model developed in this research offers a new perspective to explain managers’ burnout.

International HRM in the context of uncertainty and crisis: a systematic review of literature (2000–2018)

This study provides an overview of research on international HRM practices in the context of uncertainty and crisis. With a pool of 72 research articles drawn from 32 journals and published between the years 2000 and 2018, this paper aims to systematically review three distinct research streams within the uncertainty and crisis literature and their effects on international HRM. These three distinct research streams are 1) economic crisis, 2) natural disasters and 3) political uncertainty. In the context of constant economic crisis, we propose further research to explore and integrate high-performance HRM practices and talent management into socially responsible HRM practices. In a natural disaster context, we propose looking into emergency management frameworks within HRM. Finally, in a politically uncertain context, we propose that the development of expatriate assignments and their needs be further investigated. A key contribution of our research is its focus on context and responsiveness in an ever-changing business setting. The importance of boundary conditions and their effect on the implementation of HRM have been overlooked and understudied. A focus on these aspects will provide a nuanced and more realistic understanding of how international HRM unfolds. Relatedly, we consolidate existing research regarding international HRM practices in an uncertainty and crisis context, for our review found it to be scattered and fragmented among disciplines. By doing so, we review existing gaps in the literature and provide a detailed map for future research.

Cross-functional team as a high-performance practice for sustainable development of Russian companies

The article considers cross-functional teams of employees as a highly productive work practice to ensure the sustainable development of companies. Dissemination of the best high-performance work practices and social work with personnel, including designing cross - functional teams, is one of the areas that ensure the sustainable development of companies. However, the design of cross-functional teams within organizations faces various difficulties and, mainly, with fragmentation and mismatch of ideas about this type of group work and methods of managing it. Rationale of expediency of applying the practice of forming cross-functional teams of employees is given. A contextual analysis of the reasons for creating cross-functional teams of employees is carried out, their polyphonic nature is revealed. The study examines the signs of the exclusivity of cross-functional teams of employees as an organizational unit, project team, organizational knowledge generator, cross-cultural phenomenon and presents the results of a pilot study of organizational and managerial factors of the impact of knowledge exchange between participants of cross-functional teams to ensure the sustainable development of companies.

Achieving cross provincial comparisons of osteoporosis screening performance from administrative health data.

Administrative databases can be used to measure healthcare performance. This can lead to identification of high-performing practice characteristics and inform innovations. However, a key challenge is that administrative data cannot be easily combined across provinces. Comparable measures must be defined across provinces but operationalized within each province. The purpose of this work is to provide an example of defining a population health concept, osteoporosis screening, and creating measures to examine it across British Columbia, Ontario, and Nova Scotia, Canada.TRANSFORMATION is a study that seeks to improve the science and reporting of Primary Health Care performance. We used administrative data from the above three provinces to examine osteoporosis screening in those aged 65 years and older. Challenges of databases with different data elements and levels of methods development (e.g. macros) can be overcome for purposes of cross-provincial comparisons. Flexibility of analytic methods and frequent communication is needed.

High-Performance Practice Processes

Despite their idiosyncrasies, motor and cognitive learning and endurance sports training have in common that they involve repeated practice. While considerable research has been devoted to the effect of practice on performance, little is known about optimal practice strategies. In this paper, we model the practice process for both skill acquisition and retention, and optimize its profile to maximize performance on a predefined date. For skill acquisition, we find that the optimal process involves multiple phases of practice increase and decrease, yielding U-shaped effort consistent with the principle of distributing practice, and that the transitions between phases are smoother for skills that are easily forgotten (e.g., cognitive skills) than for those that are easily retained (e.g., continuous motor skills). In particular for the latter, an extended period of rest should precede an ultimate high-intensity stress. For skill retention, the optimal practice strategy consists of cycles of either constant effort (for skills that are easily forgotten) or pulsed effort (for skills that are easily retained) consistent with the principle of alternating stress and rest. Our parametric model thus indicates when commonly used high-performance practice strategies are indeed optimal. This paper was accepted by Serguei Netessine, operations management.