Important Organizational Consequences Research Articles

Evaluation of the Care Pathway in the Context of the Dispensing of Emicizumab (Hemlibra) in Community Pharmacies in France: Protocol for a Cross-sectional Study Based on the Kirkpatrick Model.

Commercialized since 2019, emicizumab (Hemlibra) was available only in French hospital pharmacies for prophylaxis of hemophilia A with or without inhibitors. Since June 15, 2021, patients can choose between a hospital and community pharmacy. These changes in the care pathway have important organizational consequences for patients, their relatives, and health professionals. Two training programs are available for community pharmacists: the "HEMOPHAR" training program proposed by the national reference center for hemophilia and the Roche training program proposed by the laboratory that markets the product. The PASODOBLEDEMI study aims to evaluate the direct impact of the training programs provided to community pharmacists in the context of the dispensing of emicizumab, and to evaluate patients' satisfaction with their treatment whether they choose dispensation from a community pharmacy or retained dispensation from the hospital pharmacy. We designed a cross-sectional study based on the 4-level Kirkpatrick evaluation model: the immediate reaction of community pharmacists following training (Reaction), the knowledge acquired during the training (Learning), the professional practice of community pharmacists during dispensing of the product (Behavior), and patients' satisfaction related to the treatment whether it is dispensed from a hospital or from a community pharmacy (Results). Considering that single outcome measures cannot adequately reflect the complexity of this new organization, the Kirkpatrick evaluation model provides 4 distinct outcomes: the immediate reaction after the HEMOPHAR training program, the level of knowledge acquired after the HEMOPHAR training program, the impact of training on professional practice, and patient satisfaction with access to emicizumab. We developed specialized questionnaires for each of the 4 levels of the Kirkpatrick evaluation model. All community pharmacists involved in dispensing emicizumab, whether they have followed the HEMOPHAR or the Roche training program or neither, were eligible for inclusion. All patients with severe hemophilia A were eligible, irrespective of inhibitor use, age, treatment with emicizumab, and whether they chose dispensation from a community pharmacy or retained dispensation from a hospital pharmacy. The new organization for dispensing emicizumab to patients with hemophilia A in French community pharmacies must be accompanied by optimal safety and quality conditions due to the risk of serious and urgent bleeding situations in the management of rare bleeding diseases. The elaboration of the PASODOBLEDEMI protocol has already a positive impact with the commitment of all health professionals, physicians, hospital and community pharmacists, and the patient community. The results will be disseminated among the French authorities and will enable, if necessary, proposing this access model to other rare diseases. ClinicalTrials.gov NCT05449197, https://clinicaltrials.gov/ct2/show/NCT05449197?term=NCT05449197; ClinicalTrials.gov NCT05450640, https://clinicaltrials.gov/ct2/show/NCT05450640?term=NCT05450640. DERR1-10.2196/43091.

THE REASONS AND CONSEQUENCES OF CHANGING SCHOOL FOR TEACHERS

In this study, the reasons for teachers to change schools and the organizational and individual consequences of changing schools were tried to be determined. The study group consists of teachers who left their school in Düzce due to chronic problems. The case study design, which is one of the qualitative research designs, was used in the study. The research data were collected from eighteen teachers in the fall semester of the 2020-2021 academic year. The data were analyzed through content analysis. At the end of the research, four sub-themes related to the reasons for teachers to change schools were obtained. Within these sub-themes, it was obvious that the reasons arising from the school principal were more than the sum of all the reasons in other sub-themes. Besides, sub-themes arising from teachers, parents and students and the school environment were obtained. It was determined that the most important organizational consequences of teachers' changing schools are the problem of adaptation to the new teacher in terms of class, and the failure of projects and activities in terms of the school. It was found that the most important advantages of changing school for teachers are happiness, mental/psychological relaxation, willingness to work in the new school and working in a peaceful environment. The disadvantages are the difficulty in adapting to the new school, sadness, and guilt. Disadvantages in terms of family and students were determined to be sadness and unhappiness, problems with adapting to the new teacher, and emotional emptiness. In the light of the results of the study, suggestions were made for the practitioners and researchers.

The Use of Metaphorical Communication and Language Concreteness in An Equity Crowdfunding Setting

Particularly in noisy signaling environments, managerial communication has important consequences for organizations. Yet, these consequences can be very different, and rhetorical signals have been ...

Getting what you want: How fit between desired and received leader sensitivity influences emotion and counterproductive work behavior.

We challenge the intuitive belief that greater leader sensitivity is always associated with desirable outcomes for employees and organizations. Specifically, we argue that followers' idiosyncratic desires for, and perceptions of, leader sensitivity behaviors play a key role in how followers react to their leader's sensitivity. Moreover, these resulting affective experiences are likely to have important consequences for organizations, specifically as they relate to employee counterproductive work behavior (CWB). Drawing from supplies-values (S-V) fit theory and the stressor-emotion model of CWB, the current study focuses on the affective and behavioral consequences of fit between subordinates' ideal leader sensitivity behavior preferences and subordinates' perceptions of their actual leader's sensitivity behaviors. Polynomial regression analyses reveal that congruence between ideal and actual leader sensitivity influences employee negative affect and, consequently, engagement in counterproductive work behavior. (PsycINFO Database Record

Effects of gender on work-related attitudes: study of lean implemented textile and apparel manufacturing firms

Work related attitudes, such as perceived organizational support, turnover intention, job satisfaction, affective commitment, and job involvement, have received much attention by academics and practitioners for a number of reasons. Previous research indicates that such attitudes have important organizational consequences. However, little attention has been given to investigate the differential effect of gender on the work-related attitudes, in particular shop-floor employees of the textile and apparel manufacturing sector. In this study, using a sample of 616 employees in the textile and apparel manufacturing industry, the effects of gender on work-related attitudes was investigated. The results suggested that women perceived more organizational support, job satisfaction, affective commitment, and job involvement than men. However, despite the above positive work attitudes, women perceive higher turnover intention than men. This contradicts the general findings of organizational behavior theory that higher work attitudes lead to lower turnover intention.

Saving face? When emotion displays during public apologies mitigate damage to organizational performance

In the wake of corporate transgressions and scandals, how do apologizers’ expressed emotions affect investors’ perceptions of the organization in question? We analyzed the market effects of normative versus deviant facial affect expressed during apologies for corporate wrongdoing. Archival data revealed that the expression of deviant affect was associated with decreased investor confidence in the form of negative stock market returns; adverse financial effects persisted up to three months post-apology. Moreover, this effect was exacerbated when a company representative with greater responsibility within the organization delivered the apology. Experimental data further revealed that third parties interpreted deviant affect (smiling) as a signal of insincerity, which reduced their confidence in these representatives’ organizations. Ultimately, we find that subtle emotion expressions are detected by stakeholders, signal insincerity, and have important consequences for organizations. We suggest that organizations must carefully consider the nonverbal behavior of apologetic representatives in the wake of transgressions.

Perceived Human Resource Management Practices

How employees spend their work time can have important consequences for organizations. Although some research has examined the relationship between human resource management (HRM) and employee absence, we know less about whether HRM also affects employees’ time allocation at work. This study examines the role of perceived HRM and psychological processes in explaining employee absence and time allocation in the form of time spent on core task and contextual activities. Besides an avoidance mechanism, linking perceived HRM to absence via lower satisfaction, we propose an approach mechanism linking perceived HRM to time spent on task and contextual activities via satisfaction and willingness to exert extra effort. A study among 1,626 employees of a Dutch governmental organization supports the proposed model.

Causes, Dimensions and Organizational Consequences of Mobbing: An Empirical Study

This paper aims to explore the relations between the perceived causes and dimensions of mobbing and two important organizational consequences, job satisfaction and turnover intention. The study employed survey design to collect data from 248 white collar employees working for SME’s operating in the agriculture industry in Antalya, Turkey. Leymann Inventory of Psychological Terrorization was used for data collection. More than half of the respondents had been subjected to some kind of mobbing during the previous year, for at least six months duration, most frequently from peers and generally due to organizational factors. Victims had lower levels of job satisfaction and most of them intended to leave the job

Gender and job attitudes: a re‐examination and extension

Job attitudes, such as work commitment and job satisfaction, have attracted academic and practitioner attention for a number of reasons. Previous research indicates that such attitudes have important organizational consequences, such as turnover, effort expenditure, and productivity. Earlier findings indicate that men and women have different attitudes towards their jobs. In this study, using a sample of 228 employees, the effects of gender on job attitudes was investigated. The results suggest support for the job model or structuralist perspective; that is, women and men have similar job attitudes once we control for work‐related and other variables.

The impact of a large‐scale traumatic event on individual and organizational outcomes: exploring employee and company reactions to September 11, 2001

AbstractMuch of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress and considers the relationship between strain from an acute‐extraorganizational stressor, the terrorist attack on September 11, 2001, and absenteeism. Using a sample of 108 MBA and MPA students, this study suggests that strain caused by an acute‐extraorganizational stressor can have important consequences for organizations. Namely, employees who report more strain from a traumatic life event are more likely to be absent from work in the weeks following the event. Copyright © 2002 John Wiley & Sons, Ltd.

A trickle-down model of organizational justice: relating employees' and customers' perceptions of and reactions to fairness.

This study developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers. In turn, customers should interpret these behaviors as signals of fair treatment, causing them to react positively to both the employee and the organization. The model was tested on a sample of 187 instructors and their students. The results revealed that instructors who perceived high distributive and procedural justice reported higher organizational commitment. In turn, their students reported higher levels of instructor effort, prosocial behaviors, and fairness, as well as more positive reactions to the instructor. Overall, the results imply that fair treatment of employees has important organizational consequences because of customers' attitudes and future intentions toward key service employees.

Multiple Dimensions of Organizational Commitment: Implications for Future Accounting Research

Organizational commitment (OC) is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organizations. Beginning with Porter et al. (1974), prior researchers have attempted to identify what factors influence the formation of OC in individuals and how OC (once formed) influences important organizational consequences. Recent research in the industrial/organizational psychology and organizational behavior literature has identified the existence of multiple dimensions of OC and found different relationships between these dimensions and important organizational consequences. However, with some isolated exceptions (Ketchand and Strawser 1998; Kalbers and Fogarty 1995; Caldwell et al. 1990), accounting research has examined only one dimension of OC. This manuscript summarizes previous research in the industrial/organizational psychology, organizational behavior, and particularly accounting literature regarding the identification of various dimensions and subdimensions of OC and the relationships of these dimensions and subdimensions with important antecedents, correlates, and consequences. In light of these findings, suggestions are provided for accounting researchers to evaluate: (1) the role of multiple dimensions of OC in influencing attachment to the organization, (2) how changes in the public accounting work environment affect the role of OC, and (3) how OC research can provide practical results for public accounting firms.

What Bandwagons Bring: Effects of Popular Management Techniques on Corporate Performance, Reputation, and CEO Pay

This paper examines some of the important organizational consequences of popular management techniques. Using informational reports on quality, empowerment, and teams, as well as a measure of the implementation of total quality management programs, we found that companies associated with popular management techniques did not have higher economic performance. Nevertheless, these same companies were more admired, perceived to be more innovative, and rated higher in management quality. Higher pay was also given to chief executives when their companies were associated with these management trends. These results provide strong support for institutional theory, demonstrating how both internal and external legitimacy can be gained by using popular management techniques. They also extend institutional theory from its usual emphasis on organization-environment relations to new within-firm dynamics.