Internal Environment Of Organization Research Articles

PERFORMANCE MEASUREMENT SYSTEM COMPATIBILITY WITH BUSINESS ENVIRONMENT

In order to analyze business environment and performance measurement system institutional theory was chosen and shows that institutional theory identifies internal and external environmental factors as institutional factors, according to which the behaviour of an organization could be disclosed and researched. This shows that according to institutional factors internal and external environment of organization could be recognized. The synthesis, comparative analysis methods of scientific literature which involves the generalization of theoretical propositions were applied for the analysis of performance measurement. The criterion list for identification of internal and external environment was systematized. Theoretical assumptions and hypothetical model of the structure and features of performance measurement system in different internal and external environment are developed. According to this aspect the compatibility between performance measurement and environment of organization was selected for further research, striving to summarize research results of other this field scholars and develop the model of performance measurement system compatibility with business environment.DOI: http://dx.doi.org/10.5755/j01.em.17.2.2163

Improving Test Result Follow-up through Electronic Health Records Requires More than Just an Alert

Improving Test Result Follow-up through Electronic Health Records Requires More than Just an Alert

Managing Risks Through ISO 31000. Advice to Leaders and Management Consultants in Its Implementation

Managing risks is a strategic challenge for organizations, which must face threats increasingly complex and diverse. Introduced in 2009, the ISO 31000 standard is intended to help organizations to manage in a systematic and comprehensive manner diverse types of risk by offering a universal framework “to assist the organization to integrate risk management into its overall management system” (ISO 2009a:9). This paper aims to shed light on the contributions of this standard, while emphasizing the pitfalls that may arise from misconceptions regarding ISO 31000 and its use as a tool to control risks. Although the ISO 31000 standard has effectively integrated the principles and practices considered most effective by many experts and researchers in the field, the experience feedback from examples of organizational crises in various sectors should lead managers to question how they will integrate it in their organizational strategy. The conclusion suggests that risk management should be seen as a practice-based approach, a strategy that managers do and not a strategy that managers has. In this regard, managers must question their own assumptions in the implementation of such a standard, take into account the specificities of their internal and external organizational environment and remain vigilant in its monitoring.

Using Data Envelopment Analysis (DEA) for monitoring efficiency-based performance of productivity-driven organizations: Design and implementation of a decision support system

The competitive nature of the business environment requires the productivity-driven organization to be aware of its relative level of effectiveness and efficiency vis-à-vis its competitors. This suggests the need, first, for an effective mechanism that allows for discovering appropriate productivity models for improving overall organizational performance, and, second for a feedback-type mechanism that allows for evaluating multiple productivity models in order to select the most suitable one. In this paper our focus is on organizations that consider the states of their internal (e.g., possibly exemplified by resource-based view) and external (e.g., possibly exemplified by positioning) organizational environment in the formulation of their strategies. We propose and test a DEA-centric Decision Support System (DSS) that aims to assess and manage the relative performance of such organizations.

The Contingencies of Project Management: A Factor Analytic Approach to Complexity and Novelty

Contingency theory is one of the major theoretical perspectives in management research. Contingency theory argues that there is ‘no one best way.’ Superior performance results from matching managerial actions with internal organizational characteristics and external environments. This is contrary to much AEC research where there has been an attempt to identify ‘the way’ to manage a project. This article proposes that the adoption of a contingency theory perspective holds significant promise for AEC research. It focuses on internal project characteristics and argues that the project management activities need to match the novelty and complexity of the project if superior performance is to be achieved. A measurement model that captures project novelty and complexity is introduced. Exploratory and confirmatory factor analyses are employed to explicate the model. Novelty and complexity are shown to be multifaceted constructs that define tangible characteristics of the project. The measurement model for novelty is seen to be much more robust than that developed for technical complexity.

PROSPECTS OF COACHING & MENTORING AS HRD INTERVENTION IN PAKISTAN: A CONCEPTUAL STUDY

Purpose-Purpose of this conceptual study was to explore prospects of coaching and mentoring as a HRD intervention in the private sector organizations and government departments in Pakistan. This study was prompted by coaching and mentoring being an effective and efficient mode of employee development compared to traditional off-the-job classroom training programs. Methodology/Sampling-The study was based on comprehensive literature reviewed critically and the diverse factors affecting these two activities as tools of employee development identified including their prerequisites and possible barriers in the way of their introduction and application. The guidelines emerging from the relevant literature were used to make analysis of the internal and external organizational environments and Pakistani culture as a whole. Opinion on the national and organizational culture and other determining factors for the coaching and mentoring as HRD tool was based on wider observation and experience of the authors themselves. Findings-The study did not promise rosy prospects altogether. It concluded that factors like organizational and national cultures, line managers' attitude towards coaching and mentoring and the top managements' overall approach towards the human resource development did not favor introduction and practice of coaching and mentoring as HRD intervention in Pakistan; both private sector local organizations as well as government sector departments. Practical implications-The study is informative for the HRD practitioners who are ambitious in availing the contemporary HRD interventions including coaching and mentoring in Pakistan like society.

The Effect Of Organizational Culture On Organizational Efficiency: The Moderating Role Of Organizational Environment and CEO Values

In today's increasing competitive conditions, reaching desired organizational efficiency level attracts both academician's and practitioners’ interest much more. The factors influencing organizational efficiency are examined with highly increasing importance. Considering organizational culture as one of the factors, the effect of the types of organizational culture on organizational efficiency is questioned. The determining effect of organizational environment getting complex on the strategy that enable achieving organizational level can play a significant role on the relationship between organizational culture and organizational efficiency. The individual effect of the organizational leaders on the efficiency strategies is viewed in terms of their values. In this study, relationship between organizational culture and organizational efficiency and the effect of stability or variability of internal and external environment on this relation are investigated. Besides, the values of self-direction, stimulation, power that leaders have are researched. 40 top managers/organizational founders are selected for sampling in health sector. Questionnaire method is utilized for gathering data. The findings show that organizational culture types are related to some organizational efficiency dimensions. The stability or variability of internal and external organizational environment and the top manager's values (self-direction and stimulation) play a moderator role on this relationship.

Knowledge Management and Transformational Leadership in Organizational Success

In order to achieve sustained competitive advantage through developing human capital, organizations, apart from human resource management practice, concentrate on developing transformational leaders and implementing knowledge management. The emergence and expansion of knowledge management and information management, on the one hand, is indebted to the study and research done in the field of work and business management and, on the other hand, it is the result of the trend of the organizations that are pioneer in the establishment of the mentioned systems and their attempt for the practical modification and adaptation of these systems under the conditions of internal environment of organization. Developing competencies of human resources is a primary activity to be focused by any organization that takes enormous efforts to overcome their competitors on product quality, customer service, and new product development. In this article, an attempt has been made to investigate and analuze the executive strategies of knowledge management and transformational leadership in organization as a strategy for the success of organization. The findings of this research indicates that, with regard to the varieties of environmental expectations and wills, knowingness management and its features along with applied knowledge management have strategic role in the success of organizations.

보건소 비정규직 고용 비율에 영향을 미치는 요인

Department of Nursing, Shingyeong UniversityObjectives : This study investigates the determinants of contingent workers’ ratio in public health centers. Since the economic crisis in 1 997, there have been many studies on contingent workers in Korea. Bu t, previous studies have been not conducted focusing on public health center. Methods : This study used 253 public health centers, installed and operated since December 31, 2008. in Korea as units of analysis . To examine the determinants of contingent workers’ ratio, this study uses Pearson correlation and multiple regression analysis. Results : The following appeared as significant variable affecting contingent workers’ ratio in public health centers; degree of the local government’s financial independence(p<0.001), rate of increase/decrease in ages 65 and over(p<0.001), rate of increase/decrease in basic livelihood security recipients(p<0.01) and rate of increase/decrease in re gistered disabled persons(p<0.01). In contrast, internal organizational environment

Information Processing and Firm‐Internal Environment Contingencies: Performance Impact on Global New Product Development

Innovation in its essence is an information processing activity. Thus, a major factor impacting the success of new product development (NPD) programs, especially those responding to global markets, is the firm's ability to access, share and apply NPD information, which is often widely dispersed, functionally, geographically and culturally. To this end, an IT‐communication strength is essential, one that is nested in an internal organizational environment that ensures its effective functioning. Using organizational information processing (OIP) theory as a framework, superior global NPD program performance is shown to result from an effective IT/Communication strength and the commitment components of the firm's internal environment, which are hypothesized to moderate this relationship. IT/Communication strength is identified in this study in terms of two components including the IT/Comm Infrastructure and IT/Comm Capability of the firm, whereas the moderating internal environment of the firm incorporates Resource Commitment and Senior Management Involvement. Data from a major empirical study of international NPD programs (382 SBUs) are used to develop and test this model. Based on a hierarchical regression analysis, the results are substantially supportive, with some unexpected findings. These shed light on the complex relationships of the firm's internal environment, OIP competency, and global NPD program performance.

PROSPECTS OF COACHING &amp; MENTORING AS HRD INTERVENTION IN PAKISTAN: A CONCEPTUAL STUDY

Purpose-Purpose of this conceptual study was to explore prospects of coaching and mentoring as a HRD intervention in the private sector organizations and government departments in Pakistan. This study was prompted by coaching and mentoring being an effective and efficient mode of employee development compared to traditional off-the-job classroom training programs. Methodology/Sampling-The study was based on comprehensive literature reviewed critically and the diverse factors affecting these two activities as tools of employee development identified including their prerequisites and possible barriers in the way of their introduction and application. The guidelines emerging from the relevant literature were used to make analysis of the internal and external organizational environments and Pakistani culture as a whole. Opinion on the national and organizational culture and other determining factors for the coaching and mentoring as HRD tool was based on wider observation and experience of the authors themselves. Findings-The study did not promise rosy prospects altogether. It concluded that factors like organizational and national cultures, line managers' attitude towards coaching and mentoring and the top managements' overall approach towards the human resource development did not favour introduction and practice of coaching and mentoring as HRD intervention in Pakistan; both private sector local organizations and government sector departments. Practical implications-The study is informative for the HRD practitioners who are ambitious in availing the contemporary HRD interventions including coaching and mentoring in Pakistan like society.

PERFORMANCE MEASUREMENT SYSTEM IN THE CONTEXT OF ECONOMICS CHANGES

Changes in economic conditions shape not only organizations and their business results but process and systems as well. This paper aims to disclose how changes of different economic conditions shape internal organizational environment and how those changes are reflected in performance measurement system. Experience in this field is unique in each organization. In most cases quantitative research methods have some limitations to disclose and to generalize this experience. Case study organization’s performance results, changes of its values and performance system’s content were analyzed in the context changes of economic environment disclosed by traditional economic measures in three time periods. Results of the research proved that economic environment could not directly impact performance measurement system. Hence there are relations between economic environment and dominating values which are reflected in performance measurement system.

Complexities in GIS Construction and Spatial Knowledge Production in Dane County, Wisconsin

The process of GIS spatial knowledge production within planning organizations is quite complex. Drawing from implementation and diffusion studies and GIS and Society literature, this study aims to examine GIS construction by Dane County in Wisconsin as a process that is shaped by the societal mores, institutional norms, and political conditions, as well as the internal organizational environment. This article specifically focuses on the role of the LIO (Land Information Office) that acts as the central coordinator of GIS activities in Dane County. This study examines the implications of establishing a central GIS unit on the overall GIS functions of Dane County. It also explores the role of external contextual factors beyond the confines of an organization that shape the role of the LIO office as the central GIS coordinator and its repercussions on the county's overall GIS and spatial knowledge production. We contend that an organization's GIS spatial knowledge production is shaped by the internal and external contextual environment, especially the political atmosphere and representation of departments or department heads requiring GIS assistance which in turn influence inter- departmental dissemination of GIS and spatial technologies.

Organizational Climate and Organizational Role Stress: A Correlational Study in Newspaper Industry

The study deals with the relationships of organizational climate with organizational role stress in newspaper industry and the sample under study were the staff reporters/correspondents of newspapers. This study is unique in the sense that hardly any research inquiry has been so far done on to the newspaper reporters/correspondents from a psychological perspective. The findings of the study indicate that perception of internal environment of organization is negatively related with the felt role stress on the part of all the groups of newspaper reporters under study. The findings of the study were discussed in the light of previous research in the field. This study is of importance to the newspaper industry as it would help the management of the newspaper organization to design organizational policies, practices, and procedures in such a fashion so that the newspaper reporters could work to their level best without experiencing too much of role stress.

Organization-Environment Relationships

The article discusses lessons for executive directors in human service organizations, for managing organization-environment relationships. The first section reviews the three main theories of organization-environment relations: ecological theories, institutional theories, and adaptation theories (with emphasis on the political-economy and resource-dependency perspectives). Following this presentation, the article discusses the lessons derived from each of the theoretical approaches for executive directors in human service organizations. Emphasis is placed on several types of organizational behavior: passive and reactive organizational behavior, accepting environmental constraints; strategic behavior that conforms to the demands of the government and funding sources; and, alternatively, proactive strategies as expressed in new initiatives and attempts to identify threats and opportunities that will change the power-dependence relations between the organization and its environment. As regards the lessons for executive directors in human service organizations, given the rapid changes in their environments, it is important for them to develop an external organizational orientation and manage the environment just as they manage the organization's internal environment. In this way, they attain the legitimacy and resources needed for the organization's survival.

MARITAL STATUS AND POLICE OCCUPATIONAL STRESS

ABSTRACT Police work is widely regarded as highly stressful, characterized by a rather unique rule-driven internal organizational environment, external sources of insecurity, and high expectations about one's abilities. Over the past 30 years, scholars have attempted to identify the most important factors associated with police stress. Some suggest that an officer's marital status should be a highly relevant factor. The purpose of this paper is to address a basic question in this regard: Does marital status matter with regard to job-related stress? Three distinctive groups of police officers are identified based on their marital statusBnamely, police couple, non-police couple, and other. Using data derived from a survey of over 1,000 officers in a large metropolitan police department in the east coast, our multivariate analyses suggest that marital status inserts only marginal effect on police stress. In contrast, police work environment, work-family conflict and individual coping mechanism are the most significant predictors of police stress.

Political event analysis using group support systems

Corporate and public sector managers often look to futurists for help in forecasting changes in their internal and external organizational environments. Futurists use techniques such as the Delphi method and scenario development to identify possible futures, often consisting of events and trends, occurring both globally and within a specific geographical region. As corporations expand into global markets, they become vulnerable to political events occurring in specific regions such as expropriation of assets, the imposition of currency controls, and targeted taxation. In analyzing the risk associated with these events, it is often useful to call on the opinions and judgments of knowledgeable persons closest to the events. Yet some of these persons may be reluctant to discuss their opinions openly. Therefore, it may be helpful to allow them to discuss issues among themselves under conditions of mutual anonymity. Group support systems (GSS) allow groups to conduct such discussions. We present a two-part methodology for analyzing political events using GSS, one to be used for an initial analysis and the other for a follow-up comparison. We then demonstrate our methodology by applying it to Hong Kong (1) before its reunification with the People's Republic of China (PRC) and (2) after the reunification.

Organizational Characteristics and Employer Responses to Employee Substance Abuse

Working within an integrative framework of human resource management (HRM) in context (Jackson &amp; Schuler, 1995), and theorizing from an integrated institutional and resource dependence perspective (Oliver, 1991), this study investigated whether factors in the internal and external organizational environments are associated with the presence of a counseling/rehabilitative response by employers to identified employee substance abuse. Data were collected at two points in time from a sample of 342 private sector worksites in the state of Georgia. The results of ordered logistic regression analysis suggest that variables from both the internal and external organizational environments are related to a rehabilitative response by management to employee substance abuse.

Organizational characteristics and employer responses to employee substance abuse

Working within an integrative framework of human resource management (HRM) in context (Jackson & Schuler, 1995), and theorizing from an integrated institutional and resource dependence perspective (Oliver, 1991), this study investigated whether factors in the internal and external organizational environments are associated with the presence of a counseling/rehabilitative response by employers to identified employee substance abuse. Data were collected at two points in time from a sample of 342 private sector worksites in the state of Georgia. The results of ordered logistic regression analysis suggest that variables from both the internal and external organization environments are related to a rehabilitative response by management to employee substance abuse.

Awareness of Hospital Environment and Organizational Commitment

This research examined possible differences between physicians and nurses in their commitment to their hospital and the relationship of their organizational commitment to their awareness of both the internal and the external environments of the organization. Data came from a public hospital in India. Questionnaires were developed for the measurement of the two predictor variables (awareness of the organization's internal environment and awareness of the organization's external environment) and the one predicted variable (organizational commitment). The results indicated significant differences in organizational commitment across hierarchies. The nurses' organizational commitment was predicted by their awareness of internal environment; the physicians' organizational commitment was predicted by their awareness of external environment.