Organizational Change Research Articles

Integration of patient-oriented research principles in health institutions: a scoping review protocol

IntroductionIn 2011, the Canadian Institutes of Health Research launched a Strategy for Patient-Oriented Research (POR) for healthcare and academic institutions to increase patient participation in health research. POR considers patients...

AI adoption: a bridge or a barrier? The moderating role of organizational support in the path toward employee well-being

PurposeThe purpose of this study is to assess how managerial capability affects artificial intelligence (AI) adoption and employee well-being now in a dynamic context of organizational change. This study investigated the role that managerial capability and organizational support play in facilitating successful AI technology implementation within organizations. The study seeks to provide an integrated perspective on how organizations can help mitigate the effects of AI anxiety and improve the well-being of employees.Design/methodology/approachA survey questionnaire was administered to collect data from 324 employees and managers working in small- and medium-sized enterprises (SMEs) located in Pakistan. Partial least squares-structural equation modeling (PLS-SEM) was employed using Smart PLS version 4.1.0.3 to analyze the relationships between the study variables.FindingsThe findings of the study show that AI anxiety can significantly impact employee well-being. However, the relationship was moderated by organizational support. When organizational support was high, the effects of AI anxiety decline on employee well-being.Originality/valueThis study offers three important implications; it adds to our understanding regarding AI adoption and its effect on employee well-being by addressing how managerial interventions may facilitate the smooth integration of AI technology and examining the moderating effect that organizational support might have over the association between anxiety and employee well-being. Additionally, we have offered a nuanced view of the potential impact of AI adoption on employees and offered practical recommendations for organizations to undertake to address AI anxiety and promote employee well-being during AI implementation.

From abstraction to objectivity: the process of converting organizational values to media artifacts

PurposeThis study addresses a gap in organizational culture literature by detailing the creation of cultural artifacts, specifically media artifacts, that align with values and strategies in a dynamic environment, thereby enhancing organizational change management.Design/methodology/approachParticipatory observations and semi-structured interviews were conducted with nine design professionals from six companies and eleven media artifact audiences from a telecommunication company. Data were analyzed using Braun and Clarke’s thematic analysis.FindingsTwo main findings emerged: “Significant Factors in Designing Media Artifacts,” which encompasses seven themes, and “The Process of Designing Media Artifacts,” which comprises seven process steps.Originality/valueThe study clarifies the term “media artifacts” by identifying two key categories: “Significant Factors in Designing Media Artifacts,” focusing on elements aiding designers and “The Process of Designing Media Artifacts,” outlining the necessary steps and interpretations for creating these artifacts.

Mechanisms of vision communication and employees’ change-supportive behavior from the perspective of expectancy theory

While vision communication is widely recognized as beneficial, some studies suggest its effects may be limited or even adverse. Therefore, this paper explores the mechanisms and conditions conducive to effective vision communication. Drawing on Expectancy Theory, we develop a moderated mediation model to investigate how vision communication influences change-supportive behavior. Using survey data from 279 employees, we find that vision communication shapes employees’ change-supportive behavior by influencing their change outcome expectations. Moreover, perceived work uncertainty during organizational change positively moderates the relationship between vision communication and change outcome expectations, thereby strengthening the mediating effect. This research highlights the crucial role of employees’ work context in determining the effectiveness of leaders’ vision communication. It makes important contributions to the literature on transformational leadership and the role of uncertainty in shaping strategic behavior in firms.

Place and sense of place in local manufacturing: How local fashion and textile companies in Norway work with and through place-based tensions

The study examines: (1) how place-based organizational tensions arise in the context of local textile and fashion manufacturing, and (2) the strategies employed to address these tensions. Based on interviews with owners and/or managers from Norwegian textile and fashion companies, the study identifies three main categories of place-based tensions: (1) Mission: Belonging vs Performing; (2) Spatial: Belonging vs Organizing; and (3) Competence: Belonging versus Learning. Moreover, the study identifies four interrelated coping strategies used by actors to tackle place-based tensions and strengthen the position of local manufacturing in the global fashion industry. The findings contribute to the existing literature by identifying the key place-based tensions linked to local manufacturing business models and the steps taken by actors to address these oppositional demands in everyday organizational practices. Additionally, the study adds nuance to our understanding of how attachment to place can support organizational change toward practicing sustainability.

Digital Transformation and Sustainable Development Performance of Hunan A-Share Listed Companies: Basis for Enhanced Sustainable Development Model

This study mainly explores the relationship between digital transformation and sustainable development performance of A-share listed companies in Hunan Province through a survey questionnaire, and proposes an enhanced sustainable development model. The study finds a positive correlation between digital transformation and sustainable development performance, emphasizing the critical role of digital transformation in enhancing various aspects of corporate sustainability. Based on this, a sustainable development model based on digital transformation is proposed to promote the long-term development of enterprises. The study's recommendations include strengthening strategic planning, deepening technology application, promoting business innovation, facilitating organizational change, enhancing operational efficiency, improving social responsibility fulfillment, optimizing governance structure, and increasing investment in innovation and research and development.

Sztuczna inteligencja (AI) w modyfikacjach biznesowych i niezauważone przejście od informacji do inwigilacji

Artificial Intelligence (AI) is becoming the foundation of IT systems and will gradually take over many decision-making processes. Passion for modern technologies is commonly combined with many years of experience gained in analyzing large data sets and creating analytical applications. Interdisciplinary teams specializing in the use of artificial intelligence and machine learning tools (Machine Learning), in particular classification and prediction models and data clustering, are formed. In the new development conditions, there were radical restrictions on social and economic activity and the emergence of new barriers, which resulted in an increase in the importance of innovative products and services based on modern technologies, aimed at overcoming the economic and social effects of the COVID-19 pandemic. Trends such as gamification, Big Data and artificial intelligence (AI) were visible. Thanks to this, the right vision was created, supported by the necessary technical knowledge to implement solutions that open the gate of undiscovered potential. Acceleration of digitization processes resulted in long-term organizational changes, including more frequent remote work of some employees. Uncertainty in the global economy caused by the pandemic has prom pated many companies reassess their development models. Instead of relying on global supply chains, more and more companies have invested in robots, resulting in a manufacturing renaissance in industrialized countries. The main aim of the study is to present artificial intelligence and the threats of its use.

Determinants of adherence towards tuberculosis guidelines among Indonesian private practitioners: a qualitative study

IntroductionIn high tuberculosis (TB) burden countries, the private sector manages a large proportion of initial visits by presumptive patients with TB. In Indonesia, the second largest contributor of TB cases...

How Microsoft Transformed Its Culture: Five Levers for Organizational Cultural Change

Over the past few years, Chief Executive Officer Satya Nadella and Chief People Officer Kathleen Hogan have led a remarkable cultural transformation at Microsoft. Charles O’Reilly explains how they did it.

Navigating the Storm: Career Strategies for Today's Tumultuous Work Environment

This article provides a strategic framework to help professionals navigate their careers amid today's disruptive workplace dynamics. After outlining three primary challenges—technological disruption, economic uncertainty, and rapid organizational change—that are contributing to a more tumultuous work environment, the article introduces a career navigation model centered around developing advanced and transferable skills, cultivating a diverse professional network, establishing a strong personal brand, and prioritizing personal well-being. Examples from different industries illustrate how individuals can apply the recommended skills, networking, branding, and self-care strategies to proactively guide their career journeys through periods of turbulence. The goal is to equip professionals with research-backed guidance for strategically steering their own career paths during an era defined by disruptions, unpredictability and constant change in the world of work.

Take-off in Bogotá: a microhistory of the World Bank’s early missions in Colombia (1948–1957)

ABSTRACT This article emphasizes the significance of applying microhistory in shedding light on the early years of international financial organizations, specifically on the World Bank after World War II. Instead of focusing on organizational changes and on influential figures leading the Bank, this study adopts a microhistorical approach to retrace the interactions between World Bank advisors and local actors during the bank’s missions, contributing to the use of microhistory in studying global phenomena. The analysis of the World Bank’s missions in Colombia during the 1950s underscores the role played by specific economic groups in shaping its development loans in the country. This perspective contributes to the historiography of the World Bank and enriches the debates around the emergence of global economic governance after World War II.

Putting Ambiguity to Work: Biodiversity and Rules of Engagement for Vagueness in Science

‘Biodiversity’ is widely recognized as an extremely ambiguous concept in conservation science and ecology. It is defined in a number of different and incompatible ways in the scientific literature, and is also “exported” beyond the scientific community, where it may take on a host of other meanings for governments, policy-makers, non-governmental organizations, and the general public at large. One might respond to this ambiguity by either pushing for its clarification, and by extension the adoption of a single, univocal biodiversity concept, or by rejecting the term entirely, replacing it with a relevant, more precise concept in each context. In this paper, I argue for a third approach. Drawing on literature describing change in large organizations, I explore ways in which ambiguity might be seen as productive – as a manner, at the very least, in which we can enable action by a mixed coalition of actors with different and, at times, contradictory interests and value commitments. I explore how this literature – in particular, a taxonomy of rhetorical uses of ambiguous concepts – could enable us to put the ambiguity of biodiversity to work for us, offering us a way to intervene in conflicts about the concept by helping to develop both clearer descriptive analyses and normative “rules for engagement” in debates surrounding biodiversity.

The Impact of Purpose-Driven Organisation and Organisational Change Capability to the Performance of Muhammadiyah Hospitals in the Pandemic Era

Organizational performance might indirectly be impacted by the variable of purpose-driven organization (PDO). Mourkogiannis (2014) defines organisational purposes as a set of values and beliefs that defines the organisation, the purpose inspires and motivates the organisation's employees, too. This purpose also becomes a reason for doing or creating things. Muhammadiyah hospitals have determined their purpose as inclusive health services and it is strongly reflected in the message of Muhammadiyah founding father, KH Ahmad Dahlan. When inaugurating the PKO Muhammadiyah Clinic in Yogyakarta in 1923, he said that: "the purpose of PKO is to help everyone in sorrows by using the principles of Islam, not by dividing the nation and religion" (Thohari, 2021). Purpose-orientation means having purposes or concrete objectives for the benefit of all communities by providing wider services, which is beyond its financial performances (Henderson, 2019). This study has the objectives to confirm a few previous study results on Organizational Performance (OP) and the organisation's change capability (OCC) as the mediating variable. This study employs quantitative data analysis using Structural Equation Model (SEM). This study addresses three hypotheses. Hypothesis 1 of the study is proved that improving PDO will lead to an improvement in OCC by 0.945. Hypothesis 2 of the study has confirmed that improvement in OCC improves OP by 0.795. Hypothesis 2 of the study proves that OCC has a positive impact on OP. Meanwhile, hypothesis 3 is proved that there is a structural relationship between PDO and OP in a form of indirect impact to OCC as mediating variable. This study differs from previous studies as the study: 1) determines the objects are Muhammadiyah Hospitals which applies the social entrepreneurship organisation (SEO) ownership model and OCC; 2) the study period is set during the COVID-19 pandemic which significantly impacts the healthcare industry.

Patient pathways in primary health care – an interview study across various health care personnel in a Canadian and a Norwegian county

BackgroundDue to demographic changes in the Western world governments emphasize the need for viable solutions, e.g. through decentralization of specialist health care services and better coordination within and between health care services. Both Norway and Canada have been through health care reforms and initiatives aiming to improve continuity and coordination of services. Organizational change to primary care in both countries encompasses both team-based service delivery involving allied health professionals, and new blended payment models. The objective of this study was to explore patient pathways in primary healthcare from various health personnel’s perspectives, and across various primary care organizations in Norway and Canada.MethodsThe study had a qualitative design, including interviews with physicians, nurses and managers (n = 19) in primary care, from a county in Norway and a region in Canada. Data were analyzed with a thematic approach, in line with recommendations from Braun & Clarke.ResultsThree themes were identified: 1) Structural challenges, 2) Towards a more specialized primary health care and 3) Dedication could improve continuity. Findings indicate that coordinating health care services was assumed difficult due to different health care levels, funding systems, managements, electronic record systems and organizations. Hospitals were assumed more task oriented, while primary health care services were considered more care oriented, and this challenged the coordination across organizations. Primary care services were perceived to be more and more specialized, also representing a threat for coordination and continuity. Health care personnel in both countries perceived that dedicated personnel for each patient could improve information flow and continuity across services.ConclusionsAchieving continuity and coordination of health care services seems challenging. Integration strategies seem essential for reducing silo thinking and fragmentation of health care services.

Change Credit: The Compensatory Effects of Leader Group Prototypicality and Organizational Identity Strength in Organizational Change

ABSTRACT This research empirically examined a central claim of the social identity approach to leadership in the context of organizational change, namely that group prototypical leaders possess a ‘special credit’ in leadership performance and consequent follower support. We investigated leader prototypicality in comparison to and combined with change leadership and explored its boundaries focusing on organizational identity strength. Furthermore, we situated our analysis in two countries, Austria and Germany, that differ along cultural dimensions known to influence the effectiveness of leader group prototypicality. In our study of 207 Austrian and 206 German employees, we found that leader prototypicality, change leadership, and organizational identity strength each uniquely predicted perceived leader support, both in the combined sample and within each country. Furthermore, we observed the hypothesized two-way interaction between leader prototypicality and change leadership across these samples, as well as a three-way interaction with organizational identity strength in the combined and Austrian samples. Change leadership was less predictive with increasing leader group prototypicality, particularly in organizations with strong organizational identity. We interpret this as evidence of a ‘change credit’ for prototypical leaders, allowing them to compensate for a deficit in change-specific leadership behaviours, especially in contexts where organizational and leader identities are salient. MAD statement Our study investigates how leaders who embody their group's identity can more effectively drive organizational change, requiring fewer change management efforts to secure follower support. By exploring the idea of ‘change credit’ among Austrian and German employees, we highlight the critical role of social identity leadership, alongside a strong team and organizational identity, in achieving successful organizational transformations. This research contributes to Sustainable Development Goals 8 (Decent Work and Economic Growth) and 9 (Industry, Innovation, and Infrastructure) by offering scientifically-backed insights into more effective leadership strategies during challenging transitions in companies and economies.

THE ISLAMIC LEADERSHIP, COMMUNICATION ON THE PERFORMANCE OF ISLAMIC BOARDING SCHOOL AUTHORITIES

This research aims to analyse the effectiveness of Islamic Leadership, Communication on the Performance of Islamic Boarding School Authorities, especially in East Java Indonesia. Islamic Boarding School nowadays are facing the globalization era which causes the culture change, such as the traditional leadership style. Qualitative and quantitative data were analysed qualitatively to understand how to maintain the Islamic Boarding School’s problems. Sampling and population were done by collecting data into several Islamic Boarding School authorities. The first conclusion is the implementation of Islamic leadership has positive effect on the performance. The second conclusion is the implementation of communication has no effect on the performance. Another conclusion is the Islamic leadership is known to be more adaptive and more effective in facing the globalization due to the traditionalism era. In addition, some external context should be accommodated and considered in the organizational changes.

Bringing about Effective Transformation in the Armed Forces : A Behavioural Sciences Perspective

The research explores the role of behavioural and attitudinal aspects on bringing about change in large and complex organisation of the military

Factors Influencing the Implementation of Data-Driven Techniques for Students’ Mental Health

Data-driven methods are being implemented in many schools around the world to improve education. In this study, two schools were studied to investigate how they implemented datadriven methods for the monitoring and improvement of the well-being of their students. These schools were part of a Swedish national program where 15 schools participated to use data on both classroom, school, and system levels for school improvement. We identified five factors that influenced the implementations, namely data collection and analysis, frequency, anonymity, involving students, and organizational changes. We conclude that continuous and frequent data collection provided insights on students´ well-being that cannot be achieved without systematic data collection. Since this kind of data collection can be time-consuming, dedicated digital tools can be used to automate data collection and analysis. These tools can also provide a better basis for decision-making since it is easier to connect and visualize data. We also conclude that the European Union’s (EU) General Data Protection Regulation (GDPR) is important when using student data, and there is a need for national guidelines on how to use data securely and efficiently in schools.

Care ethics and trauma-informed methods: Transforming the institution of policing

Segments of policing within the United States reside within an institutional environment that discourages self-care and caring relationships between officers and the communities they serve. An officer that performs any type of action in this context poorly performs emotional labor, harming themselves and the communities they serve. Trauma-informed methods have been suggested to address these shortcomings, but trauma-informed polices only go so far. This article theoretically explores the way that a care-centered framework (CCF) would fill the gap in trauma-informed methods, allowing those methods to address the emotional labor that officers perform. CCF encourages organizational changes needed to support and recognize the emotive and relational practices needed in trauma-informed work through a virtuous cycle to reinforce this introduction. By addressing emotional labor issues, CCF allows officers to address the relationships they have with the communities they serve. This article concludes by exploring the theoretical implications of CCF for representative bureaucracy alongside practical implications for implementation.

Exploring telemedicine and organizational challenges in the healthcare system: a qualitative analysis using Grounded Theory.

Telemedicine is a context-specific intervention that implies significant procedural changes in a health organization. The objective of the study is to explore healthcare professionals' usage of and perceptions towards telemedicine technology and identify the perceived factors and related process change, influencing the effective adoption of telemedicine from an organizational perspective. The study includes multi-disciplinary commentaries of a purposive sample of 31 healthcare professionals, conducted through semi-structured qualitative interviews and employs Grounded Theory and Thematic Analysis techniques to analyze the data. Telemedicine is perceived as a highly beneficial digital intervention in healthcare, focusing on the delivery of effective healthcare, and promoting healthcare equity. Healthcare professionals showed their willingness to assimilate technology into clinical decision-making, resulting in better treatment outcomes, and recommended its' adoption into mainstream healthcare as a viable approach to providing remote healthcare. The key organizational issues with telemedicine adoption were system requirements, network connectivity, non-standardized medical records, and legal bottlenecks, that can be addressed by improving infrastructural convenience, optimizing service processes, imparting training, and adopting better technical measures. The focus is on exploring factors significant for the adoption of telemedicine technology from the perspective of multi-specialties in a health organization, rather than a specific specialty, as studied in previous scholarly work. This study contributes to the theory by proposing a conceptual framework on critical factors for telemedicine adoption, integrating the theory of planned behavior (TPB) and diffusion of innovation (DOI).