Different Types Of Organizations Research Articles

Medidas de impacto social para a inovação social: Desafios e caminhos

ABSTRACT Purpose: How to evaluate the social impact of social innovation has emerged as an important question posed by academics, organizations, and policymakers in recent years. One reason for this is the increasing concern with the social impact of different types of organizations and social practices, particularly in response to a recognition of the urgency of developing more inclusive economies and societies. To find an answer to this question, this research seeks to investigate the state-of-the-art in terms of social innovation impact measurement, drawing on both scientific literature and practitioner literature. Originality/value: This research discusses the challenges posed by measuring the impact of social innovation initiatives and how these measurements may change the assessment process. The analysis finds that methodologies for measuring social innovation have mainly been undertaken in Europe, where these initiatives are largely addressed. Design/methodology/approach: This paper adopted a qualitative research approach based on the scoping review method. This method is widely used to identify emergent topics in scientific literature, aiming to identify implications for research and decision-making. The research was developed based on different steps to obtain information about the social impact measurement indicators and their overall contribution to the advancement of social innovation. Findings: The results also confirmed the lack of social innovation frameworks, methodologies, and tools capable of measuring the social impact of social innovations. Furthermore, a set of barriers in this field was identified, which can be used to channel better upcoming academic research on developing social impact indicators for social innovation.

Corporate control in emerging markets: The non-linear dynamics of foreign board involvement

This study examines the complex dynamics of foreign board membership in corporate governance within 266 family-owned corporations in Indonesia and Malaysia. By employing multiple regression analysis, we have determined a turning point in the level of foreign board representation. Once this threshold is surpassed, the advantages of governance start to diminish, indicating the necessity for a more balanced and diverse board composition. Surprisingly, the presence of women on corporate boards did not have a significant effect on governance practices. The findings indicate that although foreign expertise might be advantageous, relying too much on it can have negative consequences. These observations encourage a reassessment of the makeup of boards in developing economies, suggesting areas for further investigation into governance methods in different types of organizations and cultural contexts.

Perceptions of interprofessional team collaboration among professionals working in the occupational health service in Sweden.

Interprofessional collaboration (IPC) among professionals in occupational health (OH) services is crucial when rendering a service to clients and customers. The aim of this study was to describe and compare perceptions relating to IPC among professionals working as OH providers in Sweden. This cross-sectional study with a descriptive and comparative design included 456 respondents representing different OH professions in Sweden. Data were collected using the Swedish short version of the Assessment of Interprofessional Team Collaboration Scale adapted for OH ([AITCS]-SII[OH]), with its 3 subscales Partnership, Cooperation, and Coordination, and were analyzed and presented descriptively. Items and sum scores were dichotomized into inadequate and adequate and compared between sexes, workplaces, types of employment, and professions. According to the responses, items related to openness, honesty, and trust were perceived as adequate among the respondents. The findings show that perceptions about IPC differed among the professions. The perception of IPC also differed between different types of organizations. The results show diverse perceptions between professionals and organizations. The perception of IPC may be influenced by the professional's education in occupational safety and health. Study findings may be used to support further development of IPC in the OH service for the benefit of the clients. To develop IPC in the best interests of both professionals and customers/clients, further studies need to be performed to gain a deeper understanding of IPC in the OH context.

Transformational leadership and employees' work engagement: the simple and parallel mediation of self-efficacy and trust in the leader

PurposeThe importance of transformational leadership (TFL) for improving followers’ work engagement (WE) has been highlighted by management researchers, but little is known about how and why TFL is related to WE. This study develops an integrated model that addresses the questions and uncovers the influence of TFL on employees’ WE through two pathways reflecting simple and parallel mediating effects of employees’ self-efficacy (SE) and trust in the leader.Design/methodology/approachIn a developing country’s organizational context, a total of 376 employees working in four different types of organizations voluntarily participated in the survey. Partial least square structural equation modeling (PLS-SEM) was used to test the study model.FindingsData supported the joint parallel mediation effect of subordinates’ SE and trust in the leader and partially confirm the role of a single mediator of each between the relationship of TFL and WE.Practical implicationsIn public sector, it is a daunting challenge to sustain a high degree of WE of employees so that they may actively involve in the provision of better services planned by policymakers. Therefore, WE has deemed a very important construct for both administrators and researchers in such organizations. The framework and relationships that are discussed and displayed in this study help administrators in understanding the driving forces that cause in to WE.Originality/valueThis research links multiple theories to develop an integrated model. The employees' perceptual data supported predictive power of the model both in-sample and out-of-sample through a rigorous statistical technique. Hence, this study is contributing to narrowing the gap between theory and practice.

Why are individuals unwilling to report corruption? An inquiry into perception‐based definitions of corruption and employment‐related factors

AbstractDespite the increasing interest and investment in whistle‐blowing regulations, policies, and mechanisms, people are still hesitant to report corruption. The existing literature explaining what deters people from reporting serious wrongdoing predominantly concentrates on either organisational factors or personal motivations. Only a limited number of studies integrate objective and subjective individual‐level constraints on whistle‐blowing. Using original survey data from Portugal, this article investigates two sets of individual‐level factors that explain the reluctance to report corruption: employment‐related characteristics (objective constraints) and perception‐based definitions of corruption (subjective constraints). A regression analysis of the survey data reveals that individuals working in the private sector are less inclined to report corruption compared to public officials. This finding underscores the significance of job security in influencing people's willingness to report corruption. The results also indicate that individuals with a minimalist definition of corruption, perceiving it solely as a legal offence, are more hesitant to report corruption. This finding supports the notion that whistle‐blowing policies should not be limited to reporting blatant legal violations instead of any suspected wrongdoing of corporate or public significance. Our study emphasises the need for whistle‐blowing policies to not only establish secure and visible mechanisms for reporting serious wrongdoing within organisations, but also to raise awareness of how social norms and job security can impact individuals’ decisions to report such occurrences. This article contributes to whistle‐blowing and governance research by shedding light on how perception‐based definitions and judgements of corruption, as well as employment‐related factors, can influence individuals’ willingness or unwillingness to report corruption.Points for practitioners Job precariousness and limited understanding of corruption are two key factors that limit individuals’ willingness to report corruption. Policies and measures aimed at improving work conditions and ethical climate within organisations may be more effective in encouraging whistle‐blowing than solely improving formal reporting mechanisms. Further research is needed to explore individual‐level factors for reporting corruption in different types of organisations and sectors, along with more specific information about whistle‐blowing policies and mechanisms. Implementing effective whistle‐blowing policies and mechanisms requires not only adopting laws but also creating the institutional conditions and motivating individuals to report corruption, which may require commitment and contextual knowledge from top leadership.

Origami organizations!

Purpose This paper aims to provide instructors with a hands-on engaging and experiential class activity designed to teach undergraduate and graduate students about different organizational structures in management courses. Through this exercise, students will be able to self-identify the challenges and strengths of working under contrasting organizational structures. Design/methodology/approach Split into two (or four) teams, students construct origami animals based on their team’s organizational structure, using both mechanistic and organic structures to create a zoo based on a set of instructions and boundary conditions. Materials required include origami paper, markers, printed instructions, origami animal instructions, and role title cards for each student. The exercise takes approximately 30–45 min, including debriefing discussion. All materials/instructions needed are included with this paper (except origami paper and markers). Findings Through this exercise, students internalize the challenges and strengths of working in organizations with contrasting structures. The debrief discussion will help solidify student understanding of what the day to day experience of working in different organizational structures might look like, the pros and cons of different structures, and what type of employees or industries might thrive under different structures. Research limitations/implications This paper is being submitted for the “Special Issue Call for Papers: Modern Day Experiential Exercises.” Practical implications This activity allows students to draw their own conclusions about organizational structure and to engage in a fruitful discussion about what working at different types of organizations looks like on a day-to-day basis. Social implications This activity allows students to strengthen their skills in communication, teamwork, and leadership by having them work in teams to complete a challenging, competitive task. Originality/value While teaching organizational structure in management courses has traditionally been limited to traditional forms of instruction such as lecturing and reviewing different organizational charts, this activity gives students a fun competitive in-class activity in which they practice working as a part of contrasting organizational structures to see what type of structure they might thrive in.

Digital Training Program for Line Managers (Managing Minds at Work): Protocol for a Feasibility Pilot Cluster Randomized Controlled Trial.

Mental health problems affect 1 in 6 workers annually and are one of the leading causes of sickness absence, with stress, anxiety, and depression being responsible for half of all working days lost in the United Kingdom. Primary interventions with a preventative focus are widely acknowledged as the priority for workplace mental health interventions. Line managers hold a primary role in preventing poor mental health within the workplace and, therefore, need to be equipped with the skills and knowledge to effectively carry out this role. However, most previous intervention studies have directly focused on increasing line managers' understanding and awareness of mental health rather than giving them the skills and competencies to take a proactive preventative approach in how they manage and design work. The Managing Minds at Work (MMW) digital training intervention was collaboratively designed to address this gap. The intervention aims to increase line managers' knowledge and confidence in preventing work-related stress and promoting mental health at work. It consists of 5 modules providing evidence-based interactive content on looking after your mental health, designing and managing work to promote mental well-being, management competencies that prevent work-related stress, developing a psychologically safe workplace, and having conversations about mental health at work. The primary aim of this study is to pilot and feasibility test MMW, a digital training intervention for line managers. We use a cluster randomized controlled trial design consisting of 2 arms, the intervention arm and a 3-month waitlist control, in this multicenter feasibility pilot study. Line managers in the intervention arm will complete a baseline questionnaire at screening, immediately post intervention (approximately 6 weeks after baseline), and at 3- and 6-month follow-ups. Line managers in the control arm will complete an initial baseline questionnaire, repeated after 3 months on the waitlist. They will then be granted access to the MMW intervention, following which they will complete the questionnaire post intervention. The direct reports of the line managers in both arms of the trial will also be invited to take part by completing questionnaires at baseline and follow-up. As a feasibility pilot study, a formal sample size is not required. A minimum of 8 clusters (randomized into 2 groups of 4) will be sought to inform a future trial from work organizations of different types and sectors. Recruitment for the study closed in January 2022. Overall, 24 organizations and 224 line managers have been recruited. Data analysis was finished in August 2023. The results from this feasibility study will provide insight into the usability and acceptability of the MMW intervention and its potential for improving line manager outcomes and those of their direct reports. These results will inform the development of subsequent trials. ClinicalTrials.gov NCT05154019; https://clinicaltrials.gov/study/NCT05154019. DERR1-10.2196/48758.

Crisis Management Board Game

This objective of study was to develop a crisis management board game for business organizations. This research used document analysis methods to study from two important sources: Devlin’s book Crisis Management Planning and Execution; an academic article titled “The Most Useful Crisis Management Examples: The Good, Bad, and Ugly” by Marker. The results demonstrated extracted lessons from five key scenarios, namely case studies of Tylenol, Union Carbide India, Mattel, Samsung, and Pepsi, which were used to formulate simulations and responses to each crisis situation. This board game was developed based on Dodge’s game design and development concepts, which clearly defines the elements in the development of a board game. However, the implementation should be done carefully in terms of the roles and responsibilities of personnel in each business organization. In addition, due to the situations created in this board game, all types of crisis may not be covered by these events. Therefore, further development of a crisis management board game with a variety of situations and scenarios is necessary for knowledge development and understanding of personnel in different types of organizations.

Imagined publics – On the structural transformation of higher education and science. A post-Habermas perspective

Referring to Habermas’ groundbreaking book ‘The structural transformation of the public sphere’, the article discusses contemporary transformations of higher education and science. In order to do so, in a first step a post-Habermas perspective will be developed, which implies two changes to the theoretical foundations guiding Habermas’ analysis: On the one hand, we are in the midst of a social transformation that has led to a pluralization of the understandings of the public – that is, publics. The representation of society in society no longer finds a homogeneous form; it takes place only within the framework of different partial publics. These publics gain importance for different types of organizations (companies, public administrations, NGOs, etc.). This is where the second change to Habermas’ concept comes in because, on the other hand, from the perspective taken in this paper, such publics are constructs of the organizations themselves, that is, imagined publics. The fruitfulness of such a post-Habermas perspective on the public sphere will be illustrated by focusing on higher education and science. Universities as the organizational embodiment of higher education and science, not only represent a discursive space in the public sphere, but they are also increasingly transformed into strategically acting organizations that imagine and actively shape the publics that are relevant to them. Four examples will be used to present empirical observations that emerge from the theoretical perspective proposed here. These examples, however, require more in-depth investigations and only serve as illustrations for a new research agenda on ‘imagined publics’. In the end of this contribution, it is asked how far-reaching the discussed change processes towards universities as strategic organizations are, and what consequences result concerning a discursive and communicative understanding of universities.

Evaluating Organizational Performance Using SmartPLS: A Management Perspective

In the face of complex challenges in the global business environment, organizational performance is a major concern. Evaluation of organizational performance plays an important role in modern management. This research integrates the management perspective with a Structural Equation Modeling (SEM) approach using SmartPLS. Through keywords such as leadership, organizational culture, employee motivation, and other variables, this study identifies key factors that affect organizational performance. The results provide an in-depth view of how organizational management can influence and improve their performance. This research has significant practical implications for different types of organizations. This article details the methodology, variables, data analysis, and expected findings, all in the context of combining management and SEM for organizational performance evaluation.

Building dynamic capabilities in the transition toward a knowledge-based bioeconomy: a case study of three Finnish regions

ABSTRACT This paper analyses the role of various organisations’ dynamic capabilities in regional transitions toward a knowledge-based bioeconomy. It offers a more nuanced understanding of regional path development and agency by elucidating the concept of dynamic capabilities in regional contexts and analysing the roles and types of the dynamic capabilities of various organisations. This empirical research is based on case studies conducted in three Finnish regions using a combination of interviews, documents and statistical data. The paper argues that it is important to take a systemic perspective in analysing dynamic capabilities and look at simultaneous changes in different types of organisations.

A move to the bright side? When journalism is invited into internal communication

PurposeJournalists moving into corporate communication have for many years been regarded as a move to the “dark side”. This paper turns the lens to explore how trained journalists working as internal communication practitioners due to their journalistic self-concept and skills can contribute to internal communication.Design/methodology/approachAn interview study was conducted with twelve trained journalists working with internal communication in different types of organizations. Three indicators of professionalism, namely autonomy, altruism and expert knowledge, were used as categories to structure the interviews and analysis.FindingsThe respondents perceived that their journalistic self-concept and skills helped them identify the employee perspective, write relevant stories and deliver them quickly. Furthermore, their courage and lack of fear of authorities enabled them to challenge decisions made by their senior managers, especially regarding how, what and when to communicate.Research limitations/implicationsThe three indicators of the journalist profession, – autonomy, altruism and journalistic knowledge and skills – may help establish internal communication that is relevant, transparent and trustworthy.Practical implicationsOrganizations may benefit from building their internal communication around the three indicators of the journalist profession. They could, for example, host independent internal media that present the employees’ perspective and maintain a critical attitude to the organization in a relevant and compelling manner.Originality/valueFew studies have explored the role of journalists working as internal communication practitioners and their contributions to internal communication.

A hermeneutic review of records management practices in Malawi: a developing country context

PurposeThis study aims to review and understand the state of records management practices in Malawi, focusing on both public and private sector organisations.Design/methodology/approachThe hermeneutic framework underpinned a qualitative review of the study phenomenon. The inclusion and exclusion criterion for the literature was guided by the Preferred Reporting Items for Systematic Reviews and Meta-Analysis methodology. Fifteen documents met the eligibility criteria and informed the study findings. The literature comprised of journal articles, dissertations at both master and doctoral levels, and conference papers.FindingsThe study found that records are created, captured and maintained both in print and electronic formats. It also confirmed that different types of organisations (public, private, academia and civil society) recognise the need for proper records management practices. However, effective and efficient records management is besieged by numerous obstacles, including lack of funding, absence of records management policy, standards and procedures at both institutional and national levels, poor records classification systems and a lack of top management support. Most importantly, the review shows that the majority of studies in Malawi have focused on academia, with little attention to other equally fundamental areas such as agriculture, trade, tourism, transport and energy. Thus, this situation calls for more empirical studies of records management practices in those sectors.Originality/valueTo the best of the authors’ knowledge, this is the first kind of review to be done at a national level, so the findings provide significant insights for policymakers and research practitioners on records management research trends to date in Malawi.

Organizational Culture and Employee Voice in Different Types of Organizations

Organizational Culture and Employee Voice in Different Types of Organizations

Perception About Applying Acquired Knowledge and the Relationship with Work Performance

Knowledge management is an important topic for different types of organisations, since one of the results of applying knowledge can be an increase in work performance. However, the process of knowledge creation and acquisition is complex and depends on several factors to make an impact on the performance of activities. This study aims to verify the relationships between the perception of knowledge value, acquisition and the impact on work performance in public organisations. The relationship between knowledge creation, organisational learning and work performance was also observed. An empirical study was carried out through a survey, using an electronic questionnaire as a data collection instrument, which obtained a sample of 49.3% of 136 Master’s graduates from a Professional Master’s Program focussed on public organisations. These graduates had gained knowledge that can be applied to work, addressing the use of the knowledge obtained in the Program and the relationship with their work performance. After analysing the research results using the PLS–SEM (Partial Least Squares–Structural Equation Modelling) technique, the proposed model was assessed and validated. The results support that when knowledge is understood as having more value, there is greater potential for acquiring this knowledge. Acquisition positively impacts knowledge creation, and this, in turn, has a positive relationship with organisational learning. Both knowledge creation and organisational learning positively impact work performance. Additionally, it was observed, through a multigroup analysis, that the relationships between knowledge creation and organisational learning, and between perceived value of knowledge and knowledge acquisition are greater for employees who had worked for less time in the institution and who were younger, identifying greater knowledge application, perception of knowledge creation impact and organisational learning by people who have worked for less than 10 years in the same institution.

MODERN REQUIREMENTS FOR MANAGERIAL COMPETENCIES: THEORETICAL AND PRACTICE-ORIENTED APPROACHES

The article raises the problem of multiple approaches to determining the requirements for the competencies of a modern leader, since managerial personnel and their activities are the subject of study of management, social psychology, labor economics, and sociology. The topic of building models of specialists in relation to the requirements of the workplace is touched upon, therefore it is proposed for management personnel to systematize general approaches to determining the requirements for special skills and personal qualities in accordance with the professional standard. In the course of the study, special classes of competencies were identified, which can be both highly specialized and general for different types of organizations. An analysis of the literature on management made it possible to actualize the need to single out “supra-professional” competencies or “meta-skills”, which are essentially similar to universal competencies, and to use this approach in the formation of models for training managers. Based on the results of the study, a list of metaskills that are necessary for building a managerial career, are in the top requirements of the labor market, and require priority development for managerial personnel has been compiled. The use of this list in the creation of reference competency models for managers of different levels of management will optimize the process of developing skills, knowledge and skills and select effective tools for their formation.

The machine/human agentic impact on practices in learning and development: a study across MSME, NGO and MNC organizations

PurposeThe importance of learning in development in increasingly dynamic contexts can help individuals and organizations adapt to disruption. Artificial intelligence (AI) is emerging as a disruptive technology, with increasing adoption by various human resource management (HRM) functions. However, learning and development (L&D) adoption of AI is lagging, and there is a need to understand of this low adoption based on the internal/external contexts and organization types. Building on open system theory and adopting a technology-in-practice lens, the authors examine the various L&D approaches and the roles of human and technology agencies, enabled by differing structures, different types of organizations and the use of AI in L&D.Design/methodology/approachThrough a qualitative interview design, data were collected from 27 key stakeholders and L&D professionals of MSMEs, NGOs and MNEs organizations. The authors used Gioia's qualitative research approach for the thematic analysis of the collected data.FindingsThe authors argue that human and technology agencies develop organizational protocols and structures consistent with their internal/external contexts, resource availability and technology adoptions. While the reasons for lagging AI adoption in L&D were determined, the future potential of AI to support L&D also emerges. The authors theorize about the socialization of human and technology-mediated interactions to develop three emerging structures for L&D in organizations of various sizes, industries, sectors and internal/external contexts.Research limitations/implicationsThe study hinges on open system theory (OST) and technology-in-practice to demonstrate the interdependence and inseparability of human activity, technological advancement and capability, and structured contexts. The authors examine the reasons for lagging AI adoption in L&D and how agentic focus shifts contingent on the organization's internal/external contexts.Originality/valueWhile AI-HRM scholarship has primarily relied on psychological theories to examine impact and outcomes, the authors adopt the OST and technology in practice lens to explain how organizational contexts, resources and technology adoption may influence L&D. This study investigates the use of AI-based technology and its enabling factors for L&D, which has been under-researched.

The Role of Nonprofit Organizations in the Co-Production of Welfare Services: A Systematic Literature Review

This review studies previous research on the role of nonprofit organizations in the co-production of welfare services. The need for the review stems from the lack of systematic literature reviews related to nonprofit organizations, co-production, and welfare services. The empirical material is delimited to peer-reviewed research published in international academic journals and analyzed in relation to levels of co-production, the role of organizations, and nonprofit organizational distinctiveness. Main findings include that research has primarily studied the role of nonprofit organizations in relation to co-production and enabling favorable conditions, and that existing research identifies several potential distinctive contributions made by nonprofit organizations to co-production. Implications include encouraging co-management of welfare services, enabling co-production in welfare services beyond public organizations, and exploring how different types of organizations contribute to co-production.

The potential of fostering connections: Insights into polycultural organizations

AbstractDiversity in organizations is a recurring and increasing reality of vast importance. The diversity management literature describes different types of organizations based on their treatment and management of diversity, including plural and multicultural organizations. However, recent research suggests the added value of considering polycultural organizations in diversity management. Based on a polycultural ideology that sees values, traditions, and norms inherently and dynamically intertwined and mixed, polycultural organizations emphasize the value for and “connectedness” to diversity among organizational members. Contributing to the diversity management literature, this paper conceptually describes and compares polycultural organizations with other types of organizations in the diversity management literature. It argues the potential benefit of including a polycultural ideology to current perspectives in diversity management to further advance our understanding of how diversity can be effectively managed in organizations. Additionally, practice implications and strategies to foster polycultural organizations are provided.

Innovative management of the social sphere in the context of digitalization

The paper investigates the implementation of digital solutions and technologies in the social services for senior citizens in terms of the national project “Demography”. Current changes, according to the author’s position, form a new and problematic area for the management of social processes at the stages of planning, forecasting, control, and exchange of information. The development of information systems and electronic services is only one aspect of the multifactorial nature of the current situation. The main task is to solve the problem of interdepartmental fragmentation of participants in the system of long-term care for senior citizens and regulatory legal acts. Therefore, modern tendencies of studying and introduction of the positive experience of regions, search and systematization of information on effective methods of working with the population were analyzed, and examples of successful practices of innovative management were given. In addition, information products for different types of organizations were analyzed, and the modern system of interdepartmental interaction between healthcare and social service organizations in the provision of social services and medical care for senior citizens was assessed. Moreover, major problematic issues of interdepartmental interaction between healthcare and social service organizations in the provision of social services and medical care for senior citizens and the prospects for the effective development of resources of social service providers in the implementation of strategic sectoral development were identified. Consequently, recommendations on improving the efficiency of interdepartmental interaction in the system of social services and ways of exchanging information were offered. Particular attention was focused on the factors that inhibit innovation processes in the implementation of digital solutions and technologies in the activities of social services. In conclusion, the guidelines for the formation and development of innovative potential in the system of social services were specified.