Organizational Work Research Articles

Mapping the landscape of Islamic work ethic: topic modeling and key research drivers

Purpose This study aims to dissect and understand the latent themes of Islamic work ethic (IWE) and explore the driving factors of IWE research. Design/methodology/approach Structural topic modeling (STM), a sophisticated machine learning technique, was used to analyze a corpus of 205 articles sourced from the Scopus database. These articles cover the 36 years of research on IWE, from 1988 to 2024. Moreover, negative binomial regression was applied to examine the driving factors of IWE research. Findings The STM analysis unfolds ten topics in conjunction with IWE including individual success, workplace dynamics, organizational work ethics, knowledge management, employee citizenship behavior, financial ethics, job satisfaction, organizational commitment, performance enhancement and leadership. The further STM outputs included word clouds, prevalence proportions, correlation matrix, heatmap, relationship of topics with metadata, topic prominence in the publishing journals and, finally, illustrating trends and future prospects of research on IWE. The results of negative binomial regression reveal that number of authors, article age, journal indexing, authors from multiple countries and number of references are strong drivers of fostering research in IWE, by having significant positive impacts on total citations. Social implications The insights from this study provide valuable guidance for businesses and organizations looking to integrate IWE principles into their operations. By promoting values such as fairness, hard work and ethical behavior, organizations can foster a more inclusive and morally grounded workplace culture. This, in turn, may lead to enhanced employee satisfaction, greater organizational commitment and improved overall performance. Additionally, the emphasis on ethical practices can contribute to broader societal benefits, such as increased trust in business practices and a stronger alignment with social responsibility initiatives. Originality/value This is a unique study that explores the latent themes and characteristics of the IWE literature through STM and provides insights on the future research directions. In addition, this study also examines the driving factors of IWE research.

Kindergarten Principals' Ethical Leadership and Teachers' Work Engagement: The Chain‐Mediating Role of Perceived Organizational Support and Voice Behavior

ABSTRACTKindergarten principals' ethical leadership, preschool teachers' perceived organizational support, voice behavior, and work engagement are important components that promote high‐quality development in kindergartens. In order to understand the relationship between the four variables, this study conducted an online survey of 819 preschool teachers. The results indicated that (1) ethical leadership was positively correlated with teachers' work engagement; (2) teachers' perceived organizational support and voice behavior play a simple mediating role between ethical leadership and work engagement; and (3) teachers' perceived organizational support and voice behavior also play a chain‐mediating role between ethical leadership and work engagement.

Strategy for Building Optimal Performance of Medical Laboratory Technologists: Synergy of Organizational Culture and Work Environment with Job Satisfaction as an Intervening Variable

Strategy for Building Optimal Performance of Medical Laboratory Technologists: Synergy of Organizational Culture and Work Environment with Job Satisfaction as an Intervening Variable

DEVELOPMENT OF MOIST WOUND HEALING METHOD GOVERNANCE MODEL BASED ON PATRICIA BANNER AND KATHERINE KOLCABA THEORY

Background: Nursing management is the specific responsibility of the nursing manager to plan, organize, direct, and supervise resources, including personnel, equipment, and funds, to provide effective nursing care to patients, families, and the community. The head of the ward is responsible for managing the health care activities in a particular ward. Patricia Benner identified seven key areas in surgical practice, namely the assisting role, teaching and training functions, monitoring diagnosis and patients, managing change, therapeutic interventions, monitoring the quality of practice, and organizational work competencies. Benner developed this concept to describe the practical knowledge and skills in wetting, including the application of moist wound healing methods. Objective: This study aims to develop a governance model for the moist wound healing method based on Patricia Benner and Katherine Kolcaba's theories to improve the quality of wound care at RSUD Anugerah Tomohon. Method: The research design employed an action research method with a qualitative approach. The study sample consisted of 10 nurses working in the wound care unit. Data were collected through in-depth interviews and direct observation and were analyzed using thematic analysis to identify key themes related to the application of the moist wound healing method. Result: the moist wound healing method enhances the quality of wound care and accelerates the healing process. The implementation of the governance model based on Kolcaba and Benner's theories has a positive impact on wound care outcomes. Conclusion: This study recommends that hospitals adopt this model more widely and provide intensive training to nurses to enhance their wound care skills.

The Governing Bodies of the KGB of the Lithuanian Soviet Socialist Republic in 1954–1991

This article analyses the governing bodies of the KGB of the Lithuanian SSR from 1954 to 1991, revealing the process and development of the leadership. The main functions of the chairmen were emphasized by how suppressed the anti-Soviet movement was, by fighting against the Catholic Church and émigré organizations. The activities of the KGB chairmen of the LSSR reflect the policy of the control mechanism. The KGB consisted of a chairman and three deputy chiefs. The first deputy chief was always Russian, and the scope of its authority included controlling the operative work. The second deputy was a local KGB recruit, and he controlled political surveillance. The third deputy was responsible for the supervision of the KGB personnel, and alongside, exercised the functions of the head of the Personnel Department. The KGB chairman together with his deputies, the heads of major directorates and departments and the heads of the KGB departments of the biggest towns formed the Board of the Lithuanian KGB, which dealt with major issues of the KGB organizational work like reports by the heads of departments and directorates, the major draft instructions and decrees, and so on.

Network of job demands-resources and depressive symptoms in critical care nurses: a nationwide cross-sectional study

BackgroundCritical care nurses are vulnerable to depression, which not only lead to poor well-being and increased turnover intention, but also affect their working performances and organizational productivity as well. Work related factors are important drivers of depressive symptoms. However, the non-liner and multi-directional relationships between job demands-resources and depressive symptoms in critical care nurses has not been adequately analyzed. Understanding these relationships would be helpful for reducing depression, increasing nurses’ well-being and retain healthcare forces.MethodsThis was a cross-sectional study using baseline data from the Nurses’ mental health study (NMHS), a prospective cohort study on nurses from 67 tertiary hospitals in 31 province-level administrative regions in China. Only clinical nurses working in the ICU were included (n = 13,745). Data were collected using online questionnaires, and analyzed using network analysis and structural equation model. Job demands (average working hours per week, average number of night shifts per month, paperwork burden and work-life balance), job resources (supervisor support, co-worker support, leader justice, organizational climate satisfaction, work meaning, and career prospect), personal resource (resilience) and depressive symptoms were main variables in the networks, while demographic data and social health (social-emotional support and loneliness) were covariates.ResultsThe prevalence of severe, moderately severe, moderate, mild, and none or minimum depressive symptoms in critical care nurses of this study were 1.21, 3.42, 9.76, 42.88, and 42.07% respectively. In the final network, 132 of 210 possible edges (62.8%) were not zero. “Fatigue” had the highest expected influence, followed by “Motor”, and “Appetite”. Meanwhile, in terms of job demands-resources and personal resources, the node with the highest expected influence was “Supervisor support”, followed by “Work meaning” and “Co-worker support”. Three bridge variables were identified: “Resilience-adaptation”, “Average working hours per week”, and “Co-worker support”. The final structural equation model basically supported the results of network analysis with an acceptable model-fit (GFI = 0.918, AGFI = 0.896, PCFI = 0.789, PNFI = 0.788, NFI = 0.909, IFI = 0.911, CFI = 0.911, SRMR = 0.040, and RMSEA = 0.064).ConclusionsThere was a rather strong interconnectedness between depressive symptoms and job demands-resources. Fatigue, motor, and appetite were core depressive symptoms of critical care nurses. Close attention to those symptoms could help recognize depression in critical care nurses. Supervisor support, work meaning, and co-worker support played vital roles as job resources in reducing depression, while negative impact of long average working hours per week were more contagious. Resilience, as personal resources, could help mediate the associations between job demands-resources and depression. In clinical practice, it’s recommended for nursing managers to (1) encourage critical care nurses to find their “meaning in work”, (2) implement resilience enhancing programs for nurse, (3) build and maintain meaningful relationships with nurses and support them in daily work, and (4) create a harmonious and dedicated working environment where co-workers are willing to help and support each other. Improvements in those modifiable aspects could help reduce risk and prevent exacerbations of depressive symptoms in critical care nurses.

Navigating Cultural Tensions and Adaptation Across Changing Global IT Work Environments: A Case Study of A South African IT Unit Reorganization

ABSTRACT Navigating cultural tensions during a reorganization to a globally distributed IT unit is a formidable challenge for IT managers and workers across diverse cultural contexts. Our case study integrates and extends national cultural dimensions and organizational culture models in global IS research with the relational dialectics perspective to explore the discursive and material nature of cultural tensions experienced by local IT unit workers in a multinational technology organization. Drawing from in-depth interviews, we use thematic and contrapuntal analysis to examine the cultural tensions onsite local IT unit managers and specialists from South Africa expressed about their changing relations with an offshore global IT headquarters. Our results reveal an overarching autonomy versus control tension and three interrelated subtensions—workplace flexibility versus workplace standardization, strategic position versus compliant position, and empowerment advocacy versus bureaucratic dictates—which influenced contradictory meanings and responses to the reorganization. These tensions and adaptation strategies, though rooted in the South African IT unit context, resonate with global IT work environments, particularly in emerging economies and high- and low-power-distance cultures like China and Western Europe, where similar dynamics of cultural negotiation between local autonomy and global control are evident. The central contribution of this research is a global IT cultural tensions model, offering practical implications for fostering more inclusive and harmonious IT work environments across diverse cultural and regional contexts.

Influencing Factors of Organizational Citizenship Behavior (OCB) Among Civil Servants (PNS) In Organization X

Organizational Citizenship Behavior (OCB) has an important role in the success and effectiveness of an organization, including: improving organizational work, increasing job satisfaction, building a positive work culture, improving the organization's work image, and encouraging innovation and positive change. This research uses a case study design because the main research problem is the analysis of OCB in employees in an organization and because this design is a more appropriate strategy when it comes to why something happened. This research aims to describe the factors that influence Organizational Citizenship Behavior (OCB) in Civil Servants in Organisasi X. The type of research used by researchers is descriptive qualitative research. Based on the results of observations and interviews, Organizational Citizenship Behavior (OCB) implemented by Civil Servants (PNS) in Organization These factors have a positive relationship with OCB, which is directly proportional to the increase in OCB as per the research results described above. The relationship between employees (superiors and subordinates) is very good as can be seen from the attitudes and behavior applied in work life. Even though OCB is not yet fully implemented by all employees, there are ongoing improvement efforts to achieve organizational goals. Subordinates carry out their duties as they should and superiors carry out monitoring and evaluation to ensure activities run smoothly. Obstacles that arise in carrying out tasks are immediately conveyed to superiors and/or related units so that they can be followed up immediately so that no work is missed. As for corrections to a job, they will be carried out with full responsibility based on previous experience.

Видный российский педагог И. Н. Жуков: «Любите Родину, боритесь за неё и будьте первыми в труде!»

The purpose of the study is to characterize the pedagogical activity of a prominent Russian teacher of the first half of the 20th century Innokenty Nikolaevich Zhukov (1875-1948) on the organization of the scout and pioneer movement in Russia. The study presents the circumstances of the emergence of scouting in Russia, and then the pioneer movement. Little-known facts of Zhukov's biography are established. The content of his organizational, literary and creative (in the field of sculpture) work is revealed. Innokenty Nikolaevich's contribution to each of these fields of activity is assessed. The scientific novelty of the research lies in the introduction into scientific circulation of little-known factual material relating to the initial period of development of scouting in Russia, and subsequently the pioneer organization. The results of the research are disclosure of little-known facts of Zhukov's biography, assessment of his pedagogical projects in the field of education of children and adolescents, analysis of his multifaceted organizational and practical educational activities. Zhukov is also shown as a writer and cultural figure who, through his work, contributed to solving the tasks of educating the younger generation that were relevant for his time. The text includes statements about him by famous contemporaries (O. Rodin, A. V. Lunacharsky, A.M. Gorky) and teachers (A. V. Vakhtin, E. Ya. Grobin, I. I. Zhukova-Plotnikova). The study is dedicated to the 150th anniversary of the birth of I. N. Zhukov.

The Influence of Organizational Citizenship Behavior, Work Environment and Knowledge Sharing on Employee Performance

In improving employee’s performance, some variables are needed and must exist in employee’s character and environment. Organizational citizenship behavior (OCB), work environment and knowledge sharing are some of that variable mention it. In a government, certainly the employee performance is needed to achieving the main function of government namely service and implementing public policy. Therefore, an empirical study is needed on the effect of some of the variables mentioned on performance for improvement in the government itself. This research aims to find out what variables affect employee performance, along with the dimensions of each variable that affect performance. By continuing to apply the results of the research so that employee performance can be maximized. This research was conducted at government, namely Dinas Perindustrian dan Perdagangan Sumatera Barat Province, with using questionnaire to sample with 75 respondents. The data will process using SEM-PLS which is calculated by SmartPLS 4.0 application. The results showed that OCB had a positive and significant effect together with all of its dimensions except conscientiousness on employee performance. Meanwhile, the work environment dan knowledge sharing have no positive and significant effect. This shows that there needs to be a lot of application and improvement of OCB in order to improve the perfomance of Disperindag employees.

The Effect of Transactional Leadership, Compensation, and Organization Culture on Employee Performance with Work Motivation as a Mediating Variable

This research investigates how transactional leadership, compensation, and organizational culture at Hotel XYZ influence employee performance, with work motivation playing a role as a mediator. A quantitative approach was employed, involving a questionnaire survey of 110 Hotel XYZ employees in Makassar. Data analysis was conducted using the SEM-PLS technique. The findings suggest that transactional leadership does not have a notable impact on employee performance, but compensation and organizational culture play a significant role. Additionally, it is evident that work motivation serves as a mediator for the relationship between organizational culture and employee performance. This research benefits Hotel XYZ by informing strategies to enhance employee performance through a focus on developing organizational culture and work motivation.

Social Workers’ Experiences of Public Perceptions of the Social Work Profession: An Exploratory Study

Public perceptions play a crucial role in shaping the image of any profession, and social work is no exception. It is widely assumed that adverse public views of social work can negatively impact the legitimacy of social services and the well-being of social workers—ultimately threatening efficiency and retention. Yet, empirical studies addressing these assumptions are rare. The current study investigates social workers’ experiences of public perceptions of the social work profession and key factors contributing to public views. Focus groups with Swedish social workers were conducted, and data were analysed via qualitative content analysis. The dirty work framework was applied in interpreting the findings. The analysis revealed that adverse public views are experienced as prevalent and that organisational structures, legislation, and social work practice contribute to such views. However, media portrayals are seen as the most influential factor in establishing adverse public views. Based on the social workers’ experiences, it is concluded that the social services in Sweden can be understood as socially and morally tainted, but that levels of taint differ between social services areas, and efforts to reduce such taint are discussed.

The Implementation of Policy Equalizing Administrative Positions into Functional Positions in Central Buton Regency

This research aims to elaborate the implementation of the policy of equalizing administrative positions into functional positions at the Central Buton Regency Personnel and Human Resources Development Agency (PHRDA) as measured by organization, interpretation and implementation. This research uses a descriptive qualitative approach. The researchers act as the main instrument by using purposive sampling as a technique for determining informants. Data sources are primary data and secondary data. Data was collected using interview, observation and documentation techniques. Data were analyzed by data reduction, data presentation, and conclusions drawing. The results of the research show that the implementation of the policy for equalizing administrative positions into functional positions at the PHRDA of Central Buton Regency in the last 1 year after being appointed to their functional positions has not been well organized from 3 aspects. First, organizing: it was found that there was an organizational structure and work procedures (OSWP) used after position equalization is different from the PHRDA OSWP in the 2017-2022 PHRDA strategic plan document. The new OSWP for administrative positions, especially supervisory positions in every field, has been abolished, but in reality, administrative officials still have not had their positions equalized into functional positions, the position map still uses the old position map, the provision of allowances is in accordance with their functional position, educational background, facilities, infrastructure, and the method of implementation are not yet optimal. Second, interpretation found that functional officials whose positions have been equalized still do not understand the main duties and functions as functional officials because from the beginning of policy implementation they have underestimated this policy, functional officials have not developed their careers as follows competency tests or job training that can support careers. Third, implementation found that the process of equalizing positions was not appropriate because not all administrative officials had equal positions so that they were ineffective and inefficient.

Relationships among Organizational Culture, Person-Organization Fit, Work Engagement, Subjective Well-Being, and Performance: A Bibliometric Approach

Relationships among Organizational Culture, Person-Organization Fit, Work Engagement, Subjective Well-Being, and Performance: A Bibliometric Approach

THE SIGNIFICANCE OF AFFORDANCES APPROACH IN GAMIFICATION RESEARCH FOR HUMAN RESOURCE MANAGEMENT

The contemporary organizational work landscape is becoming more and more digital and experiencing changes in workforce and work management. Productivity, flexibility and collaboration become the essence of the workplace. This leads to the consequence that motivation plays a pivotal role in the success and efficiency of many organizations. Moreover, organizations are facing challenges in how to inspire, energize and keep employees motivated. In response to this challenge, gamification, which is well-known as the application of game elements and principles for non-game purposes in a business context, emerges as a strategic instrument, to incentivize and motivate employees toward predetermined goals, objectives and behaviours. The goal of gamification applications is not only to enrich the usual work environment with game elements but also to create affordances that would serve as stimuli to promote employee motivation by satisfying psychological needs and encouraging employees to achieve goals. Hence, successful gamification application experiences in organizations have led to the fact that now gamification is one of the most common motivation tools in contemporary modern organisations. This study aims to explore the importance and relevance of the affordances approach in gamification research for Human Resource Management (HRM) as well as its implications in organisational contexts. To achieve this aim, the databases of Web of Science, Wiley online library, Scopus, and EBSCO host were searched for relevant articles for this systematic literature review. It includes 35 articles with empirical results, relevant to the field of business and management. This research focuses on peer-reviewed studies published in the English language from 2015 to 2023. Methods used for presenting and synthesizing results included conducting a systematic literature review based on PRISMA reporting guidelines. Furthermore, the systematic literature review was conducted using the digital qualitative data analysis tool MaxQDA and Mendeley reference manager for importing bibliographic data. For the contribution of the field, themes related to affordances theory have been identified and the findings have been structured to demonstrate the interrelationships between these concepts and their relevance in the HRM context. This study reveals that affordances can vary depending on the environment and can be influenced by social dynamics, contextual factors, organizational practices, or individual perceptions. The comparison of the studies allowed the identification of research gaps and areas for future research on gamification in HRM. Furthermore, the review emphasizes the significance of the affordances approach in understanding how gamification can influence employee psychological and behavioural outcomes in HRM contexts.

Job Search System: Application of Intelligent Agents

The process of finding jobs that align with an individual’s skills and interests can be a challenging and timeconsuming task for many job seekers. This difficulty often stems from a lack of understanding of an organization's objectives, work culture, and available job openings. Additionally, the growing trend of side work and part-time employment, especially in the form of summer jobs, has become a year-round necessity for many individuals. This research focuses on exploring innovative platforms that facilitate finding local, small, paid tasks that individuals can engage in during their spare time. These platforms allow users to select their own work hours and determine the amount of time they wish to commit, offering a flexible solution for those seeking quick cash. Examples of tasks include computer repairs, babysitting, lawn mowing, and other similar services. This paper aims to analyze the effectiveness of such platforms in connecting individuals with local job opportunities, thus offering a convenient and accessible solution for users seeking supplemental income.

Impact of Organizational Culture and Work Attitude on Employees’ Performance with Mediating Effect of Job Involvement A Case of Higher Education Institutes in Karachi, Pakistan

This Study aims to explore that if employees are not performing at their optimal level well, the organization may not reach its targets, which ultimately leads to a decrease in overall organizational performance and also investigates the role of organizational culture and employee attitude among employees. The study mainly highlighted the numerous factors of job-related attitude and organisational culture on employee performance and the mediating effect of job involvement in the private universities of Pakistan. The study has employed a quantitative method. The data has been collected through a survey questionnaire and analysed by using smart-PLS. The results of the study showed that organizational culture and attitude have a significant impact on employee performance, with the mediating effect of job involvement in the private universities of Pakistan. The findings offer practical recommendations for HEIs in resource-constrained environments, suggesting that motivation can positively impact the sustainability of Organizational Culture.

TO THE 70TH ANNIVERSARY OF PROFESSOR OLEKSANDR FILTS

The article is dedicated to the life and professional journey of Oleksandr Filts – a renowned Ukrainian psychiatrist, psychotherapist, and scholar. It outlines the key milestones of his career and his contributions to the development of psychiatry, psychotherapy, and organizational work in Ukraine and Europe. Particular attention is paid to Oleksandr Filt's innovative concepts, academic achievements, and authority among the Ukrainian and international psychotherapeutic community.

ФОРМУВАННЯ ПРОФЕСІЙНОЇ ГОТОВНОСТІ КЕРІВНИКА КАФЕДРИ МИСТЕЦЬКОГО СПРЯМУВАННЯ ЗАКЛАДУ ВИЩОЇ ОСВІТИ ДО ВИКОНАННЯ ОРГАНІЗАТОРСЬКОЇ ФУНКЦІЇ

The article is about the solution of the actual problem of pedagogical science such as the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function. There is an urgent need for the training of management personnel to institutions of higher education who adhere to the new humanistically oriented philosophy of education, who are able to think strategically, take responsibility, act independently of conditions in uncertainty, have a creative attitude to activities, self-actualize themselves and the team for continuous improvement and development. The purpose of the article is to substantiate the theoretical aspects of the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function. It is determined that the professional readiness in the head of the department of the higher education institution to perform the organizational function is a personal and professional education, in accordance with the goal and set tasks. There are the results of the professional training of the head and components of his professional competence, a system of organizational values, knowledge, skills, abilities that manifest themselves of the ability to perform organizational activities of a team. The specificity of the organizational function in the head of the department in artistic direction of a higher education institution is to achieve high efficiency of educational, scientific, methodical, organizational work of the department in combination with the organization of artistic and creative activities. There is to achieve distribution of work between members of the department the set goals and implement plans; directing, instructing and controlling the activities of team members; ensuring positive communication in the work of the department and the educational process; creating a creative atmosphere. If the following pedagogical conditions are ensured in the educational institution such as stimulation of the positive motivation in the head of the department in artistic direction of the institution in higher education to increase the level of organizational culture; creating of an informational and educational environment improve the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function will take place more effectively in a higher education institution for professional training of the head of the department for organizational activities. It`s use of innovative communication technologies, trainings aimed at self-improvement, self-development in the head of the department of artistic direction in the higher education institution to perform the organizational function.

Современная историография процессов организации советского оккупационного режима на территории Германии (1945–1949)

There is a lack of research specifically addressing the processes of establishment by Soviet functionaries, their assistants from among the German anti-fascists and civilians of the occupation regime on the German territories from the Bay of Lübeck to the Thuringia–Bavaria border in the west. The author points out that when performing such studies, one should consider the work of the abovementioned groups of people in all possible aspects. Since the chronological framework of the organization of the Soviet occupation regime has not been established in historiography, the author determines its upper and lower boundaries while providing four arguments in favour of his reasoning. Scholars distinguish two historiographic stages in the study of the activities of the Soviet Military Administration in Germany (SMAD); the author introduces a new classification and elaborates on the importance of the modern stage for an objective consideration of the problems in question. The paper describes the activities of individual structural units of SMAD and the Group of Soviet Occupation Forces in Germany based on a summary analysis of some modern (since 1991) Russian and foreign collected papers and historiographic sources on the organizational work in the course of establishing the Soviet occupation regime on the territory of a number of former administrative units of the German Reich that were included in the Soviet occupation zone. The use of the typological historical method allowed the author to systematize a significant amount of research papers dealing with certain fundamental aspects of the occupation regime: political and legal, ideological and propagandistic, economic, sociocultural, and educational. The author notes that the painstaking work of Soviet functionaries and their assistants yielded mostly poor results.