Organizational Demands Research Articles

Work Disruptions and Skill Shifts: Insights on the Characterization, Importance and Development of Soft Skills

In current changes of the context caused by the expansion of digital technologies, there is a constant rupture in the set of skills needed for work. As a result, companies of all sizes are facing a worrying shortage of people with the right skills for in-demand roles. Part of this phenomenon is due to the growing appreciation of so-called behavioral skills, or soft skills, such as empathy, interpersonal communication, the ability to work in a team, resilience, and perception of contexts. This study aimed to characterize the importance of these essentially human skills in the context of new work and production realities. Using systematic bibliographic research in relevant databases, the study shows that there is a tendency towards an increase in the gap (gap) between the skills in demand in organizations and the skills available in the workforce. While skills gaps include both technical and behavioral ones, it is the latter that tend to raise managers' greatest concerns as they are not easily developed. It is proposed that managers reflect on the degree of availability and ways to develop soft skills in the internal environment of their organizations, which may guide strategic decisions to maintain productivity and competitiveness in the market, especially in small and medium-sized companies. While skills gaps include both technical and behavioral ones, it is the latter that tend to raise managers' greatest concerns as they are not easily developed. It is proposed that managers reflect on the degree of availability and ways to develop soft skills in the internal environment of their organizations, which may guide strategic decisions to maintain productivity and competitiveness in the market, especially in small and medium-sized companies. While skills gaps include both technical and behavioral ones, it is the latter that tend to raise managers' greatest concerns as they are not easily developed. It is proposed that managers reflect on the degree of availability and ways to develop soft skills in the internal environment of their organizations, which may guide strategic decisions to maintain productivity and competitiveness in the market, especially in small and medium-sized companies.

Journalistic Verification Practices From the BBC World News and Al Jazeera English

News media organizations are a part of the institution of public knowledge. Through journalism, news media organizations inform and educate the public on matters of public concern. However, the digitalization of news media and new affordances brought forth by digital technology have challenged the journalistic field. Complexity in the news media landscape, particularly with the proliferation of fake news, has pushed greater demand for news organizations to ensure that news produced is correctly and accurately verified, especially in newsrooms’ adoption of user-generated content (UGC). Breaking news reports are more prone to the utilization of UGC as newsrooms compete for immediacy. For 24-hour news channels, its credible image is vital for future sustainability in a challenging media landscape. This study adopts the gatekeeping theory as it identifies the verification process by two 24-hour news channels—BBC World News and Al Jazeera English—as part of daily news operations. Based on in-depth interviews conducted with news media practitioners from both news channels, five methods of verification are adopted.

Prioritizing decision-making of health and well-being response tactics: Incorporating organizational and individual shared demands.

As a major energy source in China, the occupational health and well-being (OHW) of miners is a priority. Various statistical techniques have been used to identify factors or assess OHW to provide valuable information for the implementation of health promotion activities. The main bottleneck is the limited focus on solutions that address the demands of both organizations and individuals, and scientific and effective decision-making is pending. Therefore, this study describes the OHW mechanism covering both antecedents and consequences through the driving force-pressure-state-impact-response model. A probabilistic model of management tradeoff analysis was established by using a Bayesian decision network. Causal relationships and dependencies between multiple factors are captured visually. The model was verified and applied with samples of miners (N=816). The results showed that the comprehensive strategy (R5) was the best tactic, and the management effect of stress (R2) and vulnerability (R3) was prominent. This study provides a valuable tool for managers to identify priority management factors. Prioritizing tactics formulated from dual demands of organizational and individual can ensure project feasibility, operability, and effectiveness. This study is a novel attempt to combine theory with practice, which is timely and necessary for management.

Optimizing Virtualization for Client-Based Workloads in Cloud Computing

Cloud computing has transformed the IT field by offering adaptable and versatile resources to cater to the increasing demands of businesses and organizations. Virtualization technologies are instrumental in facilitating the efficient deployment and management of resources within cloud environments. However, there are notable concerns regarding the security implications of virtualization in the cloud. This research paper thoroughly examines the security aspects of virtualization technologies in cloud computing, primarily focusing on identifying potential weaknesses, risks, and strategies to mitigate security threats. Additionally, the study investigates the security features and mechanisms provided by leading virtualization platforms and management tools. It scrutinizes access controls, isolation methods, network security, data protection, and integrity mechanisms offered by virtualization technologies to safeguard the cloud infrastructure and customer data. Furthermore, the paper addresses emerging security concerns associated with containerization technologies, encompassing vulnerabilities related to container escape, risks stemming from shared kernels, and issues concerning image integrity. It explores the effectiveness of container security measures, such asisolation, sandboxing, and access controls, in reducing these risks. Lastly, the paper summarizes the main findings and provides recommendations to enhance the security of virtualization technologies in cloud computing. It emphasizes the importance of continuous monitoring, regular security updates, robust access controls, and threat intelligence integration to mitigate security risks and uphold a secure cloud infrastructure.

Nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings: An interview study

AimTo describe nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings. DesignA qualitative descriptive study design. ParticipantsA total of 13 nurse leaders were recruited from four primary and specialized healthcare organizations in Finland. MethodsData were collected through individual semi-structured interviews and analyzed using inductive content analysis. ResultsNurse leaders' experiences were categorized into seven main categories as follows: leadership, which concerns a leader's roles, style, and experience; organizational strategy and culture, which includes structure, policies, and intra-organizational culture; support strategies, including workplace and outside-of-work integration strategies; relationships and interactions, which considers interpersonal relationships and interactions; nurse competence requirements and development, which concerns both organizational and ward level competence demands, and support for competence development; language competence, which concerns challenges relating to language proficiency and development of language competence; and cultural diversity, which considers the importance of competence development brought about through experiences of being in a multicultural workplace. ConclusionsCulturally and linguistically diverse nurses are important within healthcare systems. These nurses constitute additional human resources, bring diverse experiences and expertise, and add to organizational cultural capital. Nurse leaders require competencies that are suitable for leading a diverse workforce, utilizing its competencies, establishing staff members' needs, and ensuring their continuous development. Resourcing, planning, and structuring the integration process affects nurses' experiences of the organizational socialization process. ImpactThe findings of our study can offer guidance to healthcare organizations with regard to structural integration strategies at an institutional level. Leadership and management educators can benefit from the findings towards developing a curriculum that supports leaders' diversity, equity and inclusion, knowledge management and formal leadership competencies. Finally, nurse leaders may benefit from this study through being more aware towards supporting a multicultural, cohesive, and competent workforce through strong social capital.

A Case Study of Software Project Replacement: A Time Series Analysis

Enterprise software requires constant updates to keep it usable. These updates originate in correcting errors and mainly in new organizational demands. Over time, these demands generate a significant workload that becomes increasingly complex than the first requirements. For this reason, the organization providing the software may choose to continue updating the old product or make it obsolete and replace it with a new one. Identifying the ideal moment to carry out this migration involves, in addition to the costs of keeping the product obsolete for a while, the effort to develop a new one. This work addresses a case study that comprises fifteen years with two migrations of the software project. Due to the availability of the collection of activities performed by the development and support team, performed sequentially over time, the applicability of time series was possible. Furthermore, the historical base of the activities performed made it possible to use the time series decomposition to obtain its trend, seasonality and noise. Time series decomposition indicated many random events in the first migration, while in the second, the team self-regulated, but there were tension points. This study identified a preliminary model whose purpose is to determine when to develop a new software version.

Pendokumentasian Asuhan Keperawatan Berbasis Standar Diagnosis Keperawatan Indonesia bagi Motivasi, Beban Kerja, Supervisi, Model Kepemimpinan dan Organisasi, serta Fasilitas Layanan

This study aims to analyze the relationship between documentation of nursing care based on Indonesian nursing diagnosis standards with motivation, workload, supervision, leadership and organizational models, and service facilities. This study uses a correlational analytic research design with cross-sectional. The results showed that 42 respondents (60.9%) had good motivation with good documentation and a p-value of 0.105. Then the workload is good with implementing good documentation as many as 42 respondents (67.7%) and a p-value of 0.001. In good supervision with exemplary documentation implementation, there were 44 respondents (57.1%). And the p-value is 0.605. Furthermore, a good leadership and organizational model with exemplary documentation implementation was 42 respondents (61.8%) and a p-value of 0.062. Good service facilities with good documentation of 33 respondents (58.9%) and a p-value of 0.477. In conclusion, there is a relationship between workload and documentation implementation, and there is no relationship between work motivation, supervision, leadership, organizational models, service facilities, and documentation implementation. Optimal nursing care services will continue to be a demand for healthcare organizations. There is a desire to change the health service delivery system to a decentralized one.
 
 Keywords: Nursing Care, Motivation, Workload, Supervision, Leadership Model and Organization, Service Facility.

Emotional responses in archival work

Building on previous work investigating the impact of exposure to (a) records with traumatic potentialities and (b) interactions with donors and community researchers whose suffering is documented in the archives, this study sought to better understand emotional aspects of archival work. Using a diary research methodology, 15 archivists engaged in diary keeping for approximately four months. What emerged was a broad set of events and experiences that triggered a wide range of emotional responses arising from archival work. This included: pre-existing emotional states and characterological traits; emotional exchanges in the workplace with colleagues and others; emotional demands of the work (including emotion work and emotional labour); team and leader interactions arising from group tasks and leader behaviour; and organizational policies, climate, resources and demands. This broader set of interactional factors forms the foundation on which traumatic and other troubling events are encountered. Future research must consider the nature of archival organizations and interactions within them that contribute to the overall working experience. In addition, archival organizations need to take responsibility for creating a culture that demonstrates respect and appreciation for workers, acknowledges the interpersonal challenges of the work, and provides supports for archivists who are shouldering the challenges.

Characteristics of the job demands of healthcare workers in different segments of the healthcare sector

Healthcare workers are exposed to various demands at their workplace (physical, psychological, social or organizational aspects of work) that impose constant physical and/or psychological effort on a worker. The aim of this study was to determine the characteristics of the job demands of healthcare workers in different segments of the health sector in RNM, categorized into three groups: healthcare workers in hospital activity, healthcare workers in outpatient activity and technical support and administrative staff. Material and methods: This is a cross-sectional descriptive-analytical study, in which 418 employees participate, classified into three groups according to their work tasks in health institutions: healthcare workers in hospital activity, healthcare workers in outpatient activity and technical support and administrative staff. The statistical analysis has been done in statistical programs: STATISTICA 12.0; IBM SPSS Statistics 20.0, and the processed data are presented in tabular forms. Results: The difference among the three groups of respondents in terms of the following demographic characteristics and job characteristics: gender, marital status, type of employment contract, total years of service, length of service at the current workplace and number of working hours per week, is insignificant, i.e. the three groups of respondents are homogeneous on these issues. The average value of the physical job demands at the level of the entire analyzed sample is significantly higher compared to the average values of all other job demands. The most common job demands for each of the groups (physical, organizational, emotional and cognitive job demands) have been determined, and a comparison has been made among the three groups of respondents regarding the most significant job demands. Conclusions: The difference registered in the physical job demands in relation to the three groups of respondents is statistically significant. Healthcare workers in hospital activity, compared to the technical support and administrative staff and the healthcare workers in outpatient activity, are more exposed to the different types of job demands. The higher average values of the physical job demands among respondents employed in hospital activity and outpatient activity in relation to technical support and administrative staff are also highlighted.

Sustainability of the banking system and the role of monetary policy: Financial liberation in Iraq

The Iraqi economy is rentier and heavily reliant on oil revenues because oil prices are volatile and subject to supply and demand on the global market, causing money supply instability. A prudent monetary policy must be developed in the face of macroeconomic policies, even partial ones, in order to reduce inflationary pressures and achieve both internal and external monetary stability. Iraq also lacks a clear economic strategy and the country's economy is still susceptible to decision-makers’ whims and the demands of international organizations. It is, therefore, essential to discuss monetary policy's fundamental and successful role in managing the sustainability of the economy through its solid and practical tools. Iraq's monetary authorities scrambled to ensure the nation's economic stability through the use of monetary tools as the country's economic system started to shift towards a market economy in 2003, depending on supply and demand forces to manage the economy. The Central Bank uses tools of monetary policy, which are based on keeping an eye on the money supply and pursuing long-term objectives, to achieve the policy objective of economic stability. The goals of economic stability, according to economist Nicolas Kaldor, are to boost economic growth, achieve full employment, establish external balance, and fight inflation. This study examined the hypothesis that, between 1990 and 2020, monetary policy contributed to Iraq's economic stability using co-integration tests, fully-corrected least-squares techniques, and dynamic standard least-squares. The positive effects of monetary policy on economic variables, particularly economic stability, were demonstrated by the influence of foreign currency reserves on an improved current account balance, price stability, and a relative decline in unemployment rates. The GDP and the current account balance positively affected economic stability indicators, while the money supply adversely impacted most of them. To improve the balance of payments and encourage economic growth, investments should be made in the manufacturing and agricultural sectors.

Failures in the Child Perspective

Abstract Children’s invisibility, non-participation or limited participation can be associated with social workers’ experiences of losing focus of the child in their work, while at the same time navigating organisational and legal demands where a child perspective is strongly promoted. This article sheds light on social workers’ experiences of working with a child perspective and with children’s participation. Six in-depth interviews were conducted with professionals from social services and ngo s and from different child welfare services in Sweden. Our findings indicate that losing focus of the child is a common phenomenon that relates to the dominance of adult-centred practice and that child-centred methods need to be developed. Social workers from ngo s described having better opportunities for working in a child-centred way. Losing focus of the child mirrors the subordinated position of child-centred practice, proving that a child perspective and children’s participation are still inadequately anchored in social work practice.

Impact of ‘Moonlighting’ on Employee Retention and Talent Acquisition practices in HR

Impact of ‘Moonlighting’ on Employee Retention and Talent Acquisition practices in HR

Job Resources in the Police: Main and Interaction Effects of Social and Organizational Resources

The Job Demands-Resources model postulates job resources to directly promote employees’ mental health and to interact with job demands. Recent meta-analyses revealed differential effects of social and organizational resources. Studies of job resources in police officers predominantly included social resources and have rarely examined differential effects, interaction effects, and both negative and positive mental health outcomes. The present study provides a comprehensive test of job resources for the mental health of police officers: Main and interaction effects of social and organizational resources were tested on burnout symptoms and job satisfaction. Survey data were collected from 493 German police officers. Social (support, sense of community, leadership quality) and organizational resources (influence at work, possibilities for development, meaning of work), demands (quantitative, emotional, work privacy conflicts), burnout symptoms, and job satisfaction were assessed with an online questionnaire. Stepwise regression analyses and moderator analyses (PROCESS) were performed. Job resources contributed to the prediction of burnout symptoms and job satisfaction beyond job demands. Organizational resources explained substantial variance beyond social resources. Sense of community and possibilities for development were the most influential resources, and work privacy conflicts were the most influential demand. In addition, work privacy conflicts strengthened the association between sense of community and job satisfaction. The study confirms that social as well as organizational resources are protective for police officers’ mental health. Sense of community and possibilities for development emerged as promising starting points for measures to prevent burnout and promote job satisfaction.

Fostering Ethical Organizational Climate and Workplace Spirituality To Prevent Deviance and Misbehaviours at Workplace

The objective of this research is to examine the role of workplace spirituality in reducing undesirable workplace behaviours. Organizational misbehaviour, as defined by Vardi and Wiener 1996 1, is any voluntary act by employees that violates fundamental organizational or society norms. Employee deviant behavior is defined as employee deliberate activity that breaches standard norms of the organization and endangers organizational well-being." Deviant misbehaviors that occur within the organization are often deemed as unethical deviations and sometimes develop due to environmental factors. Factors within the organizational environment such as organizational support, management support, role conflict, and work demand have been shown to be significant correlates of deviant behaviors. Deviations are often identified as responses to undesirable stimulus that elicits negative emotional state among employees. Additionally, it aims to investigate "ethical organizational climate" as a potential catalyst in enhancing the negative effects of workplace spirituality on unruly employee behaviours. Data was collected from 158 salespersons employed in private sector banking and insurance organizations and analysed using AMOS-SEM (structural equation modelling). The findings suggested that a direct positive relationship exists between workplace spirituality and ethical organizational climate. Also, ethical organizational climate exerted significant negative effects on salespersons deviant misbehaviours, thereby reducing them and acted as an overall mediator in the relationship between workplace spirituality and deviant misbehaviours among salespeople working in banking and insurance. The implications can help professionals working in the financial sectors in curbing deviant misbehaviours by embracing a more spiritual and ethical work culture for the benefit of their workers, their company, and the greater society. Thus, the research is novel to specifically focus on how workplace spirituality with a mediating effect of ethical work climate makes a difference.

Decision-making on the fly: a qualitative study of physicians in out-of-hospital emergency medical services

BackgroundOut-of-hospital Emergency Medical Services (OHEMS) require fast and accurate assessment of patients and efficient clinical judgment in the face of uncertainty and ambiguity. Guidelines and protocols can support staff in these situations, but there is significant variability in their use. Therefore, the aim of this study was to increase our understanding of physician decision-making in OHEMS, in particular, to characterize the types of decisions made and to explore potential facilitating and hindering factors.MethodsQualitative interview study of 21 physicians in a large, publicly-owned and operated OHEMS in Croatia. Data was subjected to an inductive content analysis.ResultsPhysicians (mostly young, female, and early in their career), made three decisions (transport, treat, and if yes on either, how) after an initial patient assessment. Decisions were influenced by patient needs, but to a greater extent by factors related to themselves and patients (microsystem), their organization (mesosystem), and the larger health system (macrosystem). This generated a high variability in quality and outcomes. Participants desired support through further training, improved guidelines, formalized feedback, supportive management, and health system process redesign to better coordinate and align care across organizational boundaries.ConclusionsThe three decisions were made complex by contextual factors that largely lay outside physician control at the mesosystem level. However, physicians still took personal responsibility for concerns more suitably addressed at the organizational level. This negatively impacted care quality and staff well-being. If managers instead adopt a learning orientation, the path from novice to expert physician could be more ably supported through organizational demands and practices aligned with real-world practice. Questions remain on how managers can better support the learning needed to improve quality, safety, and physicians’ journey from novice to expert.

Pengaruh Kompetensi Dan Penempatan Kerja Terhadap Kinerja Pegawai Negeri Sipil

Each agency in carrying out its activities has goals that must be achieved. To achieve or realize these goals, each agency must be good at choosing strategies, especially there is human resource planning which in essence is focused on certain steps taken by management. For the availability of a permanent workforce to occupy the position and the right time in order to achieve the goals and various targets set. Employee placement is expected to make an adequate contribution to the organization in addition to being an effort to develop human resource competencies in the organization. With improper placement, a person's performance will not match the expectations of management and organizational demands, thus they display low work productivity which can result in boredom and boredom. Theoretically, the placement of employees in an organization must have an adjustment between the qualifications or educational background of employees with the qualifications of the job they will carry. To find out whether the placement process is successful or not, what the company can do is to evaluate employee behavior and work performance in the form of a work presentation assessment. The ability of employee resources is often hampered if faced with job placement problems.

The decomposition of the deep learning machine for specialized datasets for time minimizing of spatial information processing

For effective military management, the creation of complexes of automation tools, spatial information processing systems, primarily consolidated, is a priority task in the conditions of constant growth of data and requirements for their collection, transmission, storage, processing and use.
 The problem of consolidated processing of spatial information is related to the diversity of sources, the diversity of data formats, the diversity of acquisition and use, the diversity of processing etc. All that imply an extremely complex organizational and technical structure, a kind of ‘system of systems’.
 Deep Learning Machine (DLM) ensure the high accuracy of prediction. But such DLM should be matched for the military conditions of the usage where time restrictions and space lack are present.
 So, the effort to create a dataset for the maximum accuracy of the Deep Learning Machine rests on computing resources (in common research it is possible to overcome but in military sphere it isn’t). In military applied tasks, the criterion of time and overcoming uncertainties due to confrontation are critical. This allows us to put forward the hypothesis that it is impossible to achieve absolute accuracy in deep learning machine. Therefore, for variable tactical situations, it is advisable to create specialized datasets and achieve maximum efficiency from each iteration step (or their combination) using the decomposition method of the consolidated spatial information processing system. It is analysed the methods of scientific and technical solutions in the deep learning machine and the method of systematizing data types in existing tactical situations. In the end the detection and recognition system with a deep learning machine and a set of specialized datasets is proposed in the paper.
 The volume of each specialized dataset at the level of 103 enables ultra-high speed of information processing processes and allows a person to set up such a system of consolidated processing of spatial information without excessive organizational and time demands. The dataset itself is revealed.
 This principle of forming a dataset, or their sets, allows obtaining high-accurate and high -fast detection and recognition systems.

The negative relationships between employee resilience and ambiguity, complexity, and inter‐agency collaboration

AbstractEmployee resilience (ER) is often needed to face demands inherent in public sector work. Some types of demands, however, may hinder its development, rather than provide the type of challenging adversity from which resilience can develop. Public sector job demands have been a long‐standing issue for public workplaces and employees but are also growing in salience as organisations face an increasingly variable, uncertain, complex, and ambiguous environment. Drawing on the Job Demands–Resources model and the challenge/hindrance stress literature, this multi‐level study of Aotearoa New Zealand civil servants (n = 11,533) in 65 public sector organisations shows that ER is negatively affected by demands such as job insecurity, unclear job and organisational goals, and inter‐agency collaboration. However, organisational resource constraints are positively associated with ER. This study identifies core PA job and organisational demands that hinder ER and offers practical implications and suggestions for further research.Points for practitioners Job role ambiguity, job insecurity, unclear organisational goals, and inter‐agency collaboration are common job and organisational demands in public sector workplaces. For employees, these demands are stressors that employees do not feel they control, and may therefore hinder employee resilience: the ability to learn, adapt, and leverage networks in the face of challenges. Surprisingly, resource constraints, where employees have to ‘do more with less’, might help employees develop ER. While inter‐agency collaboration has potentially many benefits, it appears to have negative spillover effects on employees unaware of it or not involved in it. To encourage ER, agencies should clarify both organisational and job goals, and assure job security, control, competency development, and supervisor support.

Exploring the linkage between workplace precaution measures, covid-19 fear and job performance: The moderating effect of academic competence.

The coronavirus disease 2019 (Covid-19) has created emerging mental health challenges around the world. Like other countries, Pakistan is also confronted with covid-19 calamities. The aim of the study is to examine the impacts of workplace measures (WM) on the job performance (JP) and covid-19 fears (CF) along with the moderating role of academic competence (AC) based on the organizational support theory (OST) and job demand and resources (JDR) theory. A quantitative approach was applied to collect data from 333 banking employees in Gujranwala (Pakistan), and the hypothesis were tested via structural equation modeling using SPSS and AMOS. The study findings indicate that workplace measures significantly affect covid-19 fears except for individual preventive measures (IPM). Similarly, workplace measures significantly impact on job performance apart from information about the pandemic (IAP). Moreover, academic competence insignificantly moderates between workplace measures and covid-19 fears, but a significant moderation is found between information about pandemic (IAP) and covid-19 fears. Meanwhile, academic competence significantly moderates between workplace measures and job performance instead of a relationship between information about pandemic and job performance. However, this study was limited only to the banking sector of Pakistan. So, it will open the doors for future researchers to investigate other cultural contexts and sectors. This research gives a holistic understanding of workplace measures and contributes to the body of knowledge by enlightening the moderating role of academic competence in the banking sector of Pakistan. These useful insights would enable practitioners and policy makers to develop more efficient strategies and workplace measures to enhance job performance and reduce the fears of covid-19 among employees.

A Study on Work Life Balance of Private Hospital Female Nurses with Special Reference to Manjeri Municipality, Malappuram District, Kerala

The nursing profession is facing many challenges in the current global scenario, including staff shortages, increased workload, and inadequate support. The complexity of the healthcare environment and the nature of the work itself make it difficult for nurses to balance their personal and professional lives. The issue of work-life balance is of particular concern for women in the nursing profession, as they continue to face gender-based discrimination and lack of support in the workplace. This paper aims to explore the various factors that contribute to the work-life balance of female nurses in the healthcare industry. The study will investigate the impact of organizational policies, work environment, job demands, and personal factors on the work-life balance of female nurses. The study will also analyze the coping strategies adopted by nurses to balance their personal and professional lives, and the effectiveness of such strategies in promoting work-life balance. The findings of this research will help in identifying the best practices for promoting work-life balance in the nursing profession, which can ultimately lead to better patient outcomes and a healthier workforce.