Organizational Development Research Articles

Impact of Implementing TQA Principles on Organizational Development: A Field Study in Private Universities in Amanat Al Asema (Sana’a)

This study aimed to identify the impact of implementing TQA principles on organizational development in private universities in Amanat Al Asema, Sana’a. To achieve this, the study adopted the descriptive analytical method, and its population consisted of leadership positions in (9) universities who were (427) leaders, (210) of which were selected using the stratified proportional random method. The SPSS was used for processing and analyzing the data. The study results revealed a positive impact of TQA principles on organizational development, with a difference in such an impact due to different dimensions. The dimension of fact-based decision-making showed more impact on the organizational development, whereas the dimension of focusing on the learning and teaching process had less impact. The principles of TQA (support and commitment of the higher management to applying principles of TQA; focus on the customer; prevention of errors before occurrence) did not show any impact on the organizational development in the universities under study. The study recommends strengthening the practice of TQA principles due to their positive impact on organizational development, paying more attention to developing the learning and teaching process, and improving the level of organizational development in the universities.

“That was one of my most difficult and biggest challenges”: experiences, preconditions and preventive measures of health-oriented leadership in virtual teams – A qualitative study with virtual leaders

BackgroundHealth-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL.MethodUsing a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made.ResultsResults indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders’ characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams.ConclusionsThis study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended.

Whole Institution Approach: measurable and highly effective in empowering learners and educators for sustainability

AbstractWhole Institution Approaches (WIAs) to sustainability in education emphasize the strong link between the socio-physical environment and the learning processes and outcomes. However, there has been a lack of instruments for quantifying the implementation of WIAs based on the experience of learners and educators. In this article, we present the systematic development, pretesting, validation and first application of a novel WIA-Scale (learners: 13 items, educators: 15 items). As part of a large-scale assessment in Germany (school education, vocational education and higher education; n = 2,985), we apply the WIA-Scale and assess how WIAs are related to the effectiveness of sustainability learning. Based on extensive validation, the scale quality was evaluated as high. The application showed that young people who experience more sustainability in line with the WIA feel strongly more motivated and empowered by their educational institution to contribute to sustainability. Also, regression modeling revealed that WIA implementation is the strongest of various predictors of how sustainable learners act beyond the educational institution. Further, educators who experience more sustainability in line with the WIA feel considerably more motivated and report more sustainable behavior. They also view Education for Sustainable Development (ESD) as more relevant and participate more frequently in training on ESD. For future use, we provide the WIA-Scale in its original version, a 7/8-item variant and a one-item proxy. The scale may be used as a process indicator for high-quality sustainability education and as part of organizational development. Overall, the study shows that experienced WIAs are measurable and highly effective for quality sustainability learning.

Accounting graduates’ perceptions on sustainability

Purpose This study aims to test whether the perceptions of graduates of accounting-related degrees on the implications of companies’ commitment to sustainable development strategies can be influenced by certain factors associated with their previous training and characteristics. Design/methodology/approach The study is based on measuring and analyzing the assessment carried out by a sample of students graduating in degrees that include accounting subjects for five consecutive years, from 2016–2017 to 2020–2021, both inclusive. Nonparametric statistical tests are used to determine the type of association between the factors that characterize the graduates and their degree of agreement with the training they received and its relationship with their role in implementing corporate social responsibility (CSR) and sustainability strategies in the company. Findings The study’s significant findings reveal that the respondents’ perception of the training they received and their opinion of certain benefits provided by sustainable development and CSR strategies in organizations are positively related. This insight is crucial, as it suggests that the training graduates receive plays a pivotal role in shaping their understanding and support for sustainability. The respondents’ opinions do not vary depending on their personal and/or work characteristics, except in the type of contract, as significant differences are observed between the self-employed and temporary or nonworking workers and between those with a permanent contract and those who are linked to the company with a temporary contract. Originality/value In a field where most studies focus on employee–employer relationships and human resource management policies, this research stands out. It delves deeper, not just into employees’ perception of sustainability but also into the causes of this perception. It explores what factors may be influencing employees’ opinions on sustainability, and importantly, it extends this analysis to graduates who will be in charge of these issues. This work covers a significant gap in the research, incorporating the study of variables such as personal characteristics and work-related aspects of employees and the training received in accounting matters.

The Human Resources Competency Development as the Key to Organizational Success in Indonesia

Purpose: HR competency development is essential for organizational success in Indonesia, examining current practices and impacting organizational performance. Theoretical Framework: The study is grounded in the Human Resource Management (HRM) literature, precisely the concept of HR competency development. This framework suggests that developing HR competencies, such as strategic thinking, leadership, and communication, can improve organizational performance, including increased employee engagement, productivity, and profitability. Design/Methodology/Approach: The research design is a qualitative study that involves in-depth interviews with HR professionals from various industries in Indonesia. The data collected from the interviews will be analyzed using content analysis to identify themes related to HR competency development practices and their impact on organizational success. Findings: The study's findings are expected to provide insights into the current state of HR competency development in Indonesian organizations and the impact of HR competency development on organizational success. The findings will highlight the importance of HR competency development for organizational success in Indonesia. Research, Practical & Social Implications: This research has implications for research, practice, and society. It will provide empirical evidence on the impact of HR competency development on organizational success in Indonesia, inform HR professionals and leaders about its importance, and lead to the development of HR policies and programs to improve the skills and competencies of Indonesian workers. Originality/Value: This study focuses on HR competency development in Indonesia, which has yet to receive much attention in the existing literature. It will provide practical insights for HR professionals and organizational leaders.

Loss-of-function mutation in DDX53 associated with hereditary spastic paraplegia-like disorder.

DEAD-box helicase 53 (DDX53) is a member of the DEAD-box protein family of RNA helicases. Unlike other family members that are responsible for RNA metabolism, the biological function of DDX53 and its impact on the human condition are unclear. Herein, we found a full-length DDX53 deletion mutation in a hereditary spastic paraplegia-like (HSP-like) patient with lower extremity spasticity, walking disorder, visual impairment, and lateral ventricular white matter lesions. Bioinformatic analysis revealed that DDX53 was mainly expressed in the cerebellar cortex and may function as a tissue-specific RNA helicase. Transcriptome analysis showed that the expression of multiple brain-associated genes involved in synapse organization, neuron function, and neuromuscular junctions was affected by DDX53 depletion. Moreover, RNA immunoprecipitation sequencing (RIP-seq) analysis showed that DDX53 interacted with 176 genes, and 96 of these genes were associated with the execution of neurofunction, particularly in the regulation of cell projection organization and nervous system development. Collectively, although a more specified cell or animal model is required to fully understand the functional role of DDX53 in the human brain, we report for the first time that the patient with DDX53 defects exhibits HSP-like symptoms and that DDX53 is essential for maintaining neuronal function, with loss-of-function mutation in DDX53 potentially leading to HSP due to impaired RNA metabolism in the nervous system. KEY MESSAGES: DDX53 deficiency was first reported to be associated with HSP disorder. DDX53 exhibited minimal impact on mitochondrial function. DDX53 impaired RNA metabolism in the nervous system.

Foundational Leadership and Organizational Wellness (FLOW) Model: Designing leadership learning for individuals and organizations.

This article shares the foundational leadership and organizational wellness (FLOW) model, which is a leadership development model that seeks to better understand the relationship between individual leadership development and organizational development and wellness. The model is presented as a whole, followed by deep exploration by each piece of the model undergirded in existing scholarship and practical discussion throughout. Implications for practice and future research are shared to conclude the article.

The Experiences of Practical Nurse Students in Promoting the Rehabilitation of the Elderly Through Nursing Care and Its Education – A Secondary Publication

The significance of rehabilitation-promoting nursing care is emphasized in aging Finland. According to studies, rehabilitation-promoting nursing care enhances the functional capacity of the elderly. The Elderly Services Act obliges municipalities to create a plan to support the elderly population, emphasizing living at home and rehabilitative measures. A large portion of graduated practical nurses will be working with the elderly, so the education of practical nurses must meet the needs of the workforce. The study aimed to produce new information on the implementation of rehabilitation-promoting nursing care in the elderly services system and on the education of rehabilitation-promoting nursing care for the elderly in vocational institutions. The research data was collected in the fall of 2020 through individual theme interviews with practical nurse students (n = 8). The data was analyzed using inductive content analysis. The experiences of practical nurse students regarding rehabilitation-promoting nursing care for the elderly were related to nurses’ time management, organizational practices, nurses’ competence, nurses’ attitudes, nurses’ methods of operation, organizational development, implementation and development of practical teaching, factors affecting the use of aids, and the technology of aids in the future. In conclusion, it can be stated that the content of education and practical work life do not align. It is essential to increase competence in rehabilitation-promoting nursing care and develop organizational practices.

Gender inclusion: The practices of organizational development and human resource management

This study explores gender inclusion via practices of organizational development and human resource management from general managers in five-star hotels based on the gap between current practices, expectations, and typical general managers' characteristics. The study states the related theories of organizational culture, corporate policies, perceived organizational support, core competencies, and gender perceptions. A mixed method was applied in three stages. Quantitative research was conducted with 400 executive staff using 25 structured questionnaires via a Likert scale: Needs Assessment. The second stage is qualitative research conducted using five in-depth interview questions with 22 interviews conducted by the general manager. Interview transcripts collected the data, contents analysis inter-coding and triangulation of themes development. The last stage is the development of a model and guidelines, which are conducted by juxtaposing quantitative and qualitative data and expert reviews. The study discusses the implications for the literature and practice.

Breaking the WAVE and shattering stereotypes: addressing organizational change and team dynamics with female leaders

Research methodology The research consisted of a questionnaire and in-depth interview with the CEO. Secondary research was conducted to read through various articles and literature available on the organization. Relevant courses are organizational behavior/organization development/strategic management. Case overview/synopsis In a landscape traditionally dominated by male leadership, this case study highlights the compelling narrative of a new leader with an unconventional leadership style. This purpose of this case study aims to explore the change management challenges faced by Molade, CEO of WAVE, a leading vocational education social enterprise based in Lagos, Nigeria, as she grapples with the issue of organizational culture and gender bias and their impact on team dynamics while implementing a new strategy. Her leadership journey reflects not only personal triumphs but also the broader impact of diverse perspectives at the helm of organizational decision-making. Despite having over a decade of industry experience and being well-respected in her field, Molade is met with resistance and patronizing behavior from some of the existing team members who question her authority and decision-making abilities. The case discusses leadership challenges faced by Molade, a female leader, its negative implications on her performance and her ability to implement change within the organization. Ultimately, Molade’s perseverance and strategic thinking enabled her to successfully navigate her dilemma. Complexity academic level Undergraduate business course(s) which include organizational behavior, organization development and strategic management.

The Impact of Artificial Intelligence in Employee Onboarding Programs

Problem Employee onboarding is one of the most important phases of an employee’s life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention. Solution This article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention. Stakeholders Organizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience.

Role of an organizational psychologist in improving and accelerating work engagement

Purpose-. Work is an integral part of human life, where progress and productivity are more expected or demanded but an employee’s mental health is rarely considered a priority. Therefore, the purpose of this study is to highlight the significance of placing an organizational psychologist at the forefront of workplaces, to encourage the mutual wellbeing of individuals and organizations. Approach- This is a conceptual paper that builds upon a thorough review of existing conventional management theories to identify key cracks in knowledge about the importance of organizational psychologists to deal with a diverse range of social and behavioral issues within organizations considering common psychological safety at work. We start by conducting a content analysis of a few articles in the field that discuss the ‘why’ for organizational psychologists under work climate and continue with the strategies that can help organizations in reducing work-related stressors and improving social working conditions, and training. Findings- This study proposes a model that can be used to consider individual (employee) and situational (organizational) psychological wellness by underlining the direct interaction of organizational psychologists in managing human resources. The model of this study elucidates that collective wellbeing relies equally on organizational support teams (HR) and organizational psychologists through collective mindfulness. Originality/Value- Many studies are conducted in different countries with different perspectives of the organization and HR, where the role and importance of the organizational psychologist or psychologist in the organizations were highlighted, yet the concept is still blurry in Pakistan, and thus, this study is a novel contribution in a geographical context. Keywords- Psychology, Organizational psychologist, Employee wellbeing, Corporate wellness, Organizational development Paper type- Conceptual Paper

Corporate angels: A new breed of investors in the funding landscape for technology-based start-ups

This paper examines corporate angels, small businesses that provide equity capital directly to unquoted ventures and become minority shareholders. Corporate angels have been largely ignored in entrepreneurial finance research. This novel study examines corporate angels' investment practices, goals and challenges by means of a combination of qualitative cases and a survey of 87 corporate angels. From our analysis, we conclude that due to their knowledge and experience of technology and industry, combined with their active involvement in the investments, corporate angels can be an important source of seed and early-stage financing for technology-based start-ups, particularly with regard to technological and market knowledge and experience. Corporate angels’ investment activity also leads to knowledge inflows to the corporate angel firms in terms of organizational and cultural development of the firms. With this paper we shed light on a new and unexplored investor group that is important in the changing landscape of entrepreneurial finance.

Effect of Transformational Leadership Behaviour on Employees’ Career Development in Zenith International Bank (ZIB) Plc, North East 3 Zone, Adamawa State, Nigeria: Post COVID-19 Pandemic Experience

The World Health Organisation (WHO) declared the coronavirus (COVID-19) pandemic as a global pandemic. The pandemic has left organisations with a number of challenges, including decreased revenue, decreased consumer spending, poor marketing outcomes, firm closures, reduced staff motivation, virtual working, increasing unemployment, and changes in service delivery and lifestyle. However, due to the rapid growth in global competition, advancements in technology, innovativeness, and growing demands for better customer service, organisational leaders were challenged to devise performance-improvement strategies in order to survive the challenges posed by COVID-19, particularly in Deposit Money Banks (DMBs). Against this backdrop, this study investigates the impact of transformational leadership (TL) behaviours on employee career development (i.e. employee mentoring and coaching). This study conceptualised TL behaviours as idealized influence, inspirational motivation, intellectual stimulation, and individual consideration, while career development as career coaching and career mentoring. The study used an explanatory survey research approach with a sampl of 130 employees from four (4) branches of Zenith International Bank Plc North East 3 Zone, Adamawa State. This study's data were collected via questionnaire. Descriptive statistics such as mean, standard deviation and correlation were used in analysing the data collected, while study's hypotheses were tested using the multiple regression technique. The regression results show that TL behaviours such as inspirational motivation, intellectual stimulation, and individual consideration have favourable significant effect on career development (Mentoring and coaching). While idealised influence has significant adverse effects on career development in both career mentoring and coaching. Overall, the findings indicate that TL positively and strongly predicts career development (i.e. career mentoring and coaching). As a result, this study concludes that TL actions are critical for organisational development and should be supported by managers since they improve employees' career progression within the organisation and have significant effects on numerous employee outcomes.

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

The main objective of this investigation was to study the effect of organizational competency development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study’s objectives was to test whether these relationships vary according to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational competency development practices (training, individualized support, and functional rotation) negatively and significantly affect turnover intentions and that affective commitment mediates this relationship. However, these relationships vary according to the participant’s generation. For Generation Y and Generation X, this mediating effect is found in all dimensions of organizational competency development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competency development practices.

Unraveling the synergy: how organizational intelligence fuel soft skills and nurses’ thriving: a cross-sectional study

AimInvestigate the influence of organizational intelligence on the development of soft skills and the overall thriving of nurses at Alexandria Main University Hospital in Egypt.DesignA cross-sectional descriptive design following STROBE guidelines examined the relationship between organizational intelligence, soft skills, and nurses’ thriving.Methods and toolsData were collected from 740 nurses working across critical care units using structured questionnaires. The questionnaires assessed organizational intelligence, soft skills, and thriving at work. Sociodemographic characteristics, including age, gender, education, and nursing experience, were also collected. Statistical analyses were used to analyze the data, including ANOVA, t-tests, Pearson correlation, and stepwise regression.ResultsThe findings revealed nurses’ positive perceptions of organizational culture and documentation skills. However, areas such as measures and rewards and staff relations and communication indicated opportunities for improvement. Nurses reported high vitality levels but needed more learning opportunities at work. Significant correlations were found between demographic variables, organizational intelligence, soft skills, and thriving. Organizational intelligence demonstrated a robust positive relationship with both soft skills and thriving. Age, gender, education, and experience significantly influenced nurses’ soft skills and thriving.ConclusionThe study highlights the importance of organizational intelligence in enhancing nurses’ professional capabilities and well-being. Addressing demographic factors and fostering a supportive work environment is crucial for optimizing nursing practice and organizational effectiveness.Nursing implicationsInsights from this study can inform targeted interventions and policy decisions to enhance nursing practice, organizational development, and healthcare outcomes in Egypt. Fostering organizational intelligence and soft skills among nurses can improve patient care, increase job satisfaction, and overall organizational success.

Tight or Loose: Analysis of the Organization Cognition Process of Epidemic Risk and Policy Selection

In the context of Disease X risks, how governments and public health authorities make policy choices in response to potential epidemics has become a topic of increasing concern. The tightness of epidemic prevention policies is related to the effectiveness of the implementation of measures, while the organizational cognition of epidemic risks is related to the rationality of policy choices. During the three years of COVID-19, the Chinese government constantly adjusted the tightness of its prevention policies as awareness of the epidemic risk improved. Therefore, based on the epidemic risk organizational cognition model, the key nodes that affect the tightness of epidemic prevention policies can be explored to find the organizational behavior rules behind the selection of prevention policies. Firstly, through observing the adjustments made to the Chinese government’s prevention strategies during the epidemic, a time-series cross-case comparative analysis reveals how policy tightness shifted from stringent to lenient. This shift coincided with the organizational cognition of epidemic risk evolving from vague to clear. Secondly, by building the “knowledge-cognition” coordinate system to draw the organizational cognition spiral of epidemic risk, it is clear that the changes in the tightness of the prevention policies mainly came from the internalization and externalization of knowledge such as epidemic risk characteristics to promote the level of organizational cognition, which is manifested as expansion and deepening. Thirdly, the node changes in the interaction between organizational cognition development and policy choice proved that different stages of the epidemic had diverse environmental parameters. Moreover, as the epidemic nears its end, the focus of policy tightness is shifting from policy objectives to policy implementation around governance tools. The results indicate that organizational cognition of epidemic risk exhibits significant stages and periodicity. Additionally, epidemic risk characteristics, environmental coupling, and governance tools are crucial factors in determining the tightness of epidemic prevention policies.

Toward Sustainable Global Product Development Performance: Exploring the Criticality of Organizational Factors and the Moderating Influence of Global Innovation Culture

In today’s dynamic and global landscape, innovation and globalization are intricately linked drivers that propel modern businesses forward, serving as indispensable pillars upon which organizations heavily rely to maintain their competitive edge. Leveraging innovation within the context of global product development (GPD) practices is imperative for organizations seeking to survive and effectively compete in the rapidly evolving marketplace. While preceding studies have primarily focused on the importance of individual and organizational capabilities, policies, and cultural factors in driving product development (PD) performance, they often overlook their interconnectedness within a global context. To address this gap, this study delves into the relationship between organizational factors and global product development performance (GPDP) while examining the moderating influence of global innovation culture (GIC). These organizational factors encompass technological innovation capabilities (TICs), team creativity (TC), dynamic capabilities (DCA), and competitive advantage (CA). Our hypothesis suggests a positive impact of these factors on GPD performance. Employing a structural equation modeling (SEM) approach through SMART-PLS 3, we analyzed data collected from 480 questionnaire forms distributed among registered global product development (GPD) organizations operating in China. The empirical findings underscore the significant influence of organizational factors on GPD performance, highlighting the critical role of global innovation culture in shaping these relationships. These insights shed light on the importance of establishing a harmonious balance between organizational culture and various factors to enhance interaction among organizational elements and optimize global product development performance. Ultimately, these efforts can lead to improvements in the overall effectiveness and sustained global product development.

Workforce Diversity and Organisational Development: A Study of Federal Inland Revenue, Abakaliki, Ebonyi State, Nigeria

Organizations all over the world are facing many challenges in the management of their workforce. One of the challenges is workforce diversity. Thus, because they are recruiting people from different backgrounds. The paper sought to examine the effects of workforce diversity in the federal inland revenue service Abakaliki. The broad objective of the paper is to examine the effect of workforce diversity in organizational management. The specific objectives are to find out whether workforce diversity brings about industrial harmony or disharmony; to ascertain the effects of managing multicultural organization and to examine the impacts of workforce diversity in the organizational development of federal Inland Revenue Service Abakalliki. Content Analysis was used in the study. This is because the study relies mainly on secondary data. Situational theory propounded by Fieldler, A (1967) was used as the basis upon which the framework of the study is hinged. The paper after analyses found that workforce diversity is an inevitable organizational challenge if organizations are recruiting workforce from diverse environments etc. The study therefore recommended that management should brace up for the challenges of managing multi-cultural organizations among others. The study implies that as many people from different strata of society are employed in organizations, workforce diversity, and conflicts are inevitable. The only panacea for the problems is to develop an organizational culture to is attuned to relativism; the failure of which industrial disputes, chaos, and mutual suspicion are evident. Received: 23 March 2024 / Accepted: 30 April 2024 / Published: 5 May 2024