Organizational Survey Research Articles

IMPACT organizational survey highlighting provision of services for patients with locally advanced and recurrent colorectal cancer across Great Britain and Ireland.

Locally advanced and recurrent colorectal cancer represents a complex clinical entity, which requires multidisciplinary decision-making and management. The aim of this work is to understand the provision of clinical services in this cohort of patients across Great Britain and Ireland (GB&I) as a key essential step to help facilitate future service development and improvement. A cross-sectional, organizational survey was sent to all colorectal cancer multidisciplinary teams (MDTs) across GB&I. It consisted of 12 key questions addressing the provision of specialist services and advanced surgical techniques. Results are reported in line with the CHERRIES guideline. One hundred and seventy-five MDTs across GB&I participated, with 142 English, 13 Welsh, 14 Scottish, 3 Northern Irish and 3 Irish MDTs. The overall response rate was 93.5% (175/187). Ninety (51.4%) hospital sites reported having a specialist dedicated or subsection MDT. Specialist advanced nursing support was available in 46 (26.2%) hospitals, with a dedicated advanced colorectal cancer outpatient clinic available in 31 (17.7%) hospitals. One hundred and thirteen MDTs (64.5%) offered surgery for advanced colonic cancer, 82 (46.8%) for recurrent colonic cancer, 58 (33.1%) for advanced rectal cancer and 39 (22.2%) for recurrent rectal cancer. A variable number of MDTs offered specialist surgical techniques, including distal sacrectomy [33 (18.9%)], high sacrectomy [16 (9.1%)], complex vascular resection ± reconstruction [33 (18.9%)] and extended lymphadenectomy (pelvic sidewall or para-aortic) [44 (25.1%)]. The IMPACT organizational survey highlights the current variation in the delivery and provision of clinical services for patients with advanced and recurrent colorectal cancer across Great Britain and Ireland.

The effect of organizational culture in health services on employee flourishing.

Culture has an important role in maximizing the value of human capital, which is regarded as the main source of organizational effectiveness. The research was conducted to determine the effect of organizational culture perceptions of healthcare professionals working in a university hospital on employee flourishing. It is a descriptive study conducted with 299 healthcare professionals working in a university hospital. "Structured Personal Information Form", "Denison Organizational Culture Survey" and "New Flourishing Index" to collect the data. In the analysis descriptive statistical methods such as percentage, frequency, arithmetic mean and standard deviation as well as Pearson correlation, linear regression and multiple linear regression analyses were performed to determine the relationship between variables. According to the results of linear regression analysis, it was determined that organizational culture and flourishing were related (F: 88.229; p < 0.05). The organizational culture alone explained 22.6% of flourishing. As a result of multiple regression analysis, it was determined that the relationship between organizational culture sub-dimensions and flourishing was significant (F = 25.975; p < 0.05). The sub-dimensions of organizational culture explained 25.1% of the flourishing. As a result of the study, it is observed that the perception of organizational culture of healthcare professionals has an impact on flourishing, and therefore the favorable development of organizational culture will contribute positively to employee flourishing. In present conditions, it has become a necessity for health organizations to provide the circumstances that will make all investments that will contribute positively to the flourishing of their employees a part of the organizational culture.

Organizational Climate and its Impact in a Women’s Prison on the Mental Health of Correctional Staff

The purpose of this study was to explore the organizational climate in a women’s prison from the shared perceptions of correctional staff. This study was part of the Prison Research and Innovation Network (PRIN) project, which began in the fall of 2020. Forty-two correctional staff from a low-medium security women’s prison in the Midwest were interviewed in spring 2021. Thematic analysis was conducted to identify staff’s perceptions of organizational climate in the women’s correctional facility. The themes identified as most important to staff were mental health, correctional practices, job satisfaction, and workplace culture. An item pool was developed from the themes identified, and a newly developed organizational climate survey was administered to 80 correctional staff. Qualitative data point to the issues of staff shortages and mandated overtime work impacting the mental health of staff. In addition, organizational climate and its impact on mental health were examined through multiple logistic regressions. The results indicated that having job promotion opportunities, having daily communication between staff and administration, and staff’s knowledge and awareness of correctional policies were positively associated with mental health. This mixed-methods study contributes to understanding the unique challenges correctional staff face working in women’s correctional facilities.

Inspiring nurses’ sustainability mindset: Exploring the Mediating Role of Organizational Culture on the relationship between Pro-social Leader behaviors and nurses’ sustainability consciousness

BackgroundSince nurses are at the frontline of healthcare delivery, their actions and understanding of the environment have a big impact on how long healthcare systems can last. It is essential to comprehend the elements that impact nurses’ sustainability consciousness to encourage ecologically conscious actions in the healthcare industry.AimThis study aimed to explore the relationship between pro-social leader behaviors and nurses’ sustainability consciousness and testify to the mediating role of organizational culture in this relationship.DesignA cross-sectional descriptive correlational design by STROBE criteria was used.Methods and toolsAn approach to a judgmental non-probability sampling technique was employed to obtain data from 350 nurses in an Egyptian hospital. Three measurement surveys were employed: Organizational Culture Survey, Prosociality Scale, and, Sustainability Consciousness Questionnaire (SCQ-S). Relationships were shown using structural equation modeling and descriptive and inferential statistics.Results53.4% of nurses have high perceptions of organizational culture, and the majority of nurses (85.7%) have high perceptions of prosocial leader behaviors. Furthermore, 60.9% of nurses have high perceptions of sustainability consciousness. Additionally, Prosocial leader behaviors positively correlated with organizational culture (r = 0.129) and nurses’ sustainability consciousness (r = 0.274). The indirect effect of prosocial leader behaviors on nurses’ sustainability consciousness through organizational culture is calculated by multiplying the coefficients of both direct effects (0.129 * 0.159 = 0.811). This means that for each unit increase in prosocial leader behaviors, we would expect a 0.811 unit increase in nurses’ sustainability consciousness through the mediating effect of organizational culture. The model appears to match the data well based on the model fit parameters (CFI = 1.000, IFI = 1.000, RMSEA = 0.114).ConclusionsThe study highlights the impact of pro-social leader behaviors on nurses’ sustainability consciousness through the organizational culture as a mediating factor. Nursing Implications: Findings from this research can promote environmental stewardship and sustainable practices in the healthcare sector by illuminating the elements that can encourage and support a sustainability-oriented mindset among nurses. To promote a more sustainable future for the nursing profession, the findings can guide activities in nursing education, corporate culture transformation, and leadership development.

Policies on the collection, analysis, and reporting of sex and gender in Australian health and medical research: a mixed methods study.

To explore the policies of key organisations in Australian health and medical research on defining, collecting, analysing, and reporting data on sex and gender, and to identify barriers to and facilitators of developing and implementing such policies. Mixed methods study: online planning forum; survey of organisations in Australian health and medical research, and internet search for policies defining, collecting, analysing, and reporting data by sex and gender in health and medical research. Australia, 19 May 2021 (planning forum) to 12December 2022 (final internet search). Relevant webpages and documents classified as dedicated organisation-specific sex and gender policies; policies, guidelines, or statements with broader aims, but including content that met the definition of a sex and gender policy; and references to external policies. The online planning forum identified 65 relevant organisations in Australian health and medical research; twenty participated in the policy survey. Seven organisations reported at least one relevant policy, and six had plans to develop or implement such policies during the following two years. Barriers to and facilitators of policy development and implementation were identified in the areas of leadership, language and definitions, and knowledge skills and training. The internet search found that 57 of the 65 organisations had some form of sex and gender policy, including all ten peer-reviewed journals and five of ten research funders; twelve organisations, including eight peak body organisations, had published dedicated sex and gender policies on their websites. Most of the organisations included in our study had policies regarding the integration of sex and gender in health and medical research. The implementation and evaluation of these policies is necessary to ensure that consideration of sex and gender is adequate during all stages of the research process.

Nonprofit Chief Executive Compensation: Implications of Board Governance Activities

Using secondary data collected as part of a national survey of nonprofit organizations, this research examines compensation outcomes of 704 nonprofit Chief Executives (CEO), integrating and social and performative aspects of governing/governance to explain compensation (in)equity. Theorizing governance as a socially complex and functionally consequential arena, we examine the impact of social categorization and identity fit between CEO Ethno-Racial Demography and Board Ethno-Racial Variety prior to overlaying the influence of three forms of governance activity: Fiduciary Oversight, Internal Awareness, and External Engagement. We employ serial multiple mediation regression analysis to test direct and indirect effects of demographic diversity and governance activity for nonprofit CEO compensation outcomes. We found compensation of ethno-racialized CEOs is higher when their organizations have diverse boards. Therefore, boards of directors must be cognizant of board composition, the potential for subjectivity and bias, and the impact these factors can have on CEO compensation and compensation equity.

Organizational and patient factors associated with positive primary care experiences for veterans with current or recent homelessness.

To identify organizational service features associated with positive patient ratings of primary care within primary care clinics tailored to accommodate persons with ongoing and recent experiences of homelessness (PEH). PEH receiving primary care in 29 United States Veterans Health Administration homeless-tailored clinics were surveyed about their primary care experience using the validated Primary Care Quality-Homeless (PCQ-H) survey. Characteristics of the clinics were assessed through surveys of clinic staff using a new organizational survey developed through literature review, site visits, statistical analysis, and consensus deliberation. Cross-sectional examination of patients' ratings of care based on surveys of patients, and of clinic characteristics, analyzed with Classification and Regression Tree (CART) analysis, a form of machine learning. Patient surveys (n = 3394) were obtained from a random sample of enrolled patients by both mail and telephone by an external survey contractor. Staff (n = 52 from 29 clinics) were interviewed by telephone. This analysis identified service features that impact patient experience favorably, including aspects of patient-centeredness, team identity, strong external leadership support, and service that reach beyond traditional primary care clinic confines. Results varied according to the patient experience scale analyzed. Individual characteristics of PEH, such as degree of social support, general health, and unsheltered status, were also correlated with how they rate care. Organizational characteristics correlate with ratings of primary care from patients with recent and ongoing homelessness. Primary care programs serving homeless individuals can assure better care based on who they hire, how they foster team identity, what services they provide, and the strength of leadership support to protect a homeless-focused mission.

Self-reported symptoms associated with the use of printer and photocopier machines: Results from the nano-Control, International Foundation survey.

To document adverse health effects among office, copy and print shop workers using the nano-Control International Organization Survey. Self-reported information on 16 health outcomes and three surrogate exposure variables were collected from 1998 individuals between 1999-2010. Logistic regression models, adjusted for age, gender, and smoking status, assessed the association between printer exposure and health symptoms. Among the participants, 61.9 % were office workers, 5.5% technicians and 23.3% held other professions. Technicians had a higher risk for cancer compared to office workers (OR = 2.5, p-value <0.01). Visible toner dust exposure was associated with chronic fatigue (OR = 9.6, <0.01), bronchial hyperresponsiveness (OR = 5.1, <0.01), cardiovascular diseases (OR = 3.6, <0.01), asthma, allergies, and other diseases (OR range 1.4 -3.2, <0.01). The increased chronic and acute health risks among these workers warrant further investigations of causal associations.

Associations between 24/7 workforce coverage, organizational challenges, and well-being of emergency radiologists: a national survey.

The last decade has seen a surge in the demand for imaging exams in emergency radiology (ER), necessitating an evolution in organizational systems for departments offering round-the-clock care, while safeguarding patient care quality and physician well-being to prevent burnout. To develop a nationwide overview of ER organizations in France and identify structures that promote job satisfaction. Two surveys were sent to 709 radiological centers across France from March to June 2022, inquiring about organizational aspects and quality of life (QOL), incorporating four validated QOL questionnaires. The organization of each center was mapped, and correlations between respondent characteristics and mental health were analyzed using Pearson's and Wilcoxon tests. A total of 284 centers answered the organizational survey, with a response rate of about 41.6%. Among them, there were 32 university hospitals, 208 general hospitals, 2 teaching army hospitals, and 42 private facilities. Of these, night-time operations showed 14% on-site coverage, 12% on-call from home, 69% utilized external teleradiology, and 4% used in-house teleradiology. These trends persisted over weekends and holidays. Regarding the quality of working life, academic, general, and private radiologists are more satisfied with their practice compared to trainees. Depersonalization, part of the three dimensions of burnout, was high in every class, at 60% (n = 210/350). Outside of university hospitals, most radiology centers in France no longer have on-site radiologists during off hours. Residents are prone to lower job satisfaction and quality of life than more experienced radiologists. The survey illustrates how French ER is structured, pointing out the escalating significance of teleradiology and noting that radiologists generally experience high job satisfaction while also confronting typical organizational challenges. The need for continuous radiology coverage comes with unique logistical challenges, especially in ER. Night shifts show a significant reliance on teleradiology services, especially by external companies. Pay, shift patterns, and seniority affect the well-being of emergency radiologists, particularly the residents.

Impact of English Proficiency on Tacit Knowledge Transfer: Role of Mentoring and Communication Skills

This study aims to investigate the relationships among English language need, mentoring culture, language acquisition, oral communication skills, and tacit knowledge transfer in the education sector of Saudi Arabia. The objective was to understand how communication dynamics and language proficiency influence the sharing of knowledge among professionals in universities. The study's sample size was 248 participants, drawn from a variety of Saudi Arabian academic institutions. The data was gathered by means of organized surveys that were modified from established measures. To examine the hypothesised relationships, data was analysed using WarpPLS. This included confirmatory component analysis and path analysis. There are notable associations found in the results: Improving tacit knowledge transfer is a positive feedback loop that begins with an English language need and continues through improved language acquisition. Organizational knowledge sharing is amplified by employees' oral communication skills and mentoring culture, which moderate these interactions. This study reveals that knowledge transmission requires language proficiency and supporting organisational cultures. The findings highlight the need of focused language development and mentoring courses for organisational skills and learning settings. Improving communication and building a conducive education organisation culture for information sharing and professional development are practical effects. The findings can inform organisational policies and similar research.

Unlocking organizational success in the hotel industry: the power of social exchange in HR practices

Purpose The purpose of this study is to examine the role of specific human resources (HR) practices (leadership, employee relations, employee safety, rewards and incentives and career opportunities) on organizational performance in the context of the Middle Eastern market, with a specific focus on the United Arab Emirates (UAE) hotel sector. Design/methodology/approach A comprehensive research methodology was used for this study. Two distinct questionnaires were crafted: one targeting 338 hotel employees who completed the HR practices survey, and the other for 109 general hotel managers who completed the organizational performance survey. All respondents were from five-star hotel establishments in the UAE. To validate the hypotheses, a multidimensional approach was adopted. This paper first applied factor analysis to understand correlations and groupings among the factors. This paper then undertook validity assessment by examining factor loadings, average variance extracted and the reliability values for all parameters. Discriminant validity was also carefully evaluated. Findings The results found that there is a direct correlation between leadership, employee relations and career opportunities, with boosted organizational performance. Contrary to prevalent assumptions, the data showed no discernible link between employee safety, rewards and incentives and the actual performance of organizations. The results highlight the crucial role of social exchange in interpreting the indirect relationship between HR practices and organizational performance. This insight offers a fresh perspective on the often-discussed 'black box' in HR research. Originality/value The novelty of this study lies in its intricate exploration of human resource management practices within a region experiencing swift socioeconomic transformations due to factors such as the significant expatriate presence and economic diversification. By underlining the significance of social exchange as a mediating factor, this research significantly contributes to the ongoing dialogue on HR-performance relationships, offering insights for both theoretical and practical applications in HR activities formulation in the context of the UAE.

ORGANIZATIONAL BEHAVIOR AS A FRAMEWORK FOR BIBLIOMETRIC RESEARCH ON THE LINKS BETWEEN WORKLOAD, CULTURE, AND DISCIPLINE IN THE WORKPLACE AND EFFICIENCY

Workload, organizational culture, work discipline, and job performance are some of the topics that this bibliometric review hopes to go into. The study finds trends, patterns, and gaps in the existing literature by using bibliometric analytic approaches. It utilizes co-citation and keyword analysis to uncover patterns of research collaboration and creates a publishing map according to year, author, journal, institution, and country. Researchers, practitioners, and policymakers can benefit from the analysis by better understanding the most recent breakthroughs and trends in organizational behavior, specifically related to employee performance. Furthermore, it addresses voids in the existing literature and pinpoints topics that require additional research. The results can help improve organizational policy initiatives and direct future research in the fields of human resource management and organizational behaviour. Job interview phrases and corporate culture were the subjects of an online poll that ran from 2019 through 2024. Beyond highlighting three ways these approaches could be enhanced to increase data quality, the research tries to demonstrate the benefits of online testing beyond its convenience. These recommendations for enhancing the quality of data can be applied to online organizational surveys and experiments.

Readiness for change: Understanding the importance of empowering leadership

This study investigates the connections between empowerment, leadership, learning culture, physical environment, and readiness for change among social workers in child welfare organizations. Utilizing data from a comprehensive organizational health assessment survey of 2,832 individuals, exploratory structural equation modeling (PLS-SEM) is employed to analyze the direct and indirect effects of empowerment variables on readiness for change, as well as the influence of leadership, learning culture, and physical environment. The findings highlight the importance of trust, self-determination, personal consequence, and meaning in enhancing social workers’ sense of empowerment, with trust emerging as the most influential factor. Effective leadership, a positive learning culture, and professional development are identified as key factors contributing to increased readiness for change. These results offer practical insights for child welfare organizations to enhance caseworker empowerment and readiness for change, emphasizing the significance of trust, autonomy, skill recognition, and meaningfulness, as well as investing in leadership development and fostering a supportive learning culture. Future research can explore these relationships further and identify additional factors to improve organizational effectiveness and support vulnerable children and families.

Does perceived greenwashing promote or inhibit ethical voice? Effects of moral disengagement and perceived competitive pressure

Based on the social cognitive theory of morality and considering employees’ perspectives, we build and test a mediated moderation model in which perceived greenwashing interacts with perceived inter-organizational competitive pressure to affect ethical voice through moral disengagement. We conducted a multisource time-lagged organizational field survey (Study 1) and two vignette-based experiments (Study 2 and 3) to test our hypotheses. Results show that perceived greenwashing negatively (positively) affects ethical voice through moral disengagement under high (low) perceptions of competitive pressure. Studies have indicated that when employees feel that their organizations are under greater competitive pressure, stress may cause them to suppress their objections to greenwashing through moral disengagement. These findings have implications for the social cognitive theory of morality and managers who aim to encourage ethical voice and discourage moral disengagement.

Health workforce for oral health inequity: Opportunity for action.

Oral health is high on the global agenda following the adoption of the 2022 global strategy on oral health at the 75th World Health Assembly. Given the global burden of oral disease, workforce development to achieve universal health coverage [UHC] is crucial to respond to population needs within the non-communicable disease agenda. The aim of this paper is to present an overview of the oral health workforce [OHWF] globally in relation to key contextual factors. Data from the National Health Workforce Accounts and a survey of World Health Organization [WHO] member states were integrated for analysis, together with country-level data on population and income status. Data are presented using the WHO categorisation of global regions and income status categories established by the World Bank. Workforce densities for key OHWF categories were examined. Multiple regression was used to model workforce density and contextual influences. Challenges and possible solutions were examined by country income status. There are approximately 3.30 dentists per 10,000 population globally, and a combined OHWF [dentists, dental assistants/therapists and dental prosthetic technicians] of 5.31 per 10,000. Marked regional inequalities are evident, most notably between WHO European and African regions; yet both make greater use of skill mix than other regions. When adjusted by region, 'country income status' and 'population urbanization' are strong predictors of the workforce density of dentists and even more so for the combined OHWF. Maldistribution of the workforce [urban/rural] was considered a particular workforce challenge globally and especially for lower-income countries. Strengthening oral health policy was considered most important for the future. The global distribution of dentists, and the OHWF generally, is inequitable, with variable and limited use of skill mix. Creative workforce development is required to achieve the global oral health agenda and work towards equity using innovative models of care, supported by effective governance and integrated policies.

ლიდერობის სტილი ორგანიზაციის მართვაში

The leader has an important role in managing the organization. Since a strong leader forms the cornerstone of a cohesive and effective team, it is critical to analyze the leader's role in the organization's performance. It is a good leader’s job to determine the right strategy and to take successful steps together with the team. The progress of the organization is very often related to the role of the leader, his management style, however, it is clear that behind the one there is always a team that flashes out the visions of the leader and reflects all this in the achieved results. It is fascinating to examine leadership styles based on a survey of commercial and public sector organizations because leaders with their individual management styles are mostly responsible for creating organizational culture and a desirable work environment. The research helped to identify leadership styles the participants belong to. The topic is relevant because it is interesting to research what kind of leadership styles exist in Georgian organizations. Organizations often have several departments and several team leaders. This requires leaders to consider different management styles. Therefore, knowing more about organizational leadership can improve the performance of the organization. Leadership management styles can be very different, but they always have a significant impact on the culture of the organization. Understanding the different leadership styles and understanding when to use which style is a prerequisite for improving the company's culture.

The Community As A Full Partner: A New Model For Public Health.

The COVID-19 pandemic demonstrated a need to strengthen the US public health system by shifting toward much greater community engagement and leadership. In November and December 2023, we conducted separate online surveys of community-based organizations and large metropolitan health departments to identify barriers and opportunities for building a public health system with strong community partnerships. Identified barriers included mistrust, siloed health departments with structural challenges in funding community-based organizations, and insufficient shared decision making. The surveys helped inform our six policy recommendations: establish state and local community councils to formalize the roles of community-based organizations in public health decision making; dedicate funding to these organizations; offer funding that is not limited to a specific disease or condition; simplify procurement and reporting processes directed to community-based organizations; create a training and technical assistance program for these organizations; and increase public health worker diversity, including sustainable funding for community health workers.

Promoting Sustainability in Manufacturing Companies in Coahuila, Mexico: Integrating Sustainable Practices Into Organizational Culture

Objective: The objective is to obtain the validity of the relationships between the four factors of Denison's model: involvement, consistency, adaptability, and mission, and their impact on sustainability. Theoretical Framework: This article explores the competitive role of organizational culture in sustainability in the northern state of Mexico, characterized by manufacturing processes in which waste, energy, and water manifested as significant components of the region and the country. Method: The data were collected with the application of the standardized questionnaire called Denison Organizational Culture Survey and its impact on the sustainability indicators of the Global Reporting Initiative, applying a structural equation model based on SmartPLS 4. 0. Research Implications: The best results obtained in companies where external focus prevails, with stability and flexibility, that is, with an organizational culture where mission and adaptability are pillars. Originality/Value: The conclusions highlight contributions to the academic and business environment, applying a model that makes visible aspects challenging to assimilate in management due to the intangibility of the organizational culture.

Internationalisation of non-financial social and solidarity economy cooperatives: case study in Ecuador

Internationalisation is a way for companies' growth and economic development in transition economies with the potential to contribute to a more sustainable world. Social and solidarity economy cooperatives (SSECs) have a lower internationalisation trend than developed economy companies due to their aversion to possible economic losses and lack of knowledge of the global market. This study aims to propose an internationalisation model for non-financial SSECs through factor analysis and evolutionary genetic computing to improve structural competitiveness within the framework of sustainable development in an emerging country. The study methodology includes: (1) information analysis related to internationalisation indicators; (2) statistical analysis of variables from the national survey of popular and solidarity economy organisations; (3) internationalisation model through a genetic algorithm; and (4) strategies related to sustainability. The results show internationalisation models with significant indicators such as number of partners, social capital, social benefit, access to international markets and employment. These models have goodness of fit with a high degree of precision (> 80%) and are a novel proposal to estimate the internationalisation of social capital cooperatives.

Detection of outliers in survey–weighted linear regression

ABSTRACT Regression diagnostics help identify influential data points in a model. Detecting outliers in complex survey design data involving stratification, clustering, and unequal probability sampling is difficult due to the presence of masking, where one outlier makes it hard to detect others. The masking factor for survey–weighted linear regression is developed and applied to analyzing the Household Consumer Expenditure dataset of 68th round of the National Sample Survey Organization survey of India. Regression parameters are calculated before and after detection and removal of outliers. The standard error of regression parameters for survey-weighted least squares models is reduced by 2% for the intercept, 5% for variable “meat” (X 5), 4% for “served processed food” (X 9), and 4% for “packaged processed food” (X 10). Inference alters the significance of regression coefficients of the variable “served processed food” (X 9) leading to the emergence of significance. There is no change in inference for other variables.