Organizational Values Research Articles

Psychological Flexibility and Compassion Training for Equality in Organizations: A Randomized Controlled Trial of a Diversity and Inclusion Intervention

Abstract Objectives Discrimination and prejudice are prevalent in workplaces worldwide, but there are few empirically validated interventions for combating racial bias in organizational settings. This study aims to evaluate an intervention consisting of experiential exercises derived from Acceptance and Commitment Therapy (ACT) and Compassion-Focused Therapy (CFT). The objective is to address psychological processes influential in promoting inclusive and equal workplaces in relation to race/ethnicity. Method A sample of 123 employees was randomized to an intervention or a comparison condition. The intervention involved exercises designed to increase compassion and empathic perspective-taking, decrease psychological inflexibility related to prejudiced thoughts and racial attitudes, and enhance participants’ commitment to organizational values. Participants in the intervention group were compared to those participating in traditional diversity and inclusion lectures, which served as the comparison condition. Results The study found that participants in the flexibility and compassion condition showed a significant increase in self-reported compassion. The results also showed a significant decrease in the participants’ inflexibility in relation to prejudiced and stigmatizing thoughts. However, no significant differences between the conditions were found regarding the endorsement of racist attitudes or empathic perspective-taking. Conclusions This study adds to the important but limited literature on effective diversity training in organizations. It suggests that methods derived from ACT and CFT may improve workplace diversity and inclusion interventions by increasing compassion and reducing the impact of prejudiced and stigmatizing thoughts on behavior. Preregistration The study was not preregistered.

Envisioning the Future of Burnout Support: Understanding Frontline Workers' Experiences in Nonprofit Gender-Based Violence Organizations

Frontline workers (FLWs) provide essential services necessary for a functioning society, but the nature of their work contributes to their high rates of burnout. This burnout impacts not only their own health, but also has dire consequences for the people most in need of their services. Digital interventions for burnout may provide scalable, accessible, and cost-effective care. However, such interventions have been designed to intervene at the individual-level and have been inadequate in sustainably alleviating burnout. In addition, these interventions have not considered how we might integrate more effective organizational-level strategies or reflect FLWs' own experiences and the unique contexts of frontline work in their design. One important, yet understudied, domain of frontline work that experiences high rates of burnout is gender-based violence (GBV) service provision in nonprofit organizations. Using a community-based participatory research approach, we ran 8 co-design workshops with FLWs and supervisors from various nonprofit GBV organizations in a large metropolitan city in the United States to understand their experiences, hopes, and perceptions of technology for burnout support within their organizations. We found that participants greatly valued their support systems and supervisory relationships at work. And while there was a desire to use technology as support tools for burnout, participants were wary of how it could conflict with these support systems and important organizational values. We contribute a multilevel framework for digital burnout interventions and argue for a methodological shift to an assets-based approach, reframing the future of research and design of burnout interventions to center and reflect the needs, values, and lived experiences of FLWs.

Evaluating AIS implementation to improve accounting information quality: the prospect in Jordanian family SMEs in the post-Covid-19 age

PurposeAs organisations rely more on systems to protect their accounting data, it is critical to investigate whether cutting-edge “Accounting Information Systems (AIS)” technologies increase “Accounting Information Quality (AIQ)” in post-Covid-19 era.Design/methodology/approachThe current study examined how Covid-19 modified the expected links between AIS implementation and AIQ factors. To make the “structural model”, a “web-based survey” was used. A “Multi-group Analysis” (MGA) with “AMOS.26” was employed to test the regulating effect. To look at their regression values, the 412 participants from “Family Small- and Medium-sized Enterprises FSMEs” in Jordan who took part in the MGA were split into two groups: those who had a high experience of Covid-19 impact (N = 143) and those who had a low experience of Covid-19 impact (N = 269). The study of 412 completed surveys shows that MGA uses a modified t-test to determine the significant difference between regression coefficients.FindingsThe results of the moderation effect confirm that Covid-19 has a substantial effect on AIS adoption and AIQ. All hypotheses about how AIS implementation affects AIQ in post-Covid-19 era were approved. The study finds that adopting AIS is critical for enterprises to maintain successful operations and efficiency.Practical implicationsThis model may assist businesses in comprehending the relationship between AIS and AIQ, how it affects it in the current technological adoption phase under extremely unpredictable economic conditions and what characteristics support its widespread usage. This research offered the theoretical underpinning for examining AIS’s ability to improve AIQ among Jordanian family firms. The results can also be applied to other Middle Eastern countries and AIQ, how it affects this relationship during this period of technological adoption under extraordinarily unpredictable economic conditions and what factors support its widespread use. Practitioners and scholars must recognise how AIS can develop organisational values and impacts as the AIS environment grows. This study recommends a holistic AIS-implementation methodology and evaluates organisational implications to address this empirical challenge.Originality/valueThis study investigates whether adopting AIS results in significantly higher AIQ in the post-Covid-19 era. To the best of the author’s knowledge, there have been a few attempts to investigate how AIS influences data quality. Still, there is little evidence of how this relationship has evolved in the aftermath of the Covid-19 tragedy. As a result, much work remains to be done, particularly in analytical decision-making culture, which is critical to the development of the growing economies of the Middle East and Jordan. To address this knowledge gap, the Covid-19 and AIQ criteria were incorporated into the model utilised in this study. This research adds to existing knowledge and may be valuable in areas with low AIS framework frequency.

Synergizing Organizational Values and Psychological Capital for Wellbeing: Insights from Sri Lankan Public Administration

The role of human cognitive processes and constructs such as psychological capital (PsyCap), wellbeing, and values in encouraging positive behavior has been extensively examined in the existing body of knowledge, especially capturing the attention of scholars and practitioners in the domains of management and organization studies. However, how these concepts interactively create positive behavior is rarely taken into consideration in scholarly discussions. Thus, the present paper aims to explore how the values professed by an organization (i.e. espoused values) could lead employees towards positive behaviors through PsyCap and wellbeing. The research setting is Sri Lankan public administrative organization (SLPAO) and the study participants are top-level managers. This study takes an interpretivist approach with a qualitative inquiry by employing a series of in-depth interviews and organizational documents, where the initial findings on espoused values of SLPAO were then subjected to a secondary qualitative framework analysis based on the theoretical lenses of CHOSE and PERMA models of PsyCap and well-being. The findings of the present study show that the public administrators’ perceived espoused values carry reflections of wellbeing and encompass the dimensions of PsyCap. Accordingly, positive emotions are reflected by the values independence and humanity & morality; engagement by service boundedness and duty consciousness; positive relations by fairness & justice and concern on employees; meaning by public inter-est and effectiveness; and accomplishment by efficiency, expertise and formality & order. The findings clearly highlight how the espoused values become a source of PsyCap, encompassing hope and optimism while also tending to the collective well-being, and thereby enhancing positive behaviors overall. The findings suggest the potential application of PsyCap and well-being to leverage espoused values as a precursor of positive behavior among public servants. Nonetheless, the study emphasizes the necessity for further scholarly endeavors to explore the intricate connections between organizational values, PsyCap, wellbeing, and positive organizational behavior.

International organizations’ practice in the interpretation of their constituent instruments

Abstract Subsequent practice of international organizations plays an important role in the interpretation of their constituent instruments. Based on Articles 5 and 31(3) of the Vienna Convention on the Law of Treaties (VCLT), when such practices have become established or have been consented to by all States parties, they can be considered authoritative interpretations. The legal basis for considering practices of international organizations in other circumstances, however, is not entirely clear. The International Law Commission proposed that these practices may still be considered in the application of Articles 31 and 32 of the VCLT but left many issues undiscussed. This article argues that it is possible to consider international organizations’ practice in the application of Article 31 if a strong inference about the original intention of States parties can be drawn therefrom. To address difficulties involved in evaluating the probative value of international organizations’ practice, this article borrows a tool from probability theory—likelihood ratio—and shows that, absent a major change of circumstances, international organizations’ earlier practice can be seen as credible evidence of States parties’ original intention and considered in the application of Article 31.

TRANSFORMASI DIGITAL DAN PENGARUHNYA TERHADAP BUDAYA ORGANISASI: TINJAUAN LITERATUR SISTEMATIS

Digital transformation has become a global phenomenon reshaping how organizations in Indonesia operate and compete. This study aims to analyze the impact of digital transformation on organizational culture through a systematic literature review (SLR), focusing on aspects of collaboration, structural flexibility, resistance to change, and value adaptation. The results indicate that digital transformation enhances collaboration and flexibility within organizations, fostering better cross-departmental communication and responsiveness to market changes. However, resistance to change emerges as a significant challenge, particularly among employees concerned about their roles. Adapting organizational values towards a more open and innovative culture also requires continuous support from leadership. In conclusion, the success of digital transformation depends on a holistic and comprehensive change management approach. This study provides guidance for organizations to design cultural strategies that support the sustainability of digital transformation in Indonesia.

Perceptions of healthcare providers on factors affecting lean sustainability in the hospitals under the Ministry of Health Malaysia

ABSTRACT Introduction Despite the recognized benefits of continuous improvement programs such as lean methodologies, understanding of how to sustain these practices in Malaysia's public health sector remains limited. This qualitative study aims to explore perceptions of both policymakers and hospital-based healthcare providers (HCPs) on the factors affecting the sustainability of lean within the Ministry of Health (MOH) hospitals in Malaysia. Methods Data were collected through in-depth interviews with 14 participants, including policymakers and hospital-based HCPs, using purposive sampling. A deductive thematic analysis was employed to analyze the data. Results This study delineated ten primary themes: (1) Fostering lean expertise through capacity building, (2) Lean implementation approaches and processes, (3) Monitoring and evaluation of lean with performance indicators, (4) Encouraging positive behavioral change among HCPs in lean, (5) Disseminating lean findings, (6) Establishing policy for lean, (7) Incentivizing lean practices, (8) Leadership in lean practices, (9) Building and strengthening organizational capacity and (10) Values of lean. Conclusion Insights from this study reflected that sustaining lean in the MOH is a complex process and involves a multifaceted approach. Health organizations seeking to improve lean sustainability are encouraged to incorporate the themes highlighted in this study.

Asking to thrive: structures supporting young men’s behavioural health in Belfast, Northern Ireland

Abstract Background Men in Northern Ireland are three times more likely to die by suicide and psychiatric morbidity is significantly higher than for the United Kingdom overall, in part due to the Troubles, a 30-year conflict during which there were 34,000 shootings, 14,000 bombings, and 3,500 deaths. Prior studies suggest strong friendships and high collective efficacy in communities are protective against suicide and self-harm in adolescents and that inquiring about supportive people and structures directly-rather than through parental intermediaries-yields more accurate responses. Methods Semi-structured interviews were conducted with 30 adolescent males aged 16-19 from working-class communities across Belfast. Participants were recruited via trusted community partners and often had experiences with sectarianism and restorative justice. A deductive thematic analysis was conducted of interview transcripts, supplemented by responses to the Self-Harm Inventory and a modified Collective Efficacy Scale. Analyses were completed in NVivo and RStudio. Results In addition to male peer friendships in which they could share confidences, participants strongly endorsed the value of youth work organisations as keystones in supporting not only their own behavioural health through positive modelling but also the reduction of antisocial and sectarian behaviours in their communities. Participants named specific aspects of these structures they found most useful, including demonstrating “masculine success” though community engagement and family life, providing a safe venue for socialising, and delivering restorative justice programming. Conclusions Findings from this study suggest that youth work programming is an important component of both adolescent behavioural health promotion and community safety through the reduction of sectarian and other antisocial behaviours. Participants expressed dismay at the reduction of these services and endorsed both their personal and wider community importance. Key messages • Youth workers may provide valuable positive modelling and behavioural health support to the young men. • Youth work programmes may function both for behavioural health promotion and community violence reduction in Belfast, Northern Ireland.

The role of the organisational context in the implementation of a complex mental health intervention

Abstract Introduction The 2021 framework for complex interventions introduced by the UK Medical Research Council highlights context as one of the core elements. In the implementation phase, context is considered especially critical as it affects the intervention’s effect, sustainability, and transferability. However, in public health implementation research, there is a lack of understanding of the interrelatedness between intervention and context conditions. This study aimed to explore the role of the organisational context in implementing a complex mental health intervention. Methods The study was designed as an ethnographic case study. This design enabled a comprehensive exploration of the relation between the case and its context by providing insights into the process of change implied in the implementation and how this collides with the organisational norms, culture, and structure. Four general practices participating in The Healthy Mind Intervention were included as cases. One-person interviews with clinic owners, focus group interviews with personnel, and observations of intervention activities and everyday life in the practices were used to collect data. Results Three themes were identified. First, existing organisational norms, ideals, and values were replicated in the implementation process and either inhibited or facilitated the process of change. Second, different narratives of both implementation and context existed among some of the professional groups, which complicated the collaborative efforts in the implementation. Last, conflicts in the organisations were actualised in the implementation process, which enabled a discussion and improvement of these issues. Conclusions Ethnographic case studies provide extensive insights into the role of the organizational context in implementing complex interventions, which is critical for the implementation to be effective, qualified, and sustainable.

A Study of Cultural Diversity and Ethical Climate towards Employee Selection in Higher Education Institutions

This study investigates the critical role of employee selection processes in organisational success, focusing on the impact of cultural diversity (CD) and ethical climate (EC) within Higher Education Institutions (HEIs) in Northern Malaysia. Employing a quantitative methodology and a descriptive research design, data were collected from academic staff through a structured questionnaire. The analysis using SPSS software reveals strong positive correlations among employee selection, CD, and EC. The Kaiser-Meyer-Olkin (KMO) measure and Bartlett’s Test of Sphericity confirm the data's suitability for factor analysis, while Cronbach’s alpha coefficients indicate robust internal consistency. The findings underscore the importance of aligning employee selection processes with organisational strategies and values to attract competent employees. Additionally, effective management of CD enhances financial performance, competitive advantage, and profitability. An EC significantly promotes ethical behaviour, job satisfaction, and organisational performance. The study highlights practical implications for integrating diversity and ethical considerations into selection strategies, providing valuable insights for human resource management and organisational behaviour. The research emphasises the need for a holistic approach to talent acquisition by demonstrating how selection practices influence organisational outcomes. This approach fosters inclusivity and ethical leadership, ultimately contributing to long-term organisational success. These findings comprehensively understand employee selection, CD, and EC dynamics in enhancing institutional effectiveness and achieving strategic goals in HEI settings.

Revisiting values in evaluation: exploring the role of values in shaping evaluation practices and their influences on decision-making within English higher education providers

AbstractTheoretical and empirical contributions to research on evaluation have advanced our understanding of how values influence evaluation practice. Yet rather than understand how values shape evaluation and its use, research on the evaluation of widening participation (WP) programmes delivered by English higher education (HE) providers has focused on methodological deficits. Rather, this study explores the complexity of how national policy, organisational imperatives and the individual values of staff responsible for WP within HE providers influence how evaluation is practised and used to inform decision-making. The results of semi-structured interviews with 17 staff members spanning the organisational hierarchy of three diverse English HE providers highlight conflicts between staff values, job roles and responsibilities and espoused organisational values, and how they can influence symbolic and legitimising evaluation practices. Alternatively, at the individual level staff values support the process and instrumental use of evaluation to inform programme improvements. The findings identify implications for how HE providers can shape their evaluation systems, and how staff choose to enact evaluation within their programme areas.

Collaborative and integrated working between general practice and community pharmacies: A realist review of what works, for whom, and in which contexts.

Collaborative and integrated (C + I) working between general practice and community pharmacies has the potential to increase accessibility to services, improve service efficiency and quality of care, and reduce health care expenditures. Many existing studies report challenges and complexities inherent in establishing effective C + I ways of working. The aim of our review is to understand how, when and why working arrangements between General Practitioners (GP) and Community Pharmacists (CP) can provide the conditions necessary for effective communication, decision-making, and C + I working. We conducted a realist review to explore the key contextual factors and mechanisms through which GP-CP C + I working may be achieved. MEDLINE, Embase, CINAHL, PsycINFO, HMIC, Web of Science, IBSS, ASSIA, Sociological Abstracts, Sociology Database and the King's Fund Library Database were searched for articles and grey literature published between January 2000 and April 2022. A total of 136 documents were included in the final synthesis. Our findings highlight the importance of mutually beneficial remuneration models to support effective integration of services; supportive organisational cultures and values; flexible and agile IT systems/technologies; adequate physical infrastructure and space design to support multidisciplinary teamworking; the importance of establishing patient's trust in collaborative processes between GP-CP; and the need to acknowledge, support and utilise effective triadic relationships. Our research generates new insights regarding how, why and in which contexts C + I working can be achieved between GPs and CPs. The findings of our review can be used to inform future policy, research and clinical practice guidelines for designing and delivering C + I care.

Identifying Key Determinants of Islamic Customer Perceived Value: A Mixed-Method Study

The concept of customer perceived value is crucial for businesses to understand consumer behavior and gain a competitive edge; however, research on Muslim consumers remains scarce. This study seeks to identify the indicators and factors that shape Islamic customer perceived value, particularly within tertiary education institutions. A mixed-methods approach was employed, beginning with qualitative research using focus group discussions and interviews, followed by quantitative analysis through principal component analysis. The focus groups included students, lecturers, and experts, while 118 respondents completed the questionnaires. The findings uncovered 21 indicators and 6 key factors, namely: Islamic academic standards, Islamic attitudes, Islamic performance, Islamic physical attributes, Islamic organizational values, and Halal food and beverage offerings. These results advance the understanding of Islamic marketing and provide valuable insights for universities when formulating marketing strategies aligned with Islamic principles.

Shared value in female entrepreneurship. A publicness frame in the field of knowledge sharing

PurposeWhile most research on female entrepreneurship has been conducted using the traditional private-for-profit logic, with the growing rise of hybrid and public organizational forms, the value of female entrepreneurial initiatives tends to be shared with society at large. Overcoming the traditional distinction between private vs public sectors, this paper relies on the publicness theory and aims to appreciate the shared value of female entrepreneurship by reviewing evidence from the field of knowledge sharing.Design/methodology/approachThe authors conduct a three-phase systematic literature review on female entrepreneurship and knowledge sharing based on a sample of 188 articles for the period 2010–2022 retrieved from the three most extensive databases for evaluating scientific research (i.e. WoS, Scopus and Google Scholar) using a combination of relevant keywords within business and management domain. After the performance analysis of selected publications, the authors conduct a content analysis aimed at identifying the most recurrent theoretical framing, the impact of female entrepreneurship on value creation and the use of knowledge sharing. Finally, the authors conduct a thematic analysis using the theoretical perspective of the publicness to frame how different knowledge-sharing practices have been used in female entrepreneurship to create and spread public value.FindingsThe findings reveal that female entrepreneurship research has generally adopted managerial organizational and sociological theoretical frameworks, reported positive implications on value creation and has seldom exploited knowledge-sharing practices, with particular reference to the settings of low level of publicness. In addition, based on the development of the conceptual model, the authors suggest that the practice of networking in organizational structures characterized by a high level of political and/or economic authority makes the pattern of public value-sharing with the entire ecosystem easier.Originality/valueThe authors adopt an original approach that frames female entrepreneurship research within the lens of publicness theory to highlight the knowledge-sharing practices that allow the value created by female entrepreneurial initiatives to become a shared value in organizations characterized by high levels of political and/or economic authority. The proposed framework contributes to the research on entrepreneurship and knowledge sharing by providing a structured reference point to carry forward research on gender entrepreneurship and knowledge-sharing practices through the theoretical lens of the publicness.

Leveraging HR analytics for employee development: good for employees, organizations, and society

Purpose This paper aims to provide a new perspective on HR analytics that moves beyond the current narrative of its strategic value for organizations yet oftentimes at the cost of employee well-being. The paper argues that analytics-enabled employee development can unleash the positive impact of HR analytics on employees, organizations, and society. Design/methodology/approach This is a conceptual paper drawing on relevant literature and HR analytics applications. Findings Analytics-enabled employee development can help organizations gain employee buy-in by demonstrating the direct positive impact of HR analytics on employees. It contributes to social sustainability by focusing on developing employees' current and future skills, which benefits individuals, communities, and society. Moreover, it enhances organizations' human capital by aligning employees' skills and knowledge with business goals, creating a competitive edge. Originality/value This paper affords a new perspective on HR analytics implementation by focusing on the positive impact of analytics-enabled employee development. It provides three rationales for why organizations should invest in analytics-enabled employee development: gaining employee buy-in, contributing to social sustainability, and enhancing human capital.

Laying the Groundwork: Insights from Organisational Ethics for Humanitarian Innovation

Humanitarian innovation is occurring in a wide range of organisational contexts, from innovation labs and hubs, to specialised units within humanitarian organisations, to small social innovation startups and through intersectoral partnerships. Ethical considerations associated with innovation activities have been the source of increased discussion, including critiques around inclusion in the definition of problems, imposition of solutions, introduction of new risks for people in crisis situations and potential for exploitation. To promote ethical innovation, various initiatives have sought to articulate guiding values and to create resources and frameworks to integrate values in project design and implementation. A distinctive yet complementary line of ethical analysis is offered by the approach of positive organisational ethics, which considers the features of organisations that promote and sustain conditions supportive of ethical action. In this paper we examine three dimensions of an organisation’s ethical infrastructure: the resources that are established, such as policies and statements of organisational values; the practices that are enacted, such as methods of onboarding new staff; and the capacities that are fostered and accessed, including ethics knowledge and skills. Attention to these features constitutes an important means of laying the groundwork for organisational conditions that are supportive of ethical humanitarian innovation.

Leadership in federally qualified health centers: examining recruitment and retention in rural Oklahoma.

Healthcare workforce shortages, particularly in rural areas, present a global challenge. The purpose of this study is to explore the leadership dynamics within federally qualified health centers (FQHC) in rural Oklahoma, focusing on recruitment, retention, job satisfaction and development practices. Eighteen managers with five or more years of tenure from Oklahoma FQHCs were interviewed. Leadership's role in influencing job satisfaction, recruitment, retention and development practices was analyzed using a multilevel ecological framework through qualitative content analysis with NVivo. The analysis includes ten key themes including the critical role of leadership in addressing recruitment and retention challenges, the importance of aligning organizational culture, rural culture, access challenges, trainings and values with workforce development initiatives, and the impact of leadership practices on job satisfaction. This study uniquely examines leadership strategies in rural FQHCs, integrating ecological considerations for cultural, logistical and community-specific factors. It emphasizes the pivotal role leadership plays in shaping workforce development. As rural healthcare evolves, refining these approaches is crucial for addressing workforce challenges, improving healthcare access and ensuring that rural FQHCs remain sustainable, driving positive outcomes for healthcare professionals and communities.

Just Sustainabilities: Building Bridges and Breaking Barriers to Empower Employees for Inclusive Workplaces—Evidence from Ghana

This study examines the critical role of inclusive, people-centered strategies in driving organizational sustainability, focusing on two key institutions in the Ashanti Region of Ghana: Presbyterian University College (PUC) and Presbyterian Agogo Women’s College of Education (APWCE). Employing a qualitative research design, including 100 interviews, five focus groups, and participant observations, this study investigates employee perspectives on Diversity, Equity, and Inclusion (DEI) practices in the workplace. The findings identify key empowerment strategies—flexible job roles, participatory decision-making, leadership development, and open communication—that enhance employee engagement and commitment to sustainability efforts. The findings also demonstrate employees’ vital role in advancing sustainability through involvement in green initiatives, community engagement, and integrating sustainability into core organizational practices. This contribution intellectually bridges the gap between DEI policies and their practical application, offering a nuanced understanding of how cultural and social dimensions influence sustainability in underexplored contexts like Ghana. It emphasizes aligning organizational values with employee well-being to enhance job satisfaction and retention, presenting actionable strategies for fostering innovation, resilience, and long-term success. The increasing global focus on sustainability and the growing need for inclusive practices in organizational settings underscores the timeliness of this manuscript. It offers a holistic, forward-thinking approach that is especially relevant for organizations navigating post-pandemic workplace dynamics and seeking to align sustainability with equity and inclusivity.

Indoor air quality assessment of an existing apartment located in Indian tropical city, Bhubaneswar

Introduction: A proper investigation on indoor pollution level in economical apartments is important, where the provision for ventilation is limited. A series of experiments were conducted in the houses within an existing economical apartment in Bhubaneswar, India to evaluate various pollutant levels. Materials and methods: Temperature, relative humidity, CO, CO2, Particulate Matter (PM10 and PM2.5), Formaldehyde and Total volatile organic compounds in the bedrooms and kitchens are measured by pollution meters. The experiments were conducted with doors and windows closed conditions. The readings were taken on a four consecutive working day in February 2023 at an interval of 3 h (9:00 am to 9:00 pm). Results: The day wise temperature and humidity variations inside the bedroom and kitchen shows a reverse trend. At the afternoon, the indoor temperature becomes high, while during the night time humidity becomes the highest. The day wise indoor CO2 and CO variation trend is pretty similar. Both CO2 and CO concentrations in bedrooms are the highest in the evening. In contrast to that CO2 and CO concentrations in kitchens becomes maximum during noon time. High particulate matter concentration at outdoor and indoor is observed at the evening time. Higher formaldehyde (HCHO) and Total Volatile Organic Compounds (TVOCs) concentration at the indoor is observed at noon and afternoon time. Conclusion: The results obtained were compared with the recommended values of World Health Organization (WHO) and National Ambient Air Quality Standards (NAQIS). The results revealed that all measured parameters are at a higher level than the recommended values except the indoor CO2 concentrations.

ESTRATÉGIAS FINANCEIRAS INTEGRADAS: MÉTODOS DE GESTÃO, ANÁLISE DE INVESTIMENTOS, AVALIAÇÃO DE RISCOS E TOMADA DE DECISÃO PARA A OTIMIZAÇÃO DE RECURSOS E MAXIMIZAÇÃO DE VALOR

This study explores integrated financial strategies as an essential approach to optimizing resources and maximizing value in organizations. The research analyzes financial management methods, investment analysis techniques and risk assessment approaches, highlighting the importance of strategic decision-making in complex environments. Integrated financial management allows for a more efficient allocation of resources, risk reduction and more informed decisions, providing a significant competitive advantage in the market. In addition, the integration of different functional areas improves organizational agility and the ability to adapt to constant market changes. The results suggest that companies that adopt these strategies achieve significant improvements in resource allocation, risk management and strategic decision-making. They are thus better placed to face contemporary challenges and guarantee long-term sustainability, ensuring their growth and success in a dynamic economic scenario.