Organizational Variables Research Articles

Applications of turning point analysis in behavioral medicine research: A systematic scoping review

BackgroundTurning Point Analysis (TPA) is a methodological approach that allows scholars to retrospectively capture change over time by identifying instances of critical change (i.e., turning points) encountered across a given time period. While TPA has been used to examine time as a variable in health and illness experiences, the use of the method in behavioral medicine scholarship may be limited by the lack of understanding of TPA procedures and applicability. ObjectiveTo describe how TPA has been used and enhance its accessibility by identifying and synthesizing methods of TPA data collection and analysis. MethodsA systematic search of electronic databases, including Academic Source Premier, Psychology and Behavioral Sciences Collection, APA PsycInfo, and ProQuest Dissertation and Theses Database, was conducted in May 2020. In July 2020, we used hand searching to identify additional articles, including forward and back tracking seminal articles on TPA. Studies were screened in duplicate. ResultsOf the 1184 studies screened for this review, we included 52. Studies used TPA to examine relational (k = 40), organizational (k = 6), and individual (k = 6) variables and included an analysis of either turning points (k = 28), the trajectories of change over time created by the turning points (k = 3), or both (k = 21). Turning points and trajectories were captured and analyzed using qualitative and quantitative analytic approaches, with most studies using either purely qualitative (k = 26) or mixed methods (k = 21). ConclusionsThe findings of this review provide insight into the varied applications of TPA and suggest the potential value of this methodological approach in better understanding health experiences across time. By synthesizing the procedural and analytic steps to conducting a TPA, this review could also increase the accessibility and use of TPA in behavioral medicine research.

Managing the quality of primary health care in urban China: the impact of organizational and physician features.

Global health care quality improvement efforts have focussed on management practices. However, knowledge in primary care settings, especially in developing countries, such as China, is lacking. To examine the organizational and physician features associated with health care quality in China's community health centres (CHCs). We conducted a cross-sectional survey of 224 primary care physicians (PCPs) in 38 CHCs in Jinan, Tianjin, Shenzhen, and Shanghai. Clinical and prevention care quality with a 5-level scale (1 = never, 5 = always) reported by the PCPs were used to measure the quality of care. Two-level hierarchical linear models were estimated to examine the organization and physician-level variables associated with primary care quality. The average clinical care quality score was 4.08 and 3.59 for preventative care out of 5. At the organizational level, organizational culture and organizational support were the strongest predictors of physician-reported quality of care. At the physician level, professional fulfilment, psychological safety, and organizational citizenship behaviour were positively associated with care quality. Chinese CHCs clinical quality ranked high by PCPs, but the quality of preventative care provision required improvement. To improve primary care quality, managers of CHCs should implement optimal organizational structures, supportive organizational cultures, and strong organizational support at the organization level and cultivate high professional fulfilment, safe, and trustful relationships with colleagues at the physician level.

The Influence of Principal Leadership, Teacher Performance, Role of School Committees and Organizational Culture on the Implementation of School-Based Management in High Schools and Vocational Schools in Ende Regency, East Nusa Tenggara Province

The aim of this research is to describe the Principal's Leadership, Teacher Performance, Principal's Role and SBM Implementation, analyze the influence of Principal Leadership, Teacher Performance and the Principal's role simultaneously on the implementation of school-based Management, analyze the influence of Principal Leadership, Teacher Performance and Role The School Committee has a partial impact on the Implementation of School-based Management and finds out which of the Principal's Leadership, Teacher Performance and the role of the School Committee have a dominant influence on the Implementation of School-based Management in High Schools and Vocational Schools in Ende Regency. This research method is descriptive with a quantitative approach. The population in this study was 250 respondents. The sampling technique used random sampling so that the total sample in this study was 154 respondents. Data analysis techniques use descriptive analysis and multiple linear regression analysis. The results of this research show that Principal Leadership, Teacher Performance, Role of School Committees and Organizational Culture simultaneously influence the Implementation of School-Based Management, there is a partial influence of the variables Principal Leadership, Teacher Performance, Role of School Committees and Organizational Culture on the Implementation of School-Based Management and The Organizational Culture variable has a dominant influence on the Implementation of School-Based Management in Ende Regency High Schools and Vocational Schools.

Towards decision-making support for complex socio-technical system safety assessment: A hybrid model combining FRAM and dynamic Bayesian networks

Effectively managing system safety and resilience in critical infrastructures requires addressing emergent risks and critical resonances. This study introduces a quantitative model that merges Monte Carlo Simulation (MCS) of the Functional Resonance Analysis Method (FRAM) and Dynamic Bayesian Network (DBN) to assess technological, organizational, and human performance variability in complex social-technical systems. FRAM identifies system taxonomy and functional variability, while MCS pinpoints critical coupling, supplying prior probabilities for functional resonance. This information feeds into the DBN, facilitating the modeling of causal relationships and probabilistic inferences regarding risk uncertainties and system resonances. The model underwent rigorous testing and validation on a preheater cyclone system within the cement industry. This process involved the utilization of historical field data gathered from six prominent cement industries and input from thirty subject matter experts. The integrated approach deeply analyzes emerging risk indicators, unveiling interactions within organizational, human, and technical subsets, alongside performance variability. Furthermore, the model incorporates system learning parameters, aiding decision-making under uncertainty. These findings advance system safety and resilience management, offering insights for risk assessment and accident prevention across diverse scenarios in complex socio-technical systems.

Mental Health in Doctoral Students: Individual, Academic, and Organizational Predictors.

The mental health of doctoral students is a matter of concern, and several variables appear to be associated with the state of their mental health. However, there have been no studies on the population of doctoral students in Spain to date using validated instruments. A cross-sectional observational study was conducted to assess mental health in 1,018 doctoral students. The impact of personal, academic, psychological, and social/organisational variables on their mental health was assessed. Between 50% and 60% of the sample might be experiencing a common psychological disorder, while 18.8% of the sample might be experiencing passive suicidal ideation. In addition, using binary logistic regression, significant predictors of negative mental health were identified, including: sociodemographic variables (being female); academic variables (longer time spent in a doctoral programme); psychological variables (lower life satisfaction; greater interference and less clarity about negative emotions); and social and organisational variables (greater fear of losing tuition rights, lower social support, and greater interference of academic work with personal life). Doctoral students need measures to remedy and prevent mental health issues based on improving self-care and emotion regulation, promoting social support at university, and reducing the pressure of losing tuition rights among final-year students.

Electronic Health Record Implementation Enhances Financial Performance in High Medicaid Nursing Homes.

The nursing home (NH) industry operates within a two-tiered system, wherein high Medicaid NHs which disproportionately serve marginalized populations, exhibit poorer quality of care and financial performance. Utilizing the resource-based view of the firm, this study aimed to investigate the association between electronic health record (EHR) implementation and financial performance in high Medicaid NHs. A positive correlation could allow high Medicaid NHs to leverage technology to enhance efficiency and financial health, thereby establishing a business case for EHR investments. Data from 2017 to 2018 were sourced from mail surveys sent to the Director of Nursing in high Medicaid NHs (defined as having 85% or more Medicaid census, excluding facilities with over 10% private pay or 8% Medicare), and secondary sources like LTCFocus.org and Centers for Medicare & Medicaid Services cost reports. From the initial sample of 1,050 NHs, a 37% response rate was achieved (391 surveys). Propensity score inverse probability weighting was used to account for potential non-response bias. The independent variable, EHR Implementation Score (EIS), was calculated as the sum of scores across five EHR functionalities-administrative, documentation, order entry, results viewing, and clinical tools-and reflected the extent of electronic implementation. The dependent variable, total margin, represented NH financial performance. A multivariable linear regression model was used, adjusting for organizational and market-level control variables that may independently affect NH financial performance. Approximately 76% of high Medicaid NHs had implemented EHR either fully or partially (n = 391). The multivariable regression model revealed that a one-unit increase in EIS was associated with a 0.12% increase in the total margin (p = 0.05, CI: -0.00-0.25). The findings highlight a potential business case -long-term financial returns for the initial investments required for EHR implementation. Nonetheless, policy interventions including subsidies may still be necessary to stimulate EHR implementation, particularly in high Medicaid NHs.

Difficulties faced by Novice School Principals at Irbid Governorate Schools and the degree of effectiveness of strategies that they use to counter them

This study aimed at identifying the difficulties faced by novice school principals at schools of Irbid Governorate, and the degree of effectiveness of strategies that they use to counter them, in addition to determining whether or not there are statistically significant differences that could be attributed to the demographic characteristics and organizational variables. The study applied the descriptive methodology. A two-part questionnaire composed of (45) statements, was administered to (243) novice principals after verifying its validity and reliability. The findings revealed difficulties with different levels of acuity, and that novice principals use strategies with different levels of effectiveness. Only one statistically significant difference was revealed and could be attributed to level of school in favor of secondary schools. The study recommended that the first-year post appointment be considered as a part of to the induction period; linking training of novice principals to the strategy of the Ministry of Education and replicating the study in other governorates.

Evaluation of psychological occupational health constraints according to the Karasek model among female sewing machine operators in Tunisia

Evaluation of psychological occupational health constraints according to the Karasek model among female sewing machine operators in Tunisia

The influence of work culture and leadership style on employee job satisfaction with work discipline as an intervening variable PT Hutama Karya Infrastruktur Jakarta

This study discusses how the influence of work culture and leadership style on employee job satisfaction with work discipline as an intervening variable of PT Hutama Karya Infrastruktur Jakarta. This research uses quantitative methods, with a population of 168 employees at PT HKI Jakarta. The sampling technique is a purposive sampling technique using the slovin formula, which is 113 respondents. The analytical test tool used is Smart PLS with SEM (Structural Equation Modeling) analysis method. The results of this study show that directly work discipline and leadership style have no effect on job satisfaction, organizational culture does not affect work discipline, organizational culture has a positive and significant effect on job satisfaction, and leadership style has a positive and significant effect on work discipline. The results of the indirect test showed that organizational culture variables and leadership style did not have a positive and significant effect on job satisfaction through work discipline as an intervening variable.

Person Job Fit, Job Crafting, Dan Work Engagement Dan Pengaruhnya Terhadap Organizational Citizenship Behavior Pada Perusahaan Daerah Air Minum Surya Sembada Kota Surabaya

This research is intended to determine the influence of Person Job Fit, Job Crafting and Work Engagement on Organizational Citizenship Behavior in Employees of Regional Drinking Water Company (PDAM) Surya Sembada Surabaya City by involving 65 employees of PDAM Surya Sembada Surabaya City as respondents in this research. The research results prove that Person Job Fit has a positive and significant effect on Organizational Citizenship Behavior. This means that if the employees have the appropriate Person Job Fit, a sense of mutual help behavior will be created between employees. Job Crafting has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees apply Job Crafting, it will increase Organizational Citizenship Behavior. Work Engagement has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees feel work engagement, it will also increase Organizational Citizenship Behavior. Simultaneously Person Job Fit, Job Crafting and Work Engagement have a positive and significant effect on Organizational Citizenship Behavior with coefficient of determination of 0,96 or 96%, this indicates that the Organizational Citizenship Behavior variable can be explained by the Person Job Fit, Job Crafting and Work Engagement variables by 96%.

The connection between organizational structure variables and organizational justice views among correctional staff

ABSTRACT A growing body of research on organizational justice views indicates that distributive (i.e. perceived fairness of outcomes) and procedural justice (i.e. perceived fairness of procedures to reach outcomes) are linked to salient correctional staff outcomes, such as job stress, job involvement, job satisfaction, organizational commitment, and life satisfaction; however, limited research investigates the relationships between workplace factors and the organizational justice views among prison staff. The current study investigated the relationships between organizational structure variables of instrumental communication, formalization, integration, and input into organizational decision-making with the procedural and distributive views of staff at a state-run U.S. prison. Data was from 257 staff who worked at a prison holding medium- and high-security convicted male offenders. Ordinary Least Squares (OLS) regression analysis indicated formalization, integration, and input were significantly positively correlated with procedural justice. Instrumental communication, however, was not significantly correlated with procedural justice. Input was a significant positive predictor of distributive justice, while instrumental communication, formalization, and integration were not significant predictors. Considerably more variance was explained in procedural justice compared to distributive justice views. The findings suggest that correctional administrators should be aware that input into decision-making is associated with prison staff’s views of both distributive and procedural justice.

The Influence of Islamic Leadership and Organizational Culture on Lecturer Satisfaction and Performance Alkhairaat Palu University

Objectives: The aim of this research is twofold. Firstly, it seeks to analyze the influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. Secondly, it aims to examine the impact of Islamic leadership and organizational culture on satisfaction and performance through job satisfaction. Methods: This verification research employs a quantitative approach to analyze the influence of Islamic leadership variables and organizational culture variables on job satisfaction and performance of lecturers at Alkhairaat University, Palu. Results: The results of this research reveal that Islamic leadership significantly affects the job satisfaction of lecturers at Alkhairaat University, Palu. Additionally, Islamic leadership has a significant effect on lecturer performance through job satisfaction, although it does not directly impact performance. This finding suggests that the influence of Islamic leadership on performance is mediated by job satisfaction. Organizational culture variables, on the other hand, significantly affect both job satisfaction and performance of lecturers at Alkhairaat University, Palu. Furthermore, organizational culture influences performance through satisfaction. Job satisfaction itself is found to significantly affect the performance of lecturers at Alkhairaat University, Palu. Conclusion: In conclusion, this research highlights the significant influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. While Islamic leadership directly impacts job satisfaction and indirectly affects performance through satisfaction, organizational culture directly influences both job satisfaction and performance. These findings underscore the importance of fostering positive Islamic leadership and a conducive organizational culture in enhancing the satisfaction and performance of lecturers in an Islamic-based institution like Alkhairaat University.

Experimental evidence on the role of shared protocols as coordination device on clinical best practices

Our experiment assesses the level of coordination on clinical best practice among physicians and investigates whether the release of guidelines helps in supporting coordination. Based on three clinical vignettes using current national guidelines, physicians evaluate the appropriateness of each of the proposed courses of action. Afterwards, physicians are allowed to ask which action corresponds to national guidelines and change their ratings, if desired. On average, slightly more than half of the sample coordinated on appropriateness evaluations. Empirical analysis indicates that several organizational and individual variables influence the level of coordination. Additionally, the release of national guidelines improved both the level of conformity and coordination. Our findings suggest changes in implementation practices to increase the impact of these shared protocols in the health field.

A new model for evaluating the impact of organizational culture variables on the success of knowledge management in organizations using the TOPSIS multi-criteria algorithm: Case study

In today's times, knowledge management has emerged as a critical pursuit for organizations in preserving and enhancing their intellectual assets. Organizational culture stands out as a key determinant of success in this regard, underlining the need for organizations to enhance their knowledge management methods amidst rapid and unpredictable changes. This paper evaluates how various aspects of organizational culture such as Job dissatisfaction, Emphasis on rewards, lack of infrastructure, Performance Orientation, Inadequate technology, Support Defend, Silo mentality in knowledge, Innovation, and Stability affect organizational knowledge management success. The urgency of this research is underscored by the critical need for organizations to enhance their knowledge management strategies amidst rapid and unpredictable changes. What distinguishes this research is its innovative model, offering a quantitative and systematic approach to assessing the impact of organizational culture on knowledge management success through the TOPSIS to measure knowledge management success in ten government organizations in East Azerbaijan province, Iran, each with one hundred employees. In this study, questionnaires based on organizational culture characteristics were given to employees to collect quantitative data and also to assess the level of knowledge management, data were analyzed using the TOPSIS algorithm. The results of the study showed that Organization 3, where at least 50% of the employees responded positively to indicators related to the emphasis on rewards and performance orientation, had the highest level of success in knowledge management compared to other organizations.

Analisis Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan di PT. XYZ

Organizational culture greatly influences the behavior of organizational members because the value system in organizational culture can be used as a reference for human behavior in an organization that is oriented towards achieving set goals or performance results, so that if the organizational culture is good, it is not surprising that organizational members are good and qualified people as well. This study aims to analyze the effect of organizational culture on employee performance at PT XYZ. This research was conducted using a quantitative approach and collecting data from employees who work in the company. The results of data analysis show that organizational culture has a positive and significant effect on employee performance at PT XYZ because the t test results in this study found that the organizational culture variable has a t count of 5.629, while the t table value has a value of 2.006. Where t count> t table then, Ha is accepted and Ho is rejected

The Hierarchical Configurations of Policy Networks: A Study of Decision-Making Processes in Urban Transport

This study sheds light on a commonly overlooked aspect in network literature: the potential for hierarchized behavior within networks. Providing a longitudinal case study of decision-making behavior in urban transport policy networks, the study also adds to calls for longitudinal studies in the field of public administration. By analyzing documents and interviews, the study reveals the gradual shift towards hierarchical decision-making within networked structures. Furthermore, it highlights how organizational variables shape networked behavior over time, both facilitating and constraining hierarchized behavior. Consequently, this article suggests that hierarchized and collaborative dynamics co-exist and co-evolve within policy networks.

Teachers' occupational health: A structural model of work‐related stress, depressed mood at work, and organizational commitment

AbstractOrganizations, employees, and individuals suffer from adverse outcomes due to a lack of occupational health, impacting everything from organizational performance to psychological and physical health, and they are a prevalent phenomenon for various jobs, including teaching. The aims of the current study are two‐fold: to determine the state of occupational health (i) and its structure among 470 Turkish teachers at all school levels, including 338 female teachers (71.9%) and 132 male teachers (28.1%), specifically in terms of stress, the depressed mood at work, and organizational commitment variables (ii). A structural model for occupational health is developed and examined through the AMOS 22 program. The findings of this study indicate that stress predicts a negative impact on organizational commitment (−0.42), whereas it has a positive effect on depressed mood at work (0.74). Additionally, organizational commitment is shown to have a negative impact on depressed mood at work (−0.15). Overall, policymakers, school administrators, and leaders should prioritize strategies to reduce stress, create a healthier work environment, and address the need for proactive efforts to promote a positive emotional climate that improves teacher occupational health. Additionally, further research should explore the other factors that enable to prevent and reduce depression mood at work.

Factors Associated With the Ability of US Nursing Homes to Accept Residents With Severe Obesity

ObjectivesSevere obesity in nursing home (NH) residents is associated with specialized care needs, limited mobility, and challenges in daily living. The COVID-19 pandemic strained NH resources and exacerbated staffing shortages. This study aimed to assess the ability of US NHs to accept and care for residents with severe obesity post-COVID, as well as associated NH factors. DesignCross-sectional nationwide survey of NH administrators (2021-2022). Setting and Participants290 NHs from a national sample (n = 224) and a targeted sample in Massachusetts and New Jersey (n = 66). MethodsA survey designed to assess how NHs approach admitting and caring for people with severe obesity before and after COVID was fielded from 2021 to 2022. Responses were linked to facility information from the Certification and Survey Provider Enhanced Reports, Minimum Data Set, Nursing Home Compare, Area Health Resources File, and US Diabetes Surveillance System. Multivariable logistic regression was used to assess the effect of organizational and survey response variables. ResultsOf the 2503 surveys sent to US NHs, 1923 were sent to the national NH stratified sample, and 580 were sent to the MA/NJ sample. Overall, 12% (301 of 2503) of NHs surveyed responded. The response rates were similar between the 2 samples. Of 290 NHs with complete data, 34% reported being unlikely to accept residents with severe obesity after COVID-19, compared with 25% before the pandemic (P < .001). The main barriers to acceptance were staffing shortages and difficulties meeting equipment and space needs. NHs with higher proportions of Black residents were more likely to admit individuals with severe obesity. Conclusions and ImplicationsThe decline in acceptance of residents with severe obesity during and after COVID-19 highlights potential challenges that this population faces in accessing care. Our results also raise concerns that an intersection of disparities may exist in Black patients with severe obesity.

A Case Study of Indonesian Amateur Boxing Athletes: Is There an Influence of Organizational Culture and Quality of Service on Performance through Achievement Motivation as a Mediator?

This study aims to analyze the relationship of organizational culture and service quality to the performance of amateur boxing athletes in Indonesia through achievement motivation as a mediator variable. This correlational quantitative approach used Structural Equation Modeling (SEM) with the help of Smart-PLS. The sample was 100 amateur boxers aged 22.5±2.0 years with 6.1±0.8 years of training experience. The validity test of the Fornell-Lacker Criterion result shows a construct value greater than other constructs (&gt;0.7). Meanwhile, the reliability test of all items in the variable showed the results of composite reliability (&gt;0.7) and Cronbach Alpha (&gt;0.7). The R square value on the performance of amateur boxing athletes is 0.764 or 76.4%, while the R square on achievement motivation is 0.570 or 57%. The SRMR value or Standardized Root Mean Square 0.077 &lt; 0.10 or 0.077 &lt; 0.08, then the model fits with the data. Then the hypothesis results, organizational culture on performance P-Values 0.000, service quality on the performance of P-Values 0.006, organizational culture on performance through achievement motivation of P-Values 0.003, service quality on performance through achievement motivation of P-Values 0.023, meaning that the four hypotheses are acceptable. The combination of organizational culture and service quality must be united, especially in achievement sports because the study of achievement sports is always associated with the ability of athletes, psychology or the ability of coaches without reporting the influence of other variables. Future research studies need to use mixed methods, considering that organizational culture and service quality variables have broad aspects, and of course, the organizational culture of each country is different Keywords: Organizational Culture, Service Quality, Achievement Motivation, Boxing Performance.

An exploration of organizational climate in community-based opiate prescribing services; a mixed methods study

IntroductionAssessing the internal dynamics of organizations has been shown to provide information that can help planners and policymakers improve service delivery. A good organizational climate, which in this study incorporates mission clarity, team cohesion, staff autonomy, communication, levels of stress, and openness to change has been shown to be of particular importance. Still, there is a dearth of evidence in this area, and while relationships between organizational factors have been identified, little is known about the mechanisms that might underpin these relationships, and there is little understanding of how to address deficits once they are identified. The objective of this study was to identify relationships between program factors that influence organizational climate and to explore which mechanisms might underpin these relationships. MethodsThis paper reports on a cross-sectional, concurrent, mixed-methods study design, across twelve discrete community-based prescribing service providers (organizations) in Ireland. Data was obtained using a staff survey [n = 132] which utilized measurements of organizational readiness to change and one-to-one interviews [n = 12]. Quantitative data was analyzed using multivariate linear regression modeling which assessed relationships between variables, while interviews were analyzed using an abductive approach, both types of data were synthesized at the interpretation stage. ResultsA range of interdependent factors were considered to affect the climate of organizations. Surveys identified that specific types of resources, such as physical infrastructure, training, and staffing resources were important for supporting a good organizational climate, while programs with greater needs had a poorer climate. Opportunities for professional growth, the skill sets of staff, and having access to e-communication were also significant. Interviewees reported that rigid organizational hierarchies and bureaucracy, philosophical views of addiction, stress, and staff turnover were influenced by the provision of fewer resources. Interdependent factors such as leadership, supervision, staff relationships, and collective training, also thought to be influenced by resources, were considered to positively influence programs. Resources were not the only challenge identified, and practices within programs and how existing resources are used were also thought to contribute both positively and negatively to the internal dynamics of services. ConclusionKey findings in this study identified that the organization of effective services is influenced by a range of specific factors, some of which can be addressed without additional resources. Overall, staff views of organizations can provide us with valuable information to support service improvement. Using a mixed methods approach can not only identify where relationships between organizational variables exist but can also help us to understand the mechanisms that underpin these relationships and, importantly, how to address deficits once they are identified. In order to improve how substance misuse services work, the need for a long-term systemic approach to program development, which incorporates some of the findings from this study, is required.