Organizational Change Research Articles

Strategy Implementation Practices and Performance of Commercial Banks in Nakuru County

Organizational performance entails recurring duties like establishing organizational goals, monitoring progress towards those objectives, and making modifications to enhance their accomplishment in a more efficient manner. Strategy implementation represents a significant phase within an organization; however, existing literature consistently underscores a notable failure rate in the implementation process across numerous organizations. The prevalence of poor performance in banks is attributed to issues such as inadequate coordination, suboptimal structural frameworks, and insufficient personnel proficiency in executing rebranding strategies. As a result, the goal of this study was to look into how Nakuru's commercial banks implemented their strategies and how well they did so. General Systems Theory, Contingency Theory, and Resource-Based Theory served as the study's guiding theories. The study targeted 108 workers from 24 commercial banks in Nakuru County using a descriptive survey research approach. A sample of 54 respondents was chosen using a stratified random selection procedure to assure representation. Structured questionnaires were used to obtain data, and they were chosen for their propensity to do so with little bias and mistake. Pilot research was done in Narok County commercial banks prior to the main investigation. The data was analysed using both descriptive and inferential statistics. Percentages, frequencies, measurements of central tendency (mean), and measures of dispersion (standard deviation) were examples of descriptive statistics. Correlations were used for inferential analysis of qualitative data. To analyse quantitative data, Version 25 of the Statistical Package for the Social Sciences (SPSS) was utilized. The study found that resources, organizational change, structure, and leadership significantly influence the performance of commercial banks in Nakuru CBD. Effective resource allocation, strategic change management, well-defined organizational structures, and strong leadership positively impact operational efficiency and overall performance. The study recommends investing in employee training, optimizing IT services, and aligning organizational structures with strategic goals. Further research should examine how organizational capabilities and market dynamics shape performance outcomes.

Navigating Generational Change: The Role of Leadership Skills in Sustaining Family Businesses in Indonesia

A 2014 PwC survey reported that 60% of the next generation is involved in senior executive roles within family businesses, and 27% are present in the company but not as senior executives. The survey also indicated that 37% of family businesses extend up to the second generation, and 33% reach the third generation. This highlights a phenomenon in Indonesia—the lack of sustainability of family businesses across multiple generations. While acknowledging the importance of accounting, management, and internal control, effective leadership in the succeeding generation can further ensure the sustainability of a family business. Therefore, it is crucial for the preceding generation to engage in efforts to acquire or prepare for such leadership. The paradox concerning the importance of the next generation in family businesses is seen as a fundamental phenomenon for developing specific hypotheses with reference to the relationship between leadership, organizational change capability, and the sustainability of family businesses. This enables these businesses to continue thriving and expanding. This study aims to identify and analyze the rules and relationships between skills, the capability of change, and the economic sustainability of family businesses in Indonesia. Utilizing a quantitative approach with an explanatory study design, the research concludes that the impact of leadership skills on the economic sustainability of family businesses, the effect of change capability on economic sustainability, and the moderating role of change capability on the relationship between leadership skills and economic sustainability are all significant, albeit at varying levels of significance. The indirect influence of leadership skills on economic sustainability through change capability is also significant, though minimal. When change capability acts as a moderator, it is proven to strengthen the relationship between economic sustainability and leadership skills.

Creating an inclusive workforce in 2024: Are pharmacy teams across England committed to embedding equality, diversity, and inclusion?

Abstract Introduction The Pharmacy Workforce Race Equality Standard (PWRES) published in 2023 provided evidence of the varied experiences that registered pharmacy professionals in NHS trusts face, particularly in relation to gender and ethnicity.1 Following this, the Inclusive Pharmacy Practice delivery group at NHS England set out to raise awareness of the data and to support regions in developing action plans to drive improvements in equality, diversity and inclusion (EDI) within pharmacy teams. Aim The aim of this study was to identify current initiatives within NHS providers that promote EDI within the pharmacy workforce with a view to enabling the sharing of good practice, and identifying implementation barriers. Methods A questionnaire was created by the Chief Pharmaceutical Officer’s Clinical Fellows and distributed by the 6 regional chief pharmacists within NHS England to their networks. The questionnaire was also promoted in regional pharmacy leadership meetings. Responses were collected between 1st February and 31st May 2024. Data was collected on an Excel spreadsheet. London was excluded from data collection as a similar questionnaire was distributed in 2023. No ethical approval was needed for non-sensitive anonymised data. Results There were 77 responses: 75% (n = 58) from hospital trusts, 13% (n = 10) from integrated care boards and the remaining 9 responses included the Local Pharmaceutical Committee, Hospice and Mental Health Trust. 86% of respondents (n = 66) indicated that their organisation has EDI initiatives in place. These have been summarised into six key themes: 1) EDI network/steering group (n = 44), 2) action plan (n = 14), 3) EDI training/accreditation (n =14), 4) reverse/reciprocal mentoring (n = 11), 5) awareness days (n = 10) and 6) inclusive recruitment practices (n = 10). In contrast, only half of respondents indicated that their team had EDI initiatives. The impact of any initiatives was measured by feedback from staff (e.g. Internal staff survey, NHS staff survey, focus groups, open staff forums) and regular staff demographic data collection. 55% of respondents (n = 36) indicated that recruitment panel members received compulsory EDI training for interviews and 54% of respondents (n = 35) received mandatory recruitment training. Barriers and challenges identified with implementing EDI initiatives included organisational change, workforce capacity, competing priorities and staff apathy. Discussion The survey results highlight a strong commitment to EDI initiatives at an organisational level, with most organisations having established EDI frameworks. However, the lower prevalence of EDI initiatives within individual pharmacy teams suggests a gap in implementation. This discrepancy indicates a need for better dissemination and integration of EDI practices within pharmacy team settings. There is evidence of varied practice in terms of EDI training requirements of interview panellists, and these variations are opportunities where improvements can be made in terms of IPP. The survey was only sent to the managed NHS sector and is not reflective of primary care or community pharmacy. One of the next steps is for regions to use the results of the questionnaire in combination with the PWRES data to develop and implement local action plans to address these issues. Reference 1. NHS England. Pharmacy Workforce Race Equality Standard Report 2023. [Accessed 4th June 2024]. Available from https://www.england.nhs.uk/long-read/pharmacy-workforce-race-equality-standard-report/

Characteristics of foundries and alloy composition of modern and contemporary Korean artistic bronze

This study investigated the changes in foundries and production techniques of modern and contemporary Korean artistic bronze constructions from the 1910s to the 2000s. To determine the characteristics of foundries and changes in alloy composition based on era, interviews with key sculptors and foundry technicians, analysis of archival materials related to casting, and nondestructive X-ray fluorescence analysis of 92 bronze sculptures by Manlin Choi, were conducted. This study found that foundries for artistic bronze underwent technical and organizational changes from the 1910s to the 2000s. Modern casting techniques and foreign technologies have been introduced since the late 1960s that have resulted in various production methods. The portable X-ray fluorescence analysis of Manlin Choi’s 92 bronze sculptures revealed distinct differences in alloy composition depending on the foundry, findings that have also been supported by records (contracts, receipts, payment confirmations). This study systematically organizes the changes in foundries and production techniques of modern and contemporary Korean artistic bronze, identifying correlations between alloy composition and foundries, and is expected to provide important data for the future conservation and scientific authentication of artistic bronze.

Retracing digital assumptions in social movements: the Italian case of No Tav

This paper aims to shed light on the key role of digital repertoire in shaping participation forms, challenging internet as a flexible, dynamic, and pervasive platform that transcends reality in terms of sense and relationship construction processes. The research design traces the narration and performance patterns in the last decade of the No Tav movement case study. The work examines the concept of innovation as both an evolving repertoire and a set of users’ practices. The empirical analysis is conducted through digital content analysis using quantitative textual analysis techniques. The research questions aim to understand how activists produce and share knowledge, what mobilization patterns emerge and are enabled by digital media, and how organizational assumptions change due to the digital turn.

Veterinary medicine under COVID-19: a mixed-methods analysis of student and practitioner experiences in Austria

BackgroundThis study aimed to provide a detailed analysis of the pandemic’s impact on the veterinary profession and education in Austria.MethodsTwo online surveys were conducted from November 2022 to January 2023, inviting all veterinarians and veterinary students in Austria to share their experiences on the impact of the pandemic on their veterinarian work and education in a free text question.ResultsA total of n = 289 veterinarians and n = 272 veterinary students provided an answer. In summary, 39.8% of veterinarians reported no impact by the pandemic, while others experienced changes in workload (19.7%), changes in client behavior (14.9%), implementation of safety measures (13.1%), and organizational changes (13.1%). Additional impacts included effects on mental health, private life, finances, as well as physical health. Changes were more frequently mentioned in veterinarians working with pets compared to those working with livestock. In the student panel, only a minority reported no significant impact (8.1%) but 44.9% reporting changes due to online and hybrid learning. Key issues included impaired learning conditions (34.9%), and social distancing (34.6%) leading to social isolation. Some students appreciated increased flexibility and reduced commuting (10.7%), while others experienced mental health challenges (10.7%). Further impacts were related to the implementation of safety measures (5.5%), organizational changes (4.8%) and impaired physical health due to infection (1.1%). Negative changes related to distance learning were mainly reported by students in the final study phase, whereas those in the first study phase reported more positive aspects related to online/hybrid learning.ConclusionOverall, this study highlights the significant impact of the COVID-19 pandemic on veterinary education and professional practice in Austria, revealing diverse challenges for students and relatively lower but still notable effects on practicing veterinarians. Future research should monitor these impacts longitudinally and explore the integration of beneficial practices into standard veterinary education and care, such as effective digital learning platforms and appointment-based systems.

Indirect Value of Public Infrastructure Technology

Although prior research has primarily focused on the direct value of information technology (IT) and IT adoption by individuals and firms, this study explores the indirect value of IT in the form of public infrastructure technology. By exploiting a spatial discontinuity in water monitoring stations, we discover that firms located immediately upstream of water monitoring stations exhibit significantly lower levels of corruption than firms located immediately downstream. These findings are particularly noteworthy given that water monitoring stations have the potential to generate significant indirect value as they are not explicitly designed to mitigate corruption. Further analyses reveal that public infrastructure technology alone does not hold the key to mitigating corporate corruption. Instead, it is the synergistic interplay between public infrastructure technology and organizational change that drives the outcome. These findings contribute to a deeper understanding of the broader IT value landscape, emphasizing the indirect value of technological advancements in public infrastructure that were not originally intended for such benefit. Additionally, our findings highlight the benefits of leveraging existing infrastructure technology to address emerging societal needs. This paper was accepted by D. J. Wu, information systems. Funding: J. Liu acknowledges financial support from the National Natural Science Foundation of China [Grant 72402127], Shanghai Pujiang Program [Grant 23PJC059] and the Chenguang Program of Shanghai Education Development Foundation and Shanghai Municipal Education Commission [Grant 23CGA10]. S. Pei acknowledges financial support from the National Natural Science Foundation of China [Grant 72302139]. X. (M.) Zhang acknowledges financial support from the Hong Kong Research Grants Council [Grants GRF 14500521, GRF 14501320, GRF 165052947, and TRS:T31-604/18-N]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2021.01145 .

Data-Driven Agile Leadership: The Impact of Business Intelligence Solutions on Transformation Outcomes

This article examines the integration of Business Intelligence (BI) solutions in empowering leadership teams during Agile transformations within organizations. As businesses increasingly adopt Agile methodologies to enhance adaptability and efficiency, leaders face unique challenges in monitoring and steering these complex transformations. Through a multi-case study approach, we investigate how BI tools provide real-time insights into key performance indicators such as sprint velocity and team capacity, significantly enhancing leadership's ability to make informed decisions and identify bottlenecks in the Agile process. Our findings reveal that the implementation of BI solutions fosters a culture of transparency and accountability, enabling leaders to navigate the intricacies of Agile transformation more effectively. The article contributes to the growing body of literature on Agile leadership by highlighting the symbiotic relationship between data-driven decision-making and successful organizational change. We conclude that the strategic use of BI in Agile environments not only improves visibility into transformation progress but also enhances overall organizational performance in response to dynamic market demands.

The impact of big data on decision‐making, processes and organizational change: An essay of synthesis

AbstractThis special issue looks at how big data affects business decisions, processes, and organizational change within organizations. The issue starts with a review of the latest research in the field, including key developments and ongoing debates. The literature review shows how Big Data is affecting how organizations work, including ethical issues, internal rules, and using new technology. Next, the issue presents three key papers on how Big Data affects modern organizations. The first paper looks at how Big Data how Big Data is helping to make cities smarter. The third paper looks at how new technologies like artificial intelligence, blockchain, and quantum computing affect financial organizations. Together, these contributions show the need to balance innovation with risk management. They advocate for ethical considerations and policy frameworks as organizations navigate the complexities of the Big Data era. This essay of synthesis, from literature review to focused studies on decision‐making, operations, and organizational change, provides a holistic understanding of the role of Big Data in shaping the future of business.

Corporate environmental R&D: does organisational innovation matter?

ABSTRACT Investments in environmental research and development (R&D) are a crucial element for firms to make superior environmental performance compatible with financial performance. This relevance of environmental R&D suggests a need to identify its drivers. However, the literature on environmental R&D has given a prominent focus to external drivers to the firm, with a limited focus on factors internal to the firm. In contrast, the impact of crucial organisational changes in firms, in the form of organisational innovation, has not been addressed. We argue that organisational innovation drives environmental R&D expenditures. Using data on manufacturing firms from the Spanish Technological Innovation Panel survey during 2008–2016, we find support for this idea. Further analysis suggests that it is particularly the introduction of new methods of organising workplaces that is positively associated with environmental R&D. This suggests that a regulatory environment that facilitates workplace flexibility may promote environmental R&D investments.

Suicidal ideation and thoughts of self-harm during the COVID-19 pandemic among Swedish employees: a cohort study on the role of job instability and job insecurity

BackgroundSuicidal ideation may be a warning sign for suicide and previous work has indicated a higher prevalence of suicidal ideation during the COVID-19 pandemic. Job loss and job insecurity are potential risk factors for suicidal ideation, but their importance during the pandemic, and the role of organizational changes for suicidal ideation, is unclear. This study examined the association between various experiences associated with job loss and job insecurity during the pandemic and thoughts of suicide/self-harm in Sweden.MethodsThe study sample was drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). Auxiliary data collections in February 2021 and 2022 assessed exposure to job loss/unemployment, furlough, workplace downsizing, or increased job insecurity versus stable employment and thoughts of suicide or self-harm (PHQ-9) during the pandemic. The analyses were based on 1558 individuals (2 349 observations) participating in either or both waves and who had been working before the pandemic. Logistic regression models with cluster-robust standard errors were fitted, including sociodemographic factors and prior mental health problems to control for potential confounding. Measures of personality based on a brief version of the Big-Five personality inventory were also added.ResultsThe results indicated an association between all experiences, except furlough, and thoughts of suicide/self-harm, when adjusting for sex, age, civil status, socioeconomic status and prior mental health (job loss odds ratio (OR) = 3.70, 95% confidence interval (CI) 1.79–7.63, downsizing OR = 2.41, CI 1.24–4.70, job insecurity OR = 2.77, CI 1.15–6.67). The associations for job loss and insecurity were attenuated by adjustment for personality, although it remained statistically significant for downsizing.ConclusionsThe results suggested a higher risk of suicidal ideation connected with loss of employment and survival of a downsizing, but not a forced reduction in working times/pay during the COVID-19 pandemic. The association for subjective job insecurity was less robust and may be partly explained by personality.

Explicating collegiality and change management in neoliberalism during the dynamics of higher education institutions: : A Systematic Literature Review using PRISMA Checklist

Background This paper discusses the lack of references that comprehensively describe the changes in universities owing to the ideology of neoliberalism. This research also discusses how a university maintains its function and identity when the great wave of neoliberalism massively erodes collegiality as the original philosophy of the university through a case study of the neoliberalism ideology on higher education. This study also provides a comprehensive framework for higher education management and governance changes. Methods We selected all retrieved sources based on the keywords and analyzed all the documents we obtained. This study obtained data from Scopus retrieved on October 27, 2023, using the following keywords: (TITLE-ABS-KEY ("collegiality") OR TITLE-ABS-KEY ("change management") OR TITLE-ABS-KEY ("neolibelism")) AND TITLE-ABS-KEY ("higher education"). This study utilized bibliometric analysis to ensure a structured review of the literature on collegiality, change management, and neoliberalism in higher education. Results The findings show that organizational management, leadership, education, technology, curriculum, innovation, organizational change, decision-making, and human beings are significant trajectories of neoliberalism in higher education. Conclusions This study offers other constructs for accelerating leadership success in higher education. This relates to how change leadership can navigate changes resulting from neoliberal ideology.

Making Appreciative Inquiry as Natural as Breathing

We can see when we watch a small child exploring life that Appreciative Inquiry works well when we use it naturally. The contributors to this issue share how they have done so, making Appreciative Inquiry part of the fabric of their lives, their work, their organisations. The stories range from the personal through small teams to organisation and societal change. The settings include family, couples, churches, work with the dying, healthcare and what has traditionally been called ‘heavy industry’.

Enacting the socio-economic duty: inequalities of outcome and section 1 Equality Act 2010

The first section of the landmark Equality Act 2010 has been lying dormant for 14 years. The ‘public sector duty regarding socio-economic inequalities’ – passed by the Labour government in 2010 – was never brought into force in England by the Conservative-led coalition that replaced them. The new Labour government has committed to its resurrection. Drawing on evidence from Scotland and Wales, where the ‘socio-economic duty’ has been in force since April 2018 and March 2021 respectively, this article offers three reflections for policy makers and those who will be tasked with its implementation in England: the promise of its ‘holistic’ incorporation into the Equality Act 2010 of impact assessment processes; the ongoing necessity for support with evidence collection and data sharing; and the duty’s potential as a catalyst for broader organisational change far beyond a strict interpretation of its legal remit. Although (very) far from a panacea, if coupled with well-executed guidance, training and oversight, its commencement could help to encourage greater consideration and transparency of evidence on socio-economic inequalities in key areas of public sector decision making.

Well-being interventions for emergency department staff: ‘necessary’ but ‘inadequate’ – a phenomenographic study

IntroductionStress and burnout are prevalent among emergency department (ED) staff in the UK. The concept of well-being interventions for ED staff is a growing area of interest and research worldwide....

Analisis Peran Kepemimpinan Digital dan Budaya Organisasi dalam Meningkatkan Kinerja Karyawan: Tinjauan Literatur Sistematis

The digital era has brought significant changes in organizations, creating a need for effective digital leadership, and adaptation in organizational culture. This transformation not only affects technological aspects, but also impacts how organizations operate. This systematic literature review aims to explore the role of digital leadership and organizational culture that have implications for improvement employee performance in the digital era. Through the Systematic Literature Review (SLR) approach, this study analyzes recent literature on digital leadership, organizational culture, and employee performance in the context of digital transformation. The SLR method is conducted through systematic searches in academic database, study selection based on inclusion and exclusion criteria, data extraction, and synthesis of findings. The results of the review show that digital leadership plays a crucial role in facilitating organizational adaptation to new technologies and driving innovation. Organizational culture that supports digitalization has been found to have a positive impact on employee performance. The interaction between digital leadership and organizational culture creates an environment conducive to increasing productivity, creativity, and employee engagement. Keywords: Transformation, leadership, innovation, and productivity.

Precipitation Extremes and Their Modulation by Convective Organization in RCEMIP

AbstractWe examine the influence of convective organization on extreme tropical precipitation events using model simulation data from the Radiative‐Convective Equilibrium Model Intercomparison Project (RCEMIP). At a given SST, simulations with convective organization have more intense precipitation extremes than those without it at all scales, including instantaneous precipitation at the grid resolution (3 km). Across large‐domain simulations with convective organization, models with explicit convection exhibit better agreement in the response of extreme precipitation rates to warming than those with parameterized convection. Among models with explicit convection, deviations from the Clausius‐Clapeyron scaling of precipitation extremes with warming are correlated with changes in organization, especially on large spatiotemporal scales. Though the RCEMIP ensemble is nearly evenly split between CRMs which become more and less organized with warming, most of the models which show increased organization with warming also allow super‐CC scaling of precipitation extremes. We also apply an established precipitation extremes scaling to understand changes in the extreme condensation events leading to extreme precipitation. Increased organization leads to greater increases in precipitation extremes by enhancing both the dynamic and implied efficiency contributions. We link these contributions to environmental variables modified by the presence of organization and suggest that increases in moisture in the aggregated region may be responsible for enhancing both convective updraft area fraction and precipitation efficiency. By leveraging a controlled intercomparison of models with both explicit and parameterized convection, this work provides strong evidence for the amplification of tropical precipitation extremes and their response to warming by convective organization.

Digital risk: a systematic multivocal literature review

ABSTRACT Crime rates in digital spaces are rising each year, involving increasingly innovative attack methods that organizations are unable to handle, or prepare for, with their obsolete management structures. This paper presents a Multivocal Literature Review in which expertise is collected from the academia and industry on how Digital Risk is perceived, interpreted and handled. Findings from the analysis of 82 selected works, out of an initial set of 519, support the necessity of a paradigm shift in Risk Management to appropriately counter the vulnerabilities specific to digitalization and to abolish the existing siloed organizational approach in favor of a more holistic, cooperative system where individuals are empowered to make decisions and oversight is specialized and dedicated. After analyzing the definitions, compositions, domain contextualizations and organizational structurings attributed to Digital Risk in the literature, a new definition for this concept is proposed, accompanied by a conceptual map and a diagram for structural changes in organizations, to provide an understanding of the area and a contribution to the theoretical foundations of Digital Risk, so that better solutions can be pursued in the future, improving the effectiveness of Risk Management practices in modern organizations.

Leveraging social capital for digital transformation: The role of ambidexterity and familial orientation

In pursuing competitive advantage, businesses are diffusing new digital technologies across their value chains and, by doing so, catalyzing significant organizational changes in operational processes and strategic approaches. This widespread evolution of businesses has prompted significant questions regarding the drivers of digital change, the necessary resources, and the capabilities that need to be developed or reconfigured. Our paper focuses on the role of intangible resources, such as a firm's social capital, and its specific implications for the broader research on this phenomenon. Consistent with the resource-based view, we examine the role of different types of social capital as critical resources in the digital transformation process while also considering the mediating role of the balancing act of the capabilities around business alignment and adaptation encompassed in the concept of ambidexterity. Furthermore, we introduce a contextual dimension to our study by examining family involvement in a firm as a significant factor influencing how businesses shape their digital goals and allocate resources toward digital transformation. Our paper addresses this under-explored research field by drawing on a large, cross-sectional dataset from an online panel study with 582 management-level participants from UK firms. After testing our hypotheses, our study's results indicate that bridging and bonding social capital resources significantly promote digital transformation by indirectly developing an ambidextrous orientation. Moreover, familial orientation strengthens both relationships. This research is currently one of the few studies providing empirical evidence on the relationship between digital transformation, its antecedents, and, specifically, the role of intangible resources.

Age-related differences of the time-varying features in the brain functional connectivity and cognitive aging.

Brain functional modular organization changes with age. Considering the brain as a dynamic system, recent studies have suggested that time-varying connectivity provides more information on brain functions. However, the spontaneous reconfiguration of modular brain structures over time during aging remains poorly understood. In this study, we investigated the age-related dynamic modular reconfiguration using resting-state functional MRI data (615 participants, aged 18-88 years) from Cam-CAN. We employed a graph-based modularity analysis to investigate modular variability and the transition of nodes from one module to another in modular brain networks across the adult lifespan. Results showed that modular structure exhibits both linear and nonlinear age-related trends. The modular variability is higher in early and late adulthood, with higher modular variability in the association networks and lower modular variability in the primary networks. In addition, the whole-brain transition matrix showed that the times of transition from other networks to the dorsal attention network were the largest. Furthermore, the modular structure was closely related to the number of cognitive components and memory-related cognitive performance, suggesting a potential contribution to flexibility cognitive function. Our findings highlighted the notable dynamic characteristics in large-scale brain networks across the adult lifespan, which enhanced our understanding of the neural substrate in various cognitions during aging. These findings also provided further evidence that dedifferentiation and compensation are the outcomes of functional brain interactions.