Organizational Context Research Articles

Unlocking the Synergy: Increasing productivity through Human-AI collaboration in the industry 5.0 Era

The prevailing trajectory of technological evolution emphasizes the sustainable development of human-AI collaboration. In this study, we employ the coupling coordination degree model to evaluate the dynamics of human-AI collaboration in China and match it with listed companies. Through panel models, the study not only quantifies the contribution of such collaboration to enhancing company input–output efficiency but also explores how it serves as a catalyst for technological catch-up. Our findings indicate that the integration of human capital with AI emerges as a potent driver of company efficiency, with the extent of the impact also tied to organizational characteristics. Furthermore, the scale of investment and organizational size play a crucial role in the effectiveness of HIC, underscoring the adaptability of human-AI collaboration strategies to various organizational contexts and the importance of tailored implementation. Our research highlights the inherent collaborative potential of AI within the Industry 5.0 framework, advocating for the fusion of human creativity with AI precision to foster a development paradigm that is resource-efficient, cost-effective, and human-centric.

An Interdisciplinary Analysis Focused on Social Sciences: A Literature Review

This literature paper summarizes five studies conducted by Mehrad et al. in 2024. These studies integrate cutting-edge findings from reverse logistics, sustainable operations, educational psychology, and qualitative analysis based on artificial intelligence (AI). The framework addresses current issues impacting business, education, and technology. The aim of this paper is to show a combination of different approaches in one study and its efficiency. According to these five studies, implementing sustainability, engaging stakeholders, and developing localized strategies are crucial for organizations like e-commerce platforms. These strategies help meet legal and cultural requirements while enhancing organizational effectiveness and environmental responsibility. Besides using these ideas in the educational domain, approaches from psychological science emphasize the importance of interventions to succeed and develop holistically. Combining Executive Function skills, Emotional Health, and Motivation leads to improved learning outcomes and fairness in the teaching-learning process. Generally, this multidisciplinary literature review offers practical guidance for businesses, educational institutions, and policymakers by thematically connecting sustainability, artificial intelligence, and psychological perspectives. These recommendations, rooted in resilience, innovation, and equity, aim to inspire and motivate better practices across various organizational and societal contexts. In addition, this study motivates all scholars to widen the view of their investigations and have global research connections to provide better knowledge for current and future scholars, which will happen by designing accurate study and teaching structures. And in fact, it is a kind of innovation in the research industry.

Uncovering Research Trends on Artificial Intelligence Risk Assessment in Businesses: A State-of-the-Art Perspective Using Bibliometric Analysis

This paper presents a quantitative vision of the study of artificial intelligence risk assessment in business based on a bibliometric analysis of the most relevant publications. The main goal is to determine whether the risk assessment of artificial intelligence systems used in businesses is really a subject of increasing interest and to identify the most influential and productive sources of scientific research in this area. Data were collected from the Web of Science Core Collection, one of the most complete and prestigious databases. Regarding the temporal evolution of publications and citations this study evidences, this research subject shows rapid growth in the number of publications (at a compound annual rate of 31.20% from 2018 to 2024 inclusive), showing its high attraction for researchers, responding to the need to implement systematic risk assessment processes in the organizations using AI to mitigate potential harms, ensure compliance with regulations, and enhance artificial intelligence systems’ trust and adoption. Especially after the surge of large language models like ChatGPT or Gemini, AI is revolutionizing the dynamics of human–computer interaction using natural language, video, and audio. However, as the scientific community initiates rigorous studies on AI risk assessment within organizational contexts, it is imperative to consider critical issues such as data privacy, ethics, bias, and hallucinations to ensure the successful integration and interaction of AI systems with human operators. Furthermore, this paper constitutes a starting point, including for any researcher who wants to be introduced to this topic, indicating new challenges that should be dealt by researchers interested in AI and hot topics, in addition to the most relevant literature, authors, and journals about this research subject.

Leading value-based health care: The role of leadership in integrated practice units.

An important aspect of value-based health care is providing care in an integrated practice unit (IPU). In an IPU, the full cycle of care for a specific medical condition is delivered through collaboration among professionals with diverse functional backgrounds. Although the proposed functioning of an IPU in the literature on value-based health care is based on assumptions about leadership, the role of leadership in the context of IPUs is overlooked in empirical studies. Drawing on previous studies on shared leadership in other organizational contexts, this paper explores the role of formal leadership in the emergence of shared leadership in IPUs. To this end, we carried out a qualitative study in four IPUs in the Netherlands with differing formal leadership structures. We found that, in an IPU, leadership is mainly exhibited by those in formal leadership positions. It also appeared that having one versus multiple formal leaders can influence the opportunities for other IPU members to demonstrate leadership and the extent to which IPU members feel the need to exercise leadership in IPUs. We encourage staff managers and IPU members to define clear roles for leaders and establish a structured strategy for sharing information and resources, such as communication channels and regular feedback loops.

Institutionally eclipsed organizational practices

Purpose Institutional theory is focused on the prevalence of social value over economic imperatives in organizational life, but what happens when taken-for-granted practices offer neither technical nor institutional value at all? In this paper, the authors theorize an important but omitted in the organizational literature scenario and a class of institutionalized practices. The authors conceptualize them as institutionary eclipsed practices. The paper offers a theory of institutional shadow and institutional eclipsed practices that explains the remarkable persistence of institutions despite the obvious absence of value. Design/methodology/approach The authors offer a theoretical framework for studying institutional practices that have neither economic nor social value. The authors illustrate institutionally eclipsed practices with an example of educational organizations and practices, but the theory of institutional shadow developed in this paper goes beyond this case. Findings Organizations adopt global institutional standards for local organizational fields where different institutional norms prevail and different meanings and values are attached to these global institutions. In some cases, such institutions may lose their technical value and have no social (legitimizing) value in a new institutional context. Such practice is taken for granted, enacted, reproduced and maintained as necessary because it is encoded into the very institutional image of a profession (and social role). An institutionally eclipsed practice becomes a taken-for-granted, integral part of organizational members’ daily routines. Still, neither efficiency nor social benefits and value are offered by such a practice for organizational members. At the same time, as institutionalized practices are resistant and usually immune to technical, economic and social changes, they tend to endure and persist in organizations. Both a disintegrated practice and organizational members who enact it get into the limbo of the institutional shadow. Originality/value The authors distinguish and theorize three main conditions that allow institutionally eclipsed practices to emerge, proliferate and persist in organizations and across organizational fields. These factors include the presence of institutional meaning, the taken-for-granted quality (which means the immunity to technical, social and material changes) and the absence of contradictions. Together these three virtues allow institutionally eclipsed practices to be easily embedded into organizational contexts, being enacted by organizational members and avoiding abandonment and deinstitutionalization despite uselessness.

P-1787. Tailor Swiftly: Lessons Learned from a Nationwide Implementation of an Antimicrobial Stewardship Program for Asymptomatic Bacteriuria

Abstract Background Overtreatment of asymptomatic bacteriuria (ASB) is a major cause of antibiotic overuse. We are facilitating an implementation of ASB Antimicrobial Stewardship (AS) intervention in 40 Veterans Affairs facilities, with 20 of these sites participating in a Virtual Learning Collaborative (VLC). The VLC meets twice monthly for webinars to hear from content experts and share stewardship strategies. Figure 1. Thematic Categories of Stewardship Strategies for Implementation of Antimicrobial Stewardship Program Methods Data come from descriptive field notes taken during each webinar. Notes focused on stewardship strategies shared by guest presenters or participating local site participants. Webinar sessions were recorded and transcribed using MS Teams. Transcripts were iteratively reviewed first by individual webinar, then across all webinars. Stewardship strategies were then organized thematically. We use exemplar quotes to illustrate and support thematic categories. Results Across 19 webinars conducted between May 2023-February 2024, it became clear that each implementation site had different resources, team membership, and organizational structures. Thus, sites had to “tailor [the AS intervention] swiftly” for effective reach and implementation. Tailoring meant adapting the delivery of AS educational materials for timing, length, audience, and location of outreach. Sites used five strategies to implement the AS program: Organization and Structural Strategies, Interpersonal and Recruitment Strategies, Data- and Information-Based Strategies, Interpersonal Strategies, and Resources (Figure 1). Conclusion VLC webinars encouraged sites to share tips and strategies about implementation of a nationwide AS program wherein rapid tailoring and focused strategies were effective. "Tailoring swiftly” acknowledges differing resources and organizational contexts to allow implementation sites to adapt AS materials to their needs. Disclosures Andrew Chou, MD, MSc, Prolacta Bioscience: Advisor/Consultant Barbara Trautner, MD, PhD, Abbott Laboratories: Stocks/Bonds (Public Company)|AbbVie: Stocks/Bonds (Public Company)|Bristol Myers Squibb: Stocks/Bonds (Public Company)|Pfizer: Stocks/Bonds (Public Company)|Phiogen Pharma: Advisor/Consultant

Bridging Student Funds of Knowledge With Science Discourse: An Examination of the Organizational Context That Shaped Teachers' Sense of Agency for Instructional Change

Bridging Student Funds of Knowledge With Science Discourse: An Examination of the Organizational Context That Shaped Teachers' Sense of Agency for Instructional Change

Short on time—big on impact: MeetingHacks as a digital intervention to enhance virtual meeting collaboration

Abstract This contribution to the journal ‘Gruppe. Interaktion. Organisation. (GIO)’ presents a novel video learning format for optimizing virtual meetings as well as initial evaluation data on its usefulness and application in an organizational context: the MeetingHacks. Effective collaboration in virtual meetings requires a novel approach to fusing communication and technology. To enhance virtual meetings through accessible digital interventions, we developed MeetingHacks, a series of short videos based on findings of contemporary meeting science. These MeetingHacks address general aspects as well as professional, methodological, social, and proactive aspects of meeting behavior, aligning with the four facets of team skills of the Kassler competence grid. The introductory video, Meetings General, triggers reflective processes to enhance the impact of the subsequent MeetingHacks. Meetings Professional focuses on professional skills, particularly the interplay of problems and solutions and knowledge transfer, drawing on results from interaction analysis and shared mental models. Meetings Structured addresses methodological behavior, emphasizing structured meeting designs. Meetings Social covers prosocial behavior, focusing on making social and informal interaction in virtual meetings more tangible. Meetings Proactive highlights responsibility and proactivity in meetings, informed by interaction analysis and reflection research. The MeetingHacks were implemented over five weeks in a corporate setting and evaluated for their usefulness, applicability, and fit within daily routines. The results demonstrated the benefits and limits of MeetingHacks in an organizational context. Based on this evaluation, this article critically discusses the merits and further development of the MeetingHacks and their effectiveness as a digital intervention.

The Effects of Information and Incentive Interventions on the Adoption of Algorithms in Human Resources: An Experimental Study

The economic potential of human resources (HR) algorithms requires organizations to ensure their adoption, but HR employees are often reluctant to use them. One driver of this reluctance may be employees' overconfidence in their own judgments and the sensitive nature of HR decisions, which directly affect human beings. Interventions that aim to increase technology adoption can help organizations overcome this issue. Drawing on the theoretical lens of information and incentive interventions, we conducted a survey-based incentive-compatible online experiment with 276 participants to determine the effects of interventions on the adoption of algorithms in an organizational HR context. We distinguish between adoption in the short and long runs. Our study, which contributes to research on the use of algorithms in HR and induced technology adoption, has practical implications for HR leaders who seek to increase HR employees' adoption of algorithms in completing HR-related tasks.

When less is more: Exploring the relation between delay discounting rates in a personal and organizational context

ABSTRACT Many work-related decisions involve choosing between alternatives that differ in value (e.g., $100 or $1,000) and temporal availability (e.g., now or four years). Prior studies suggest workers prefer immediate outcomes due to organizational resource uncertainty. However, it remains unclear whether this preference stems solely from the organizational environment or is influenced by a worker’s reinforcement history. This study examined differences in monetary discounting across delays in two contexts: organizational (money allocated to work-related activities) and personal (money spent freely). Conducted in a private security corporation, participants completed two discounting tasks, each testing two amounts across seven delays. Results showed participants systematically favored immediate outcomes in the organizational context. Smaller amounts were discounted more, regardless of context, and personal discounting patterns predicted organizational decisions. Job experience was unrelated to discounting. Findings suggest immediate preferences at work may result from both organizational uncertainty and reinforcement history shaping decision-making.

Success and failure in establishing national physician databases: a comparison between Canada and Israel.

Physician databases constitute an essential component of health workforce planning. However, while some countries have established functioning national physician databases, others have failed to do so. We compared the healthcare systems of two technologically and economically developed countries, Canada and Israel, which represent cases of respective success and failure in establishing physician databases. A comparative analysis was conducted using a historical-institutionalist approach to examine contemporary health policy outcomes. White papers, studies on healthcare human resources, and reports by professional committees were examined to explore the aims, interests, positions, and actions of stakeholders. In Canada, state-medical profession cooperation, deep-rooted in a longstanding regulatory bargain between the two parties, has facilitated the creation and management of physician databases, albeit limited and in need of urgent improvement, on national and jurisdictional levels. The lack of such regulatory arrangement coupled with enduring conflicted relations between stakeholders due to particular historical developments have hindered the development of an Israeli equivalent database so far. Finally, health policy outcomes may be explained against the backdrop of broader political, governance, and organisational contexts. How medical organisations respond to governmental healthcare initiatives is heavily influenced by their institutional position vis-à-vis the state, shaped by historical processes and regulatory arrangements.

Developing a model for prioritizing occupational risk prevention practices in industries: a Delphi study.

Occupational accidents, injuries, and diseases remain critical health concerns. Designing and implementing checklists for occupational risk prevention are key strategies to mitigate these accidents and their adverse effects. However, due to the diverse nature of occupational hazards, these checklists tend to encompass a substantial number of prevention practices, making their full implementation challenging in terms of financial and human resources. Hence, this study aims to propose a prioritization model for these practices. By identifying and prioritizing the most crucial prevention practices, we can optimize resource allocation and enhance the overall effectiveness of occupational risk reduction. To develop a model, we initiated with the utilization of the Delphi method and conducted semi-structured interviews to identify the influencing factors in prioritizing occupational risk prevention practices. Through this process, we identified the type of hazard, the nature of prevention practices, cost considerations, and priority rankings as significant influential factors. Subsequently, we introduced a model designed to prioritize prevention practices in alignment with industry needs and the identified factors. This proposed model encompasses a comprehensive integration of the identified factors. The proposed model was designed and developed based on 146 prevention practices. The initial version of the software based on the developed model has been implemented and tested by users. The developed model can be used as a decision support system for managers, offering a roadmap delineating the order of prevention practices according to set priorities. Through such strategic alignment, the model holds the potential to wield a profound impact on enhancing occupational safety and health within organizational contexts.

Building a Positive Work Environment: The Role of Psychological Empowerment in Engagement and Intention to Leave

This study examines the relationships between psychological empowerment, employee engagement, and intention to leave. Employing structural equation modeling, this study analyzes survey data from both academic and non-academic staff in Thailand. Findings reveal that psychological empowerment positively relates to employee engagement, which, in turn, negatively relates to the intention to leave. In addition, psychological empowerment directly affects the intention to leave. This highlights the potential of empowerment-focused interventions as an innovative strategy for improving employee retention, particularly relevant in today’s dynamic and challenging work environments. Our study contributes to the growing body of knowledge on positive organizational psychology by demonstrating the efficacy of empowerment initiatives in a non-Western context. Furthermore, it offers practical implications for organizations seeking nonmonetary rewards to foster a thriving workforce by cultivating a sense of meaning, competence, autonomy, and impact among their employees. Future research can explore the broader applicability of empowerment-based strategies across diverse organizational contexts.

Psychometric Evidence for the School Organizational Conditions for Mental Health Programming Measure: Assessing the Organizational Context for Implementing Evidence-Informed Programming in Ontario Schools

Psychometric Evidence for the School Organizational Conditions for Mental Health Programming Measure: Assessing the Organizational Context for Implementing Evidence-Informed Programming in Ontario Schools

Green Behaviors Among Employees in Chinese E-Commerce Companies: Impact of Environmental, Social, and Governance (ESG) Performance

Perceived ESG performance refers to stakeholders’ assessment of a company’s efficacy in implementing and maintaining ESG initiatives. This perception is crucial as it influences stakeholders’ trust and engagement with the company. The present study aims to test the relationships between the perceived performance of Chinese e-commerce firms and their employees’ green behaviors, with the mediating role of green psychological climate and the moderating role of ESG actions: substantive vs. symbolic. Employees’ green behavior is defined as any measurable individual behavior that contributes to environmental sustainability goals in the work context. Green psychological climate is defined as employees’ perceptions and interpretations of their organization’s policies, procedures, and practices regarding environmental sustainability. The sample includes 1285 employees from various Chinese e-commerce firms. Participants ranged in age from 19 to 66 years, with a mean age of 37.27 years (SD = 10.35). This study examines the impact of environmental, social, and governance (ESG) performance on green behaviors among employees in Chinese e-commerce companies. Leveraging data from organizational surveys, the findings reveal that perceived ESG performance significantly influences green behaviors, both directly and indirectly, through the mediating role of green psychological climate. Mediation analysis underscores the pivotal role of green psychological climate in bridging ESG performance and individual green behaviors, with the strength of this relationship varying significantly across levels of substantive ESG actions. Furthermore, while the moderating effects of ESG substantive and symbolic actions on the relationships between ESG performance, green psychological climate, and green behaviors did not achieve conventional statistical significance, observed trends suggest a nuanced interplay worthy of further exploration. These findings highlight the complexity of translating organizational ESG commitments into employee actions, emphasizing the importance of both substantive and symbolic ESG initiatives in fostering a green psychological climate. This study contributes novel insights into the mechanisms driving green behaviors in organizational contexts, offering implications for both academic research and managerial practice.

Embedding Sustainability: Sociotechnical Knowledge Management Guidelines for Digital Decarbonization in the Society 5.0 Era

Economic, social, and environmental sustainability emphasizes the need for organizations to integrate sustainability strategies into their core business and business development plans. The era of Society 5.0 is characterized by human-centeredness and digital leadership. It requires embedding sustainability practices and Green Information Technology (IT) while leveraging human–technology relationships to promote social good. However, embedding these practices into organizational culture is challenging due to resistance to change and the need for widespread mindset shifts. This study selected a focus group of eight South African participants to define sociotechnical knowledge management (KM) guidelines for embedding sustainable practices in organizations to promote digital decarbonization aligned with the Society 5.0 vision. Our findings suggest ten elements for the guidelines to incorporate: external environment, organizational context, business drivers, business outcomes, monitoring and evaluation, KM processes, technology enablers, sociotechnical KM tactics, knowledge assets, and execution considerations. By adopting such guidelines as a sustainability strategy, organizations can integrate KM practices into the human-centered and cyber-physical philosophy of Society 5.0. This approach aligns employee behavior with technological tools, enabling organizations to make data-driven decisions, reduce digital waste, and foster a culture of environmental responsibility. In addition, this approach enhances collaboration and innovation, benefiting all stakeholders and advancing sustainable development.

Guanxi: A Systematic Review of Interpersonal Relationships within Modern Workplace

Guanxi, a concept central to Chinese interpersonal relationships, extends into organisational settings, influencing various aspects of workplace interactions. While prior research has concentrated on supervisor-subordinate relationships, the complexity of modern workplaces necessitates a broader examination of all interpersonal connections. Understanding workplace Guanxi is vital for organisations operating in or with Chinese-speaking regions. This systematic review synthesizes research on Guanxi between 2019 and October 2024 across different workplace Guanxi. It examines how emerging technologies, such as big data analytics, offer novel avenues for investigating Guanxi's complexities and provide innovative insights into its role in modern organisational contexts. This research aims to achieve two objectives. The first is to conduct a comprehensive review of existing studies related to workplace Guanxi. By examining the factors that contribute to the formation and maintenance of Guanxi, as well as the outcomes that are influenced by these relationships, we aim to enrich the theoretical landscape and inform practical strategies for managing interpersonal relationships in diverse organisational contexts. The second goal focuses on identifying shortcomings in the current research and recommending directions for further exploration. By presenting a thorough framework for analysing Guanxi, this study enhances both academic understanding and practical approaches within cross-cultural management.

The “WEIRDEST” Organizations in the World? Assessing the Lack of Sample Diversity in Organizational Research

Sampling data from organizations and humans associated with those organizations is essential to organizational research. Much of what we know about organizations is based on such work. However, this empirical foundation may be compromised, calling into question the field’s theoretical and empirical findings. Studies often sample data from relatively similar, narrow contexts, so a lack of sample diversity accumulates in the discipline. To conceptualize this lack of sample diversity and examine its prevalence across research publications, we conduct a pre-registered systematic review of articles from 2018 to 2022 in six top management journals and another systematic review of articles from 2013 to 2022 in six additional journals (not pre-registered). Our review assesses sample country diversity while also exploring within-country factors that are relatively under or oversampled, such as the size or industry of the sampled organization. We find a lack of sample diversity, for instance, a strong bias toward WEIRD (Western, educated, industrialized, rich, and democratic) samples and an underrepresentation of small and medium-sized enterprises in organizational research. Based on the findings and past work, we introduce a conceptual framework for sample diversity along three dimensions: the sample’s geographical, organizational, and personnel contexts. Additionally, we discuss factors that contribute to a lack of sample diversity and propose guidelines for authors, reviewers, and editors to enhance it. Overall, this article seeks to improve the robustness and relevance of theoretical and empirical organizational research, thereby preventing the formulation of misinformed policies and practices in both organizational settings and broader societal contexts.

Performance Management Evolution in Organizations: An HR Review of Modern Approaches and Techniques

This paper provides a concise overview of the exploration into the evolution of performance management within organizations, focusing on contemporary Human Resources (HR) perspectives. As organizations navigate dynamic business landscapes, the traditional approaches to performance management have undergone significant transformations. This review delves into the modern methodologies and techniques employed by HR professionals to enhance the effectiveness of performance management systems. The paper begins by acknowledging the shifting paradigms in organizational structures and goals, emphasizing the need for performance management to align with these changes. It outlines the primary objective of the review: to analyze and evaluate the modern approaches and techniques adopted by HR in the realm of performance management. The paper briefly touches upon the historical context, highlighting the departure from traditional annual performance reviews towards more agile and continuous feedback mechanisms. It emphasizes the role of technology and data analytics in driving these changes, allowing organizations to gather real-time insights into employee performance. Furthermore, the paper hints at the diverse strategies employed to foster employee engagement and development within the performance management framework. It addresses the move towards a more holistic view of performance, encompassing not only quantitative metrics but also qualitative aspects, such as skill development, collaboration, and adaptability. The paper concludes by underlining the significance of this HR review in providing insights into the contemporary landscape of performance management. By embracing modern approaches and techniques, organizations aim to create a more adaptive, employee-centric, and outcome-driven performance management culture. The paper serves as a gateway to a comprehensive exploration of the evolving practices that contribute to the optimization of performance management systems in the modern organizational context.

Continuity Amid Commercial Buildings in Yeonnam-dong, Seoul

This study tracks changes in commercial buildings in Yeonnam-dong that have undergone commercial transformation, examining these shifts within the context of urban organization and their relationships with economic and socio-cultural flows. It also analyzes the architectural elements that reflect the placeness characteristics of an area. On-site surveys were conducted to assess the continuity and discontinuity in the characteristics of 62 renovated and 40 newly constructed buildings. Additionally, shifts in social perceptions regarding physical changes were explored through an analysis of commercial districts and interviews with visitors, store owners, and architects. Yeonnam-dong has a distinct physical environment, as well as economic, social, and cultural characteristics that distinguish it from mainstream areas, such as large apartment complexes and typical commercial zones. The area, with its winding alleyways from the pre-modern period and low-rise housing—marginalized from large-scale development—evoked nostalgia and created a distinctive sense of authenticity or placeness, which was further enhanced by the presence of exotic restaurants, cafés, ateliers, and creative activities of early gentrifiers. However, rapid commercialization has led to the displacement of these early gentrifiers, an influx of new investments and construction, and shifts in commercial flows. Consequently, the area’s authenticity has become diluted, and visitors’ perceptions of it have changed. Despite this, architectural elements observed in renovated buildings are preserved and incorporated into newly constructed ones. Features such as semi-basements, exterior straight stairs, and brick façades continue to reflect the locality. Detached and multi-household homes from the 1960s to the 1990s have evolved into a new hybrid commercial–residential form designed for commercial purposes. This is a response to small plot sizes in Korean residential areas and reflects the current economic and cultural demands of commercial gentrification. The urban and architectural characteristics of this area are not only a unique physical environment but also hold socio-cultural significance as ordinary heritage. Therefore, this study proposes institutional measures to preserve urban and architectural continuity while controlling the ongoing commercialization.