Organizational Dynamics Research Articles

Evolutionarily conserved fMRI network dynamics in the mouse, macaque, and human brain

Evolutionarily relevant networks have been previously described in several mammalian species using time-averaged analyses of fMRI time-series. However, fMRI network activity is highly dynamic and continually evolves over timescales of seconds. Whether the dynamic organization of resting-state fMRI network activity is conserved across mammalian species remains unclear. Using frame-wise clustering of fMRI time-series, we find that intrinsic fMRI network dynamics in awake male macaques and humans is characterized by recurrent transitions between a set of 4 dominant, neuroanatomically homologous fMRI coactivation modes (C-modes), three of which are also plausibly represented in the male rodent brain. Importantly, in all species C-modes exhibit species-invariant dynamic features, including preferred occurrence at specific phases of fMRI global signal fluctuations, and a state transition structure compatible with infraslow coupled oscillator dynamics. Moreover, dominant C-mode occurrence reconstitutes the static organization of the fMRI connectome in all species, and is predictive of ranking of corresponding fMRI connectivity gradients. These results reveal a set of species-invariant principles underlying the dynamic organization of fMRI networks in mammalian species, and offer novel opportunities to relate fMRI network findings across the phylogenetic tree.

Understanding Organizational Culture through Schein's Model

This article explores Edgar Schein's influential model of organizational culture and its application for business leaders seeking to assess and influence culture within their industries. Schein defines culture as having three levels - artifacts, espoused values, and basic underlying assumptions. By examining culture through this framework, leaders gain a nuanced understanding of both visible and unconscious drivers of employee behaviors and organizational dynamics. The article discusses how leaders can analyze each level of culture and provides industry examples from healthcare and higher education. It argues that understanding culture's deeper roots allows leaders to intentionally shape artifacts and espoused values in a way that aligns all levels and helps evolve basic assumptions over time. Using Schein's model, leaders are equipped with a practical tool for purposefully examining and impacting their unique organizational culture to cultivate high performance, fulfill missions, and drive business success.

Revisiting the gendered ideal worker norm: An ethnography in Chinese non-governmental organizations

ABSTRACT This study revisits the concept of the “ideal worker,” situating it within the context of the re-traditionalization of Chinese gender relations and the contemporary landscape of Chinese NGOs, thereby offering novel insights into the gendered division of labor. The study provides a critical analysis of the feminization of Chinese NGOs, challenging the notion that it represents a progressive social movement. Instead, this study reveals how this trend inadvertently reinforces the intertwined structures of organizational dynamics and gender relations. This study also explores how demanding and low-paid work environments in Chinese NGOs create an imbalance between family and work responsibilities leading to the emergence of “ideal worker” archetypes that represent employees who dedicate long hours to work, with family responsibilities taking a secondary role. These archetypes, embodied by both men and women in actual work settings, are subject to markedly different societal evaluations. While the man ideal worker is often celebrated and rewarded, the woman ideal worker faces criticism for her non-traditional, feminist lifestyle choices. Overall, the study empirically demonstrates the unique formation of the gendered ideal worker in Chinese NGOs and illustrates how gendered norms are perpetuated in both professional and domestic settings.

DEIA: On Paper or in Practice? A Study on the Impact of Authentic and Inauthentic Diversity, Equity, Inclusion, and Accessibility (DEIA) Initiatives in Indian Organizations

This study explores the influence of Diversity, Equity, Inclusion, and Accessibility (DEIA) practices on employees, focusing on the distinction between authentic and inauthentic DEIA initiatives. Through a survey of 212 participants, the study evaluates organizational commitment, motivation, and team dynamics in workplaces with varying levels of DEIA authenticity. Results demonstrate that employees in organizations with authentic DEIA practices report significantly higher levels of organizational commitment, motivation, and positive team dynamics compared to those in inauthentic organizations. These findings underscore the importance of genuine DEIA efforts for enhancing employee experience and organizational performance. Future research should focus on the leadership's role in fostering authentic DEIA practices.

Endemic Radiation of African Moonfish, Selene dorsalis (Gill 1863), in the Eastern Atlantic: Mitogenomic Characterization and Phylogenetic Implications of Carangids (Teleostei: Carangiformes).

This study offers an in-depth analysis of the mitochondrial genome of Selene dorsalis (Gill 1863), a species native to the Eastern Atlantic Ocean. The circular mitochondrial DNA molecule measures 16,541 base pairs and comprises 13 protein-coding genes (PCGs), 22 transfer RNA (tRNA) genes, two ribosomal RNA genes, and a control region (CR). The nucleotide composition exhibits a notable adenine-thymine (AT) bias, accounting for 53.13%, which aligns with other species in the Carangidae family. Most PCGs initiate with the ATG codon, with the exception of Cytochrome C oxidase subunit I, which starts with GTG. Analysis of relative synonymous codon usage reveals that leucine and serine are the most prevalent amino acids in the mitochondrial genome of S. dorsalis and its congeners (S. vomer and S. setapinnis). All tRNAs display the typical cloverleaf structure, though tRNA Serine (S1) lacks a dihydrouracil arm. Pairwise comparisons of synonymous and nonsynonymous substitutions for all PCGs yielded values below '1', indicating strong purifying selection. The CR spans 847 bp, representing 5.12% of the mitochondrial genome, and is characterized by high AT content (62.81%). It is situated between tRNA-Pro (TGG) and tRNA-Phe (GAA). The CR contains conserved sequence blocks, with CSB-1 being the longest at 22 bp and CSB-D the shortest at 18 bp. Phylogenetic analysis, using Bayesian and Maximum-likelihood trees constructed from concatenated PCGs across 72 species, successfully differentiates S. dorsalis from other carangids. This study also explores how ocean currents and gyres might influence lineage diversification and parapatric speciation of Selene species between the Atlantic and Pacific Oceans. These results highlight the importance of the mitochondrial genome in elucidating the structural organization and evolutionary dynamics of S. dorsalis and its relatives within marine ecosystems.

Understanding workplace incivility in hospitality: Challenges and pathways to positive work environments

Workplace incivility in the hospitality sector is a pervasive issue with significant implications for employee well-being and organizational dynamics. This systematic literature review (SLR) aims to comprehensively examine the phenomenon of workplace incivility within the hospitality industry, focusing on its antecedents, consequences, mediators, and moderators. Through meticulous data gathering, organization, and evaluation, a total of 99 relevant articles were identified and analyzed. This review revealed that customer incivility, exacerbated by the COVID-19 pandemic, poses substantial challenges for frontline workers, leading to heightened stress levels and exacerbating existing strains. Moreover, employee-to-employee and supervisor-to-employee incivility perpetuate a cycle of hostility within service environments. While previous research has explored the impact of incivility on employee burnout and turnover, there is still a lack of research on the root reasons for rude behavior by service personnel. Additionally, the review highlights the potential of mindfulness practices in reducing the negative consequences of workplace incivility and promoting employee well-being, job satisfaction, and proactive service performance. By synthesizing existing research and identifying knowledge gaps, this SLR provides valuable insights for future research endeavors and offers pragmatic solutions for hospitality managers grappling with the challenges posed by workplace incivility.

From liberation to rights: the organized men’s movement in Norway, 1978–1980

ABSTRACT This research article investigates the historical and organizational dynamics of the Norwegian Men’s Liberation Movement, contrasting it with similar men’s movements in Western contexts. Emerging in the 1970s, men’s liberation movements in the United States and other Western countries initially sought to address male roles through feminist-inspired critiques but evolved into platforms expressing male grievances, leading to the rise of men’s rights activism. The study focuses on Norway’s ‘Mannebevegelsen’, which, unlike its counterparts, did not transition into a typical men’s rights agenda but was influenced by a specific demographic – fathers without custody – shaping its objectives and leading to its structural and ideological fragility. This shift underscores the significance of organizational structure in influencing the trajectory and longevity of men’s movements. Utilizing social movement theory and a detailed examination of the Norwegian context, this paper explores why the movement diverged from similar movements in Sweden and Denmark, and why the Norwegian experiment proved relatively short-lived. The findings highlight how different factors, beyond ideological shifts, such as individual agency and backing from ‘agency-laden institutions’, critically shape the evolution of men’s movements.

Role of Receptor for Advanced Glycation End-Products in Endometrial Cancer: A Review.

Endometrial cancer (EC) is the most common gynecological malignancy. EC is associated with metabolic disorders that may promote non-enzymatic glycation and activate the receptor for advanced glycation end-products (RAGE) signaling pathways. Thus, we assumed that RAGE and its ligands may contribute to EC. Of particular interest is the interaction between diaphanous-related formin 1 (Diaph1) and RAGE during the progression of human cancers. Diaph1 is engaged in the proper organization of actin cytoskeletal dynamics, which is crucial in cancer invasion, metastasis, angiogenesis, and axonogenesis. However, the detailed molecular role of RAGE in EC remains uncertain. In this review, we discuss epigenetic factors that may play a key role in the RAGE-dependent endometrial pathology. We propose that DNA methylation may regulate the activity of the RAGE pathway in the uterus. The accumulation of negative external factors, such as hyperglycemia, inflammation, and oxidative stress, may interfere with the DNA methylation process. Therefore, further research should take into account the role of epigenetic mechanisms in EC progression.

Value(s) in Community Food Work: The Dynamics of the Field, Funding and the Limits of Metrics

Despite talks of increasing data-saturation and the metric society, there are still many ordinary situations that are neither ‘smart’ nor digitised. Nevertheless, a logic of evidence and measurement can be demonstrated in the mundane spaces of community organisations, raising questions about how such logics travel and are engaged with in the everyday. Taking three everyday spaces, this article uncovers the dynamics of valuation in community organisations. This article argues that field dynamics of evaluation and measurement warp community organisations through creating a funding game (a competition) that values evidenced outcomes over long-term goals, undervaluing and making invisible the community-value of such organisations. It addresses the capacity at a local level to play the game and argues that only limited spaces exist to work against the logics of measurement. Thus, this article highlights what is at stake in the measurement of community organisations.

Unraveling social undermining at the workplace: A systematic review of past achievements and future promises

AbstractIn the contemporary landscape of organizational dynamics, it is imperative to understand the nuance of social undermining behaviors in the workplace for effective strategy and decision‐making. In this regard, this study reviews, identifies, and critically evaluates the social undermining literature and offers new avenues for future research. The systematic literature review methodology has been used to select and critically review 65 studies on this topic. The analysis and findings of this review are presented in three sections, as follows, (i) research profiling—to highlight the current status of research on social undermining in management literature, (ii) literature synthesis—to highlight key theories and conceptions of social undermining as well as discuss the antecedents and outcomes of social undermining, and (iii) critical analysis—to highlight knowledge gaps in existing research and set future agenda. This review is the first comprehensive review on social undermining at the workplace and serves as a knowledge base by presenting a comprehensive literature review as well as extending further development of knowledge on this topic. A key contribution of our review is the proposal of a comprehensive framework of literature synthesis to provide a bird's eye view on this scholarly domain. Our study contributes to organizational behavior and strategic management discourse by offering crucial insights on human dynamics that shape organizational strategy, and change.

Understanding and Mitigating Leadership Fear-Based Behaviors on Employee and Organizational Success

Leadership behavior profoundly influences organizational culture, serving as a cornerstone for environments that foster safety, innovation, and employee satisfaction. This article utilizes research from the primary literature to demonstrate how leaders’ actions and underlying fears influence organizational dynamics and employee outcomes, highlighting the importance of respect, transparency, and trust. Studies have shown that leadership styles shape the work environment, driving innovation and performance. However, concerns over productivity, evaluation, and control can lead to poor communication, low transparency, reduced innovation, and diminished performance, creating a culture of mistrust and anxiety. Authoritarian control or neglect of employees’ needs exacerbates these issues, stifling creativity. The Pygmalion and Golem effects demonstrate how positive reinforcement enhances morale, productivity, and retention, while negative reinforcement is detrimental. Leaders operating under fears of failure or loss of control or political capital inadvertently create a culture of fear and increasingly severe feedback loops of reduced employee trust, satisfaction, and commitment. Addressing these fears fosters open communication, psychological safety, transparency, and mutual respect. Strategies for transforming leadership fears into positive change include promoting open communication, decentralizing decision-making, and implementing positive reinforcement mechanisms. Constructive feedback mechanisms encourage bidirectional communication and help mitigate the negative impacts of leadership fears. Leaders who address their fears can strengthen team trust, enhancing collaboration and engagement. Ultimately, managing leadership fears proactively catalyzes organizational learning and development, promoting a mindset where challenges are seen as opportunities for growth. This approach enhances adaptability and resilience while fostering continuous improvement. Addressing leadership fears and fostering a supportive culture is essential for sustainable productivity and success, serving as a starting point for exploring strategies that support employee performance and development, ultimately contributing to organizational success.

Communication Styles and Leadership Conflicts in the Legio Maria Church, Ugenya, Kenya

This study explored the impact of communication styles on leadership conflicts within the Legio Maria Church in Ugenya. Effective communication is crucial for organizational dynamics, particularly in religious institutions where spiritual authority intersects with hierarchical structures. The Legio Maria Church faces persistent leadership conflicts, often exacerbated by differences in how leaders convey, interpret, and act upon information. These conflicts are influenced by the church's complex web of formal and informal communication channels, which shape power dynamics and organizational cohesion. This research identifies the diverse communication styles employed by church leaders, ranging from direct and open to indirect and informal methods. It examined how these styles impact decision-making processes, conflict-resolution strategies, and overall leadership dynamics. By understanding personal and organizational communication preferences, the study provides insights into the root causes of leadership conflicts. Practical recommendations are proposed, including communication training programs, clear communication protocols, and fostering a culture of openness and respect for diverse communication styles. These measures aimed to enhance leadership cohesion and improve the church's ability to serve its members effectively. This research contributes to the broader discourse on effective communication in religious organizations, offering valuable insights for fostering sustainable leadership practices and organizational harmony within the Legio Maria Church.

Evaluation of Entrepreneurial Perspectives and their Influence on Organizational Culture

Entrepreneurial perspectives are distinct approaches individuals use to identify opportunities and navigate challenges in the business world, shaping their risk evaluation, innovation, and strategic decision-making for growth and success. This study aims to evaluate how entrepreneurial perspectives shape and influence organizational culture. By examining the interplay between entrepreneurial attitudes and organizational standards, it seeks to understand their impact on organizational dynamics and effectiveness. This study explores entrepreneurial perspectives and organizational culture through the analysis of 500 applications using structured questionnaires. The study used statistical methods like descriptive statistics, confirmatory factor analysis, correlation analysis, hypothesis testing, and chi-square tests to analyze the impact of proactiveness, self-efficacy, and employee engagement on organizational culture. The statistical analysis conducted using SPSS software reveals that proactiveness (CR = 0.911, R² = 0.789) and self-efficacy (CR = 0.864, R²= 0.876) significantly enhance organizational culture. Employee engagement also shows a significant impact (CR = 0.879, R² = 0.859). In contrast, collaboration (CR = 0.906, R² = 0.892) and visionary thinking (CR = 0.945, R²=0.555) do not significantly influence or mediate relationships with organizational culture, as indicated by non-significant p-values. Entrepreneurial perspectives significantly shape organizational culture by introducing innovative ideas and risk behaviors, enhancing competitiveness and responsiveness in a rapidly changing market.

The Role of Emotional Intelligence in Transforming Organizational Culture Dynamics

Interest in emotional intelligence within structural settings has flowed as its role in determining operative workplace dynamics becomes progressively documented. This education explores the impact of expressive intelligence on structural culture dynamics, concentrating on variables such as leader emotional intelligence, organizational culture, team collaboration, and employee engagement. Data from 388 participants were examined through chi-square test, correlation analysis, square tests, and Cronbach’s α to measure the relationships and reliability of the measures. For statistical analysis in this study SPSS software were utilized. The findings reveal significant correlations, highlighting that higher emotional intelligence contributes to improved working efficiency and executive efficacy. This research underscores the standing of integrating emotional intelligence strategies into administrative performance to foster a positive work atmosphere and improve overall efficiency.

The role of non-human actors in the acceptance of management accounting: the case of a Moroccan public establishment

Like private companies, public service establishments are seeking to improve their performance by adopting management control tools. However, their acceptance in this context raises specific challenges. Unlike the private sector, where profitability is often the main driver for the acceptance of such tools, the public sector has to deal with more complex organizational dynamics involving many actors. This article examines the reasons underlying the acceptance of a management control tool, in particular a management accounting system, in the Moroccan public sector. The research is based on a qualitative case study carried out in a Moroccan public establishment that recently introduced a management accounting system, using the Actor-Network Theory (ANT), also known as the translation theory, developed by Callon and Latour in the 1980s. Traditionally mobilized to analyze the innovation diffusion process, this approach is used in our research to study the pre-adoption, or ex-ante, phase of innovation introduction. The results of this study highlight the complex dynamics of management accounting acceptance in the Moroccan public sector, showing how non-human actors play a crucial role in the pre-adoption phase of management control instruments. Our research reveals the decisive influence of the tax variable, as a non-human actor, on the acceptance of the management accounting system. This link between taxation and management accounting is a significant contribution, particularly due to the lack of studies on legal and fiscal variables in management control. These results underscore the importance of considering both non-human and human actors equally in the translation process (generalized symmetry).

Predictive Effect of AI on Leadership: Insights From Public Case Studies on Organizational Dynamics

The increasing integration of Artificial Intelligence (AI) in organizational leadership is transforming traditional leadership practices and dynamics. This analysis investigates the potential long-term effects of AI on leadership, focusing on how AI improves decision-making, automates repetitive tasks, and enhances employee engagement. Drawing on in-depth case studies of major companies like IBM, Google, and Amazon, this paper demonstrates the successes and challenges of incorporating AI into leadership roles. It also explores emerging AI-driven leadership skills and highlights potential future leadership frameworks that may develop as AI technologies progress, offering an optimistic view of leadership in the future. While this analysis provides valuable qualitative insights, it recognizes the need for additional empirical data to support its claims, including AI adoption rates and metrics for evaluating leadership effectiveness. Incorporating predictive models could also enhance our understanding of AI's lasting impact on leadership. The paper is a valuable resource for organizations and leaders navigating the evolving landscape of AI-augmented leadership.

Dynamics of Scutellaria tuvensis (Lamiaceae) coenopopulations

The dynamics of density, abundance, ontogenetic structure and spatial organization of Scutellaria tuvensis coenopopulations under the influence of climatic factors in different habitat conditions has been studied. The decrease in the climate aridity in the basins of the Republic of Tuva in the last 10 years has a positive effect on the condition of the coenopopulations of S. tuvensis, occurring in dry and deseritied steppes. The coenopopulations of S. tuvensis are normal, stable, and in balance with the ecotope. The dynamics of the number, ecological density, spatial distribution of individuals in the coenopopulations, and the type of ontogenetic spectrum are influenced by climatic factors, while the values of demographic indicators in the coenopopulations are determined by the peculiarities of development of individuals in different habitats. Under a mildening climate (early warm spring and non-dry summer), optimal conditions are created for seed germination and further development of young plants. Recently, an increase in the number of young plants has been found in all habitats, a left-sided type of the ontogenetic spectrum is being formed, and coenopopulations are rejuvenating.

Barriers and facilitators to implementing imaging-based diagnostic artificial intelligence-assisted decision-making software in hospitals in China: a qualitative study using the updated Consolidated Framework for Implementation Research

ObjectivesTo identify the barriers and facilitators to the successful implementation of imaging-based diagnostic artificial intelligence (AI)-assisted decision-making software in China, using the updated Consolidated Framework for Implementation Research (CFIR) as...

Catalyzing Growth: The Power of Innovation in Organizational Dynamics

This study examines the impact of Innovation Practices and Organizational Dynamics on Organizational Growth at PT. Contindo Raya, with a focus on the mediating role of Employee Engagement. Utilizing a quantitative research design and random sampling of 70 employees, data were analyzed using SMART PLS to assess direct and indirect effects. The findings reveal that both Innovation Practices and Organizational Dynamics significantly influence Organizational Growth, with Employee Engagement acting as a critical mediator in these relationships. Innovation Practices directly enhance Employee Engagement, which in turn drives growth, while Organizational Dynamics also contribute to growth through their impact on Employee Engagement. These results underscore the importance of integrating innovative practices and improving organizational dynamics to foster a more engaged workforce and support sustainable growth. This study provides actionable insights for PT. Contindo Raya to leverage these factors for achieving competitive advantage and long-term success.

Balancing barriers and strategies - Nurses' experiences of conducting lifestyle counseling.

Over 70% of the disease burden in Europe is the result of chronic diseases caused by lifestyle. Lifestyle counseling can improve lifestyle habits and thereby health. However, according to research, there are several barriers to healthcare personnel carrying out counseling. The aim of this study was to explore nurses' experiences of conducting lifestyle counseling. A qualitative descriptive study was conducted in southern Sweden between August 2021 and December 2021. Eleven nurses were recruited from both inpatient and outpatient care in northeastern Sweden through a combination of purposive and snowball sampling. Individual semistructured interviews were performed digitally using an interview guide. The interviews were analyzed via qualitative content analysis. The nurses experienced several challenges in performing lifestyle counseling. However, knowledge gaps, sensitive topics, organizational dynamics, and time constraints were balanced using strategies. The theme of their responses can be explained by the following categories: "Collaboration with patients is key," "From self-interest to teamwork," and "The organization can assist or hinder." Lifestyle counseling needs to be prioritized within healthcare. Nurses need tools and knowledge to be able to feel comfortable with the task. All healthcare organizations need to work with lifestyle counseling in a structured way according to national guidelines.