Organizational Elements Research Articles

Building a framework for dynamic organisational capabilities in design for safety (DfS) for Malaysian construction organisations

Purpose Despite the growing construction subject of Design for Safety (DfS) in Malaysia, little effort has been made to understand the construction organisational DfS capability in a dynamic environment. This study aims to propose a framework for dynamic DfS capabilities for construction organisations in Malaysia. Design/methodology/approach A quantitative research methodology was used for this study. Data were gathered from three hundred and six (306) practitioners from diverse construction organisations, including government agencies, consultants, contractors and developers in Malaysia, using an online questionnaire survey during four online DfS webinars. Descriptive and inferential analysis, as well as content analysis techniques, were used to analyse the collected data. Findings Analysis of the survey data showed that all six key DfS organisational capability elements identified in the literature, which the respondents were required to assess, have a strong influence on determining the DfS capabilities of construction organisations. The elements ranked as most influential include DfS knowledge of the designer; DfS experience of the designer; Top management’s commitment to DfS; Design risk management; and Project review. Based on these findings, a framework for dynamic DfS organisational capabilities is proposed. This framework incorporates four essential capabilities – sensing, learning, integrating and coordinating – and is anchored by the aforementioned six key elements as foundational to deriving value from DfS practices. Practical implications The proposed DfS organisational capabilities framework will facilitate construction organisations’ focus on the dynamic environment while striving for successful DfS practice in construction projects. Originality/value This study extends the DfS literature in the construction context by providing deeper insights into the conceptualisation of dynamic DfS organisational capabilities where DfS regulatory framework is still evolving. This study also highlights organisations’ importance in perceiving and prioritising their abilities to sense changes, learn and internalise new competencies, integrate resources and coordinate activities, reflecting their unique strategic focuses and operational needs toward DfS practice.

Exploring the Landscape of Creativity and Innovation in Higher Education Institutions: Opportunities, Challenges, and Strategies for Mobilization and Sustainability

Higher Education Institutions (HEIs) have a crucial role in creating the future of society by providing individuals with the necessary information and skills to succeed in various sectors in today's fast-paced world. During this ever-changing environment, it has become more important to cultivate a culture of creativity and innovation within Higher Education Institutions (HEIs). This study paper aims to investigate the importance of creativity and innovation in higher education institutions (HEIs) and analyze the potential advantages and obstacles related to the activation and maintenance of these attributes within these establishments. Based on an extensive examination of existing scholarly works, this research article explores the various individual and organizational elements that impact the capacity for innovation within higher education institutions (HEIs). These elements encompass creativity skills, motivation, organizational culture, and leadership dynamics. Data collected from secondary sources using published articles in the area of creativity and innovation pertaining to higher education institutions. A relevant theoretical analysis was carried out to achieve research objectives. The finding shows that HEI face major block and barriers in creativity and innovation.

AI adoption and organizational readiness: boosting accounting efficiency in Jordan

Purpose Artificial intelligence (AI) use is on the rise and evolving fast, which expectedly is set to transform the way we carry certain processes in accounting. This study aims to examine the use of AI in enhancing accounting efficiency in terms of AI adoption, employee competence, data quality and organizational readiness. Design/methodology/approach This study gathered data from 192 participants working in the field of accounting in Jordan to look into these factors and how they influence the efficiency of accounting processes. The research hypotheses were tested using partial least squares (PLS)-structural equation modeling. Findings The outcomes of this study documented that a high level of AI adoption, better data quality and competent employees can achieve better accounting efficiency. The PLS analysis also showed that accounting efficiency in Jordan could be enhanced with increased AI adoption level, mainly when organizational readiness elements such as sufficient infrastructure and positive organizational cultures are in place. Originality/value In the realm of emerging markets, this study takes a leading position as the researcher recognizes the vital importance of AI in increasing accounting efficiency across different entities. The outcomes of this study highlight the importance of aligning AI initiatives with broader organizational development strategies to fully gain the advantages of AI in accounting.

Organizational Climate as Predictor of Happiness in Male and Female MNC Managers

Responsibility, work and task orientation, social relations, communication and information, resources, objectives, quality of working life, leadership, approach and method, autonomy are some of the factors of organizational climate. Knowing how or whether these factors predict happiness in multinational corporate managers, with respect to gender was the research question in the current study. The organizational climate—which encompasses: Stakeholder perspective with factors such as; role clarity, respect, communication, reward system, career development, planning and decision making, innovation, relationship, teamwork and support, job quality, conflict, commitment and morale, training and learning and direction which was perceived to have a strong relationship with happiness. It was also anticipated that organizational culture would be a strong indicator of MNC managers' satisfaction, both male and female. One hundred and fifty male and female MNC managers with at least ten years of work experience were selected from the National Capital Region (NCR) of Delhi, which comprises the cities of Jaipur City in Rajasthan State as well as Gurugram, Noida, and Ghaziabad. The Oxford Happiness Questionnaire (OHQ) (Hills and Argyle, 2002) and the Organizational Climate Questionnaire (OCQ) (Furnham, A. and Goodstein, L.D. 1997) completed by the male and female managers of MNCs. The method of correlational research and multiple regression analysis were applied. Research evidence also corroborated the results which reveal a significantly negative correlation of role clarity, reward system, career development, planning and decision making, conflict handling, training and learning and direction with happiness and a significantly positive correlation with respect, communication, relations, team work and support, quality of service, commitment, morale and happiness among both male and female MNC managers. Studies have repeatedly shown and confirmed that elements of organizational climate While direction and incentive systems are significant negative predictors of happiness for organizational climate elements, commitment and morale are significant positive drivers of happiness for both male and female managers of multinational corporations. The results are analyzed in light of recent empirical research.

‘Ubuntu’ Elements in Political and Socio-Economic Organization: a Philosophical Reflection

‘Ubuntu’ Elements in Political and Socio-Economic Organization: a Philosophical Reflection

Hexagon theory perspective on financial statement fraud in Indonesian ministries

This study aims to examine and analyze financial statement fraud from the perspective of the hexagon theory using secondary data. The research sample was selected through purposive sampling, consisting of Ministries and Agencies in Indonesia. The research method employing the OLS (ordinary least squares) approach involves testing the model’s suitability through the F-statistical test, evaluating the coefficient of determination by examining, and conducting hypothesis testing using EViews. The findings of this study suggest that pressure and sscapability do not significantly influence financial reporting fraud. In contrast, opportunity, rationalization, arrogance, and collusion positively and significantly impact financial fraud reports. Implementing a whistleblowing system is crucial for ensuring that e-procurement encompasses all elements of government organizations, serving as a means of transparency and accountability to mitigate the occurrence of fraudulent financial reports within government entities, particularly in Ministries and Agencies in Indonesia. The financial audit opinion is not intended to detect fraud but to assess conformity with government accounting standards, the extent of disclosure, compliance with legislation, and the effectiveness of the government's internal control system. This can encourage institutions in other countries to strengthen the financial security of their organizations.

Talent philosophies and institutional factors as determinants of talent management in SMEs: a French country-specific empirical investigation

PurposeTalent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises (SMEs) and contexts outside the Anglo-Saxon sphere. However, TM in SMEs is still under-researched, with a lack of studies and evidence on TM determinants and TM in practice. This study explores, using the lens of institutional theory, how talent philosophies and a combination of institutional factors shape TM in French SMEs, highlighting the interplay between these elements within the specific context of French SMEs.Design/methodology/approachGiven the limited knowledge about TM determinants in SMEs and the need to uncover and understand the phenomenon investigated, this study is exploratory in nature and lends itself to a qualitative research approach. In-depth semi-structured interviews with 27 CEOs, managers, TM and HR managers across 15 SMEs in France provided a comprehensive cross-industry perspective.FindingsThe study reveals that talent philosophies in French SMEs are predominantly inclusive and development-oriented, influenced by institutional factors such as the cultural logic of proximity and personalization, state support mechanisms like the Fonds Unique Interministériel (FUI) and legal frameworks that emphasize equal opportunity. Organizational elements like size and proximity foster a community-focused, egalitarian TM approach, while ownership and vulnerability lead to a reactive and informal TM strategy. The study presents a model that links these determinants to the specific TM approaches observed in French SMEs, illustrating how institutional factors like centralized control and egalitarianism shape TM practices.Research limitations/implicationsThis paper highlights the need for more empirical studies on talent philosophies, institutional and organizational factors not only in SMEs but also in comparison with multinational enterprises (MNEs), through institutional theory. Particular attention should be paid to the homogenization of SME sizes based on their level of establishment.Originality/valueThis study extends studies on TM determinants in SMEs, from the perspective of talent philosophies, utilizing insights from French institutional theory. It is also among the few and new studies to highlight contextual issues of TM as well as how TM is practiced depending on internal and external factors.

Analysis of wrong blood in tube events at a hospital-based blood centre in a tertiary care referral hospital: A perspective from a lower middle-income country.

Wrong blood in tube (WBIT) continues to be a preventable cause of unintended harm to the patient. The literature describing extent of the problem, its consequences and factors leading to WBIT from the perspective of lower middle-income countries (LMICs) is limited. The present study describes WBIT and its outcome in a hospital-based blood centre from an LMIC. WBIT events occurring during the study period were analysed to identify the root cause. In addition, they were analysed according to discipline, department and time of sample draw. Root causes were divided and compared with standard operating procedure (SOP) for sample collection for blood requests. All WBIT events were followed and their outcomes analysed. WBIT events occurred at a rate of 4.8/10,000 blood requests, with a higher rate in urgent requests (5.2/10,000 requests). The average rate of WBIT was higher in surgical disciplines compared to medical and acute care services (6.58 vs. 4.43 vs. 3/10,000 requests). The highest rate of WBIT was observed when requests were received during 8:00 PM-2:00 AM (p = 0.02). Deviations from SOP with contribution from human and organizational elements were identified as the root cause. The consequences ranged from delay in providing blood to acute haemolytic transfusion reactions. We found that WBITs occurred at a rate comparable to that reported from developed countries. Use of software and automation may reduce the rate of WBIT but not eliminate it completely. Strict adherence to SOPs and continuous training of phlebotomy staff would help reduce it to a minimum. Blood centres need to develop specific strategies with respect to their root causes.

Impacts, Adaptations, and Preparedness Among SNAP-Ed Implementers During the COVID-19 Pandemic: A Multistate Study

Objective: The study examines: 1) impacts of COVID-19 on the work of Supplemental Nutrition Assistance Program – Education (SNAP-Ed) implementers, 2) facilitators and barriers experienced in making adaptations, and 3) factors that would have helped with preparedness to adapt. Design, Setting, and Participants: A purposive sample of 181 SNAP-Ed program implementers from across five states completed a survey or interview based on the study aims. Quantitative data was summarized with descriptive statistics and qualitative data was analyzed thematically. Results: Direct education activities were found to be most impacted during COVID-19 while working to change policies, systems, and environments and indirect education were less impacted. Both positive and negative impacts surfaced. Respondents were most likely to say they were moderately or slightly prepared to make adaptations. Elements of internal organizations, technology, and partners both helped and hindered adapting. Pre-established virtual capacity, formal preparation and planning protocols and procedures, and better and more frequent communication with partners and program leadership would have helped with preparedness. Conclusion: SNAP-Ed needs assessment and implementation processes should integrate and expand upon the lessons learned in the study to enhance future emergency preparedness among program implementers. Program policy should be updated to allow for implementation flexibility during future emergencies.

The influence of servant leadership on athletic performance: a self-determination theory perspective

PurposeTo give a full understanding of how servant leadership impacts organizational performance and needs satisfaction of followers, two unique populations were sampled (i.e. college athletic administrators and coaches) to weigh the importance of leadership on different elements of a sports organization. The purpose for this two-sample design was to enhance the external validity of the results through replication and convergence of conclusions.Design/methodology/approachThis study utilized a two-sample structure that consisted of intercollegiate coaches (N = 223) and administrative staff members (N = 176) perceptions of their leader’s servant leadership to better understand its influence on sport organizational performance. From the study’s hypotheses, data were collated and subjected to correlation and step-wise regression analysis.FindingsThe results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.Practical implicationsFor an athletic director, implementing behaviors from servant leadership could be valuable tools to enhance the performances of the teams within intercollegiate athletic departments.Originality/valueThe results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.

The Widening, Deepening, and Lengthening of the Seven Mountains Mandate (7MM) Network: The Role of Network Apostolic Leadership

This article describes the leadership and organizational elements that have made the Seven Mountains Mandate (7MM), one of the main doctrines of the Apostolic Restoration Movement (ARM), a very adaptable, simple to explain, and feasible to implement message and portable practice, which can be started at the local level and expand progressively to acquire regional and national dimensions. A new classification of apostolic networks is proposed in this article and a partial map of some of the networks that participated in the expansion of the 7MM is presented. Additionally, using definitions from network leadership theory, it is shown how different types of leaders, who function as horizontal connectors in apostolic networks, such as conveners, catalysts, mobilizers, facilitators, weavers, provocateurs, illuminators, hosts, and curators, contribute to the diffusion of the 7MM by promoting its global Widening, Deepening, and Lengthening (WDL). The article first describes the evolution of the church from denominations to networks and how the ARM adopted the network organizational structure that serves as a channel for the diffusion of the 7MM. Cases from the USA, Guatemala, Zambia, and Venezuela are used as examples to demonstrate how the 7MM’s expansion, or Widening (W); its contextualization and adaption, or Deepening (D); and its sustainability, reproduction, and evolution, or Lengthening (L), occur globally based on the network nature of the ARM and the network leadership enacted in the process.

Consideration and implementation of the elements of hospital mass casualty planning in the hospitals of the TraumaNetworks DGU® : An evaluation within the framework of the development process of the guidelines for clinical disaster medicine in Germany (LeiKliKatMeD) by the EKTC, NIS, AKUT, AUC

The protection and maintenance of hospital functionality and treatment capacity require preventative planning and preparation for amass casualty incident with respect to the scenarios, disasters or catastrophes to be expected. The hospital alarm and operations (KAEP) or stockpiling plan should include and organize the procedures and measures in the respective clinics and hospitals. The aim of the present study was to evaluate the hospitals of the Trauma Networks of the German Society for Trauma Surgery® (TNW DGU®) with respect to the established organizational structures and contents of the KAEP. In this study 622 hospitals from the TNW DGU® were surveyed to determine current treatment capacities depending on the principles and standards of care. This was done via the DGU Academy of Trauma Surgery (AUC) and an online-based survey with voluntary participation via aweb-based platform (SurveyMonkey Europe UC, Dublin, Ireland). The data presented here represent an excerpt of the overall data focused on the topic of this paper. Of the 622 certified clinics 252 (40%) took part in the survey in December 2022 and 250 data sets could be evaluated. LevelI,II,III trauma centers (LTZ, RTZ, ÜRTZ) took part in equal numbers. Of the participating clinics 90% have aKAEP that has been updated in the last 3 years. The manual of the Federal Office of Civil Protection and Disaster Assistance (BBK) was known in two thirds of the clinics surveyed. Only 30% of the clinics adapted their own KAEP after it was published and only 40% exercised it in the last 3 years. Elements for the care of those affected and injured (psychosocial network, end-of-life care, care of relatives) were included in 25-44% of hospitals. Regardless of the certification, it became obvious that around 80% of the hospitals rely exclusively on one alarm procedure and only 20% use aredundant system with 2 or more notification procedures. The survey showed that more than 75% of the hospitals already have the option of selective or partial alerting. Depending on the triage category, the LTZs were able to initially admit an average of 2SKI and 4SKII patients. These capacities were almost doubled by the RTZ and tripled by the ÜTZ. The DGU Trauma Networks represent an essential part for the care in disaster and major disaster situations. The KAEP has been implemented in the majority of hospitals. Updating the KAEPs to current content, practicing and digital, selective and redundant systems for alerting represent achallenge. In addition, the harmonization of terms and organizational elements but also the establishment of care for relatives and the care and psychosocial emergency treatment (PSNV) have not yet been fully implemented. Ultimately, aKAEP must be implemented to make hospitals and the healthcare system more resilient to disasters and major disasters. It is important to support the hospitals and ensure that costs for exercises and training course formats are covered.

Bridging the Gap Between Labour Unions and the Management Through Leadership Development Programs?

AbstractIn this paper we explore if leadership development programs can be applied to bridge the gap between labour unions and the management. By describing and discussing three different programs we can see that joint leadership development programs can promote collaboration between labour unions and the management. The paper argues that such programs need to be built on a premise that more actors than just formal managers can exercise leadership and contribute to organizational development. The paper also discusses why such programs are more easily achievable in a Norwegian setting. However, to make lasting improvements leadership development programs also need to include large organizational development elements, like the co-generative learning model (Elden and Levin (1991) Participatory Action Research. Sage, Newbury Park, pp 127–142). Sufficient time, resources and focus, including assessments of employees’ needs and internal politics, is needed to not only bridging the gap between labour unions and the management, but also to bring in “ordinary” employees.

Using a policy learning lens to understand health financing policy outcomes: the case of translating strategic health purchasing into policy and practice in Burkina Faso

IntroductionAchieving universal health coverage (UHC) through an effective health financing system is a challenge for many low-income countries. Learning is key to success due to many uncertainties and unknowns. Using...

Workplace Structures and Culture That Support the Wellbeing of People with an Intellectual Disability.

There is little research on health-promoting workplace settings focused on people with an intellectual disability. There are a range of supported and open employment workplaces where people with an intellectual disability work, and this is an important setting that can influence health and wellbeing outcomes. The health promotion research that has been conducted with people with an intellectual disability has been programmatic in focus and lacks a broader settings and ecological perspective. This paper reports on analysis conducted across four organisations that employ people with an intellectual disability and included 47 in-depth interviews conducted with staff and supported employees. The aim was to examine the organisational characteristics, structures, and cultural elements that contribute to positive wellbeing. The key elements were offering a diversity of roles and opportunities, customised training and task matching, a flexible approach to work rosters, offering a range of workplace environments (e.g., busy versus calm environments), and providing holistic and tailored support. The results illustrate that providing positive wellbeing outcomes in the workplace for this cohort cannot be considered from a program perspective but as a whole of organisation design and culture. With the current movement towards more opportunity in open employment, it will be important that these features are replicated in all workplaces where people with an intellectual disability are employed. Further research and policy work is required for this ambition to be realised.

AUDIT OF THE PERSONNEL MANAGEMENT SYSTEM ON THE BASIS OF FUNCTIONAL AND COST ANALYSIS

Report. The research was conducted to substantiate the increase in the efficiency of the personnel management system on the basis of functional-value analysis and the formation of recommendations on audit standards that will help organizations to effectively manage their personnel and achieve their goals. The article describes the audit technologies, systematizes the main indicators and develops a methodology for auditing the personnel management system on the basis of functional-value analysis with the allocation of organizational and substantive elements. Model. Based on the study of extensive empirical material, a comprehensive analysis of the audit process, methodologies and tools used to assess HR management systems on the basis of functional-value analysis was carried out. In the course of the work the key components of HR management systems were considered, including recruitment and selection, performance management, training and development, and compensation and benefits. Conclusions. As a result of analyzing numerous domestic and foreign sources, conclusions and observations were made concerning the audit of the personnel management system, including on the basis of functional-cost analysis. It was found that the use of a variety of practical tools and techniques in the audit of the personnel management system helps to obtain complete and objective information about its condition and effectiveness. These tools and techniques are a powerful means of analyzing and evaluating the HR system, as well as identifying problem areas and developing recommendations for improvement. Practical value. The practical significance of the research results lies in the fact that they can be directly applied in the real practice of personnel management. The results of the study will help organizations to optimize their HR management systems, improve performance and enhance the quality of decision-making. Originality. The application of the research findings will enable organizations to audit their HR management systems and identify strengths and weaknesses. Based on the identified problem areas, measures can be developed and implemented to address them and improve system performance. In addition, the results of the study will be useful in developing human resource planning strategies and making decisions on personnel development.

Behavioral Nudges to Encourage Appropriate Antimicrobial Use Among Health Professionals in Uganda.

Background/Objectives: Antimicrobial resistance (AMR) is a global public health concern exacerbated by inappropriate antimicrobial prescribing practices, particularly in low-resource settings such as Uganda. The research aimed to develop a culturally sensitive behavioral intervention, leveraging a "nudge" strategy, to improve healthcare provider adherence to the 2016 Uganda Clinical Guidelines (UCG 2016) in five Ugandan hospitals. This intervention formed part of broader antimicrobial stewardship initiatives led by the United States Agency for International Development Medicines, Technologies, and Pharmaceutical Services Program. Methods: This study employed a mixed-methods approach, combining formative research and behavioral intervention. Guided by the Deloitte Behavioral Insights Framework, the research team conducted key informant interviews to identify prescribing barriers and motivators and developed three suitable behavioral interventions: perceived monitoring, ward leaderboards, and educational workshops. The study evaluated the interventions' impact through point prevalence surveys (PPS), using the World Health Organization PPS methodology at three stages: pre-intervention, immediate post-intervention, and one-month post-intervention. Results: Key behavioral themes across individual, social, environmental, and organizational elements informed the intervention design and implementation. The behavioral intervention package increased antimicrobial prescription compliance with the UCG 2016 from 27% at baseline to 50% immediately post-intervention, though these effects diminished at one-month post-intervention. Conclusions: Our study addresses an existing gap in behavioral nudges-based operational research on antimicrobial prescribing in low- and middle-income countries. These results showed an immediate improvement in adherence to the UCG 2016 among healthcare providers in Ugandan hospitals, though the effect was attenuated at one-month follow-up. Despite the attenuation, behavior change presents a feasible, cost-effective, and sustainable approach to improving antimicrobial prescribing practices and addressing AMR.

Neither Employment nor Self‐Employment: Avenues Towards Functional Platform‐Mediated Work Systems

ABSTRACTDigital labour platforms are contested because they create work relationships that neither fall into the category of traditional employment nor fulfil the criteria of freelance work due to platforms’ heavy interference in the work process. Although existing research has elucidated different pathways for improving the working conditions of platform workers, we develop an employment relations perspective on platform‐mediated work systems building on David Marsden's theory of employment systems. On the basis of an assessment of the psychological, economic and legal contracts underlying platform‐mediated work, we discuss the limited functionality of these contracts in their ability to control opportunism among platforms, workers and clients. Our analysis contributes to existing debates by providing a theoretically informed framework for analysing the design of platform‐mediated work systems and their consequences for the participating parties. Our insights add nuance to the platform regulation debate by going beyond the question of worker classification towards understanding the organizational and institutional elements of the work system that need to be redesigned and supported by appropriate institutional safeguards. An employment systems perspective also allows for reflection on the economic, societal, sectoral and strategic conditions that could drive such changes.

Аналіз технічних вимог і методів випробування матеріалів для дорожньої розмітки, як підґрунтя для нових стандартів

Introduction. Horizontal road markings are a crucial element of road safety, traffic organization and flow management. They also enhance the road's capacity by more than 20 % and reduce the number of road traffic accidents. The modern development of the road sector is characterized by increasing demands on road markings. Today, the choice of materials for road markings is vast and includes: paints, cold and hot-applied plastics, polymer tapes, pre-formed products, retroreflective glass microbeads, and more. Each material has a unique set of properties related to durability, retroreflectivity, application cost, and life cycle. Problem Statement. The expanded range of materials complicates the selection process for road markings. The choice must account for various factors, including the type of marking, road conditions (curves in plan, intersections, roads with high traffic volume, etc.), road surface material, and its roughness. To select the proper materials for road markings, road traffic load level and expected service life must be considered. To make an optimal choice, it is essential to test the quality characteristics of materials through evaluations of their physical-mechanical, technological, and functional properties.

A proposed model to measure the maturity level for social, organizational and technological determinant factors of social entrepreneurships

Purpose The primary aim of this study is to create a comprehensive model quantifying the maturity levels of key determinants crucial for the sustained success of public sector entrepreneurship (PSE) [social entrepreneurship (SE)]. By integrating social, organizational and technological elements with Max-Neef's human needs, the model offers a holistic perspective for SE measurement. Notably, it emphasizes Max-Neef's existential needs (being, having, doing, interacting) to analyze variables crucial for sustainability, from diverse perspectives within SE. Design/methodology/approach This study presents a quantitative approach to develop a maturity model for assessing SE based on Max-Neef's human needs. The model integrates social, organizational and technological dimensions, using K-means algorithm for data processing. A panel of experts assigns weights to variables, and the maturity levels are adapted from the Capability Maturity Model. Data from 47 SEs in Ecuador's Zone 6 inform model construction, validated with two textile sector SEs. The methodology comprises three stages: variable selection, model construction and nonprobabilistic sample validation in Zone 6. Findings The research yields a maturity model enabling the quantification of PSE entrepreneurship maturity over time. It incorporates social, organizational and technological variables with Max-Neef's human needs, providing a broader perspective for SE evaluation. The model allows assessing the maturity level of each determinant, performance per variable in a Likert Scale, and facilitates comparisons between individual entrepreneurship and the overall population or sample. Visualization is enhanced through a color scale based on the Capability Maturity Model. Research limitations/implications Limitations may stem from the nonprobabilistic convenience sample used for validation, potentially affecting the generalizability of findings. The model's application is specific to Zone 6 of Ecuador and may require adjustments for broader contexts. Although the K-means algorithm aids data processing, its limitations should be considered. Future research could explore the model's applicability in diverse geographical and sectoral settings for a more comprehensive understanding. Practical implications This research has led to the development of a model that quantifies the maturity level of key determinants crucial for the long-term sustainability of PSE. This model integrates elements from social, organizational and technological dimensions, offering a comprehensive framework for assessing SE. Social implications This model offers valuable insights for the development and sustainability of social entrepreneurship by providing a structured approach to measure and enhance key social, organizational and technological determinants. By integrating Max-Neef's framework of human needs, the model helps social enterprises better align their efforts with fundamental human needs, ensuring that initiatives not only address societal challenges effectively but also contribute to long-term social well-being. This approach encourages the development of more resilient and impactful social enterprises that are capable of adapting to diverse socioeconomic contexts. Originality/value The model's uniqueness lies in its integration of social, organizational and technological variables with Max-Neef's human needs, offering a nuanced assessment of PSE entrepreneurship determinant factors from a human perspective. By applying existential needs (being, having, doing, interacting) as analysis levels, the model provides a distinctive and insightful approach to evaluating the impact of key variables. Its value lies in identifying strengths and weaknesses in each entrepreneurship, guiding support strategies and informing discussions for constructing effective public policies.