Organizational Dynamics Research Articles

Crowdsourcing adoption in organisations: a multi-perspective analysis of innovation and organisational dynamics

Purpose In response to the growing importance of crowdsourcing as a strategic tool for innovation in problem-solving, data collection and creativity, this research investigates the key dynamics influencing its adoption. Using a comprehensive framework that integrates innovation characteristics, technological readiness, organisational factors and environmental contexts, this study aims to identify and analyse critical factors that shape crowdsourcing adoption. Design/methodology/approach The research uses a sample of 426 senior managers from various industries in India. The data is analysed using partial least squares, a component-based approach to structural equation modelling. Findings The findings reveal a nuanced interplay of these factors, with relative advantage acting as a catalyst for adoption, motivated by cost reduction and perceived opportunities. Complexity serves as a notable inhibitor, emphasising challenges associated with managing diverse contributions and technical intricacies. Compatibility, technology readiness and top management support emerge as facilitators, highlighting the importance of aligning crowdsourcing initiatives with organisational structures and fostering a technologically ready and leadership-endorsed environment. Research limitations/implications This study enhances the understanding of crowdsourcing adoption by identifying key determinants and offering strategic insights for organisations. Future research could explore the role of decentralised structures like Distributed Autonomous Organisations and Distributed Autonomous Enterprises in adoption processes. Cross-industry and cross-cultural studies may further refine these factors, whereas policymakers can leverage these findings to foster technological readiness, streamline adoption, and align organisations with innovation strategies. Originality/value This study fills a crucial gap in current literature by providing a holistic framework and empirical evidence on the critical factors influencing crowdsourcing adoption. The originality lies in the integration of established theories, offering a comprehensive analysis that contributes valuable insights to both academia and practitioners in the field of organisational innovation.

Mapping knowledgeability and learning trajectories: insights from narratives of trainees in group psychotherapy

Purpose Framing communities of practice (CoPs) as contexts for learning and identity formation, this study examines the varied group experiences of psychoanalytic trainees. This study aims to understand what, where and how these professionals learn across their landscapes of practice. Design/methodology/approach Semi-structured interviews were conducted with 10 psychologists enrolled in the final years of a psychotherapy graduate program, based in Rome, Italy, between September and December 2020. Findings The study shows how professionals’ landscapes of practice emerge from a variety of group experiences – such as family, sports and friendships – which contribute to the development of professional stances, competencies and repertoires. Findings illustrate that workplace learning and individual knowledgeability are not limited to institutional or formal learning environments but instead occur dynamically across various CoPs. Workplace settings frequently act as repositories for these diverse learning experiences, emphasizing the significant role of life events in shaping professional identity and expertise. Research limitations/implications This study has several limitations. First, it is based solely on interviews with respondents from one educational organization and a single community of practice. To broaden and deepen the understanding of both organizational and learning dynamics, future research could explore different contexts and adopt a mixed-method approach in other countries. Practical implications The results offer practical insights into how organizations, educational settings and workplaces can benefit from valuing learning that emerges from students’ and novices’ diverse landscapes of practice. These range from “narrative opportunities” – i.e. opportunities to narrate and integrate one’s previous learning experiences into the workplace – to “reflexivity workshops” on workplace learning, which are educational experiences that allow individuals to reflect on their approach to learning (where they have acquired specific knowledge, what gaps exist in their learning) to gain a deeper understanding of its professional application. Originality/value Contributions come from professionals who, owing to their expertise, are particularly focused on reflecting on group learning. These insights illustrate how even the most unconventional learning experiences, often not traditionally seen as instructive, possess transformative potential as valuable learning opportunities for workplace applications.

Enabling sustainable futures: examining organizational dynamics and technology platforms in digital transformation to achieve firm sustainability

Enabling sustainable futures: examining organizational dynamics and technology platforms in digital transformation to achieve firm sustainability

Participatory Governance and Youth Protests in the Digital Age: Interrogating the #EndSARS Movement

ABSTRACT The spontaneous #EndSars protests in Nigeria began on October 8, 2020 against the notorious Special Anti-Robbery Squad of the Federal Police force. The behind-the-scenes coordination of the protests across different regions of the world, expressing dissatisfaction with the state and social conditions in Nigeria, having #EndSars as a symbolic representation, produced an organized peaceful event in some parts of the country while some other motivations resulted in brigandage and violence in other parts. Building on the theory of collective action, the study illuminates how networked technologies as well as local, social, and organizational dynamics shaped the protests.

The Role of Shared Values in Driving Church Growth among Selected Pentecostal Churches in Kenya

Shared values is acknowledged as the glue that holders an organization together and lays the foundation for its growth. However, despite the recognized significance of shared values, many Pentecostal churches face challenges in embedding these values within their leadership structures, which can hinder growth and long-term sustainability. This study sought to explore the role of shared values in driving church growth within Pentecostal churches in Kenya, investigating how these values shape leadership, organizational dynamics, and congregational engagement. The study adopted an embedded mixed-methods research design. The target population from the 47 counties of Kenya was 42,209 church leaders comprising of 2,828 bishops; 11,633 reverends; and 27,748 pastors of selected Pentecostal churches across different regions in Kenya. Employing purposive sampling, five counties (10%) of the total counties in Kenya were selected. From the five counties, 371 bishops, 1793 reverends, and 5462 pastors totalling to 7626 respondents were selected. Based on the five counties, the sample size was 380 participants including key informants. Data was collected using a structured questionnaire and key informant interviews. Quantitative data was examined using descriptive statistics, correlation analysis, and multiple regression model while qualitative data was subjected to thematic analysis. A high rating of shared values was observed (M=4.46, SD = 0.705), suggesting that majority of the churches were united by their shared values. Correlation analysis revealed a small but statistically significant positive correlation between shared values and church growth (r = .216, p < .01). Regression results showed that a unit increase in shared values was associated with 0.273 increase in church growth. The quantitative results were corroborated with qualitative insights whereby participants emphasized that shared values are fundamental to church growth, as they serve as the foundation for unity and a collective sense of purpose. Conclusion was drawn that shared values have a small yet meaningful effect on church growth. Pentecostal churches can stimulate growth by embracing core values, cultivating a culture of respect, teamwork, and mutual support. Their involvement in church initiatives and commitment to collaborative efforts will directly influence the congregation's overall progress. Future studies should expand the predictors of church growth by examining additional factors like strategic leadership, execution strategy, and environmental constraints.

Examining dynamics of three-dimensional genome organization with multitask matrix factorization.

Three-dimensional (3D) genome organization, which determines how the DNA is packaged inside the nucleus, has emerged as a key component of the gene regulation machinery. High-throughput chromosome conformation datasets, such as Hi-C, have become available across multiple conditions and timepoints, offering a unique opportunity to examine changes in 3D genome organization and link them to phenotypic changes in normal and diseases processes. However, systematic detection of higher-order structural changes across multiple Hi-C datasets remains a major challenge. Existing computational methods either do not model higher-order structural units or cannot model dynamics across more than two conditions of interest. We address these limitations with Tree-Guided Integrated Factorization (TGIF), a generalizable multitask Non-negative Matrix Factorization (NMF) approach that can be applied to time series or hierarchically related biological conditions. TGIF can identify large-scale changes at compartment or subcompartment levels, as well as local changes at boundaries of topologically associated domains (TADs). Based on benchmarking in simulated and real Hi-C data, TGIF boundaries are more accurate and reproducible across differential levels of noise and sources of technical artifacts, and more enriched in CTCF. Application to three multisample mammalian datasets shows TGIF can detect differential regions at compartment, subcompartment, and boundary levels that are associated with significant changes in regulatory signals and gene expression enriched in tissue-specific processes. Finally, we leverage TGIF boundaries to prioritize sequence variants for multiple phenotypes from the NHGRI GWAS catalog. Taken together, TGIF is a flexible tool to examine 3D genome organization dynamics across disease and developmental processes.

The Role of Latin American Universities in Entrepreneurial Ecosystems: A Multi-Level Study of Academic Entrepreneurship in Ecuador

Entrepreneurship plays a crucial role in driving innovation, productivity, and economic growth, with universities emerging as key actors within entrepreneurial ecosystems. This study seeks to expand the understanding on the role of Latin American universities on entrepreneurial ecosystems by examining the case of alumni from Escuela Politécnica Nacional (EPN). Employing a mixed-methods approach, this research explores individual, organizational, and institutional dynamics within the Ecuadorian entrepreneurial ecosystem. Results indicate that universities like EPN nurture professional and technical capabilities but face institutional obstacles that restrict their capacity to foster knowledge-based, high-growth ventures. This study highlights several institutional-level barriers, including market dominance, limited access to formal financing, corruption, and complex regulations, that limit innovation. Thus, universities in the region play an important role in preparing potential entrepreneurs, yet their impact is ultimately restricted by contextual factors. To overcome these challenges, universities can strengthen their support by integrating entrepreneurship education, networking opportunities, early-stage venture experiences, and exposure to role models or success stories. Particularly in contexts like Ecuador, fostering self-efficacy, resilience, and opportunity recognition can boost entrepreneurial behavior. In addition, enhancing university–industry collaboration, encouraging business transparency, improving funding accessibility, and supporting knowledge-intensive businesses are essential steps to harness the full potential of universities in the entrepreneurial ecosystem.

Evaluating employee performance in smart work environment with focus on psychological distance and process versus outcome-centric approaches

The rapid development of IT technology and social changes has given rise to a new work modality known as smart work. This study explores how the psychological distance between evaluators and those evaluated in a smart work environment influences assessments, centering around construal level theory. The findings reveal that smart work increases the psychological distance for evaluators, thereby elevating their level of construal and leading to outcome-focused thinking. In contrast, traditional work methods keep psychological distance relatively closer, fostering process-oriented thinking. This research highlights the crucial role of psychological distance in shaping evaluation strategies in workplaces and offers valuable insights for organizations aiming to effectively integrate smart work practices. This exploration not only contributes to our understanding of smart work’s organizational and psychological dynamics but also suggests implications for performance management systems in contemporary work environments.

Nf2-FAK signaling axis is critical for cranial bone ossification and regeneration

Skeletal mesenchymal stem cells (MSCs) possess self-renewal capacities and play a leading role in the craniofacial system. However, their engagement in controlling cranial bone development and regeneration remains largely unidentified. Herein, we discovered the neurofibromin 2 (Nf2)-encoded regulator Merlin, demonstrating indispensableness in the craniofacial system. Mice lacking Nf2 in MSCs exhibit malformed cranial bones, diminished proliferation, increased apoptosis, and more severe osteogenesis impairment. Mechanically, we substantiate that Nf2 physically interacts with focal adhesion kinase (FAK) to preferentially mediate Erk1/2 and PI3K catalytic p110 subunit/Akt signaling. Meanwhile, Nf2-FAK disturbance in MSCs results in deficient migration, cytoskeletal organization and focal adhesion dynamics, and develops retarded regeneration of cranial bone defects. Collectively, our findings underscore an unrecognized scaffolding role for Nf2-FAK as upstream element in regulating PI3K/Akt and Erk1/2 action in osteoblasts, and illuminate its essentialness in coordinating cell migration, osteogenic lineage development, cranial bone ossification and regeneration.

Optimizing Human Capital in Industry 5.0: A Structural Analysis of the Effects of Work Ethics, Motivation, and Job Satisfaction on Employee Performance

The emergence of Industry 5.0, which integrates advanced technology with a human-centered approach, has significantly reshaped organizational dynamics. This transformation underscores the critical role of human resources in sustaining organizational competitiveness. Employee performance is not solely determined by output quantity but also by output quality. Employees must operate effectively and efficiently to optimize organizational performance. This study examines the impact of work ethic, motivation, and job satisfaction on employee performance. The research population comprises all employees at Indonesia Open University (IOU), with the sample drawn from IOU’s central office and the Bandung and Yogyakarta regional offices, yielding 179 valid responses. A quantitative approach utilizing Structural Equation Modeling-Partial Least Squares (SEM-PLS) was employed for data analysis. The findings indicate that work ethic has a significant positive effect on employee performance—employees with a stronger work ethic exhibit higher performance levels. Conversely, motivation and job satisfaction do not exhibit a statistically significant effect on employee performance. Collectively, work ethic, motivation, and job satisfaction explain 56.4% of employee performance variance, while the remaining 43.6% is influenced by other external factors beyond the study’s scope.

The Anxious Generation Theory and Generation Z Behaviour in the Workplace: A Correlation Analysis

This paper explores the intersection between Jonathan Haidt's Anxious Generation Theory and Generation Z’s behaviours in the workplace, offering a comprehensive analysis of how overprotective parenting, social media influence, and safetyism shape the professional identity and expectations of this generation. Using a mixed-methods approach, the research examines workplace behaviours, organisational dynamics, and adaptation strategies. Findings reveal that Generation Z prioritises mental health, inclusivity, and purpose-driven work environments, often accompanied by risk aversion and a preference for frequent feedback. These traits influence leadership styles, team collaboration, and policy development. While presenting challenges, such as heightened turnover rates and dependence on validation, Generation Z also offers opportunities for innovation and cultural transformation. This study concludes with actionable strategies for organisations to align with Generation Z’s values while maintaining productivity and adaptability, contributing to a deeper understanding of integrating this emerging workforce into global organisational contexts.

Conceptualizing blended learning models as a sustainable and inclusive educational approach: an organizational dynamics perspective

PurposeThe theoretical landscape surrounding the contribution of digital transformation to sustainability in higher education institutions is lacking in literature. Blended learning has gained popularity and poises for further growth as a sustainable and inclusive mode of learning that will shape the future of education. This study aims to investigate the organizational critical success factors that ensure high-quality blended learning opportunities.Design/methodology/approachData was collected through an online student survey and semistructured interviews with academic leaders and faculty members.FindingsExploratory factor analysis and multiple linear regression revealed five main contributing factors to a successful overall hybrid experience, namely, faculty support, cognitive flexibility, learner self-actualization, student engagement and sense of belonging. In the results, students were satisfied with their gained skills, knowledge and engagement, and have succeeded in developing cognitive flexibility, self-actualization and sense of belonging. Faculty support was the strongest determinant. The presence of certain organizational dynamics, comprising management support of those with sustainability mindset, effective communication, blended leadership qualities and adequate faculty personality traits, presents as a major predictor to quality learning opportunities.Originality/valueThe theoretical landscape surrounding the contribution of digital transformation to sustainability in higher education institutions is lacking in literature, which emphasizes the novel aspects of this study. In particular, it contributes by determining the overall level of research on the subject, theoretical stances in this area and potential avenues for further investigation.

The Role of Leadership, Motivation, and Work Discipline in Increasing Employee Commitment at CV Dwi Kurnia Mandiri, Purwokerto

This study aims to analyze the research approach using qualitative methods with data collection techniques in the form of in-depth interviews, observations, and documentation. The research informants consisted of leaders and employees who were selected purposively to gain a deep understanding of organizational dynamics. The results of the study show that participatory leadership style, consistent motivation, and the implementation of fair and transparent work discipline have a significant influence on increasing employee commitment. This study recommends the development of leadership training programs, performance-based rewards, and consistent enforcement of work rules to strengthen employee commitment. This finding is expected to make a practical contribution to the management of CV Dwi Kurnia Mandiri in creating a productive and harmonious work environment.

The main sources of molecular organization in the cell. Atlas of self-organized and self-regulated dynamic biostructures.

The main sources of molecular organization in the cell. Atlas of self-organized and self-regulated dynamic biostructures.

아리스토텔레스의 미메시스론에 나타난 시각적 재현의 정치성

This study examines how Aristotle’s theory of mimesis naturalizes political hierarchy through visual representation, focusing on the Alexander Mosaic as a key case study. While previous scholarship on Aristotle’s Poetics has primarily focused on dramatic composition and theatrical principles, this study offers a fresh perspective by analyzing how visual art embodies and legitimizes power relations. Through a close reading of the Alexander Mosaic, this study reveals the sophisticated visual grammar that depicts political relationships between Greeks and Persians. This analysis demonstrates how Aristotelian mimesis operates beyond mere artistic representation and functions as a systematic framework that transforms sensory experience into rational order. Particular attention is paid to how the mosaic’s compositional elements—spatial organization, figure placement, and gestural dynamics—serve to naturalize hierarchical relationships. This study contributes to our understanding of the relationship between representation and power in classical aesthetics. By examining how visual elements are structured to render power relations as part of a universal order, this study illuminates the political dimensions inherent in Aristotle’s theory of mimesis. This analysis provides key insights into how aesthetic theory validates specific modes of seeing and representing power relationships.

The experience of an innovative interdisciplinary model of primary care delivery in changing organizational dynamics: a grounded theory study.

Changing dynamics are pushing institutions to focus on care delivery innovation. To address the shortage of general practitioners (GPs), an Italian health district recently introduced a new primary care model called Primary Health Point (PHP) to provide primary integrated care to its population. To investigate the healthcare professionals' (HCPs) experience regarding the introduction of the PHP and to describe its process of care delivery. Qualitative study design with a grounded theory approach and convenience sampling. Interviews were conducted using a semi structured guide to explore the experience of HCPs working at the PHP. The development of open coding was followed by the creation of categories. The analysis was conducted utilizing NVivo software. Twelve HCPs working at the PHP were interviewed and highlighted the model structure. The themes were the context and the antecedents that identified the most common health complaints and the patients with more needs and reflected on the traditional GP model; the process, which highlighted the complexity of interdisciplinary teamwork and the role of the Family and Community Nurse (FCN) in the new model; the outcome identified the factors mediating satisfaction with the care delivered by the PHP. The PHP has been considered a possible alternative to the GP model by its end users. It addresses disease pathway coordination, referrals, and medication management, focusing on chronic and older adult populations. It features interdisciplinary workflows with rotating physicians and consistent family nurse support. Proactive monitoring and a focus on disease education benefit fragile patients.

The Prevalence of Toxic Personality Traits in OUM Kelana Jaya

Toxic personality traits, particularly narcissism and Machiavellianism, are characterized by detrimental behaviours that can negatively impact organizational climate and employee well-being. These traits are increasingly relevant in workplace studies due to their profound effects on performance, satisfaction, and organizational dynamics. This research aims to identify the factors contributing to the development of toxic personalities and assess the consequences of unmanaged toxic personalities on organizational climate, employee satisfaction, and performance, particularly at Open University Malaysia. Using a quantitative approach, the study gathered data through surveys measuring levels of narcissism, Machiavellianism, toxic personality traits, organizational climate, employee satisfaction, and job performance. Analytical methods included descriptive statistics, correlation analysis, and independent samples t-tests to identify significant relationships and variations among these variables. The findings reveal skewed distributions for narcissism, toxic personality traits, and contributing factors, with a weak positive correlation between narcissism and Machiavellianism. No significant gender differences in toxic traits were identified, and the age factor was not a significant predictor. These results underscore the subtle but present impact of toxic personalities within OUM, suggesting that, while not pervasive, toxic traits can disrupt organizational harmony if left unaddressed. This study highlights the importance of fostering a positive organizational culture by implementing targeted interventions, such as training programs, conflict resolution mechanisms, and clear human resources policies. Such measures can help mitigate the adverse effects of toxic personality traits, contributing to a healthier, more productive work environment at OUM. Further research is encouraged to deepen understanding of the factors shaping toxic personality traits and their long-term impact on institutional dynamics.

Examining the Impact of Pyramid Model Implementation to Deepen Social and Emotional Supports for Enrolled Children Within Early Intervention.

Background/Objectives: Early social and emotional well-being is crucial for child development with life-long outcomes. The Individuals with Disabilities Education Act (IDEA) Part C Early Intervention system, which federally mandates special education services for children ages birth to three, is one place where identifying and addressing early social emotional needs could be strengthened. Focusing on an implementation science approach, the Pyramid Model (PM) is examined to see how the model's targeted implementation efforts over many years enhance a system's capacity to identify and address social and emotional well-being in one state over five years. Methods: Implementation science methods were used to evaluate the impact of PM implementation over time in four independently operating sites within one state, emphasizing the use of coaching to support practice change, as well as fidelity tools and examination of system changes over time. Results: All sites increased capacity for PM implementation. Results varied by site but all sites were able to demonstrate improvement and higher fidelity implementation by the last year. Conclusions: The PM is an effective model to use within IDEA Part C programs to enhance capacity to identify and address social and emotional needs of children and families receiving services. Implementation factors are needed for success, including leadership support, organizational dynamics (e.g., creating dedicated time for staff to engage in training, external and internal coaching, and case reviews), committed funding, and dedicated support for implementation and evaluation.

Ethical and organizational dynamics of non-standard work in public administration: challenges and opportunities in the digital era

Ethical and organizational dynamics of non-standard work in public administration: challenges and opportunities in the digital era

Conciseness and Derivatives of Moonlighting Intentions in India's Pharmaceutical Industry

Factors influencing Moonlighting Intentions (MI) in India’s Pharmaceutical Industry (IPI) include organizational culture, work-life balance, and employee engagement. In this paper, we examine the factors determining the MI of employees in the IPI and how organizational dynamics, employee engagement, work-life balance, and organizational culture influence MI. The research studies the direct links between these variables and the probability of employees exploring supplementary employment using quantitative and qualitative methods. The data were obtained by interviewing Human Resource (HR) professionals and senior management using organized questionnaires. By highlighting the relationship between organizational culture, work-life balance, and employee visits to MI, the results illustrate significant positive features of organizational culture and work-life balance and the negative impact of employee engagement in MI. In addition, the paper determines that organizational assurance moderates the link between work-life balance and moonlighting. The implications of these results for IPI attempting to manage the phenomenon of moonlighting while sustaining employees and structuring organizational commitment are of value. Through these dynamics, companies can develop policies for reducing the effects of moonlighting and increasing actual employee output. It turns out that 8 out of 25 employees with poor work-life balance primarily work on the requirement for moonlighting, and organizational culture considerably impacts the figure. Methods: A well-crafted questionnaire was used to gather the necessary data for the study, which looked at the factors influencing employees' MI (Moonlighting Intentions) in the India’s Pharmaceutical Industry (IPI) as well as how organizational dynamics, employee engagement, work-life balance, and organizational culture affect MI. The essential hypotheses regarding the study's goals were articulated, and each was examined with the aid of pertinent statistical instruments.Results: According to research findings, work-life balance, corporate culture, and organizational commitment all have a significant role in employee engagement teams' decisions to moonlight.Conclusions: The study concludes that to reduce the likelihood that workers may look for outside employment, IPI companies should prioritize good HR procedures, work-life balance policies, and a favourable corporate culture. Employee retention, satisfaction, and overall organizational productivity are all expected to rise with such a strategy.