Organizational Related Variables Research Articles

The impact of home advantage on performance in UEFA Champions League matches

Home field advantage is a common sports phenomenon, and more scholars focus their research on the home field advantage in football. This article takes 160 sets of technical and tactical data from 80 games in the three seasons of the UEFA Champions League from 2021 to 2024 as the research object and uses data statistical methods to conduct a comparative analysis of 18 technical and tactical indicators of the home and away teams in the event and discusses the impact of home advantage on performance in UEFA Champions League matches. The results show: (1) The winning probability of the home team in the UEFA Champions League in the 2021-2024 season is 61% and more than 50%, indicating home field advantage; (2) The performance of the home team in goal-related variables, offensive organization-related variables and defense-related variables is generally better than that of the away team; (3) Four indicators including two goal-related variables, goals and shot on target percentage, and two offensive organization-related variables, possession percentage and crosses, are significant variables that distinguish the performance of the home and away teams.

전문직업적 정체성의 선행변인에 관한 메타분석

Objectives The purpose of this study is aimed to compare the effect size by synthesizing previous studies on the factors affecting professional identity and present theoretical and practical implications related to professional identity in the future. Methods To solve this research problem, 35 data relating to professional identities published in Korea were selected according to selection and exclusion criteria from the first 116 data, and meta-analysis was conducted using the CMA 3.0 program to examine the effect size of 128 study cases. Results The results of the study are as follows. First, the total effect size of factors affecting professional identity was 0.560 (95% CI: 0.463-0.657), showing a medium effect size according to Cohen (1988). Second, as a result of analyzing the average effect size by levels, the average effect size of organizational level was the highest at 0.586 relatively, followed by individual (ES=0.503) and job (ES=0.406), and all were statistically significant because they did not include 0 in the Confidence Interval. Third, as a result of analyzing the average effect size by research fields, the average effect size in the art field was relatively the largest at 1.092 (95% CI: 0.910-1.274), and it was found that there was a medium effect size in the order of education (ES=0.619), social welfare (ES=0.530), and national defense (ES=0.477). Conclusions Based on these research results, academic and practical implications related to this professional identity were presented as follows. As an academic implication, additional research is necessary for organization-related variables affecting professional identity. In the field, organizational support and efforts to improve individual awareness are required to improve professional identity.

How is leadership behavior associated with organization-related variables? Translation and psychometric evaluation of the implementation leadership scale in German primary healthcare

BackgroundThe Implementation Leadership Scale (ILS) was developed to assess leadership behavior with regard to being proactive, knowledgeable, supportive, or perseverant in implementing evidence-based practices (EBPs). As part of a study on the implementation of a digitally supported polypharmacy management application in primary care, the original ILS was translated and validated for use in the German language.RationaleThis study aimed to translate the original ILS into German and evaluate its psychometric properties.MethodsThe validation sample consisted of 198 primary care physicians in a cluster-randomized controlled trial in which the intervention group implemented a digitally supported clinical decision support system for polypharmacy management. The ILS was assessed using a 12-item scale. The study included a process evaluation with two evaluation waves between 2019 and 2021. The ILS was used within this process evaluation study to assess the leadership support with regard to the implementation of the polypharmacy management. The ILS was translated in a multi-step process, including pre-testing of the instrument and triple, back-and-forth translation of the instrument. We tested the reliability (Cronbach’s alpha) and validity (construct and criterion-related validity) of the scale.ResultsThe four-dimensional structure of the instrument was confirmed (comparative fit index = .97; root mean square error of approximation = .06). Convergent validity was demonstrated by correlations with organizational innovation climate, social capital, and workload, which was consistent with the proposed hypothesis. Criterion-related validity of the ILS was demonstrated by predicting the organizational readiness for change scores using structural equation modeling. The reliability of the scale was good (α = .875).ConclusionThe German version of the ILS created in this study is a reliable and valid measure. The original four-dimensional structure of the ILS was confirmed in a primary care setting. Further psychometric testing is needed to establish the validity and reliability of the ILS and to transfer it to other health care settings. It is a useful tool for identifying the areas for implementation leadership development. Further research is needed on how, why, and when distinct types of leadership behaviors have different effects on healthcare organizations in implementation processes.

Correction to: In what conditions are intercultural practices implemented in disadvantaged and diverse settings in Portugal? Associations with professional and organization-related variables

Correction to: In what conditions are intercultural practices implemented in disadvantaged and diverse settings in Portugal? Associations with professional and organization-related variables

In what conditions are intercultural practices implemented in disadvantaged and diverse settings in Portugal? Associations with professional and organization-related variables

In what conditions are intercultural practices implemented in disadvantaged and diverse settings in Portugal? Associations with professional and organization-related variables

Machine learning-aided engineering services' cost overruns prediction in high-rise residential building projects: Application of random forest regression

Current approaches to automating cost estimation mainly focus on construction costs. Yet, the two main services provided by design firms, namely ‘designing the project’, and ‘supervision of construction operations’ labelled as engineering services, despite their comparatively low cost, can significantly affect the total cost of construction projects as they can engender reworks, changes and disputes on project participants during the subsequent stages of the project. Continuous evaluation of engineering services' cost overruns (ESCO) is quintessentially important in order to prevent consequential problems later on in the project's development and use. Consequently, this research proposes a robust random forest (RF) regression model to predict ESCOs considering both project-related and organizational-related variables. A database consisting of 95 high-rise residential building projects designed during the past eight years in Iran, along with 12 related variables, were collected to develop and validate the model. The results were also compared with those of support vector regression (SVR) and multiple linear regression (MLR), which indicated that with an R2 value of 0.8680 and mean-absolute-error (MAE) of 3.88, the RF regression model performs better than those baseline models, namely SVR and MLR. This research presents two main contributions to the existing body of knowledge. From the practical point of view, it provides an efficient tool for design firms enabling them to screen and prioritize their projects from the cost overrun standpoint and to devise a contingency plan for them. From the theoretical point of view, it revealed that to mitigate ESCOs, three key factors should be given thorough consideration, namely: ‘the level of computer-aided design technologies adoption’; ‘level of communication among the project team’; and scope definition adequacy’ – cumulatively, these three factors contribute to 52.35% of ESCO variations.

Understanding Grit in the Workplace

This study aims to investigate the characteristics of Korean grit in the workplace. We conducted a cluster analysis to identify gritty workers' subgroups based on their work orientation(job, career, and calling). Organization-related variables such as organizational citizenship behavior, job crafting, job satisfaction, life satisfaction, workaholic, and intention to leave were used to explore potential group-specific differences. Among 361 Korean workers, the gritty worker group (n = 198) was selected based on the median score of grit. Our results show that gritty workers were subdivided into three groups: job-oriented grit(n = 44), neutral-oriented grit(n = 98), calling-oriented grit(n = 56). Calling-oriented grit scored mostly the highest in our study variables except intention to leave. However, job-oriented grit scored the highest in intention to leave, but mostly the lowest in the rest of the study variables. Our results suggest that not only grit but also their work orientation should be considered to improve understanding of grit in the Korean workplace.

Violence rate dropped during a shift to individualized patient-oriented care in a high security forensic psychiatric ward

BackgroundContextual variables such as staff characteristics, treatment programs, assessment routines and administrative structures are found to influence patient violence rates in psychiatric forensic wards. The possible effects of current developments in treatment philosophy emphasizing patientsˈ perspective and treatment involvement upon violence rate have not yet been examined. The aim of this paper is to analyse associations between such developments and the occurrence of violent incidents among patients in a high security forensic psychiatric ward.MethodsDuring a 17-year period with stable ward conditions, incidents of violence were systematically collected together with diagnostic, risk assessment and demographic patient characteristics. Changes in care- and organizational related variables such as nursing staff characteristics, treatment and management routines were collected. Multilevel modelling was applied to estimate the relationship between these variables and changes in violent incidents.ResultsA substantial decline in the occurrence of violent incidents paralleled with changes in the ward during the middle phase of the study period. Most of the changes, such as implementation of new treatment and care routines and an increased proportion of female staff and higher education levels, were significantly related to a decrease in the occurrence of violent incidents in the ward.ConclusionsFindings in this study suggest that an increase in individualized, patient-oriented care strategies, delivered by well-educated nursing staff with an equally balanced gender distribution contribute to a low level of violence.

Assessing the influencers of sales training effectiveness before and after training

PurposeThe purpose of this paper is to decipher the possibility of ensuring the effectiveness of sales training by focusing on selected organization-related variables and thereafter aims at making recommendations for enhancing the overall sales training effectiveness. Variables that are under organizations’ control, like training transfer climate, training evaluation and degree of choice (mandatory or by choice) were selected for this study. The study also attempted to understand how these variables influence at pre-training stage and post-training stage.Design/methodology/approachThis cross-sectional research involved both exploratory and conclusive phases. To test the postulated hypotheses, data were collected in two phases from sales executives of a large oil and gas petrochemical company having the presence across India. A total of 370 sales executives, who were the part of a sales training program, were approached twice, one before the training and once after the eight weeks of training. Data from the respondents who completed both pre- and post-training survey (255) were used for analyses.FindingsThe results indicate that all the three predictor variables – training awareness, perceived transfer climate and the presence of an appropriate training evaluation mechanism, influence trainees’ motivation to learn. The results depict that motivation to learn mediates the association between the predictor variables and the resultant variable. Also, degree of choice was found to moderate the association between motivation to learn and sales training effectiveness. The research reinforces the significance of pre-training factors in designing sales training programs to ensure its better effectiveness.Research limitations/implicationsThe present study captures organizational-level variables as they are under the control of the organization and can be managed. The study included both motivation to learn and training effectiveness in the hypothesized model to understand the motivational issues in a holistic perspective. The outcomes of this research strengthen the role of trainees’ motivation to learn as a connecting variable between organizational-level variables and sales training effectiveness. Thus, the outcome of this study contributes to the literature on training motivation as well as training effectiveness.Practical implicationsThe findings of this study are significant for sales organizations or the organizations offering sales training aiming to enhance overall training effectiveness. Training managers must focus on these factors and ensure that all the pre-training organizational-level variables are very well-taken care of. This implies that the trainees need to be well informed about the training calendar, training policies, training content, expectations from them and how the program will be evaluated after training, along with appropriate positive transfer climate. Organizations should also include proper training evaluation mechanism to measure training at different levels.Originality/valueThis study is an attempt to decipher the possibility of ensuring the effectiveness of sales training by focusing on select organization-related variables, and thereafter aims at making recommendations for enhancing the overall sales training effectiveness. The study’s uniqueness lies in simultaneous examination of influence of various variables, and that too at two different points of time (before and after the training). These two perspectives are apparently missing in the existing sales training literature.

A contextualized IT adoption and use model for telemedicine in Ethiopia

ABSTRACTHealth care is a critical contributor to the socioeconomic development of a country. Telemedicine systems can improve health care within such countries. This study develops a telemedicine adoption and use model that embraces psychosocial, behavioral, work process, and organizational-related variables that impact a physician’s adoption and continuance of use of telemedicine. Two hundred and five questionnaires from medical professions at the Black Lion Hospital, Addis Ababa, Ethiopia, were used in this study. The study found that “Facilitating conditions,” “Compatibility with medical practice” and “Compatibility with physicians preferred work style” are the most prominent constructs in the study context. These findings suggest that the external environment in which a telemedicine system is used will have a significant impact on its use. Therefore, when a telemedicine system is transferred from a developed country to a less-developed country, we will likely see different issues arise in the adoption and use of the system.

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

The purpose of this quantitative correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156- services related employees from the hospitality industry in Western Georgia; Central Mississippi; and North Central Texas participants in the online surveys. The results from multiple linear regression models were significant in predicating employee turnover in the hospitality industry. In the final model, the five predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee's turnover intentions. The introduction of others organizational related variables by future researchers might enhance the effectiveness of the model. The practical implications for change include the ability of hospitality leaders' to implemented strategies and policies into their business practice to reduce employee turnover with industry, which is vital for organizational to retain skilled worker while maintaining profitability.

Toward understanding business student professional development engagement

ABSTRACTProfessional development engagement (PDE) is defined as the level of perceived undergraduate engagement in professional development activities. An 11-item measure of PDE exhibited a good reliability. Using a complete data sample of 467 graduating business undergraduates, four variable sets (student background or precollege variables, college-related variables, organization-related variables, and motivation-related variables) each explained significant incremental variance in PDE. Significant individual correlates of PDE included joining a student professional organization and motivation to attend business school. One outcome suggests that business schools need to leverage technology more aggressively to deliver professional development content both asynchronously and synchronously to more of their undergraduates.

Career Commitment as a Mediator between Organization-Related Variables and Motivation for Training and Turnover Intentions

This study examined how the perception of a linkage between organizational ethical behavior and career success, representing ethical orientation of the organization, influences employees’ perceptions of organizational politics and their subsequent career motivation, that is, career commitment, motivation to participate in training, and turnover intentions. The results obtained using data collected from 389 employees in Korea indicate that career commitment fully mediated the relationship between the ethical behavior–career success association and both outcome variables (motivation to participate in training and turnover intentions) as well as the relationship between the perception of organizational politics and motivation to participate in training. However, the relationship between the perception of organizational politics and turnover intentions was only partially mediated by career commitment. These findings suggest that managers cope with employees’ careerist orientation by developing a sound perceptual set for career progress.

Professional Development Engagement

Abstract Professional development engagement (PDE) is defined as “the level of perceived undergraduate engagement in professional development activities.” Current measures of student engagement do not adequately measure PDE. A promising PDE scale was utilized for a sample of senior-level business undergraduates. After controlling for student background/precollege variables and college-related variables sets, an organization-related variables set, followed by a motivation-related variables set, explained significant incremental variance in PDE. Specific variables with a significant positive relationship to PDE were joining a student professional organization, motivation to attend the business school, and career development center access ease and service quality.

Professional Development Engagement

Abstract Professional development engagement (PDE) is defined as “the level of perceived undergraduate engagement in professional development activities.” Current measures of student engagement do not adequately measure PDE. A promising PDE scale was utilized for a sample of senior-level business undergraduates. After controlling for student background/precollege variables and college-related variables sets, an organization-related variables set, followed by a motivation-related variables set, explained significant incremental variance in PDE. Specific variables with a significant positive relationship to PDE were joining a student professional organization, motivation to attend the business school, and career development center access ease and service quality.

Family satisfaction with inpatient palliative care in Japan.

Whereas satisfaction is one of the most important outcomes in palliative care settings, there have been no systematic studies investigating the effects of family- and organization-related variables on family satisfaction with care. To clarify factors contributing to family satisfaction with inpatient palliative care services, a cross-sectional mailed survey was performed. A 60-item questionnaire was mailed to 1026 bereaved subjects who had lost family members at one of 37 palliative care units in Japan to evaluate their sociodemographic characteristics and satisfaction levels with care. An institution survey was performed to collect organization-related variables. Caregiver satisfaction was rated on the Satisfaction scale for Family members receiving Inpatient Palliative Care (Sat-Fam-IPC). A total of 640 responses were analysed (response rate = 62%). The responses to overall satisfaction were 'satisfied' in 41 % and 'very satisfied' in 47%. The mean total score of the Sat-Fam-IPC was 82.4 +/- 13.2 on the 0-100 scale. The mean subscale scores were: 85.8 +/- 14.5 (Nursing Care), 81.5 +/- 18.4 (Symptom Palliation), 85.0 +/- 13.8 (Facility), 83.3 +/- 16.6 (Information), 83.1 +/- 17.3 (Availability), 78.3 +/- 18.9 (Family Care), and 79.8 +/- 17.3 (Cost). Significant determinants of family satisfaction identified were: nursing system, the number of nurses at night and presence of attending medical social workers (Nursing Care), patient age and the number of physicians (Symptom Palliation), floor space per bed (Facility), duration of admission and presence of attending medical social workers (Availability), patient age, family age, gender and occupational status (Family Care), patient age and the extra charge for a private room (Cost). In conclusion, informal caregivers are generally satisfied with inpatient palliative care services provided by members of the Japanese Association of Hospice and Palliative Care Units. The levels of satisfaction are influenced by various family- and organization-related variables.

Adolescents in foster care: Predicting behavioral maladjustment

This exploratory study utilized foster caretakers as the source of information about foster care adolescents' behaviors. Foster care maladjustment was operationalized as the incidence of internal and external maladaptive behaviors reported by the youths' caretakers. Child-related variables and organization-related variables were then used to predict foster care maladjustment. The sample consisted of 152 randomly selected adolescents 16 years old and older in foster care under the supervision of the Los Angeles County Department of Children's Services. White youths and those in group homes/residential settings were more likely to have dysfunction in both areas. In addition, those youths placed at older ages and those who had spent more time in their current placement were more likely to exhibit external maladaptive behaviors. Treatment and service delivery implications are drawn from these findings. The importance of the foster caretaker as a provider of information and as a participant in the treatment process is also highlighted.