Organizational Characteristics Research Articles

Performance and Organizational Characteristics of Analytics Teams in Healthcare and Population Health: Methods and Preliminary Observations

ABSTRACTExisting models of the work of analytics teams and how they impact health organizations do not describe the activities, nor their relationship to the organization, in sufficient detail for optimal decision making. This poster reports on an ongoing study of the work of healthcare and population health analytics teams to rectify this gap. We are interviewing members of analytics teams in healthcare and population health organizations to gather data on the processes, deliverables, downstream and upstream stakeholders, and artifacts that the teams rely on to conduct and manage their work. The primary analysis uses a grounded theory approach, with a secondary activity theory analysis of relationships between the analytics team, identified cognitive artifacts, and intended outcomes. In this poster, we intend to present the methods, participants, and some preliminary observations. We hope that this presentation will solicit feedback that leads to improvements in the study.

Analysis of Theme and Thematic Progression in Expository Texts

Effective lesson planning and execution are ensured by deep text interpretation. The New English Curriculum reform currently places greater demands on students’ ability to read at a deep level, which raises the bar for fully evaluating the arrangement and structure of textual content. The focus of modern text linguistics, the theme-rheme theory and thematic progression pattern, play a significant role in interpreting textual composition and internal information structure of a discourse. Therefore, in order to increase the explanatory power in textual analysis, this study tries to apply theme-rheme theory and thematic progression to analyze the textual organization characteristics of expositions in National College Entrance Examination(NCEE) Volume A reading materials. Finally, this study gives the front-line teachers some reference based on the findings in order to improve their text interpretation, reading, and writing instruction, which will ultimately support effective teaching design and implementation.

조직침묵 연구 동향 및 향후 연구 과제

Purpose - This study examines previous research on organizational silence for several decades since the concept of organizational silence was firstly suggested in 2000. In this study, based on previous studies on organizational silence published in domestic and international journals from 2010 to 2022, research trends were analyzed, issues were derived, and future research was suggested.
 Design/methodolgy/approach - The authors searched relevant keywords such as organizational silence, employee silence, employee voice and so on in the domestic as well as international academic database. 63 domestic papers were found, and based on these articles, we analyzed the research trends.
 Findings - Similar variables were proven with only different contextual samples without any originality in the theoretical perspective. Moreover, studies on the causal relationship between each type of organizational silence and the occurrence of organizational silence over time were also insufficient. In addition, because research on public organizations was limited to police officers and public officials, future research is needed to investigate more different organizational situations. Furthermore, other variables such as personal characteristics and leadership factors were also relatively unexplored. Based on these limitations, future research is needed to consider more diverse demographics, Korean cultural factors, organizational characteristics, and the patterns changes in time.
 Research implications or Originality - This study suggests limitations as well as future directions by summarizing the previous research on organizational silence which is an emerging issue in global societies and the organizational management filed.

하늘고등학교 교육기획력에 관한 연구

Purpose: The purpose of this study is to explore the reality of high school education planning basedon the characteristics of the Haneul High School curriculum organization and operation process, whichis the most important document for educational planning.
 Methods: In order to achieve the purpose of this study, research data were collected through in-depth interviews with members of Haneul High School and the collected data were analyzed in compliance with general procedures.
 Results: The results of examining the educational planning power of Haneul High School, focusingon the process of establishing the school curriculum operation plan and its characteristics, are as follows. Haneul High School is looking at the school curriculum operation plan as a legal document, 2) thecurriculum leadership of the principal is actively expressed in the school curriculum development stage, and 3) the school curriculum operation plan is established through the participation and deliberation of school members. The characteristics of the Haneul High School Curriculum Operation Plan mayinclude 1) the specificity of the curriculum operation plan, 2) the establishment of an elaborate academic schedule, and 3) the operation of a strict curriculum.
 Conclusion: Based on the meaning of rationality as the essence of educational planning, Haneul HighSchool establishes a school curriculum organization and operation plan based on reasonable educational planning power and develops a school curriculum operation plan as a result, which provides a cluefor improving high school education planning.

Implementation of tourism levy policy at Minanga beach in North Gorontalo district

The research objectives are: · To know and describe the implementation of retribution policy of Minanga beach tourism in North Gorontalo Regency, · To find out and describe the determinants of the success of the implementation of Minanga beach retribution policy in North Gorontalo Regency. Data collection techniques were observation, interview, and documentation which were then analyzed using qualitative analysis based on the concept of Miles and Huberman. The result of the research shows that: · Implementation of retribution policy for Minanga beach tourism in North Gorontalo Regency has been carried out starting from the stages of planning, implementation, and monitoring and evaluation, but still experiencing obstacles such as cooperation agreements that are considered to provide less value/benefit of economic improvement for the community, often asymmetric information between the management of retribution policy at the village level and at the regional level, lack of government attention in improving the availability of infrastructure, and still lack of supervision conducted by the Regional Government. · Factors determining the success of the implementation of the Minanga beach retribution policy in North Gorontalo Regency are appropriate and implemented starting from policy standards and objectives, factors of policy standards and objectives, resources, inter-organizational communication and strengthening activities, organizational characteristics of implementing agents, and factors of socio-economic and political conditions. However, there are still some obstacles in the retribution policy targets that are not yet visible, resource factors including facilities and infrastructure, as well as low budget capabilities and poor levels of cross-sector communication.

HUMAN RESOURCE MANAGEMENT AND BUSINESS INTELLIGENCE

This paper will present the results of the research of relevant literature and research conducted in the practice of small and medium-sized enterprises with the aim of examining the possibilities of applying business intelligence and the impact of human resource management on the improvement of business operations. Companies today, in the conditions of increasing competition, have a complex task of how to survive in the global market and maintain a competitive advantage. In their business, companies are faced with huge amounts of data that they get from internal and external sources and have a huge problem of how to choose and extract from that huge amount of data the ones they need for business. In this sense, companies are increasingly turning to the use of modern information and communication technologies for the purpose of processing large amounts of data, and are especially based on the application of business intelligence and the methods, techniques and tools that this sophisticated technology provides. During the implementation of this research, professional literature, scientific articles, domestic and above all foreign eminent experts were studied, as well as the latest works published on the Internet in the field of business intelligence and human resource management. The goal of this research paper is to present and compare different theories of business intelligence and the impact that human resources can have in business, as well as to present the specifics of business intelligence application, potential costs, risks and benefits that you can expect from the introduction of such a system. In this research work, the problem of effective application of business intelligent systems will be investigated, as well as the critical factors that influence the successful application of these technologies, with a special emphasis on the influence of human resources, methodological approach, through research and studious analysis of the latest scientific research in this field applied, how in theory as well as in practice. The paper will present the results of how the application of business intelligence methods and tools contributes to more efficient operations of small and medium-sized enterprises. In addition, the paper will present the results of a practical example in the practice of a company that is in the process of introducing a business intelligence system, and the way of implementing the decision. The results of the research provide important information for certain companies, as well as managers and providers of IT solutions in search of greater, more efficient and continuous application of business intelligence systems. In order to confirm the theoretical results, research was conducted with semi-structured interviews, detailed conversations with key users of the business intelligence system. When looking at the organizational characteristics of the company and the business environment of using the business intelligence system, we primarily focus on the elements that, along with the considered characteristics of business intelligence and human resources, emphasize their strategic importance for small and medium-sized companies, the size of the company (eg: strategic direction, achieving corporate goals and the company's focus on its clients).

Non-operating revenue is an important source of funding for rural hospitals, especially those that are government-owned.

Non-operating revenue (NOR), derived from investments, contributions, government appropriations, and medical space rentals, can contribute to financial stability of hospitals by offsetting operating losses and improving profitability. NOR might benefit rural hospitals that often face intense financial pressures. However, little is known about how much rural hospitals rely on NOR and if certain organizational characteristics are associated with differences in NOR. Healthcare Cost Report Information System data from 2011 to 2019 were used to analyze sources of revenue among Critical Access Hospitals (CAHs) and Rural Prospective Payment System (R-PPS) hospitals through descriptive statistics and regression models. Reliance on NOR was measured by the percentage of total revenue from non-operating sources. Results indicate that both CAHs and R-PPS hospitals rely on NOR; however, CAHs have a higher percentage of total revenue derived from non-operating sources (3.2%) as compared to R-PPS hospitals (1.9%) (p < 0.001). Government-owned hospitals have significantly higher reliance on NOR than other ownership types. System affiliation also influences reliance on NOR. Lastly, results suggest that NOR may play a role in improving overall profit margins. As rural hospitals disproportionately face challenges related to declining profitability and the risk for closure, they may rely on NOR to continue to strengthen financial performance and provide health care to their communities. However, NOR is not guaranteed, and reliance on NOR further reiterates the value of stable, adequate reimbursement to guard against fluctuations in NOR.

How network resources empower expert involvement? Evidence from urban planning decision-making in China

Expert involvement has received increasing academic attention, and expert typology, organizational types and knowledge utilization have been well documented and well theorized. However, the literature on expert involvement is remarkably silent on how to understand the internal structure of expert groups and the influence they bring to bear. In this study, we seek to bridge this gap by theorizing and empirically demonstrating the internal discrepancy in expert network. We do so through an in-depth qualitative analysis of data from an empirical study on urban planning decision-making in China. Building on existing literature, participant observation and interview data, the study elaborates an expert network model that analyses how government choices, organizational characteristics, and capital in network resources shape expert influence. The empirical analysis indicates that the role an expert receives in policy making is a consequence of different expert networks. Based on this, we developed the concept of “resources empowerment expert network” to understand the logic of resource flow in network and discuss how this concept can contribute to the broader literature on expert involvement.

ANALISIS FAKTOR LINGKUNGAN KERJA, KARAKTERISTIK INDIVIDU DAN ORGANISASI TERHADAP SEMANGAT KERJA GURU MTSN DI KABUPATEN BIREUEN PROVINSI ACEH

The research aims to analyze and obtain empirical input on the facts that occur in the research object relating to the influence of work environment factors, individual characteristics of teachers and school organizations on the work spirit of State Madrasah Tsanawiyah teachers (MTSN) in Bireuen Regency. In the form of a survey with data collection through questionnaires. Described quantitatively by analyzing the problem using a path analysis model. The results were found; 1) there is a causal relationship between work environment variables, individual characteristics of teachers and school organizations with an average correlation level of 0.475 or medium category, 2) there is a direct and indirect influence of the work environment on teacher morale of 36.05%. Meanwhile, individual characteristic factors were 57.87% and organizational factors were 52.91%. 3) Simultaneously the work environment, individual and organizational characteristics contribute 48,7% to teacher morale

Combustion and emission performance of swirling-flow single trapped vortex combustor

The swirling-flow single trapped vortex combustor (SSTVC) provides a new design approach for aviation engine combustors, showing promising potential for achieving high-temperature rises or low emissions. However, current research on it is limited to demonstrating its feasibility and lacks further investigation into its combustion organization, combustion, and emission characteristics. In this study, experiments are conducted to investigate the flow field, combustion, and emission characteristics of the SSTVC under 5 inlet reference velocities and 3 inlet temperatures. As the inlet reference velocities increase from 9.96 m/s to 14.95 m/s, noticeable changes are observed in the backflow velocity of the cavity, increasing from 33.8 m/s to 48.3 m/s. By combining the flow field structure and flame features, the combustion organization of the SSTVC is summarized. With an increase in the inlet reference velocities, the combustion efficiency remains almost unchanged initially at 95.75% and then increases to 96.55%. The outlet temperature distribution improves, with the pattern factor value decreasing from 0.23 to 0.14. The carbon monoxide emissions initially increased from 94.91 to 99.89 and then decreased to 88.80, the total unburned hydrocarbons decreased from 23.22 to 16.03, and the nitrogen oxide emissions showed no significant change. With an increase in the inlet temperature, all parameters improved, with the combustion efficiency increasing from 93.71% to 96.61%, the pattern factor decreasing from 0.26 to 0.12, and all emission parameters decreasing as well.

Evaluation of organizational culture in companies for fostering a digital innovation using q-rung picture fuzzy based decision-making model

Developing a comprehensive data-driven strategy for evaluating the organisational culture in companies to foster digital innovation involves a multi-criteria decision-making (MCDM) problem. This needs to consider various organisational culture characteristics that influence digital innovation success, assign significance weights to each characteristic, and recognise that distinct organisational cultures may excel in different aspects necessitates the proper handling of data variations. Hence, to provide organisations seeking to align cultural practises with digital innovation objectives with valuable insights, this study aims to develop an MCDM model for evaluating and benchmarking organisational culture in companies to foster digital innovation. The benchmarking decision matrix is formulated based on the intersection of evaluation characteristics and a list of organisational culture aspects in companies. The MCDM model is developed in two phases. Firstly, a new weighting model, q-rung picture fuzzy-weighted zero-inconsistency (q-RPFWZIC), is formulated for assessing the evaluation characteristics under the q-rung picture fuzzy sets environment. Secondly, the simple additive weighting (SAW) model is formulated for benchmarking the organisational culture in companies using the extracted weights of the evaluation characteristics. The results indicate that characteristic C6 (corporate entrepreneurship) has the highest weight, with a value of 0.161, while characteristic C3 (employee participation, agility and organizational structures) and C7 (digital awareness and necessity of innovations) has the lowest weight of 0.088. Company A2 secures the top rank with a score of 0.911, satisfying eight evaluation characteristics, whereas company A7 holds the last rank order, satisfying only one evaluation characteristic, obtaining a score of 0.101. In model evaluation, several scenarios were considered in a sensitivity analysis test based on a 100% increment in weight values for each characteristic to validate the reliability of the model results.

Factors influencing engagement in online dual practice by public hospital doctors in three large cities: A mixed-methods study in China.

In the digital age, a rising number of public sector doctors are providing private telemedicine and telehealth services on online health care platforms. This novel practice pattern - termed online dual practice - may profoundly impact health system performance in both developed and developing countries. This study aims to understand the factors influencing doctors' engagement in online dual practice. Using a mixed-methods design, this study concurrently collects quantitative demographic and practice data (n = 71 944) and semi-structured interview data (n = 32) on secondary and tertiary public hospital doctors in three large Chinese cities: Beijing, Shanghai and Guangzhou. We use the quantitative data to examine the prevalence of the online dual practice and its associated factors via the binary logit regression model. The qualitative data are used to further explore associated factors of online dual practice via thematic analysis. The findings about associated factors from the two parts were merged using the categories of personal, professional, and organisational characteristics. Our quantitative analysis shows that at least 47.1% of public hospital doctors are involved in online dual practice. The shares in Beijing, Shanghai, and Guangzhou are 43.7%, 53.1%, and 44.8%, respectively. This practice is more prevalent among doctors who are male, senior, and non-managerial. Different specialties, hospital ownership, hospital levels, and locations are also significantly associated with this practice. The qualitative analysis further suggests that financial returns, perceived effectiveness of telemedicine, and hospital directors' attitude towards telemedicine may affect doctors' engagement with online dual practice. Online dual practice is prevalent among doctors at tertiary and secondary public hospitals in Beijing, Shanghai, and Guangzhou. Personal, professional, and organisational characteristics are all associated with doctors' choice to engage in online dual practice. The findings in this study provide implications for promoting telemedicine adoption and developing relevant regulatory policies in China and other countries.

Understanding ethnic hiring discrimination: A contextual analysis of experimental evidence

Previous research has demonstrated that context matters in understanding unequal treatment in hiring—for example, some studies have illustrated that hiring discrimination is low in large organisations or high in public-facing occupations. Following a review of the recent literature on ethnic hiring discrimination, we identified fourteen plausible moderators (i.e. discrimination correlates) from which we derived an equal number of hypotheses related to taste-based and statistical discrimination theories. We empirically tested these hypotheses through a moderation analysis of data from a correspondence experiment supplemented with occupation, organisation, and sector characteristics. Our empirical approach allowed us to simultaneously evaluate and control the interaction effects of multiple contextual factors with ethnic hiring discrimination. Overall, we find that minority (non-Flemish) candidates receive significantly fewer positive responses to their job applications than majority (Flemish) candidates. In particular, non-Flemish candidates experience significantly less discrimination when applying to not-for-profit organisations or organisations with a large workforce. We also find partial empirical support for the hypotheses that hiring discrimination is high in occupations requiring much interaction between colleagues and in occupations where labour market tightness is low. Future research avenues include evaluating the rationale behind the discrimination correlates mentioned above and testing the replicability of this study's findings across different institutional contexts, labour markets, and grounds for discrimination.

Influence of organizational factors on the offer and success rate of a trial of labor after cesarean section in Belgium: an ecological study

BackgroundTrial of Labor After Cesarean is an important strategy for reducing the overall rate of cesarean delivery. Offering the option of vaginal delivery to a woman with a history of cesarean section requires the ability to manage a potential uterine rupture quickly and effectively. This requires infrastructure and organization of the maternity unit so that the decision-to-delivery interval is as short as possible when uterine rupture is suspected. We hypothesize that the organizational characteristics of maternity units in Belgium have an impact on their proposal and success rates of trial of labour after cesarean section.MethodsWe collected data on the organizational characteristics of Belgian maternity units using an online questionnaire. Data on the frequency of cesarean section, trial of labor and vaginal birth after cesarean section were obtained from regional perinatal registries. We analyzed the determinants of the proposal and success of trial of labor after cesarean section and report the associations as mean proportions.ResultsOf the 101 maternity units contacted, 97 responded to the questionnaire and data from 95 was included in the analysis. Continuous on-site presence of a gynecologist and an anesthetist was associated with a higher proportion of trial of labor after cesarean section, compared to units where staff was on-call from home (51% versus 46%, p = 0.04). There is a non-significant trend towards more trial of labor after cesarean section in units with an operating room in or near the delivery unit and a shorter transfer time, in larger units (> 1500 deliveries/year) and in units with a neonatal intensive care unit. The proposal of trial of labor after cesarean section and its success was negatively correlated to the number of cesarean section in the maternity unit (Spearman’ rho = 0.50 and 0.42, p value < 0.001).ConclusionsOrganizational differences in maternity units appear to affect the proposal of trial of labor after cesarean section. Addressing these organizational factors may not be sufficient to change practice, given that general tendency to perform a cesarean section in the maternity unit is the main contributor to the percentage of trial of labor after cesarean.

Organisational and student characteristics, fidelity, funding models, and unit costs of recovery colleges in 28 countries: a cross-sectional survey

Recovery colleges were developed in England to support the recovery of individuals who have mental health symptoms or mental illness. They have been founded in many countries but there has been little international research on recovery colleges and no studies investigating their staffing, fidelity, or costs. We aimed to characterise recovery colleges internationally, to understand organisational and student characteristics, fidelity, and budget. In this cross-sectional study, we identified all countries in which recovery colleges exist. We repeated a cross-sectional survey done in England for recovery colleges in 28 countries. In both surveys, recovery colleges were defined as services that supported personal recovery, that were coproduced with students and staff, and where students learned collaboratively with trainers. Recovery college managers completed the survey. The survey included questions about organisational and student characteristics, fidelity to the RECOLLECT Fidelity Measure, funding models, and unit costs. Recovery colleges were grouped by country and continent and presented descriptively. We used regression models to explore continental differences in fidelity, using England as the reference group. We identified 221 recovery colleges operating across 28 countries, in five continents. Overall, 174 (79%) of 221 recovery colleges participated. Most recovery colleges scored highly on fidelity. Overall scores for fidelity (β=-2·88, 95% CI 4·44 to -1·32; p=0·0001), coproduction (odds ratio [OR] 0·10, 95% CI 0·03 to 0·33; p<0·0001), and being tailored to the student (OR 0·10, 0·02 to 0·39; p=0·0010), were lower for recovery colleges in Asia than in England. No other significant differences were identified between recovery colleges in England, and those in other continents where recovery colleges were present. 133 recovery colleges provided data on annual budgets, which ranged from €0 to €2 550 000, varying extensively within and between continents. From included data, all annual budgets reported by the college added up to €30 million, providing 19 864 courses for 55 161 students. Recovery colleges exist in many countries. There is an international consensus on key operating principles, especially equality and a commitment to recovery, and most recovery colleges achieve moderate to high fidelity to the original model, irrespective of the income band of their country. Cultural differences need to be considered in assessing coproduction and approaches to individualising support. National Institute for Health and Care Research.

Portuguese SMEs: Strategies for Collaborative R&amp;D and Participation in the Framework Programme

The European Union Framework Programme can create and/or strengthen research networks and cooperation, namely between SMEs and higher education institutions. However, in Portugal, SMEs represent only 16,7% of allocated funds, falling below the European Commission’s target (Agência Nacional de Inovação, 2020). Low SME participation can result from factors particularly related to SMEs, such as organizational characteristics and past R&amp;D experience. In fact, previous collaborative R&amp;D experience is an important factor determining participation in Framework Programmes (Barajas &amp; Huergo, 2010), suggesting a virtuous cycle. How and why do SME gain collaborative experience with HEI? In what kind of collaborative experiences with HEIs do SMEs engage? What are the characteristics of SMEs that engage in these experiences? What obstacles and risks do SMEs face when applying for the FP and which strategies do they adopt to face them? To answer these questions, we conducted an exploratory survey with SMEs that collaborate with HEIs (N = 26). Additionally, we conducted semi-structured interviews with three H2020 participant SMEs and three non-participants to further explore their collaborative practices and R&amp;D strategies.

Gaya Kepemimpinan Memoderasi Hubungan Komitmen Organisasi Dengan Senjangan Anggaran Dengan Karakteristik Organisasi Sebagai Variabel Anteseden

This study aims is to determine factors that can cause budgetary slack. More specifically, the purpose of this study is to find out whether there is a moderating effect between leadership style and organizational commitment and budgetary slack by adding organizational characteristics as the antecedent variable of organizational commitment. The type of research used in this study is quantitative with experimental methods by providing treatment to the subjects involved. The design used for this experiment is a 2x2 design for the variables of leadership style and organizational characteristics. The result of this study is that managers with high organizational characteristics tend to have greater organizational commitment than managers with low organizational characteristics. Meanwhile, leadership style does not moderate the relationship between organizational commitment and budgetary slack. From the results of this study, it can be concluded that hight organizational characteristics can affect a manager’s organizational commitment. Companies need to pay attention to the characteristics of their workers, which in this case means instrumental communication or the quality of information conveyed by managers to their subordinates.&#x0D; Keywords: Budgetary slack; leadership style; organizational commitment; organizational characteristics; instrumental communication.

Experienced Nurses’ Motivation, Intention to Leave, and Reasons for Turnover: A Qualitative Survey Study

There is a global nurse shortage, and researchers have made great efforts in trying to unveil the reasons for turnover and how to increase retention. However, such research has had a tendency to study variables related to intention to leave (ITL) or turnover as isolated phenomena. Objective. To simultaneously explore what factors motivate experienced nurses in the workplace and the underlying reasons for strong ITL and high staff turnover within the profession. Design. An inductive qualitative content analysis was used based on data from open-ended survey questions. The data originated from the longitudinal analyses of nursing education/employment/entry (LANE) in work-life study. The qualitative data analyzed in this study were distributed in October 2017–January 2018, to all nurses in three cohorts corresponding to 11-, 13- and 15-year postgraduation. Of the 2,474 nurses answering the survey, 1,146 (46%) responded to one or more of the open-ended questions. Results. The result showed that what motivates experienced nurses, their intention to leave (ITL), and reasons for turnover could be described in the form of five broad categories, namely, organizational characteristics, work characteristics, relationships at work, work recognition, and health issues. There was rarely a one single reason described, rather several reasons needed to be experienced over time for nurses to stay motivated or leave the profession. Conclusions. There is no single reason that makes nurses leave the profession, nor is there one single reason that makes them motivated to stay. Retention and turnover are complex processes and need to be addressed as this, not as a single isolated phenomenon.

From organizational capabilities to corporate performances: at the roots of productivity slowdown

Abstract This paper is one of the first attempts at empirically identifying organizational capabilities—in this work concerning Italian firms. Together, it proposes new evidence on the link between capabilities and economic performances. To this aim, we employ the Indagine Multiscopo del Censimento Permanente delle Imprese (IMCPI), a survey carried out by the Italian Statistical Office (ISTAT) in 2019, covering the three-year period 2016–2018, addressing a wide range of organizational characteristics including various organizational routines, human resource management (HRM), internationalization strategies, and many others. Our contribution is threefold: first, we aim at detecting what practices and combinations of them result in underlying different capabilities; second, we propose a taxonomy of the production system, both at firm- and sector-level based on the mapping of such capabilities; and third, we study the performance outcomes of different capability taxa in terms of productivity growth.

Privatization and Coercive Isomorphic Pressure in Norwegian Early Childhood Education and Care (1987-2020)

This article analyses the privatization of Early Childhood Education and Care (ECEC) provision in Norway between 1987 and 2020. My analytical framework combines theories of structured organizational fields and gradual institutional change to investigate how the scope and field position of private ECEC providers have evolved during this period. Based on an analysis of official policy documents, I illuminate how ECEC quality enhancement has gradually been institutionalized as the common, legitimizing endeavour of the ECEC provision field by means of coercive isomorphic pressure. Along with increasing regulation of working conditions, this has altered the meaning of private ECEC provision. Both the scope and field position of private provider organizations have evolved accordingly. Currently, small providers and larger provider corporations face different sets of legitimacy challenges, resulting in a conflict of interests. Tensions between these groups are likely to fuel ongoing field dynamics that are capable of yielding institutional stability as well as change. My analysis contributes towards building a more comprehensive theoretical framework for organizational fields by illuminating the interplay between coercive isomorphic pressure and organizational characteristics within a structured field.