Organizational Context Variables Research Articles

Factors Associated with Academic Advisors’ Burnout

This study examined whether there are statistically significant relationships between academic advisors’ demographic characteristics, advising-related variables, institutional variables, organizational context variables, and burnout during the COVID-19 pandemic. We used a national sample of academic advisors’ survey data collected from February to March 2023 (n = 821). The results suggest 40.8% of academic advisors feel burned out from their work at least once a week to every day. The demographic characteristics and institutional variables did not explain a significant amount of variance in advisors’ burnout; however, advising caseload and organizational context variables (i.e., workload, reward, community, and values) were consistently and significantly (p < .05) associated with advisors’ emotional exhaustion, depersonalization, and lack of personal accomplishment.

Social Workers’ Attitudes toward Evidence-Based Practice: The Mediating Role of Work-Related Self-Efficacy

AbstractThe aim of the current study was to explore the mediating role of work-related self-efficacy in the association between organizational context variables (workplace social support, accessibility of work-related data and information resources, and role ambiguity) and social workerss’ attitudes toward adoption of evidence-based practice (EBP). For the purpose of the study, 559 social workers were sampled by means of structured questionnaires. Structural equation modeling was conducted to examine the proposed model. Accessibility of data and information resources and workplace social support were positively associated with self-efficacy, and role ambiguity was negatively associated with self-efficacy, which was in turn positively related to social workerss’ attitudes toward EBP. The findings of the current study may assist policymakers and professional supervisors in developing interventions designed to promote more positive attitudes toward EBP among social workers. In the effort to promote the integration of EBP in social services settings, the impact of organizational factors on social workerss’ work-related self-efficacy should be taken into account.

A Study on the Effects of Psychological Ownership on Organizational Effectiveness: The Moderating Role of Team-Member Exchange and Perceived Team Support

Purpose The purpose of this paper is to analyze the effects of the psychological ownership of employees on organizational citizenship behavior as an organizational effectiveness and how do team-member exchange and perceived team support have moderating effects on the relationship between psychological ownership and organizational effectiveness. Design/Methodology/Approach Based on a survey method, the empirical analysis sampled 435 employees working at 5 MNC subsidiaries in South Korea. With the hierarchical regression analysis, all hypotheses were tested and supported. Findings This paper shows that the higher the psychological ownership, the greater the positive effects on the organizational citizenship behavior and it also reveals that organizational effectiveness could be affected by employee’s psychological ownership level. Team-member exchange and perceived team support have moderating effects on the relationship between psychological ownership and organizational citizenship behavior. Research Implications In the management of this paper, this study shows that an employee’s psychological status has an importance to explain their behavior and it should be recognized that the behaviors are affected by organizational context variables, at the team level, such as team-member exchanges and perceived team support.

The adoption of social media by small and medium enterprise: a systematic literature review

Social media (SM) has become a necessity and a method to confront challenges and fierce competition. More than half of the population are using SM. However, its implication for small and medium enterprises (SMEs) is not well documented and researched. Therefore, the purpose of this study is to review the literature pertaining to the adoption of SM by SMEs. A systematic literature review was conducted using specific keywords and database. This has resulted in reviewing 28 related articles. The findings was presented using frequency analysis. Number of articles are increasing steadily especially in emerging markets with large number of studies deploying the exploratory nature. The most widely used theory is the technological-organizational-environmental framework (TOE) and the sample size of the reviewed studies is adequate. Increasingly the structural equation modelling are being used. However, the use of intervening variable is minimal. The finding also showed that organizational and environmental context variables are the most important predictors of SM adoption by SMEs while the consequence of this adoption on business performance is mixed. There is a need for more studies to discover the consequence of adopting SM by SMEs using a combination of theories.

Academics career success: the impact of organizational context and individual variables

PurposeThis study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness strategy) and individual variables (self-efficacy and goal orientation), on objective career success (academic position) and subjective career success (career satisfaction).Design/methodology/approachSurvey data were obtained from 447 faculty members employed by Babeș-Bolyai University (BBU), the best-ranked Romanian higher education institution. For analysis, hierarchical multiple regressions analyzes were used.FindingsThe novel results of this quantitative analysis are that organizational context variables influence both subjective career success and objective career success. Academics who do not attain promotion have lower subjective career success and objective career success, as a result of the publish or perish university strategy. Self-efficacy has a positive impact on both success types, while goal orientation is for subjective career success a weak predictor.Practical implicationsOrganizational efforts should be focused on improving academics career development especially for those teachers who are in the current position already for many years. The development of performance-driven career paths should be also considered for diminishing the impact of organizational variables.Originality/valueThis paper extends the knowledge concerning objective and subjective career success by revealing the important impact of contextual determinants, as it confirms the impact of individual self-efficacy in a university context and partially the one of goal orientation.

THE IMPACT OF ORGANIZATIONAL STRUCTURE ON THE INTERNATIONALIZATION STRATEGY

The organization has certain characteristics that both man and other living beings have. These include the primary basic types of organization, or organizational configurations, as well as organizational context variables such as environment, power, age, size, business strategy, and technical system. The main research about organizational structures was started by Mintzberg in 1979. After that, many other authors made a research on this topic. Organizational management is first determined by the organization’s configuration and then, by the type of strategy for entering the international market. The paper examines the extent to which the choice of organizational configuration has an impact on the choice of the internationalization strategy or the strategy for entering a foreign market. The research sample consists of 120 export-oriented companies from Bosnia and Herzegovina belonging to one of the four basic types: simple structure, professional bureaucracy, adhocracy, or machine bureaucracy. The basic methods used are the Multinomial Logit Model, the multiple regression model, and the Pearson correlation coefficient. The results of the research indicate that there is a significant correlation between organizational configuration (measured by organizational context variables) and internationalization strategy.

Individual and organizational predictors of allied healthcare providers\u2019 job satisfaction in residential long-term care

BackgroundJob satisfaction is a predictor of intention to stay and turnover among allied healthcare providers. However, there is limited research examining job satisfaction among allied health professionals, specifically in residential long-term care (LTC) settings. The purpose of this study was to identify factors (demographic, individual, and organizational) that predict job satisfaction among allied healthcare providers in residential LTC.MethodsWe conducted a secondary analysis of data from Phase 2 of the Translating Research in Elder Care program. A total of 334 allied healthcare providers from 77 residential LTC in three Western Canadian provinces were included in the analysis. Generalized estimating equation modeling was used to assess demographics, individual, and organizational context predictors of allied healthcare providers’ job satisfaction. We measured job satisfaction using the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.ResultsBoth individual and organizational context variables predicted job satisfaction among allied healthcare providers employed in LTC. Demographic variables did not predict job satisfaction. At the individual level, burnout (cynicism) (β = −.113, p = .001) and the competence subscale of psychological empowerment (β = −.224, p = < .001), were predictive of lower job satisfaction levels while higher scores on the meaning (β = .232, p = .001), self-determination (β = .128, p = .005), and impact (β = .10, p = .014) subscales of psychological empowerment predicted higher job satisfaction. Organizational context variables that predicted job satisfaction included: social capital (β = .158, p = .012), organizational slack-time (β = .096, p = .029), and adequate orientation (β = .088, p = .005).ConclusionsThis study suggests that individual allied healthcare provider and organizational context features are both predictive of allied healthcare provider job satisfaction in residential LTC settings. Unlike demographics and structural characteristics of LTC facilities, all variables identified as important to allied healthcare providers’ job satisfaction in this study are potentially modifiable, and therefore amenable to intervention.

Does family involvement monitor external CEOs’ investment decisions?

This paper examines two closely related issues: first, the impact of a professional chief executive officer (CEO) on family investment decisions; and second, how the organizational context (family involvement and board effectiveness) interacts with the external CEO risk-bearing attitude to affect investment intensity in family firms. Using a sample composed of 103 family firms from 13 countries for the period 2008–2015, our results support the negative impact of non-family CEOs on family investment levels, especially when they are of longer tenure. However, our results note that family involvement moderates CEO risk aversion propensity, increasing the levels of investment needed to preserve socioemotional and financial goals in family firms. Therefore, this paper extends the knowledge on the determinants of investment intensity in family firms by simultaneously considering non-family CEO characteristics as well as the organizational context variables of family firms.

Violating organizational and social norms in the workplace: a correlational study in the nursing context.

The aim of this study was to examine, in a sample of nurses, the relationships between the organizational context variables (i.e., workload, interpersonal conflicts, organizational constraints), the burnout, the moral disengagement, and the counterproductive work behaviors (CWB), within their clinical work settings. A descriptive, correlational study was conducted in a sample of 347 nurses working in different clinical settings in a big university hospital in Central Italy. A self-report questionnaire was used for data collection, using several scales to assess different variables related to the organisational context, the burnout, the interpersonal strain, the moral disengagement, and the CWB. The clinical context was found to influence nurses' organizational wellbeing, which in turn was found to foster CWB. Nurses working in outpatients settings and in day hospitals were those who reported the lowest CWB, in comparison with nurses working in the Emergency Department and in the General Medicine Units. Findings of this study are important for nursing professional chiefs and for any professional involved in the promotion of workers' wellbeing. Our study findings highlight how the clinical work setting and the organizational context variables can lead to CWB. Researchers and managers should keep these aspects in high consideration due to their influence on the quality of the care delivered.

Organizational context variables to be considered in the reward system design oriented to product innovation

Resumo Objetivo: O principal objetivo deste artigo e discutir sobre algumas variaveis a serem consideradas no contexto organizacional ao projetar sistemas de recompensas focados em maximizar a inovacao de produtos. Alem de identificar tais variaveis, o texto se propoe a entender como cada uma delas pode influenciar este projeto. Metodologia: Baseado na literatura existente, um quadro de referencia foi criado usando variaveis contextuais (estrategia organizacional, tipo de inovacao, crencas e tracos culturais e sistemas de metas e recompensas ja previamente estabelecidas) e suas implicacoes em projetos de sistemas de recompensas. A pesquisa de campo e, entao, feita usando entrevistas qualitativas com cinco especialistas, consultores e academicos em gestao de recursos humanos e em sistemas de recompensas, bem como por meio da utilizacao de estudos de caso de quatro empresas industriais de grande escala, conhecidas por serem inovadoras. Resultados: A pesquisa mostrou que pouco conhecimento tem sido acumulado por especialistas, assim como por projetistas de sistemas de recompensas, nas organizacoes operando no Brasil com relacao ao tema estudado. Alem disso, as quatro principais variaveis listadas previamente foram mantidas e a pesquisa de campo permitiu uma serie de analises que mudaram aspectos relevantes dos detalhes deste quadro. Contribuicoes: Este artigo contribui para suprir a lacuna que existe na literatura sobre projeto de sistemas de recompensas e propoe um quadro de referencia que pode auxiliar o planejador em elabora-lo.

Scheduling and shift work characteristics associated with risk for occupational injury in newly licensed registered nurses: An observational study

BackgroundRegistered nurses across the globe bear a heavy injury burden. Every shift, nurses are exposed to a variety of hazards that can jeopardize their health, which negatively impacts their ability to provide high-quality patient care. Previous research suggests that inexperienced, or newly licensed nurses, may have an increased risk for certain occupational injuries. However, the current knowledge base is insufficient to fully understand how work hours influence newly licensed nurses’ occupational injury, given the significant variation in hospital organization and work characteristics. ObjectiveTo describe newly licensed nurses’ shift work characteristics and determine the association between shift type and scheduling characteristics and nurse injury, before and after adjusting for individual and combined effects of demographics, external context, organizational context, and work context, following the Organization of Work model. DesignThis study is a secondary analysis of a nationally representative survey of newly licensed registered nurses using a cross-sectional design. ParticipantsThe analytic sample includes 1744 newly licensed registered nurses from 34 states and the District of Columbia who reported working in a hospital and were within 6–18 months of passing their state licensure exam at the time of survey administration. MethodsDescriptive statistics were calculated, followed by bivariate and multivariate Poisson regression models to assess the relationship between shift type and scheduling characteristics and nurse injury. Lastly, full models with the addition of demographics, external context, organizational context, and work context variables were calculated. ResultsThe majority (79%) of newly licensed nurses worked 12-h shifts, a near majority worked night shift (44%), and over half (61%) worked overtime (mandatory or voluntary) weekly. Nurses working weekly overtime were associated with a 32% [incidence rate ratio (IRR) 1.32, CI 1.07–1.62] increase in the risk of a needle stick and nurses working night shift were associated with a 16% [IRR 1.16, CI 1.02–1.33] increase in the risk of a sprain or strain injury. ConclusionsOvertime and night shift work were significantly associated with increased injury risk in newly licensed nurses independent of other work factors and demographic characteristics. The findings warrant further study given the long-term consequences of these injuries, costs associated with treatment, and loss of worker productivity.

The effects of organizational contextual factors on physicians’ attitude toward adoption of Electronic Medical Records

IntroductionPhysicians’ adoption seems to be a significant issue when comprehensive implementation of Electronic Medical Records (EMR) is considered. This study was conducted to determine the organizational contextual factors affecting physicians’ adoption of EMR. MethodsThis was a descriptive-analytical study in which a sample of 330 physicians working in hospitals affiliated to Tehran University of Medical Sciences was selected. Physicians’ attitudes toward EMRs’ adoption have been assessed by a conceptual path model of Technology Acceptance model (TAM) and organizational context variables. Collected data were analyzed by SPSS16 using regression analysis. The final model was tested by structural equation modeling (SEM) and represented by SPSS–AMOS, structural equation modeling software. ResultsThe results suggest that modified proposed conceptual path model explains about 56% of the variance of EMRs’ adoption. The findings also evidenced that perceived usefulness (PU), perceived ease of use (PEOU), management support; physicians’ involvement, physicians’ autonomy, and the doctor–patient relationship have direct and significant effect on physicians’ attitudes toward EMRs’ adoption. However, training showed to have no significant effect on PU and PEOU. ConclusionThe present study acknowledged that considerable part of physicians’ attitude toward EMRs’ adoption is controlled by organizational contextual factors. These factors should be subsequently the major concern of health organizations and health policy makers.

What Makes a Family Firm Innovative? CEO Risk‐Taking Propensity and the Organizational Context of Family Firms

Investigating the new product portfolio innovativeness of family firms connects two important topics that have recently received considerable attention in innovation and family firm research. First, new product portfolio innovativeness has been identified as a critical determinant of firm performance. Second, research on family firms has focused on the questions of if and why family firms are more or less innovative than other organizational forms. Research investigating the innovativeness of family firms has often applied a risk‐oriented perspective by identifying socioemotional wealth (SEW) as the main reference that determines firm behavior. Thus, prior research has mainly focused on the organizational context to predict innovation‐related family firm behavior and neglected the impact of preferences and the behavior of the chief executive officer (CEO), which have both been shown to affect firm outcomes. Hence, this study aims to extend the previous research by introducing the CEO's disposition to organizational context variables to explain the new product portfolio innovativeness of small and medium‐sized family firms. Specifically, this study explores how the organizational context (i.e., ownership by top management team [TMT] family members and generation in charge of the family firm) of family firms interacts with CEO risk‐taking propensity to affect new product portfolio innovativeness. Using a sample of 114 German CEOs of small and medium‐sized family firms operating in manufacturing industries, the results show that CEO risk‐taking propensity has a positive effect on new product portfolio innovativeness. Moreover, the analyses show that the organizational context of family firms impacts the relationship between CEO risk‐taking propensity and new product portfolio innovativeness. Specifically, the relationship between CEO risk‐taking propensity and new product portfolio innovativeness is weaker if levels of ownership by TMT family members are high (high SEW). Additionally, the effect of CEO risk‐taking propensity on new product portfolio innovativeness is stronger in family firms at earlier generational stages (high SEW). This result suggests that if SEW is a strong reference, family firm‐specific characteristics can affect individual dispositions and, in turn, the behaviors of executives. Therefore, this study helps extend the knowledge on the determinants of new product portfolio innovativeness of family firms by considering an individual CEO preference and the organizational context variables of family firms simultaneously.

Identifying organizational variables affecting project management office characteristics and analyzing their correlations in the Iranian project-oriented organizations of the construction industry

Today, applying project management knowledge by project oriented organizations for optimal use of resource and increasing productivity is inevitable. An organizational entity generally called “Project Management Office” can be responsible for project management knowledge and systematic developer of it which can centralize and coordinate management of those projects under its domain. Since organizations have different contextual and structural dimensions, we expect different project management offices in terms of their structural and functional characteristics. This article is searching for variables in the context of organizations in construction industry which have significant relationships with project management offices' characteristics. So that by analyzing these relations we can design and implement more efficient project management offices. Finally, from 29 organizational context variables which had been thought to have decisive impact on project management offices' characteristics only 9 variables had significant impact on them in which this paper focuses on.

Rest break organization in geriatric care and turnover: A multimethod cross-sectional study

BackgroundVarious determinants of nurses’ work motivation and turnover behavior have been examined in previous studies. In this research, we extend this work by investigating the impact of care setting (nursing homes vs. home care services) and the important role of rest break organization. ObjectivesWe aimed to identify direct and indirect linkages between geriatric care setting, rest break organization, and registered nurses’ turnover assessed over a period of one year. DesignWe designed a multimethod cross-sectional study. Setting80 nursing units (n=45 nursing homes, n=35 home care) in 51 German geriatric care services employing 597 registered nurses. MethodsWe gathered documentary, interview, and observational data about the organization of rest breaks, registered nurses’ turnover, and additional organizational characteristics (type of ownership, location, nursing staff, clients, and client-to-staff-ratio). ResultsThe findings show that the rest break system in geriatric nursing home units is more regularly as well as collectively organized and causes less unauthorized rest breaks than in home care units. Moreover, the feasibility of collective rest breaks was, as predicted, negatively associated with registered nurses’ turnover and affected indirectly the relation between care setting and registered nurses’ turnover. Care setting, however, had no direct impact on turnover. Furthermore, registered nurses’ turnover was higher in for-profit care units than in public or non-profit units. ConclusionsThis study reveals significant differences in rest break organization as a function of geriatric care setting and highlights the role of collective rest breaks for nursing staff retention. Our study underlines the integration of organizational context variables and features of rest break organization for the analysis of nursing turnover.

The role of organizational context and individual nurse characteristics in explaining variation in use of information technologies in evidence based practice

BackgroundThere is growing awareness of the role of information technology in evidence-based practice. The purpose of this study was to investigate the role of organizational context and nurse characteristics in explaining variation in nurses’ use of personal digital assistants (PDAs) and mobile Tablet PCs for accessing evidence-based information. The Promoting Action on Research Implementation in Health Services (PARIHS) model provided the framework for studying the impact of providing nurses with PDA-supported, evidence-based practice resources, and for studying the organizational, technological, and human resource variables that impact nurses’ use patterns.MethodsA survey design was used, involving baseline and follow-up questionnaires. The setting included 24 organizations representing three sectors: hospitals, long-term care (LTC) facilities, and community organizations (home care and public health). The sample consisted of 710 participants (response rate 58%) at Time 1, and 469 for whom both Time 1 and Time 2 follow-up data were obtained (response rate 66%). A hierarchical regression model (HLM) was used to evaluate the effect of predictors from all levels simultaneously.ResultsThe Chi square result indicated PDA users reported using their device more frequently than Tablet PC users (p = 0.001). Frequency of device use was explained by ‘breadth of device functions’ and PDA versus Tablet PC. Frequency of Best Practice Guideline use was explained by ‘willingness to implement research,’ ‘structural and electronic resources,’ ‘organizational slack time,’ ‘breadth of device functions’ (positive effects), and ‘slack staff’ (negative effect). Frequency of Nursing Plus database use was explained by ‘culture,’ ‘structural and electronic resources,’ and ‘breadth of device functions’ (positive effects), and ‘slack staff’ (negative). ‘Organizational culture’ (positive), ‘breadth of device functions’ (positive), and ‘slack staff ‘(negative) were associated with frequency of Lexi/PEPID drug dictionary use.ConclusionAccess to PDAs and Tablet PCs supported nurses’ self-reported use of information resources. Several of the organizational context variables and one individual nurse variable explained variation in the frequency of information resource use.

On the Factors that Affect the Proneness of University- Industry Cooperation: A System Engineering Perspective

The purpose of this paper is to analyze the impact of organizational features and context variables on the proneness of University-Industry cooperation (UIC) in the R&D and engineering process. Using survey data of manufacturing enterprises in Guangdong province of China, the paper shows that the probability of cooperation with university significantly depends on various organizational factors including firm size and enterprise absorptive capacity. In addition, the actually pay tax the collection of business-to-market and technical information, and market position are also important driving factors to the engineering research cooperation between enterprises and universities, but their influences vary with the type of product innovation and process innovation.

The Joint Effect Of Task Characteristics And Organizational Context On Job Performance: A Test Using SEM

Prior research document significant relationships between task characteristics and employee affective outcomes. However, there have been difficulties with implementing the findings of this task characteristics research in real life due to the absence of organizational context variables in these studies. The argument has been made that effective job design should emphasize task design (task characteristics) that is in congruence with surrounding organizational context and subsystems. The current study proposes an integrated task context model and then tests a subset of the model using organizational inflexibility and perceived environmental uncertainty to proxy for organizational context. The results of structural equation modeling confirm the existence of a joint effect of task characteristics and perceived environmental uncertainty on job performance among public accountants.

Understanding the Link Between Information Technology Capability and Organizational Agility: An Empirical Examination

Information technology is generally considered an enabler of a firm's agility. A typical premise is that greater IT investment enables a firm to be more agile. However, it is not uncommon that IT can also hinder and sometimes even impede organizational agility. We propose and theorize this frequently observed but understudied IT-agility contradiction by which IT may enable or impede agility. We develop the premise that organizations need to develop superior firm-wide IT capability to successfully manage their IT resources to realize agility. We refine the conceptualization and measurement of IT capability as a latent construct reflected in its three dimensions: IT infrastructure capability, IT business spanning capability, and IT proactive stance. We also conceptualize two types of organizational agility: market capitalizing agility and operational adjustment agility. We then conduct a matched-pair field survey of business and information systems executives in 128 organizations to empirically examine the link between a firm's IT capability and agility. Business executives responded to measurement scales of the two types of agility and organizational context variables, and IS executives responded to measurement scales of IT capabilities and IS context variables. The results show a significant positive relationship between IT capability and the two types of organizational agility. We also find a significant positive joint effect of IT capability and IT spending on operational adjustment agility but not on market capitalizing agility. The findings suggest a possible resolution to the contradictory effect of IT on agility: while more IT spending does not lead to greater agility, spending it in such a way as to enhance and foster IT capabilities does. Our study provides initial empirical evidence to better understand essential IT capabilities and their relationship with organizational agility. Our findings provide a number of useful implications for research and managerial practices.

Organizational Support and Contract Fulfillment as Moderators of the Relationship Between Preferred Work Status and Performance

Purpose The purpose of this study was to examine organizational context variables as moderators of the relationship between preferred work status and job performance. The moderators were perceived organizational support (POS) and psychological contract fulfillment.