Organizational Context Research Articles

Improving Workplace Well-being in Modern Organizations: A Review of Large Language Model-based Mental Health Chatbots

The global rise in mental disorders, particularly in workplaces, necessitated innovative and scalable solutions for delivering therapy. Large Language Model (LLM)-based mental health chatbots have rapidly emerged as a promising tool for overcoming the time, cost, and accessibility constraints often associated with traditional mental health therapy. However, LLM-based mental health chatbots are in their nascency, with significant opportunities to enhance their capabilities to operate within organizational contexts. To this end, this research seeks to examine the role and development of LLMs in mental health chatbots over the past half-decade. Through our review, we identified over 50 mental health-related chatbots, including 22 LLM-based models targeting general mental health, depression, anxiety, stress, and suicide ideation. These chatbots are primarily used for emotional support and guidance but often lack capabilities specifically designed for workplace mental health, where such issues are increasingly prevalent. The review covers their development, applications, evaluation, ethical concerns, integration with traditional services, LLM-as-a-service, and various other business implications in organizational settings. We provide a research illustration of how LLM-based approaches could overcome the identified limitations and also offer a system that could help facilitate systematic evaluation of LLM-based mental health chatbots. We offer suggestions for future research tailored to workplace mental health needs.

Providing a new transdiagnostic emotion-focused pain treatment in a clinical context: therapists' experiences of facilitators and barriers.

Providing new psychological treatments in clinical settings requires implementation strategies adapted to the organizational context. This study explored how licensed psychologists experienced their context when providing a new transdiagnostic psychological treatment, "the hybrid treatment", to treat comorbid pain and emotional problems in a clinical setting. We aimed to identify which contextual factors the therapists experienced as facilitating or hindering, to gain a better understanding of important considerations when planning a future implementation strategy. Contextual factors were identified using the Consolidated Framework of Implementation Research (CFIR) in data collection and analysis. Data were collected through semi-structured interviews (N = 9). Thematic analysis resulted in the identification of five main influencing factors: Perception of the intervention's adaptability, prioritization of the patient's needs, leadership engagement, structure for collaboration, and therapists' professional engagement. The results highlight the importance of ensuring a clearly stated mandate for the key individuals involved. The findings may guide future implementation of new psychological treatments into regular care, to enhance facilitators and overcome barriers.

“You’re fired”: the influence of heuristic-systematic processing in communication and termination decisions in organizational environments

PurposeDecisions regarding the termination of organizational members are not only common but also represent difficult actions for managers. Despite their importance and frequency, managers often make or avoid them based on incomplete or faulty decision-making criteria. Previous research suggests that decision-makers are subject to internal influences that play significant roles in their decision-making.Design/methodology/approachUsing a controlled between-groups experimental design, this study, guided by the heuristic-systematic model, tested to what extent decision-makers rely on heuristic cues versus the systematic processing of more relevant information when making termination decisions.FindingsFindings suggest the order in which information is presented influences participants’ decision-making and influences the information-processing structure.Practical implicationsFindings suggest practical considerations for managers, management trainees and others who engage in termination decisions as to potential influencing factors.Originality/valueThis research adds to the understanding of the decision-making process in organizational contexts.

“The Only Self-Defense I Have is My Wedding Band”: Doing Heterosexuality, Evading Gender Harassment, and Becoming Respectable in the Street

The field of critical heterosexualities studies invites sociologists to untether heterosexuality from biology. In this article, I leverage the findings of 113 interviews with a racially diverse sample of cis and trans women to examine how women maintain everyday dignity in the street despite widespread gender harassment and systemic, racialized sexual inequalities. Drawing on social constructionist theory and applying an intersectional framework, I examine heterosexuality as a performance, uncovering how gender identity, race, and sexual orientation intersect to shape both the costs and benefits of “doing heterosexuality” in the street. Through practices such as wearing wedding rings, holding the hands of men friends, and displaying affection for men in public places, straight, queer, cis, and trans women creatively resist heteronormativity’s regulation of their social-sexual lives and strive to enunciate sexual unavailability; communicate the existence of a protector; and signal respectability by demonstrating conformity with racialized, cisnormative ideals of gender and sexual normativity. Findings demonstrate that racialized, queer, and trans participants tend to experience greater emotional costs and fewer symbolic rewards associated with “doing heterosexuality” than white, straight-identified, and cis participants. This intersectional analysis enriches extant research on gender and sexuality, illuminating the utility of the “doing heterosexuality” framework for uncovering intersections between heterosexual accountability and gender inequality across diverse organizational and interpersonal contexts.

The Influence of Workplace Incivility, Perceived Supervisor Support, and Job Satisfaction in Mediating Organizational Identification Has an Influence on Employee Performance in Teachers at the Yos Sudarso Karawang School

This research describes the results of the analysis which concludes that workplace incivility has a negative influence on organizational identification, while perceived supervisor support and job satisfaction show a positive influence, although not always significant. Apart from that, it was found that organizational identification has a positive and significant influence on employee performance. These findings support previous research which reports that the relationship between these variables is complex and can influence employee performance. Therefore, this research not only provides a better understanding of the factors that influence teacher performance at the Yos Sudarso Karawang school, but also highlights the importance of paying attention to organizational identification in an effort to improve individual performance in an organizational context. In addition, through clear identification of the problem, scope, problem formulation, objectives and benefits of research, this research also contributes to further understanding of important issues in education in Indonesia.

Translating agile management practices into a traditional industry context

AbstractThis study explores the translation of agile management practices (agile) into a traditional industry context. Using a case study of agile adoption in a development project in a large traditional company of the aerospace and defense industry, this research investigates how the translation process unfolds by studying how both idea and context are adapted to create shared meaning. This research makes two main contributions. First, this research introduces translation theory to the innovation management literature and details its applicability in explaining variations in outcomes of applying management practices in new organizational contexts. Our research suggests that this constitutes a complementary theoretical lens to diffusion theory, enabling the explanation of the process to create shared meaning when idea and recipient context have a low level of compatibility. Second, this research shows the process of translating agile into a traditional context through a non‐linear joint creation of meaning. The process was shaped largely by the experience and resolution of project‐external (i.e., with the surrounding organization) and project‐internal conflicts, which in turn motivated the idea or context to adapt. The study identifies two central concepts, namely isolation, and shielding, which determine how the translation process unfolds and how meaning is created. Managerial implications based on these contributions are presented and discussed.

Organizational purpose and employee motivation: an fsQCA analysis

PurposeOrganizational Purpose (OP) has become increasingly important in the organizational context. This research focuses on how OP can contribute to employee motivation, using personal and institutional OP factors and considering the importance of employee motivation toward organizational success.Design/methodology/approachTo conduct the research, we selected a branch of a leading multinational company in the chemical sector. Based on data collected through a questionnaire sent out to employees and using fuzzy-set Qualitative Comparative Analysis (fsQCA), we identified combinations of individual and institutional OP factors leading to high (or low) employee motivation.FindingsThe results reveal that individual and institutional OP factors synergistically promote high employee motivation. The employees' contribution to the OP and the integrity of the organization’s leadership are two key motivating factors.Practical implicationsOrganizations struggle to develop sustainable competitive advantages in an ever-competitive environment. Focusing on the “why” instead of the “how” may help organizations differentiate and achieve higher employee motivation. This research clarifies how to turn purpose into an asset to improve employee motivation.Originality/valueThe conclusions highlight the need to share the OP through leadership actions and the importance of helping workers recognize the OP and its values, integrate them into their actions and feel how they contribute to its achievement.

An In-Depth Bibliometric Exploration of Research on “Bullshit” Communication

Scholarly interest in unclarifiable unclarity, commonly referred to as bullshit (BS) communication, has been steadily growing, driven by events such as recent US presidential campaigns, the COVID-19 pandemic, the spread of conspiracy theories, and the prevalence of misinformation on social media. However, until now, there has been no comprehensive review of research in this domain. This bibliometric study analyzes 249 documents published from 1971 to 2023, sourced from the Scopus and Web of Science databases. Our primary goal is to map the research landscape on BS communication within organizational contexts. Employing techniques such as co-citation and collaboration network analyses, keyword co-occurrence analysis, and thematic mapping, the study reveals the fundamental social, intellectual, and conceptual structures shaping the knowledge base while highlighting key topics and themes in BS communication research. Beyond identifying these central themes, the study also critically evaluates prior research and offers recommendations for future investigations.

More is not always merrier: does leader-team perceptual distance on context influence leadership training transfer?

ABSTRACT Although the organizational context has been identified as an important factor contributing to the success or failure of leadership training initiatives, exploration of the interaction between differing contextual perceptions in relation to the transfer of leadership training is lacking. Building on Oc’s framework on context and leadership, we examine how the degree of perceptual alignment of leader and teams on two contextual factors, formalization and employee orientation, were related to followers’ ratings of transformational leadership after a leadership training in the forest industry (n = 37 leaders). Polynomial regression with response surface analysis revealed that agreement between leaders and their teams on formalization and employee orientation predicted improvements in transformational leadership but only up to a certain point. At high levels of formalization agreement negatively impacted leaders’ development of transformational leadership, and at high levels of employee orientation the positive impact of agreement flattened out. Leaders who rated formalization and employee orientation higher than their teams increased their transformational leadership to a lesser extent as rated by their followers. Our findings extend the framework developed by Oc and offer a new perspective on the complex interplay between leader, follower, and contextual factors that all matter for successful leadership training transfer.

Cluster randomized trial of a team communication training implementation strategy for depression screening in a pediatric healthcare system: a study protocol

BackgroundPediatric depression is a global concern that has fueled efforts for enhanced detection and treatment engagement. As one example, the US Preventive Services Task Force recommends depression screening for adolescents ages 12–18 years. While many health systems have implemented components of depression screening protocols, there is limited evidence of effective follow-up for pediatric depression. A key barrier is timely team communication and coordination across clinicians and staff within and across service areas for prompt service linkage. However, team effectiveness interventions have been shown to improve team processes and outcomes and can be applied in healthcare settings.MethodsThis project aims to refine and test a team communication training implementation strategy to improve implementation of an existing pediatric depression screening protocol in a large pediatric healthcare system. The team will be defined as part of the study but is expected to include medical assistants, nurses, physicians, and behavioral health clinicians within and across departments. The implementation strategy will target team mechanisms at the team-level (i.e., intra-organizational alignment and implementation climate) and team member-level (i.e., communication, coordination, psychological safety, and shared cognition). First, the project will use mixed methods to refine the team training strategy to fit the organizational context and workflows. Next, a hybrid type 3 implementation-effectiveness pilot trial will assess the initial effectiveness of the team communication training (implementation strategy) paired with the current universal depression screening protocol (clinical intervention) on implementation outcomes (i.e., feasibility, acceptability, appropriateness, workflow efficiency) and clinical/services outcomes (increased frequency of needed screening and reduced time to service linkage). Finally, the study will assess mechanisms at the team and team member levels that may affect implementation outcomes.DiscussionTeam communication training is hypothesized to lead to improved, efficient, and effective decision-making to increase the compliance with depression screening and timely service linkage. Findings are expected to yield better understanding and examples of how to optimize team communication to improve efficiency and effectiveness in the pediatric depression screening-to-treatment cascade. This should also culminate in improved implementation outcomes including patient engagement critical to address the youth mental health crisis.Trial registrationNCT06527196.Trial Sponsor: University of California San Diego.

Laying the Groundwork: Insights from Organisational Ethics for Humanitarian Innovation

Humanitarian innovation is occurring in a wide range of organisational contexts, from innovation labs and hubs, to specialised units within humanitarian organisations, to small social innovation startups and through intersectoral partnerships. Ethical considerations associated with innovation activities have been the source of increased discussion, including critiques around inclusion in the definition of problems, imposition of solutions, introduction of new risks for people in crisis situations and potential for exploitation. To promote ethical innovation, various initiatives have sought to articulate guiding values and to create resources and frameworks to integrate values in project design and implementation. A distinctive yet complementary line of ethical analysis is offered by the approach of positive organisational ethics, which considers the features of organisations that promote and sustain conditions supportive of ethical action. In this paper we examine three dimensions of an organisation’s ethical infrastructure: the resources that are established, such as policies and statements of organisational values; the practices that are enacted, such as methods of onboarding new staff; and the capacities that are fostered and accessed, including ethics knowledge and skills. Attention to these features constitutes an important means of laying the groundwork for organisational conditions that are supportive of ethical humanitarian innovation.

Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals

AbstractDespite the challenges Muslims face because of their stigmatized religious identity, little is known about how they navigate that identity in the workplace. Adopting an interpretivist perspective of identity work, this study investigates this issue by building on two‐round in‐depth interviews (35 in round‐one and 21 in round‐two) with skilled practising British Muslim professionals. It extends work on power positions to show the privileges those in senior managerial positions have, including assertiveness and control over workplace interactions and outcomes. It further advances understanding of authenticity, revealing that, despite their experiences of stigmatization, these professionals tend to remain true to their religious identity, openly practising their religion in the workplace. They perceive identity re‐interpretation to be part of authenticity, and a responsibility to contest religious stigma. Importantly, this study conceptualizes proactive religious coping as an identity work response to workplace stigmatization, theorized in this organizational context as turning to God and religious rituals for meaning, comfort, resilience and reconciliation, whilst also being proactive and fighting to challenge experiences of stigmatization. However, unlike for other stigmatized groups, inclusive organizational practices, particularly religious accommodation, are not a driver for authenticity, but rather a signal for environment‐fit and authenticity is instead driven by religious identity.

Political involvement in street‐level policy implementation as a two‐way relationship—The effect of policy capacity

AbstractTo date, research on politicians’ influence on the work of street‐level bureaucrats (SLB) and the consequences for policy implementation has mainly focused on disruptive effects of political involvement—for instance, poorer social equity in public service provision or political patronage. Our study opens up this perspective and argues that the relationship between politicians and SLB is a two‐way relationship shaped by capacities of the stakeholders themselves and their organisational environment. We link SLB research with policy capacity literature. We focus on the effect of political capacity because this type of capacity meaningfully influences whether SLB can actively control the relationship with politicians. We ask: What is the relevance of political capacity for policy implementation? We use data from Swiss social assistance where the phenomenon of interest, that is the political involvement, is institutionalised by law within the implementing agencies. We show that political capacity at the organisational and individual level has a confidence‐building effect. SLB and politicians learn how to engage with each other and how to make the most of the exchange. Politicians gain a deeper understanding and are able to politically legitimise the policy.Points for practitioners Existing research on politicians’ influence on the work of street‐level bureaucrats (SLB) has mainly focused on disruptive effects of political involvement—for instance, poorer social equity in public service provision or political patronage. We show that the relationship between SLB and political actors can actually lead to ‘non‐disruptive’ or even positive effects on public service provision due to certain capacities of the stakeholders themselves and their institutional environment. We identify two types of capacity that foster a constructive relationship between SLB and politicians: organisational and individual political capacity. Organisational political capacity: The institutional or organisational setting within which SLB and politicians implement public policy and provide public services can promote regular exchange and cooperation between these two types of stakeholders to a greater or lesser extent—or even require it (e.g. by law). If the setting is conducive, constructive contact between SLB and politicians takes place during policy implementation. Thus, SLB and politicians know each other and know how to interact, which enhances trust among them and mutual understanding of their respective duties, challenges, and interests. Individual political capacity arises from this as SLB learn how to use this contact for their needs, that is to obtain and sustain political support for their policy actions. Politicians also benefit from the exchange because they gain a deeper understanding of the respective policy and feel more confident in representing it towards the public and the politics. In short, the findings show how capacity at different levels may reinforce each other. The organisational context can promote political capacity through regular contact between SLB and politicians. Actors have to learn to work with each other and thereby enhance their individual political capacity.

Workplace mental health promotion in a large state organization: Perceived needs, expected effects, neglected side effects

Background Work ability and mental health in the workplace is increasingly promoted in terms of workplace health management. In order to select suitable interventions at work in a concrete context, employees and managers of a large state organization (science and development sector) were asked about perceived needs, desired effects and possible side effects of health promotion interventions. Methods 13 semi-structured interviews with managers and three focus group interviews with employees (N = 20) were conducted in autumn 2020 by a behavior therapist in training. The evaluation was carried out by a qualitative content analysis of the interview transcripts according to a deductive procedure and was checked by two independent raters. Results Most frequently, need was expressed for individual case counselling by a health expert due to the diversity of work-related problems. Managers would like to see more health-related leadership training, and a review of the various communication channels of their organization. Expected positive effects are increased self-efficacy, higher person-job-fits and reduced absenteeism. Side effects were mentioned, such as confusion of health management activities with therapy, or sensitization effects when speaking too much about mental health in mentally healthy teams. Lack of competence with the topic of mental health was mentioned as a reason for non-participation in mental health promotion activities. Conclusions The role of managers in relation to mental health needs to be more defined. Side effects related to mental health activities should be considered in evaluations. Selection of health interventions should depend on the concrete needs of the organization.

Desain Program Pelaporan yang Optimal: Analisis Kualitatif Terhadap Efek Pemberian Insentif dan Dinamika Keterlibatan Pelapor

This study aims to analyze the optimal design of whistleblowing programs, focusing on the effects of incentives and the dynamics of whistleblower engagement. Through a qualitative literature review, the research explores the impact of financial incentives on the effectiveness of whistleblowing programs and how factors such as organizational culture and management support influence whistleblowers' decisions. The findings show that while financial incentives are effective in encouraging reporting, excessive incentives can reduce the quality of the information provided. On the other hand, factors such as anonymity and protections for whistleblowers significantly increase their engagement. This study highlights the importance of a holistic approach that combines financial and non-financial incentives with strong protections for whistleblowers to ensure program effectiveness. Furthermore, policy implications suggest the need for continuous evaluation of whistleblowing programs to ensure they remain relevant and effective in detecting violations across different sectors. Although this study provides valuable insights, several limitations, including its focus on literature sourced from the United States and the absence of empirical data, affect the generalization of the findings. Therefore, further research is necessary to test these findings in various organizational contexts and environments.

Promoting Lifelong Physical Education Consciousness and Commitment in Sports Among Adolescents in a Selected YouthOrganization Beijing, China

Promoting lifelong physical education consciousness and commitment in sports among adolescents is imperative in cultivating healthy lifestyles and overall well-being. Adolescence is a critical period where habits and attitudes towards physical activity are formed, making it an opportune time to instill a lasting appreciation for sports and fitness. In the context of a selected youth organization in China, understanding the multifaceted nature of sports commitment becomes essential for designing effective interventions and programs tailored to the unique needs and preferences of adolescents. Research in the field of sports commitment offers valuable insights into the factors that influence individuals' sustained engagement in athletic activities. Studies conducted by van der Roest et al. (2017), Yıldırım (2020), and Merdan et al. (2021) have delved into various dimensions of sports commitment, ranging from organizational dynamics within sports clubs to individual psychosocial determinants such as motivation and coaching environment. By examining these factors within the specific context of a youth organization in China, we can gain a deeper understanding of the drivers and barriers to adolescents' participation in sports. This study seeks to contribute to the promotion of lifelong physical education consciousness and commitment among adolescents by elucidating the factors that shape their attitudes and behaviors towards physical activity. By identifying the key determinants of sports commitment within the context of the selected youth organization, interventions can be developed to foster a culture of active participation in sports and fitness activities. Such initiatives not only promote physical health but also contribute to the holistic development of adolescents, instilling values of teamwork, discipline, and resilience. Through collaborative efforts between educators, youth leaders, and community stakeholders, we can create supportive environments that encourage adolescents to embrace physical activity as an integral part of their lives. By promoting a positive and inclusive sports culture within the youth organization, we aim to empower adolescents to lead active and healthy lifestyles well into adulthood. Ultimately, our goal is to enhance the overall well-being and quality of life of adolescents in China by fostering a lifelong commitment to physical education and sports.

Factors affecting coaching in higher education: a meta-synthesis approach

PurposeThe purpose of this study was to identify and investigate which factors affect coaching in higher education.Design/methodology/approachThe study employed a qualitative meta-synthesis method. Based on the seven-step method (Sandelowski and Barroso, 2006), articles related to coaching in higher education were searched in five databases between 2012 and 2022. After step-by-step reviews and implementation of the critical evaluation skills program, 34 articles were selected from 1,711 sources.FindingsFollowing the analysis of 58 obtained codes, seven sub-themes and three themes were extracted. The results showed that the key factors affecting coaching in higher education include individual (personal skills, personal attitudes, personal behaviors), structural (environmental contexts, organizational contexts), and managerial factors (planning actions, supporting actions).Practical implicationsThe present study provides a framework for policy-making, implementation, evaluation and development of coaching programs in universities and provides a great help and support for planners and administrators of higher education institutions who want to design and implement coaching for the first time.Originality/valueThe presented factors provide effective information to higher education institutions so that they can offer coaching intervention more efficiently and help them allocate resources in a more efficient and strategic manner.

Developmental regulation processes and age-related motivation of distance education students

AbstractThe rise of technological advancements and the pandemic have made distance education increasingly prevalent, demanding high levels of self-regulation. This research addresses the integration of three core developmental regulation models of lifespan development and the motivators proposed by self-determination theory. Although regulation models are widely used in organizational contexts, their application in education is limited. Action regulation strategies and motivation are essential for student success across the lifespan. Age diversity can also influence students’ responses to these demands. Thus, this study aimed to gain insights into regulatory processes (meta-regulation, goal engagement, and disengagement) and motivation (internal and external) in undergraduate distance-learning students of psychology. Three hundred thirty-eight students (74.9% females) from different developmental stages of emerging adulthood, early adulthood, and middle adulthood participated in an online survey (aged 18–58 years; M = 30.80, SD = 10.18). Results revealed that middle-aged students scored higher on internal motivation compared to those in emerging and early adulthood. Conversely, the emerging adult group reported higher external motivation. Canonical correlation analysis (CCA) indicated higher levels of relentlessly pursuing goals in conjunction with meta-regulation might enhance the internal motivation of distance education students across various developmental stages. This study extends developmental regulation models to (distance) education, highlighting the significant relationship between internal and external motivation. It underscores the importance of developmental regulation and motivation for students from various backgrounds. Given the growing prevalence of distance education, the study discusses implications for supporting positive outcomes for distance learners.

Barriers to care for dependent older adults: Brazilian Primary Health Care managers' perspective.

This study analyzes the perspective of 16 managers from different Brazilian regions about the barriers to adequate care for dependent older adults in Brazilian PHC. This qualitative approach is anchored in the hermeneutic-dialectic theoretical framework. It builds on the principle that aging has different epidemiological rhythms and multiple specific demands from older adults' biopsychosocial changes. We highlighted several challenges to health services, since family, educational, organizational, and social contexts are fragmented. The 16 managers were selected by convenience from June to September 2019. They interacted individually in a semi-structured interview lasting approximately 30 minutes. The interviews were transcribed in full, and data were organized into four empirically selected themes: barriers due to dependent older adults' family care problems; lack of priority in PHC scheduling; failure in recruiting and training professionals; and lack of a specific public policy. The results indicated weakened families regarding lack of training and overload, especially female caregivers in care routine. Managers recognize the repeated comings and goings and searching for PHC access, highlighting insufficient primary services to organize care. Noteworthy is that high population demand exacerbates inadequate coverage, since lack of professionals with adequate training, priority on the agenda of services, and a public support policy to meet this population's needs fragment healthcare. Thus, it is essential to remedy the barriers recognized by managers by training more experts and qualifying professionals in the service. Society must recognize the stages of aging and support families, especially those most socially needy. The health sector at the Primary Care level has much to contribute to ensuring social protection and healthy longevity for Brazilians.

MARKETING DE RELACIONAMENTO: COMO ELE É FUNDAMENTAL PARA A FIDELIZAÇÃO E MANUTENÇÃO DOS CLIENTES DENTRO DAS ORGANIZAÇÕES

Relationship marketing comprises a set of tactics and initiatives organized by companies that are designed to consolidate customer loyalty and reinforce the brand. Within this context, relationship marketing includes customer loyalty and retention. Customer loyalty aims to create a credible relationship between the customer and the company, ensuring that the customer is satisfied with the brand. , customer retention refers to a company's ability to sustain its customer base, ensuring that they remain active and loyal, while preventing these customers from seeking alternatives from the competition. The general objective of the work in question is to identify the importance that relationship marketing/loyalty and customer retention has in the organizational context of companies. The work in question was carried out in a qualitative way, through a bibliographical review research, having as theoretical basis articles and works by some prestigious and renowned authors in the field of marketing such as: Philip Kotler 2000) and Las Casas (2009). The results showed that Relationship Marketing is an area of great relevance for the growth and success of a business, whether small or large, regardless of the segment in which it operates. In this sense, it is concluded that the implementation of relationship marketing in companies is of paramount importance in the corporate world.