Organizational Decision Research Articles

Catastrophic Health Expenditures for In-State and Out-of-State Abortion Care

ImportanceMost US individuals who access abortion care pay out of pocket due to insurance coverage restrictions on abortion. More research is needed on the financial and psychological burdens of abortion seeking, particularly for those traveling across state lines for care.ObjectivesTo estimate the proportion of patients seeking abortion who incur abortion-related catastrophic health expenditures (CHEs), assess whether CHE differs between those seeking care in state vs out of state, and examine the association of CHE with mental health symptoms.Design, Setting, and ParticipantsIn this cross-sectional study conducted before the Dobbs v Jackson Women’s Health Organization decision, surveys were administered between January and June 2019 among individuals aged 15 to 45 years seeking abortion in 4 clinics located in abortion-supportive states (California, Illinois, and New Mexico). Participants completed self-administered questionnaires while awaiting their abortion appointment. Analyses were conducted from November 2023 to April 2024.ExposureTravel for abortion care, categorized as either out of state or in state based on participants’ state of residence and the clinic location.Main Outcomes and MeasuresSelf-reported abortion care costs and additional non–health care costs (eg, transportation, accommodation, and missed work), which were considered catastrophic if they were 40% or greater of participants’ ability to pay (defined as monthly income remaining after meeting subsistence needs). Multivariable regression analyses were conducted to examine associations between CHE, out-of-state travel for abortion care, and mental health symptoms including stress, anxiety, and depression.ResultsAmong the 675 participants included in the analytic sample, mean (SD) age was 27.33 (6.27) years; most were in their 20s (374 [55%]), and all but 196 (29%) sought abortion before or at 12 weeks’ gestation. A total of 285 participants (42%) were estimated to incur abortion-related CHEs, which was associated with anxiety (APR, 1.13; 95% CI, 1.07-1.19) and depression (APR, 1.25; 95% CI, 1.12-1.39). Of people traveling from out of state (212 [31%]), more were likely to incur CHEs (138 [65%]) compared with those seeking care in state (147 of 463 [32%]) (APR, 2.24; 95% CI, 1.67-3.00).Conclusions and RelevanceIn this cross-sectional study of US patients seeking abortion, many individuals and their households were estimated to incur CHEs, particularly those traveling from out of state. The financial and psychological burdens of abortion seeking have likely worsened after the Dobbs decision, as more people need to cross state lines to reach abortion care. The findings suggest expansion of insurance coverage to ensure equitable access to abortion care, irrespective of people’s state of residence, is needed.

The anatomy of clinical decision-making: aligning AI design with ICU routines

PurposeIn the face of numerous explanations for why AI-driven decision support systems (DSS) have failed to deliver on their promise of improving organizational decision-making, this paper problematizes the under-theorized mismatch between the design of DSS and the actual decision-making processes that the technology is supposed to support. We examine this mismatch by studying the implementation of a DSS in the intensive care unit (ICU) of a large academic hospital.Design/methodology/approachBased on 27 months of ethnographic fieldwork, we contend that the studied DSS was designed on the assumption that individual intensivists are responsible for making life-critical discharge decisions at one particular moment in time.FindingsHowever, our study of actual decision-making practices reveals that discharge decision-making is instead a protracted process, involving multiple actors fragmented across time and space. To account for these complexities, we advocate for a “dynamic routines” perspective, which highlights the actual patterns of action pursued throughout a clinical decision-making process.Originality/valueOur application of this perspective contributes to a more granular understanding of discharge decision-making, which can help future DSS designers better grasp the peculiarities and complexities—or “anatomy”—of the decision-making process. We also suggest integrating an “anticipatory ethnographic approach” into the design and pre-implementation phases of future DSS to help bridge the current gap between design assumptions and actual decision-making practices.

Implementing an unlearning approach to combat counter-knowledge in multiple sclerosis

ABSTRACT In the social domain, the term counter-knowledge has been used to refer to misinformation, gossip, rumours, and conspiracy theories that masquerade as knowledge. An individual’s assimilation of such counter-knowledge can lead to inappropriate individual behaviours and organisational decision-making. This study proposes a framework for investigating the relationship between counter-knowledge and learning myopia at the individual level in the healthcare domain, focusing on Multiple Sclerosis (MS). Given that those suffering from MS can experience symptoms leading to both a slowing down of information processing and a limited capacity. It is argued that these symptoms are likely to lead to exacerbating other symptoms, such as anxiety and depression. In addition to investigating how social counter-knowledge results in individual counter-knowledge, the research proposes a framework for understanding the challenges of implementing machine unlearning approaches, and a set of strategies to disrupt this linkage is also proposed.

Guilty When Proven Innocent? The Lingering Negative Effects of False Accusations on Trust and Organizational Decision-Making

Guilty When Proven Innocent? The Lingering Negative Effects of False Accusations on Trust and Organizational Decision-Making

Impact of Digital Technologies on Organizational Change Strategies: A Review

This study aims to evaluate the impact of digital technologies on organizational change strategies, identifying how digital transformation influences organizational behavior, decision-making, and performance outcomes. By conducting a systematic review of existing literature from a range of industries and geographical regions, this research consolidates evidence on the roles of digital tools such as artificial intelligence, big data analytics, cloud computing, and the Internet of Things in shaping organizational change. The methodology involved a comprehensive search and analysis of peer-reviewed journals, conference papers, and industry reports published in the last decade. The selected sources underwent qualitative synthesis to discern common themes, trends, and effects related to digital technologies on change management strategies. Findings indicate that digital technologies significantly drive both the pace and nature of organizational change. These technologies facilitate more agile and data-driven decision-making, enabling organizations to rapidly respond to market disruptions and emerging opportunities. Additionally, digital tools enhance communication and collaboration across departments, streamline operations, and foster innovation. In conclusion, the integration of digital technologies into organizational change strategies leads to enhanced efficiency, competitiveness, and adaptability. However, successful implementation requires addressing challenges such as skills gaps, digital divide, and resistance to change. The implications of these findings suggest that organizations should invest in continuous digital upskilling, robust digital infrastructure, and inclusive change management practices to fully leverage the benefits of digital transformation.

DEVELOPMENT OF AGRICULTURAL SCIENCE ON THE PLATFORM OF INNOVATIVE BIOECONOMY

Ukraine's economy is in a state of crisis caused by the war. The agricultural sector in extreme conditions is trying to fulfill its function of ensuring the food security of the state, supporting its export potential despite limited resources and logistical problems. Agrarian science in the conditions of budget funding deficit is trying to find ways to use the scientific and experimental base, developed varieties and technologies to promote the stabilization and revival of agro-industrial production in the industry and regions. Effective models of implementing the innovative potential of agrarian science on a business basis are necessary.The purpose of the study is to justify the platform of market adaptation of science to crisis conditions and the mobilization of scientific potential in the breakthrough directions of the development of the agrarian sphere on the basis of innovative bioeconomy and close cooperation between science and business.To realize the set goal, the work assessed the possibilities of integrating science and business on the platform of innovative bioeconomy in the crisis economic and legal conditions of Ukraine; the bio-ecosystem of the platform and its operational mechanism of the partnership of science and business for the implementation of joint innovation and investment projects are substantiated. For the introduction of a well-founded bioecosystem, a set of measures is proposed for the formation of a platform in the system of agrarian science on the basis of conducted tests and adopted organizational decisions based on the example of the National Academy of Agrarian Sciences of Ukraine. Cooperation between agricultural science and business on the basis of the proposed public-private partnership platform ensures the mobilization of scientific potential to solve pressing issues of innovative development of agricultural production, rural areas through the creation and transfer of breakthrough and supporting bioinnovations, the production of competitive innovative agro-food products.

Effective decision-making in public health organizations: reference to the COVID-19 pandemic.

The role of public health organizations during the COVID-19 pandemic was crucial. These groups acted to slow the spread of infection through the implementation of initiatives, policies, research and more. However, the rapidly changing and uncertain climate of the pandemic resulted in suboptimal processes and decision-making within these organizations. These already complex organizations and networks of people became even more nuanced. Thus, organizational decision-making processes must be improved upon based on previous experiences and lessons learnt. With minimal peer-reviewed literature available, resources for effective organizational decision-making in these organizations are scarce. This served as the impetus for this review. To conduct this literature review, both peer-reviewed and grey literature were incorporated to better understand effective organizational decision-making practices for public health organizations. Recommendations found in the literature review were identified, coded and themed to provide a novel decision-making framework to be used by public health executives. Nine key themes of effective organizational decision-making were identified, including utilize decision-making tools, define the problem and acknowledge an imminent decision, establish decision rights, outline a clear escalation path, create a supportive organizational culture, set decision objectives and goals, and evaluate decision alternatives. These findings in conjunction with existing decision-making models were used to create a seven-step effective decision-making framework for public health organizations. The review and analysis of effective organizational decision-making practices is instructive. Public health executives and decision-makers should incorporate the themes identified and employ the proposed decision-making framework to encourage improved decision-making practices.

Portfolio location-related decisions: do proximities matter?

PurposeThis paper aims to examine the relationships between how family owners perceive different aspects of proximity to their territory of origin and the location-related decisions of family business portfolios.Design/methodology/approachBy using the data collected from 112 family business portfolios (FBP), the authors carry out an empirical analysis to test the proposed hypotheses. The results are robust across a battery of robustness analyses performed by the authors.FindingsThe analysis reveals a heterogeneous relationship between the different dimensions of proximity and the maintenance and location of portfolio business units. Specifically, we reveal that entrepreneurial families’ social and institutional proximities to their founding territory have a positive influence on their decisions related to investing and maintaining their business portfolio.Originality/valueThese findings open the black box of how business decisions are affected by how business owners perceive their contexts, providing new insights into how corporate decisions in understudied business organisations, business groups, are shaped by the ownership’s proximity to territories.

For Me or Against Me? Reactions to AI (vs. Human) Decisions That Are Favorable or Unfavorable to the Self and the Role of Fairness Perception.

Public reactions to algorithmic decisions often diverge. While high-profile media coverage suggests that the use of AI in organizational decision-making is viewed as unfair and received negatively, recent survey results suggest that such use of AI is perceived as fair and received positively. Drawing on fairness heuristic theory, the current research reconciles this apparent contradiction by examining the roles of decision outcome and fairness perception on individuals' attitudinal (Studies 1-3, 5) and behavioral (Study 4) reactions to algorithmic (vs. human) decisions. Results from six experiments (N = 2,794) showed that when the decision was unfavorable, AI was perceived as fairer than human, leading to a less negative reaction. This heightened fairness perception toward AI is shaped by its perceived unemotionality. Furthermore, reminders about the potential biases of AI in decision-making attenuate the differential fairness perception between AI and human. Theoretical and practical implications of the findings are discussed.

Changes in Availability of Later Abortion Care Before and After Dobbs v. Jackson Women's Health Organization

OBJECTIVE: To examine changes in availability of procedural abortion, especially in the second and third trimesters of pregnancy, since the U.S. Supreme Court ended federal protections for abortion in its Dobbs v. Jackson Women’s Health Organization decision in 2022. METHODS: We used the Advancing New Standards in Reproductive Health Abortion Facility Database, a national database of all publicly advertising abortion facilities, to document trends in service availability from 2021 to 2023. We calculated summary statistics to describe facility gestational limits for procedural abortion for the United States and by state, subregion, and region, and we examined the number and proportion of facilities that offer procedural abortion in the second or third trimester of pregnancy. RESULTS: From 2021 to 2023, the total number of publicly advertising facilities providing procedural abortion decreased 11.0%, from 473 to 421. Overall, one-quarter of facilities (n=115) that had been providing procedural abortion in 2021 ceased providing services, and an additional 99 decreased their gestational limits. In contrast, 73 facilities increased their gestational limits, and 64 new facilities began providing or publicly advertising procedural abortion services. The number of facilities offering procedural abortion later in pregnancy decreased (327 to 309 providing 14 weeks of gestation or later, 60 to 50 providing 24 weeks of gestation or later), although the proportion of all facilities providing these services held steady. The greatest changes were in the South, where many facilities closed. CONCLUSION: There have been substantial reductions in the number and distribution of facilities offering procedural abortion since the Dobbs decision, with critical decreases in the availability of later abortion services. Some facilities are positioning themselves to meet the needs of patients by opening new facilities, publicly advertising their services, or extending their gestational limits.

Artificial Intelligence as a driver of Fintech: Interesting Applications

This paper explores the transformative impact of artificial intelligence (AI) on financial technology (Fintech). With the rapid evolution of digital technologies, AI has become an important driver in reshaping financial services; where its effect is manifesting as increased net revenues of Fintech organizations. This short article examines various applications of AI in Fintech, including extraordinary payment systems, super-fast lending mechanisms and an example of a near real time insurance settlement system. This paper uses examples from industry to highlight how AI-driven innovations are not only enhancing efficiency and customer experience but also introducing new challenges, issues and considerations. The integration of AI in Fintech is altering traditional financial paradigms, prompting a discussion on the future of financial services, as well as organizational decision making, in an AI-dominated landscape.

Mitigating Cognitive Bias to Improve Organizational Decisions: An Integrative Review, Framework, and Research Agenda

The detrimental influence of cognitive biases on decision-making and organizational performance is well established in management research. However, less attention has been given to bias mitigation interventions for improving organizational decisions. Drawing from the judgment and decision-making (JDM) literature, this paper offers a clear conceptualization of two approaches that mitigate bias via distinct cognitive mechanisms—debiasing and choice architecture—and presents a comprehensive integrative review of interventions tested experimentally within each approach. Observing a lack of comparative studies, we propose a novel framework that lays the foundation for future empirical research in bias mitigation. This framework identifies decision, organizational, and individual-level factors that are proposed to moderate the effectiveness of bias mitigation approaches across different contexts and can guide organizations in selecting the most suitable approach. By bridging JDM and management research, we offer a comprehensive research agenda and guidelines to select the most suitable evidence-based approach for improving decision-making processes and, ultimately, organizational performance.

A IMPORTÂNCIA DA GOVERNANÇA CORPORATIVA PARA A GESTÃO FINANCEIRA DAS ORGANIZAÇÕES EMPRESARIAIS: UMA IDEIA REVOLUCIONÁRIA PARA ALCANÇAR O SUCESSO

This study analyzed the relationship between Financial Management and Corporate Governance of Micro and Small Companies and their financial performance. To know the reasons that lead a micro and small company to close. By not carrying out an investment plan, spending more than what is actually invoiced and the difficulty of controlling accounts is something that many entrepreneurs suffer. With the world economy and international trade increasingly integrated and diffuse. Micro and small companies are in a competitive rivalry between competitors, and having good quantitative and qualitative methods for analyzing decisions are some performance indicators (KPIs). From small organizations to large multinationals in the world, they continually seek a predictable and profitable future scenario. So that they can control or anticipate any eventualities through financial governance. In the financial market, there is a growing search by organizations for more information and data to assist in their decision-making arrangements. Financial Management has been increasing its area of expertise in terms of needs: cash; planning; capital expenditure research and decisions. Financial management as a refined tool becomes a privilege in the organization's decision making, envisioning future scenarios, which if used correctly leverages profits.

Institutional logics and organizational green transformation: Evidence from the agricultural industry in emerging economies

While the agricultural green transformation has garnered significant attention on the political stage as a crucial strategy for climate change mitigation and sustainable development, there remains a notable gap in our understanding of the prevailing logics that shape organizational decisions on this change in emerging economies. Drawing on the institutional logics perspective, this study explores the impact of state logic (manifested through green credit policy) and market logic (manifested through analyst attention) on agriculture-related firms' (ARFs') green transformation, as well as the moderating effects of organizational transparency and environmental, social, and governance (ESG) level. Using longitudinal data on 201 publicly listed ARFs in China from 2008 to 2020, we find that both state and market logics exert unique effects on facilitating the green transformation of ARFs. More notably, a complementarity between the two logics in offering value for ARFs’ green transformation is revealed. This complementary effect becomes more pronounced for organizations with a higher level of transparency or a superior ESG profile. Our study contributes to the neo-institutional perspective of organizational green transformation, a better understanding of conflicting institutional logics in emerging economies, and research on agricultural sustainability.

Resident Unions: Why Now and Will They Change Medical Education and Health Care?

During the COVID-19 pandemic, resident unions proliferated. While unionization resulted in increased compensation and benefits, the process of union negotiations may have created adversarial relationships between residents and their institutions' leadership, who residents depend on for supervision and the development of clinical expertise. Such adversarial relationships could affect the learning environment, which is critical to the delivery of high-quality care. In this commentary, the authors suggest that academic medical centers should offer residents an authentic seat at the institutional care delivery leadership table, ensuring residents' full participation in key organizational decisions. Doing so represents an alternative to unionization, with its potentially adversarial relationships, while still achieving a key goal of residents-to be included in the decisions that affect them and the care they provide. In this way, residents can use their unique understanding of the institutions' strengths and weaknesses to improve the quality of patient care and the learning environment. Such engagement can also help residents achieve competence in systems-based practice and provide a vital link between institutions and the patients and community they serve through health policy and advocacy activities.

Integrating artificial intelligence into team decision‐making: Toward a theory of AI–human team effectiveness

AbstractArtificial intelligence (AI), a technological advancement radically affecting the workplace of the future, offers benefits for decision‐making processes. The most critical organizational decisions typically occur through teams. However, team theories are fundamentally psychosocial, and AI disrupts this context by introducing a non‐human actor. Therefore, negative implications of AI's role must also be understood. Toward theory on the effective integration of AI into team decision‐making, we synthesize the literatures on team effectiveness and team decision‐making with research from cognate disciplines on human–technology interaction and teaming. Based on this synthesis, we offer propositions highlighting key variable relationships and negative side effects that must be accounted for in AI–human team decision‐making and follow with practical suggestions for management's adaption to this new context. Overall, our analysis emphasizes critical themes, constructs, and relationships valuable for further research aimed at modernizing theory and practice in the face of this emerging technological shift.

Adaptive Leadership: Navigating the Challenges of Post-Pandemic Working Arrangement

In the seemingly new world of work after the pandemic, managers are confronted with new difficulties in managing their teams. This research aims to answer the important research question on adaptive leadership dynamics: how do leaders steer in change? Drawing on the constantly evolving nature of flexible working environments. This paper seeks to establish the various approaches used by leaders in the current work environment. The purpose of this investigation is to provide critical recommendations to the organizational decision-makers on how to manage their employees in this post-COVID-19 world. Both quantitative and qualitative data collection methods will be employed to interview leaders in various sectors regarding the following: (1) identifying and contacting leaders who have effectively navigated the team’s post-pandemic; (2) identifying firsthand experiences and understanding of leadership strategies. The study used interviews, of which 70% were semi-structured, and the number of participants was 10. The analysis presented in this study revealed the type of leadership and their coping mechanisms, the factors that led to the activation of the coping mechanisms, and that post-pandemic, a leader’s style can be altered not only for business gain but also as a positive change for the leader themselves. The change that leaders had to undergo in post-pandemic working arrangements was diverse, and changing has never been unfamiliar to changing the leadership style. Despite the fact that our studies provide significant information regarding the main area of leadership in the management climate, there are certain aspects that deserve certain considerations. The coordination of this research is based only on middle managers, which restrains the viewpoint of our study with cross-industry background. However, there is one major limitation of the study because the study was conducted at the end of the pandemic, and therefore it may not be equally relevant as any other period of time. Therefore, the leadership phenomenon can be explored from the leader’s perspective alone, and this might result in ignoring crucial follower or any other stakeholder information. In this research, there was no other interview conducted to compare with the interview completed in this research to validate the respondent answers. In view of these, it would be appropriate to take a closer look at the leadership processes from different angles in order to gain a better appreciation of the phenomenon

Information sharing's impact on supply chain management, logistics, and organizational performance

This study investigates the relationships between supply chain management (SCM), logistics capability, information sharing, and organisational performance. Data was collected from 120 respondents in [industry/sector] using a quantitative research approach. The results of the analysis indicate that SCM, logistics capability, and information sharing are all positively and significantly related to organisational performance. Effective SCM practices, including integration, collaboration, and strategic planning, are essential for driving organisational success. Logistics capability, including delivery speed, dependability, and flexibility, is crucial in improving customer satisfaction and overall efficiency. Information sharing is a critical enabler of effective SCM and organisational performance, fostering collaboration, decision-making, and innovation. The study also found that demographic factors (gender, age, education) had limited impact on the relationships between the constructs. This suggests that the findings are generally applicable across different demographic segments. Overall, this study's findings highlight the importance of effective SCM, logistics capability, and information sharing as key drivers of organisational performance. Organisations prioritising these factors are more likely to achieve sustainable success in today's competitive business environment.

Who Shortlists? Evidence on Gender Disparities in Hiring Outcomes

A substantial body of research examines the relevance of hiring as a source of gender disparities in organizations. However, there is limited evidence on how different sets of key organizational decision makers contribute to gender disparities in hiring outcomes. To address this research gap, we exploit the staggered adoption of a new hiring process in a multinational corporation, which transferred from hiring managers to HR departments the task of shortlisting: narrowing a large pool of candidates to a more manageable set before final decision making. Using a difference-in-differences design, we find that the transfer of shortlisting responsibility increased the share of newly hired women. Additional tests based on quantitative and qualitative data are largely consistent with our finding that the transfer of shortlisting from hiring managers to HR departments led to fewer gender disparities in hiring outcomes given the increased expert knowledge in evaluating candidates and reduced opportunity costs for conducting such evaluations. Our setting offers a unique opportunity to help isolate key organizational decision makers’ role in contributing to gender disparities in hiring outcomes, and our findings have implications for how to alleviate gender disparities in employment.

The Moderating Role of the Five-Factor Model of Personality in the Relationship between Job Demands/Resources and Work Engagement: An Online Cross-Sectional Study.

When organizations or managers utilize personality assessments for their workers, it is crucial to consider not only personality profiles but also the interaction between these profiles and the psychosocial environmental factors in the workplace. The present study aimed to examine the moderating effects of the five-factor model (FFM) of personality traits on the relationship between job demands/resources and work engagement (WE). A cross-sectional online survey was conducted between November and December 2022, targeting full-time workers in Japan. Data were collected from 1500 participants (757 men and 743 women). The survey included demographic variables, job demands and resources (job control, supervisor, and coworker support), WE, and the FFM. The primary statistical analysis was hierarchical regression analysis, which tested the interactions between job demands/resources and each personality trait. Four significant interactions were found: job demands and neuroticism, control and neuroticism, control and conscientiousness, and supervisor support and extraversion. High conscientiousness was associated with higher WE when job control was abundant. Moreover, low levels of both neuroticism and extraversion were linked to higher WE. The results suggest that managers can enhance WE by aligning workplace factors with employee personality traits. These insights can be applied to organizational staffing decisions.