Organizational Factors Research Articles

Perceived work-related stress and associated factors among the surgical workforce in a Nigerian tertiary health facility: A cross-sectional study

Healthcare workers continue to experience high levels of work-related stress which continue to negatively affect their psychological, physical, and emotional well-being. This is even more prevalent among healthcare workers who work in surgical specialities, with the surgical operation room becoming a known stressor at hospitals. This study aims to assess work-related stress among surgical team members at Ahmadu Bello University Teaching Hospital in Zaria between January 2021–2022. Data analysis involved descriptive and inferential statistical approaches using the Statistical Package for Social Science (SPSS) version 23.0. The study found an overall high prevalence of work-related stress, with 65% of participants reporting moderate levels of stress. The majority of the participants have a mean age of 39.4 ± 7.8 years, most of them being physicians (66.3%), being males (59.9%), and identified with a Hausa ethnic tribe. Notably, the multiple regression analysis found that tribe (p = 0.008), professional cadres (p = 0.001) and age/years of experience (p = 0.0035) emerged as significant predictors of work-related stress. Key determinants of work-related stress among surgical team members include workload, complexity of work, and conflicting cognitive job demands that continue to subject professionals to increasing workloads and constant decision-making about their job. Organizational factors, such as job policy and procedure, communication problems, and the nature of facilities, were identified as the highest contributors to work-related stress in organizational, interpersonal, and physical/environmental dimensions. The findings lead to the conclusion that a considerable proportion of surgical team members experience a relatively high level of work-related stress, primarily attributed to workload and cognitive demands. In light of these results, urgent efforts are recommended to improve the working conditions and environment for surgical team members. Furthermore, the integration of stress management measures into the educational programs for the surgical team is emphasized to effectively address and mitigate the impact of work-related stress.

ЧИННИКИ, ЯКІ ОБУМОВЛЮЮТЬ ВИНИКНЕННЯ НЕПРАЦЮЮЧИХ (ПРОБЛЕМНИХ) АКТИВІВ У БАНКІВСЬКІЙ СФЕРІ В СУЧАСНИХ УМОВАХ

Today, Ukraine is in an extremely difficult economic, social and political situation, which in turn determines the need to ensure the effective functioning of all spheres of the state's life, especially its financial sector. An important element of the latter is the banking system, which in the conditions of a full-scale war faced a large number of risks, among which a special place is given to non-working (problem) assets. At the same time, it should be noted that the emergence of non-performing (problem) assets in the banking sector is determined by a number of factors of a diverse nature. Objective. The article, based on the analysis of the scientific views of scientists, the norms of the current legislation and the practice of its implementation, highlights the factors that cause the emergence of non-performing (problem) assets in the banking sector in modern conditions. Methods. In the process of preparing a scientific study, a number of both general and special methods of scientific knowledge were used. Thus, the analytical method and the method of documentary analysis were used in order to identify the problems causing the emergence of (problem) assets in the banking sector. The method of systematization and classification was used in order to form the author's vision of the factors that cause the emergence of non-performing (problem) assets in the banking sector. Results. It is argued that the factors causing the emergence of non-performing (problem) assets in the banking sector should be divided into two large groups: 1) external, in particular: a) regulatory and legal; b) political; c) financial and economic; d) safe; e) demographic; 2) internal factors, which include: a) organizational and managerial factors; b) personnel; c) informational and analytical. Scientific novelty. The scientific novelty of the research lies in the fact that the theoretical approach to the definition of the key factors causing the emergence of non-performing (problem) assets in the banking sector in modern conditions was further elaborated in it. Practical significance. To solve the theoretical and practical problems causing the emergence of non-performing (problem) assets in the banking sector in modern conditions. Keywords: factors, banks, banking activity, non-performing, problem assets, financial sphere, banking sphere.

Talent philosophies and institutional factors as determinants of talent management in SMEs: a French country-specific empirical investigation

PurposeTalent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises (SMEs) and contexts outside the Anglo-Saxon sphere. However, TM in SMEs is still under-researched, with a lack of studies and evidence on TM determinants and TM in practice. This study explores, using the lens of institutional theory, how talent philosophies and a combination of institutional factors shape TM in French SMEs, highlighting the interplay between these elements within the specific context of French SMEs.Design/methodology/approachGiven the limited knowledge about TM determinants in SMEs and the need to uncover and understand the phenomenon investigated, this study is exploratory in nature and lends itself to a qualitative research approach. In-depth semi-structured interviews with 27 CEOs, managers, TM and HR managers across 15 SMEs in France provided a comprehensive cross-industry perspective.FindingsThe study reveals that talent philosophies in French SMEs are predominantly inclusive and development-oriented, influenced by institutional factors such as the cultural logic of proximity and personalization, state support mechanisms like the Fonds Unique Interministériel (FUI) and legal frameworks that emphasize equal opportunity. Organizational elements like size and proximity foster a community-focused, egalitarian TM approach, while ownership and vulnerability lead to a reactive and informal TM strategy. The study presents a model that links these determinants to the specific TM approaches observed in French SMEs, illustrating how institutional factors like centralized control and egalitarianism shape TM practices.Research limitations/implicationsThis paper highlights the need for more empirical studies on talent philosophies, institutional and organizational factors not only in SMEs but also in comparison with multinational enterprises (MNEs), through institutional theory. Particular attention should be paid to the homogenization of SME sizes based on their level of establishment.Originality/valueThis study extends studies on TM determinants in SMEs, from the perspective of talent philosophies, utilizing insights from French institutional theory. It is also among the few and new studies to highlight contextual issues of TM as well as how TM is practiced depending on internal and external factors.

Developing an implementation intervention, and identifying strategies for integrating health innovations in routine practice: A case study of the implementation of an insulin patient decision aid.

Implementation, which is defined as the process of getting evidence-based innovation to be utilised is critical in ensuring innovation is being integrated into real-world practice. The way an implementation intervention (i.e., a bundle of strategies to facilitate implementation) is developed has an impact on the types of strategies chosen, and whether they are relevant to the implementation setting to exert their effects. However, literature pertaining to development of intervention or detailed descriptions of implementation processes are scarce. This study aims to report the development of an implementation intervention to integrate the use of an evidence-based innovation in routine practice, using a Malaysian insulin patient decision aid (PDA) as an exemplar. The development of the insulin PDA implementation intervention was divided into two phases, incorporating step 3 and 4 of the Action Cycle in the Knowledge to Action framework. In Phase 1, barriers to the insulin PDA implementation was explored through qualitative interviews using an interview guide developed based on the Theoretical Domains Framework. In Phase 2, prioritisation of the barriers was conducted using the multivoting technique. Next, potential strategies that can address the barriers were identified based on understanding the clinic context, and evidence from literature. Then, the selected strategies were operationalised by providing full descriptions in terms of its actor, action, action target, temporality, dose, implementation outcome affected, before they were embedded into the patient care pathway in the clinic. The implementation intervention was finalised through a clinic stakeholders meeting. In Phase 1, a total of 15 focus group discussions and 37 in-depth individual interviews were conducted with: healthcare policymakers (n = 11), doctors (n = 22), diabetes educators (n = 8), staff nurses (n = 6), pharmacists (n = 6), and patients (n = 31). A total of 26 barriers and 11 facilitators emerged and they were categorised into HCP, patient, organisational, and innovation factors. The multivoting exercise resulted in the prioritisation of 13 barriers, and subsequently, a total of 11 strategies were identified to address those barriers. The strategies were mandate change, training workshop, involve patients' family members or caretakers, framing/reframing, inform healthcare providers on the advantages of the insulin PDA use, define roles and responsibilities, place the insulin PDA in the consultation room, provide feedback, systematic documentation, to engage patients in treatment discussions, and juxtapose PDA in preferred language with patient's PDA in their preferred language to help with translation. This study highlights main barriers to PDA implementation, and strategies that can be adopted for implementation. The steps for intervention development in this study can be compared with other intervention development methods to advance the field of implementation of evidence-based innovations.

The evolution of creativity: how generative AI is reshaping the hospitality landscape

ABSTRACT This study examines the application of generative AI (GEN-AI) in the hotel industry, using the TOE model to analyze how technological, organizational, and environmental factors influence GEN-AI adoption. Findings reveal that GEN-AI enhances room design, service quality, and marketing innovation, while increasing organizational flexibility and adapting employee roles.

Unpacking the presence of women as HR directors: organisational factors from MNCs subsidiaries operating in Canada

Purpose This paper aims to examine the organisational factors responsible for the inclusion of women as Human Resource (HR) directors in Canadian-based subsidiaries of multinational companies (MNCs). Design/methodology/approach Based on the resource dependence theory, this study outlines the features of subsidiaries that appoint a woman HR director. Hypotheses were developed and assessed through analysis of a database obtained from a quantitative investigation. Analyses are based on 100 multinational subsidiaries operating in Canada. Findings Three primary findings arise from this study. Firstly, the larger the subsidiary, the less likely it is for a woman to hold the position of HR director. Secondly, there is a positive and significant correlation between the percentage of women employed in an MNC subsidiary and the presence of women in the HR director position. Finally, MNC subsidiaries with high executive career progression autonomy are more likely to have a woman HR director than those lacking in such autonomy. Practical implications This study proposes improving the representation of women in HR director positions by increasing the percentage of women employed in organisations and by granting greater decision-making autonomy to subsidiaries of MNCs. Originality/value This paper contributes to broader research on gender inequality in leadership. This paper responds specifically to the dearth of research into gender inequality in HR directorships, despite HR as a profession being female dominated. This study focuses upon HR in multinational corporations – again, an under-researched area.

Quiet Quitting: A Millennial Perspective on Workplace Dissatisfaction and Retention Challenges

Quiet quitting is a phenomenon where employees disengage from their work and intentionally underperform as a way of expressing their dissatisfaction with their job or employer. In Malaysia, around 46% of millennial employees are considering quitting their jobs quietly, which can have a significant impact on both the individual and the organisation, especially if key performers or those with critical knowledge and skills depart. However, little is known about the underlying psychological and organisational factors that contribute to this behaviour. Thus, the purpose of this study is to look at the causes, effects, and preventative measures of quiet quitting among Malaysian workers as well as potential solutions for this tendency. To get a better understanding of the psychological and organizational reasons leading to such phenomenon among Malaysian employees, an integrated study of self-determination theory and organisational support theory is proposed. Methods for collecting qualitative data were used in this study. Data was gathered by means of employee interviews. Convenience sampling was used to choose the respondents since participants were chosen based on their availability and desire to participate. The results demonstrate the significant role that psychological (e.g., job dissatisfaction, lack of opportunities for career development) and organizational (e.g., lack of communication, work-life balance, positive culture, lack of leadership) factors play towards quiet quitting among employees. In theory, this research provides a more thorough comprehension of the topic under investigation by putting out a more resilient and all-encompassing structure. This discovery has the potential to boost organizational performance and productivity by fostering more encouraging and fulfilling work conditions for workers.

AI Technology Adoption in Corporate IT Network Operations Based on the TOE Model

As the digital environment evolves, the need to integrate artificial intelligence (AI) technology into corporate IT network operations increases. In this study, the aim was to define the factors that influence AI adoption in the network operations and analyze their impact on productivity and service stability. The technology–organization–environment (TOE) framework was employed for this investigation, focusing on technological, organizational, and environmental factors. In addition, in this study, structural equation modeling was employed to analyze the relationships between these influencing factors and the intention to adopt AI. The mediation effect was examined through the network operation productivity and network service stability. A survey was conducted targeting network operations and AI professionals to collect data. The analysis results revealed that technological and environmental factors positively influenced the network operation productivity, while only environmental factors positively influenced the network service stability. Furthermore, the findings of this study highlight that environmental factors are the most significant factors that influence network operation productivity and network service stability. Moreover, the direct positive impact of network operation productivity and IT network service stability on the intention to adopt AI underscores their crucial role. In conclusion, when evaluating AI adoption in terms of network operation productivity and network service stability, prioritizing technological and environmental factors over organizational factors is necessary.

What is the state of play? A nursing and midwifery workplace satisfaction survey across five local health districts

Background The COVID-19 pandemic and recovery period have exacerbated workforce challenges for nurses and midwives. The increasingly complex nature of healthcare, combined with rising workloads and staff attrition highlights the need for initiatives that improve workplace satisfaction and retention. In response, mentoring programs aimed at enhancing job satisfaction and retention are being increasingly implemented. Aims This study sought to measure the workplace satisfaction of nurses and midwives across five New South Wales local health districts, utilising data captured from a wider study investigating the implementation of the Deadly Aboriginal and Torres Strait Islander Nursing and Midwifery Mentoring program. Design An exploratory, mixed methods study using purposive sampling was employed. Methods A secondary analysis of a modified version of the Nursing Workplace Satisfaction Questionnaire, was used to quantify intrinsic, extrinsic, and relational workplace satisfaction constructs among nursing and midwifery staff. Open ended questions included in the survey were thematically analysed using methods developed by Braun and Clarke (2022). Results Between June–October 2023, n = 106 participants returned the survey. Differences between intrinsic (items 2 & 5), extrinsic (item 9) relational (items 13-15) constructs were observed for health districts, Aboriginality, age, and professional role characteristics (P < 0.05). Five qualitative themes emerged from the data: Helping people is the priority; Teams make a difference to my workplace satisfaction; Managers impact my satisfaction; Scope and recognition; and Organisational factors. Conclusions Overall, our findings indicate noticeable differences in workforce satisfaction and retention across various factors, including workforce areas, Aboriginality, age, and professional roles. For these groups, initiatives aimed at improving satisfaction and retention should prioritise fostering teamwork and a sense of belonging, as these elements have significant impact on job satisfaction for nurses and midwives and provide valuable guidance for nursing leaders. Impact statement This study identifies that teamwork and belongingness impact workplace satisfaction for nurses and midwives.

Empirical Analysis of Critical Success Factors for Mechatronics Implementation in Architecture, Engineering, Construction and Operations Projects in Nigeria

The Fourth Industrial Revolution (4IR) has ushered in a new era of technological advancements that are transforming industries worldwide. One such technology that is revolutionizing the construction industry is mechatronics, which has the propensity to enhance the operations, activities, productivity and efficiency of the sector’s activities. Despite the numerous advantages of mechatronic technologies, their successful implementation in the context of developing countries poses unique challenges and considerations. Therefore, this study seeks to identify and evaluate the critical success factors (CSFs) for mechatronics implementation in architecture, engineering, construction and operations (AECO) projects. Existing CSFs were extracted from extant studies, which helped formulate the questionnaire disseminated to 372 construction professionals in Nigeria, including architects, builders, quantity surveyors, and engineers (mechanical, civil, electrical). The methodology also employed exploratory factor analysis (EFA), which facilitated the identification of key themes within the data. Through this application, six clusters of CSFs were revealed: organizational factors, financial considerations, technological aspects, collaboration and knowledge sharing, regulatory and policy factors, and sustainability and environmental considerations. From a theoretical perspective, the identified clusters of critical success factors provide a comprehensive framework that encompasses various dimensions of successful mechatronics adoption in the Nigerian construction industry. This study advances scientific knowledge on CSFs for the adoption of mechatronic technologies in the Nigerian construction industry, providing a comprehensive understanding of the factors that drive successful implementation. For policymakers, this study’s findings will be invaluable in shaping supportive policies and strategies that foster the widespread adoption of mechatronics in the construction sector.

CESAREAN SECTION IN UKRAINE AND THE UNITED KINGDOM: SIMILARITIES AND DIFFERENCES

The aim of the study was to conduct a comparative analysis of cesarean sections in Ukraine and the United Kingdom in order to improve the quality of medical care and optimize outcomes for both mother and newborn.Materials and methods. To achieve this goal, we analyzed the unifi ed clinical protocol «Caesarean section» of the Ministry of Health of Ukraine dated January 5, 2022 and the UK NICE GUIDELINE «Caesarean birth» in the latest version dated September 6, 2023. The work was performed in accordance with the research plan of the Department of Obstetrics and Gynecology #2 of KhNMU: «Optimization of diagnostics, treatment of diseases of the reproductive system and pregnancy complications in women with extragenital pathology» (state registration number 0121U11923).Results. A comparative study of cesarean section protocols in Ukraine and the United Kingdom provided important insights into the current state of obstetric practice in both countries. Signifi cant diversity in CS protocols in Ukraine and the UK was noted. This is particularly true for both clinical aspects and aspects related to organizational and sociocultural factors. A signifi cant infl uence of social and cultural factors in the UK on the frequency of CR was found. The diff erence between the Ukrainian medical system and the NHS in the UK is mainly in the control of narcotic analgesics, the duration of the postoperative period, and the consideration of the woman’s preference for the method of delivery is quite controversial.Conclusions. Negative statistics reveal that the increase in the frequency of CS is typical not only for the UK, but also for Ukraine, although in Ukraine the explanation for this situation is the increase in the frequency of obstetric and extragenital pathology during martial law, and in the UK it is the woman’s choice. Understanding the diff erences between countries in their approaches to CS will help improve the quality of medical care and optimize outcomes for both mother and newborn. Understanding the differences between countries in their approaches to CS will help to improve the quality of medical careand optimize outcomes for both mother and newborn.

Facility- and community-level factors associated with hospice patient experience.

Mandated by the Affordable Care Act of 2010, hospices were required to provide information regarding the Hospice Quality Reporting Program, with a reduced reimbursement tied to hospices if they fail to submit data to the Centers for Medicare and Medicaid Services. The purpose of this study was to examine the association between hospice organizational and community factors and quality of hospice care as measured by patient experience through Hospice Consumer Assessment of Healthcare Providers & Systems (CAHPS®) survey. We used secondary data from Hospice Compare, Healthcare Cost Report Information System Dataset, Rural-urban commuting area codes, and the American Community Survey to examine the relationship between hospice patient/family experience and hospice organizational-level and community-level factors for the period 2017-2020. The unit of analysis was hospice-year observations. For-profit and chain-affiliated hospices were negatively associated with CAHPS® scores. Organizational longevity and Medicare payer mix were positively associated with CAHPS® scores. Hospice community factors including competition, per capita income, and the racial/ethnic minorities' percentage were negatively associated with CAHPS® scores. Hospice organizational and community factors were related to hospice quality of care. Interventions that account for organizational and community factors may be needed to improve patient/family experience of hospice care.

ASSESSMENT OF FIREFIGHTERS’ SAFETY DURING EXERCISES AND TRAINING IN A SMOKE CHAMBER

In the process of vocational training, firefighters undergo a series of refresher exercises and tests(examinations) to verify their resilience to factors that may be encountered during actual rescueoperations. One such training is smoke chamber exercises and tests, which examine firefighters’resilience to psychophysical stresses in conditions close to real life. Orientation, the ability tomove in smoke-logged conditions and in confined spaces are all tested during improvementdrills. This article presents the results of a study aiming to establish the safety level of firefightersduring exercises and tests in a smoke chamber, based on selected criteria, which comprised thenumber of firefighters on the training path, the length of the training path, the capacity of thecompressed air cylinders, the change in heart rate while traversing the training path, the BMIindex, the knowledge of operating respiratory protection equipment (RPE), the physical workload,the rate of air consumption while traversing the training path and the cognitive abilities of the testparticipants. This paper examines legal considerations and occupational risks for firefighters duringsmoke chamber exercises and tests. Identified organisational factors and individual behavioursaffecting the safety of trainees and techniques of risk-reducing measures are presented, as well asfirefighters’ own safety assessment criteria. Also presented are the results of experimental, surveyand psychometric studies. The research comprised a group of 50 firefighters, both professional andvolunteer, including 46 men and four women. The results of the research work showed that theeffect of short-term exposure to a psychophysical load generated by smoke chamber conditionshas a significant impact on cognitive abilities. It was shown how organisational factors and theindividual behaviour of each firefighter affect their safety during smoke chamber exercises andtests, and solutions were proposed to improve this safety.

Acceptance of Digital Health Care Technology and the Role of Nursing Education.

As digital health care technology develops, the use of technology in the nursing field has become an essential part of nursing education. However, few studies have linked nurses' awareness of digital health care with nursing education. This study examines the direct effects and mediating effects of factors in technology acceptance on nurses' intention to accept digital health care technology. To empirically investigate these relationships, a survey was conducted among nurses in South Korea. This study emphasizes the importance of a multifaceted approach that considers personal, organizational, and innovation-related factors in understanding nurses' intentions toward acceptance of digital health care technologies. The findings confirm that performance expectancy and facilitating conditions play crucial roles in nurses' acceptance of digital health care technologies. The mediating effects of performance expectancy and facilitating conditions on intentions to accept technologies suggest that these factors can also play vital indirect roles. [J Contin Educ Nurs. 202x;5x(x):xx-xx.].

Care Refusal by Older Adults With Dementia Receiving Professional Care: A Scoping Review.

Care refusal behaviors by institutionalized older adults with dementia pose significant challenges for professional caregivers in residential care settings. This scoping review mapped the determinants and effects of care refusal in this population. A systematic search of five databases identified 19 studies published between 2013 and 2023. The findings indicated that personal, relational, environmental, and organizational factors influence care refusal behaviors in institutional settings. Cognitive impairment, communication difficulties, elderspeak, unfamiliar institutional environments, and task-oriented care were key determinants. Care refusal compromised health outcomes, disrupted care provision, and exacerbated neuropsychiatric symptoms in residential care facilities. Terminological inconsistencies and methodological limitations were identified as research gaps. Developing standardized terminology and person-centered strategies represents priority areas for coordinated action across policy, practice, and research to address the impact of refusal behaviors while upholding the rights of institutionalized older adults with dementia.

Organizational Commitment of Officers in Nakhon Si Thammarat Provincial Governor's Office

Background and Aim: As a result of the reform of Thailand's civil service system, officers of the Nakhon Si Thammarat Provincial Office must act efficiently and effectively according to both agency and individual indicators. This causes some officers to perform their duties under stressful conditions. As a result, the agency's officers are frequently changed in and out. This research, therefore, aims to (1) study the level of the work environment of organizational commitment of officers in the Nakhon Si Thammarat Provincial Office. And (2) compare factors of organizational commitment among officers. Nakhon Si Thammarat Provincial Office is classified by operating environment, Quality of life at work, corporate culture, Motivation for work, and job satisfaction. Materials and Methods: This research used quantitative research methods to study. The tool used to collect data is a questionnaire. Data analysis, according to objective 1, uses statistics on frequency distribution, percentage, mean, and standard deviation to analyze data. As for data analysis according to objective 2, one-way ANOVA test statistics were used to test statistical hypotheses. At the statistical significance level of .05 Results: The study results found that the officers 's organizational commitment in the Nakhon Si Thammarat Provincial Office is at the highest level overall. To consider each aspect, it was found that organizational culture at a high level is first, followed by job satisfaction. At a high level, organizational commitment, a high level of quality of life at work at a high level, and motivation in practice are the last. The results of comparing organizational commitment factors of officers in the Nakhon Si Thammarat Provincial Office found that officers with a quality of life at work Motivation for work, and job satisfaction are different and Have ties to different organizations at the significance at 0.05 level. Conclusion: The study emphasizes that a strong organizational culture and job satisfaction are the main factors driving the high organizational commitment among officers in the Nakhon Si Thammarat Provincial Office. Additionally, there is a strong correlation between variations in officers' organizational commitment and differences in job satisfaction, motivation, and quality of life at work.

Accepting Technology in Aviation Safety Risk Management: an extension of the technology acceptance model

Aviation safety is paramount, and advancements in technology play a pivotal role in mitigating risks and enhancing operational efficiency. The Technology Acceptance Model (TAM) has been widely utilised to understand the adoption of various technologies across industries. However, its application within the context of aviation risk assessment requires nuanced considerations due to the unique operational environment and stringent safety requirements. This paper critically reviews existing literature on TAM and its adaptations in aviation risk assessment, identifying limitations and gaps. Drawing from interdisciplinary insights in psychology, human factors, and aviation safety, this paper proposes an enhanced framework for TAM tailored specifically to the aviation industry. The proposed model integrates key constructs such as perceived usefulness of technology in this area, trust in technology, system complexity, and organizational factors to provide a comprehensive understanding of technology acceptance within aviation risk assessment practices. By enhancing the TAM framework, this paper aims to offer valuable insights for researchers, practitioners, and regulators involved in aviation safety management and technology integration efforts.

Reasons for resistance to technology adoption in university libraries in Bangladesh

This article explores the reasons for resistance to technology adoption in university libraries in Bangladesh. Through interviews and focus group discussions with LIS professionals, four main themes emerged: personal, organizational, social, and financial factors. Personal barriers included lack of awareness, reluctance to learn, and fear of consequences. Organizational challenges encompassed cultural norms, change Management Strategies, and management support. Social influences included peer pressure and power dynamics, while financial factors involved budgetary constraints and ongoing operating costs, which pose significant challenges to technology adoption. Recommendations for overcoming resistance include providing training and support, fostering a culture of change, effective communication, incentivizing adoption, collaborative decision-making, pilot testing, continual evaluation, education and training, incentives and rewards, communication and collaboration, user-centered design, and change management. Implementing these strategies can facilitate technology adoption, enhancing library services in Bangladesh and beyond.

Post Hoc Consolidated Framework for Implementation Research (CFIR) Analysis of Older Person/Student Nurse Intergenerational Café Implementation.

To determine the barriers, facilitators and effectiveness of using an intergenerational café to enable intergenerational learning. Implementation science using the 'Consolidated Framework for Implementation Research' framework. Ethical approval for this research was granted by the University of Limerick. Online intergenerational cafés were held with older people and student nurses. Original data were collected through surveys and facilitator reflections. Participants were invited post-café to participate in the study. Student nurses (n = 50) and older people (n = 49) participated in an anonymous online survey, and facilitators (n = 7) took part in a peer focus group on planning and co-ordinating the cafés. Post hoc 'CFIR' analysis comprised secondary data analysis through mapping descriptive statistics and thematically analysed data to codebooks derived from CFIR domains and constructs. Barriers and facilitators to café implementation were identified. Organisational factors are important for effective implementation. More students felt that the purpose, topics and running of the café were clear and organised. In contrast, more older people wanted additional time in the discussion groups. Technical difficulties (e.g., computer, logging on) were identified by some as a barrier to participation. Overall, having a clear purpose and topics along with an online approach facilitated implementation. All participants supported the café innovation as a way of increasing intergenerational learning. Facilitators worked effectively as a team to ensure the smooth running of the cafés. The analysis helped determine the effectiveness of the intervention. These cafés facilitated mutual learning and understanding and were well received by participants. Intergenerational cafés can support intergenerational learning. Intergenerational cafés facilitated intergenerational learning. SRQR/EQUATOR. There was no patient/public contribution.

Managerial and organisational factors: Unravelling resource allocation choices in high-performing micro-firms

Resource allocation decisions are pivotal in shaping the strategic direction of organisations, particularly in micro-firms that operate with limited resources and dispersed information. This research delves into the intricate interplay between managerial and organisational factors related to information collection, processing and resource allocation in the context of high-performing micro-firms. By advancing our understanding of how the internal coordination of information needed in decision-making and resource allocation evolves within micro-firms, we reveal the mechanisms that stabilise the relationship between participants and problems. Additionally, we explore how the capabilities of managers and owners, who often centralise final decisions in micro-firms, can catalyse the emergence of such coordination. This holistic view of strategic resource allocation in micro-firm settings addresses the fundamental question of how micro-enterprises overcome structural limitations to achieve high levels of performance. Our findings provide valuable insights for scholars, managers and policymakers, contributing to the broader discourse on resource management in micro-firms.