Organizational Model Research Articles

Partnership “Integrated Broad Intake” (IBI)

Three primary health care organizations are working together to ensure that the barrier is lowered for vulnerable groups to make effective use of all kinds of rights, both financial and social. This partnership “Integrated Social Care” wants to combat non take up and wants to increase the accessibility of social services by working proactively and by outreach.
 To set up such partnership depends on the local context. A careful analysis and knowledge of the field, involvement of all relevant actors and the target group itself, are essential to make it work. Client participation is a crucial aspect.
 Every citizen can turn to a partner of this partnership for all questions related to health, work, care, finances and social problems. Nevertheless, this partnership focuses on the most vulnerable citizens who do not (yet) receive the social rights they are entitled to.
 Colleagues from different ranks of the public social welfare center (OCMW), the social work center (CAW) and the social work department of the health insurance funds (DMW) work together on solutions, along with other local partners and service users.
 The partnership ""Integrated Social Care"" is not an organizational model,  but it is a way of offering solutions to vulnerable citizens with complex welfare questions that you cannot find within your own organization alone. This partnership provides neutral information on local social help and service options. They investigate and realize social rights, clarify questions and refer to appropriate local social help and services in a neutral way. A client no longer has to go to different services. Social workers from this different organizations find each other so that the necessary expertise is shared. They work by client centered focus and in a proactive and outreaching way to detect people who were previously under the radar.
 This network is strengthened with local partners, such as poverty associations, community work and family doctors. The local government has the final responsibility.
 The process guidance provided by the Flemish government to realize this partnership in practice is through the principles of Service Design. In fact, Service Design is both an attitude (customer orientation), a methodology (co-creation with users and employees) and a set of tools (a collection of techniques to develop aid and social services). So, it is not only talking about it, but it's about working in practice with and for the target group.
  
  
 Several scientific studies have given us insights to improve the local implementation of this partnership. And we are still learning. The 59 different partnerships ""Integrated Social Care"" are also inspired by each other by using an online platform and by participating guided moments where they exchange good practices.
 The objective is a rollout across Flanders in 2022-2023 and a structural embedding of the working principles of “Integrated Social Care” in 2025.
  

An integrated, stepped care organizational model for diagnostic evaluations along the care trajectory of children with a developmental disorder.

Introduction: The field of multidisciplinary diagnostic evaluations for children with a developmental disorder in Flanders, Belgium, is heterogeneous and characterized by severe accessibility problems. However, children with a developmental disorder need timely and adequate diagnostics during their trajectory of care and support. This policy support research project develops an organizational model of integrated of care and networking adapted to diagnostic needs in different phases as well as the particularities of the Flemish institutional field. 
 Methods: Homogeneous focus groups were performed with stakeholders from six types of governmental regulated organizations offering specialized diagnostic evaluations in Flanders (Centres for Developmental Disorders, Centres for Ambulatory Rehabilitation, Autism Reference Centres, Mental Healthcare Centres, Pupil Guidance Centres, and Ambulatory Services for Paediatric Psychiatry). A topic list was developed, based on a literature review on relevant themes. Qualitative data was categorized and iteratively compared per theme between focus groups by researcher and data triangulation. A member check validation was organized. 
 Results: 59 experts participated in 6 focus groups. Because of poor participation, the focus group with stakeholders from paediatric psychiatry was cancelled. The focus groups learn that it currently lacks coordination of activities, there is no shared vision on the content and goals diagnostic evaluation, there is an unequal regional distribution of organizations. Interorganizational and interprofessional collaboration is restricted to referral, without integration of care. There is poor mutual trust in the quality of the diagnostic assessments between organizations. Mutual knowledge on activities and expertise, lacks. Regulations hamper interorganizational collaborations as well as different financing mechanisms between organizations. Current organization of the field focuses on organizations’ interests and do not take into account the specific children’s and context’s diagnostic needs during their trajectory.  
 Conclusion: A patient-centred, integrated, stepped care, network model integrating general specialized and highly specialized knowledge and expertise (for different developmental disorders) across organizations borders in a well thought regional approach, is expected by all stakeholders to improve accessibility to specialized diagnostic evaluations adapted to the care trajectory of the child with a developmental disorder.  
  

Coaching Leadership in Small Scale Normalized Living

Our human resources policy not only seeks to anticipate current developments but also wishes to play a pioneering role. This starts with a strong vision in which employees are partners in the organization of care and not mere suppliers of care. Where giving and taking responsibility, open communication and autonomy in connection are realized (and not hollow concepts). This also means that we are a flat organization where there are few or no hierarchical structures. The demand from employees for more collaboration, a different model of leadership, the convergence of responsibilities and authority was a clear message for us to tackle the organization thoroughly. A good organization is crucial for a company to function well. This includes having competent employees, sufficient finances and adequate equipment.
 Innovative labor organization
 According to the IAO (Innovative Labor Organization) method, we want to examine in each of the four residential care centers how we can come to a team that has sufficient  regulatory capacity to
 
 work autonomously with responsible employees;
 ensure the quality care that we use in our vision;
 have sufficient manageability and flexibility for this;
 create more innovative capacity;
 with sufficient participation;
 in mutual cooperation.
 
 Step by step we discovered that the IAO fits seamlessly with the operating principles of Small Scale Normalized Living. From our strong belief in the power of the capacities and competencies of employees and the continuous will to invest in employees, the step to this new organizational model is a logical next step. An obvious choice that also led to confrontations: how do we distribute tasks and responsibilities in the organization today? Do we really give employees the necessary autonomy that they need? Do we let employees shine sufficiently in all their potential? Do we involve them in those processes in which they need to be involved? Which sub-processes run centrally or decentralized?
 With a critical eye and the constant desire to improve, we laid the foundation for the care model of the future.

Finances of Centre for Distance Education, Osmania University in Telangana State

The distance and open learning has witnessed a tremendous progress in the recent past in India. The Directorate of Distance Education, Osmania University, Hyderabad, is one of the third biggest Universities of Andhra Pradesh. The Osmania University established in 1919, is the seventh oldest in the country, third oldest in South India and the first to be established in the princely State of Hyderabad. One of the basic ideals of Osmania University is to achieve an intellectual synthesis of oriental and occidental learning of the best that has been thought of and said, both in the East and in the West. Further, it aims at a cultural synthesis (as reflected in its architectural variety), the development of a national ethos and the creation of an academic and social environment in which ‘National Integration’ is not a nebulous idea but a tangible reality. The Vision of the University is to generate and disseminate knowledge through a harmonious blend of ancient and modern wisdom, and to serve the society by developing in students heightened intellectual, cultural, ethical and humane sensitivities to foster a scientific temper, and to promote professional and technological expertise. Central to this vision is a commitment to regional and national development in consonance with our culture, heritage and environment. The advantage of CDE of OU is location in the state capital and increased job potential due to number of industries, organizations, Universities, and institutions of state and national level. But owing to establishment of DECs of other Universities in Hyderabad, the enrolment has been gradually decreasing. In CDE of OU, the mean value of consolidated income is registered at high magnitude. Yearly variations in consolidated income are wild and wide but the growth rate in income is moderate. The average income from examination and ‘others’ is moderate. While average income from University is low, it reported high in the case of income from courses. The yearly variations in income are more pronounced in the case of courses and examinations while moderate trend is noticed in the case of income from University and ‘others’. Study material waste should be minimized. Study material shall get printed optimally. In other words, the study material shall be printed on demand-wise and need basis. An appropriate organization model at DEC level shall be developed. The suggested model is that under Director, there shall be two Deputy Directors and four Assistant Directors representing key areas of the administration.

Reflexive Organization and Radicalized Modernity: Revisiting the Organization–Society Nexus

Organizations and societies have changed. Bureaucracy, as modernity’s form of organization, has transformed into a reflexive organization, coordinating the conditions of system reproduction in time–space with increased reflexivity. Simultaneously, modernity with capitalism, industrialization, and rationalization as its institutional dimensions radicalized; reflexive organizations as one of its driving forces and the reflexive organization as the new organization model. Today, reflexive organizations are the most ubiquitous and powerful agents in our societies, separating and integrating activities, practices, and occurrences in new time–space arrangements and sets of social systems together with others, fueling modernity’s dynamism and global scope and letting our societies resemble an engine without a driver, erratically running in directions we cannot foresee. To identify and understand these changes and their impact on our current world, we develop a research framework informed by Anthony Giddens’ structuration theory that upgrades social systems to the core of structuration theory and adds the reflexive mode of organization and a strategic perspective to Giddens’ theory of modernity.

Guidelines to enhance the apexbrasil export qualification program for service and digital businesses

The Brazilian Trade and Investment Promotion Agency (ApexBrasil) is crucial in promoting Brazilian products globally and attracting foreign investments. ApexBrasil's Export Qualification Program (PEIEX) guides SMEs in internationalization, offering specialized training and export plan assistance. PEIEX promotes an export-oriented culture and enhances global market capabilities. The article analyses the implementation of the PEIEX program for service and digital business companies in Rio Grande do Norte. The study concentrates on three key components: The Work Plan, Support Material, and Export Plan Template. Its objective is to propose strategies for improving the program's structure and practical application. The study uses an exploratory, qualitative design with document analysis and a panel of specialists. Following the organizational learning model, it progresses through four stages: identifying service company issues, comparing export plans, exploring themes, and critically evaluating perceived strengths, gaps and recommendations to optimize PEIEX for service and digital businesses. The findings revealed that the Work Plan, Support Material, and Export Plan Model exhibited certain gaps concerning relevant technologies and processes associated with the digital transition and internationalization. However, these structures could be expanded and adapted to address these gaps. The recommendations include deploying specialized extensionist technicians in digital business and services, forming strategic collaborations with digital organizations, integrating new skills into the work plan for enhanced digital success, and refining targets to focus assistance on specific companies. These measures aim to notably amplify the program's impact, contributing to a more tailored support system for businesses in these sectors.

Study on the Business Model and Development of Catering Chains

With the growth of China's national economy, the catering market has shown a strong momentum of development. People's demand for catering is growing, and catering chain stores provide consumers with diversified choices, so catering chain stores have been developed. Chain restaurants are, to a certain extent, the inevitable product of the development of the catering industry. It is a form of business organization and business model, referring to the expansion of catering enterprises through chain operation and franchising. This paper takes Haidilao and Xiangcai brand Nongchengji as examples, based on their successful business models. The study was conducted on the market size, competition, franchise mode, and management mode of chain catering. In addition, the development process and existing problems of Chinese chain catering were analyzed, and finally improvement suggestions were proposed, which provide examples and references for China's mechanization, and China's chain catering industry will enter a new era of development in the future

Comparative Evaluation of Organizational Structures in The Defense Supply Chain of Countries and Organizational Model Proposal for Türkiye

Savunma sanayii sektörü, ülkelerin güvenliği ve bekası ile doğrudan ilişkili olduğundan diğer sektörlere göre içerisinde farklı dinamikleri bulunmaktadır. Savunma sektöründe görev yapan kurum ve kuruluşların tedarik zincirleri, ülkelerin savunmaya yönelik stratejileri doğrultusunda ve her ülkenin kendine özgü yapısı ile harmanlanıp yönetilmesi ve oluşturulması gereken yapılar olmalıdır. Savunma tedarikinde görev alan kamu kurum ve kuruluşlarında tedarik zincirinin işletilmesinde ortaya çıkacak aksaklık ve problemler sadece maliyet artışı olarak karşımıza çıkmamakta, ülkenin güvenliğine yönelik önemli zafiyetlere de sebebiyet verebilmektedir. Çalışmada; dünyada savunma harcamaları en yüksek 10 ülkenin, savunma tedarik zincirinin kesintisiz bir şekilde yürütülmesini ve Silahlı Kuvvetlerin barış ve harekât zamanlarında ihtiyacının; zamanında, istenilen kalitede, miktarda, teknolojik seviyede, öngörülen maliyette karşılanması ile görevli ve devlet bütçelerinden bu doğrultuda önemli kaynaklar ayrılan kamu kurum ve kuruluşlarının organizasyonel yapılanmaları karşılaştırmalı olarak incelenmiştir. Bu yapıların organizasyon yapıları ve yıllar içerisindeki gelişimleri dikkate alınarak Türkiye’nin savunma tedarik ve lojistik sisteminde görev alan organizasyon yapılarına ışık tutularak Türkiye için yeni bir organizasyon modeli önerisinde bulunulmuştur.

Motivating, developing and retaining talent through job enrichment: an exploration of “side-of-desk” projects in a corporate environment

PurposeGlobal talent shortages, new skill demand and rising numbers of unfilled posts are fuelling an increasingly challenging job market, exacerbated by economic uncertainty and transformational digital change. Seeking creative solutions in response, the authors examine talent management’s (TM) theoretical and conceptual foundations, specifically the identification and selection of talent and TM programme design to explore the challenges and benefits of side-of-desk projects as interventions.Design/methodology/approachTaking an inductive qualitative approach, questionnaires, focus groups and semi-structured interviews gathered data from three employee groups in a UK digital communications organisation.FindingsThe authors reveal inconsistencies in the definition and selection of talent, highlighting programme quality challenges to expose a direct correlation between participant experience and motivation and retention, along with the longer-term challenges of balancing talented human capital, shareholder expectations and sustainable workforce resourcing.Originality/valueThe authors' research extends existing knowledge concerning the effect of organisational culture, context and workforce demands upon TM programmes, providing theoretical and practical implications for leaders and policymakers in designing enrichment activities to motivate, develop and retain talent. The authors make recommendations to inform the future design of TM programmes, revealing new opportunities to develop hidden talent and presenting a realistic and sustainable toolkit for future practice in the form of an organisational logic model.

Identification of disease related biomarkers in time varying ‘Omic data: A non-negative matrix factorization aided multi level self organizing map based approach

The development of disease detection with progression modelling due to long-term exposure to toxicity is complex. This leads to unwrapping the underlying intricate molecular network of toxicity and is thus a crucial challenge for the researchers. Therefore, identifying a set of biomarkers to predict the risk of exposure is vital. Thus, this article aims to provide a holistic machine learning-based solution over various time-varying ‘omic data to understand and explore the factors involved in the development of diseases. To address this issue, a flexible non-negative matrix factorization based multi-level self organizing map (FNMF-MLSOM) is developed. The proposed algorithm utilizes two open-source time series datasets: Type-2 diabetes mellitus and Huntington disease, namely. The flexible non-negative matrix factorization based self organization model introduced in this article provides a negative value acceptance constraint as well as the clustering on the basis matrix to keep the biological meaning of the data intact. Since microarray data have rich information, we applied the proposed method to obtain the progression-specific convoluted biomarker for precise feature extraction. Further, to validate the differentially expressed biomarkers, the proposed method is applied to the test samples to verify the mathematical validity as well as the biological significance of the biomarkers.

COMPLEX IS EASY. A Complex Evolutionary Social System Approach to Global Governance

The goal of this paper is to provide a research based and policy focused general view of a Complex Evolutionary Social System Approach to Global Governance. From this perspective, to frame complex system evolution and global governance it is pivotal to outline two key epistemological distinctions: the one between complex and complicate, and the one between easy and simple. These distinctions will be explained below. Complex is whatever horizon of alternatives whose possible adjacent points require contingent selection according to self-referential coding and programming, nevertheless expanding the self-reproduction of the horizon itself. Complicate means entropy at its highest speed and power – a zero value, time and energy waste organizational model, with an ineffective design, high cost and low return. Examples will be provided also linking these concepts to those of easiness and simplicity.

Medical and management approaches to the examination of hereditary cancer syndrome patients and their relatives

Introduction. Genetic testing has become the part of the practice of providing specialized cancer care. This allows not only detecting the further tactics for patient management, but also identifying a risk group for the occurrence of malignant neoplasms (MNP). However, there are still no algorithms for dispensary monitoring of healthy carriers of mutations, which determined the relevance of our study.
 The purpose of the study was to propose an organizational model for the work of the office of hereditary tumor pathology (HTP) based on the analysis of our own experience in identifying patients with hereditary oncological syndromes and their relatives as potent carriers of mutations associated with an increased risk of occurring MNP.
 Materials and methods. Genetic testing was carried out in two thousand two hundred seventy six patients (residents of Moscow) with breast, gastrointestinal tract, and ovarian cancer.
 Results. 714 patients out of 2276 MNP patients had mutations associated with an increased risk of developing cancer. Further, 277 relatives of these patients were invited, and mutations were detected in 143 (51.7%). Based on these data, an management model of the HTP office was proposed as part of the Outpatient Oncology Center (OOC), and the need for specialists to work in the HTP office per 100 thousand people was determined — 
 0.06 oncologist’s rate, 0.03 doctor’s rate-genetics and 0.03 psychologist rates.
 Limitations. This study did not include patients who did not meet the selection criteria, as well as persons under 18 years of age or who isn’t resident of Moscow.
 Conclusion. The introduction of genetic testing of patients’ relatives into practice will allow forming risk groups for subsequent dispensary observation, early detection of tumor and precancerous pathology.

Надпрофессиональные навыки управления конфликтами как фактор успешности молодого специалиста на современном рынке труда

A modern young specialist needs to possess the softskills, which are associated with communication and leadership skills, conflict management skills to be in demand in the labor market and successful in professional activities. Softskills are part of a broader group of supra-professional skills. Modern domestic and foreign researchers in the field of education and labor pay attention to the need to reorient the education system to a deeper mastery of supra-professional skills by students. The article examines conflict management skills as part of supra-professional skills and self-management. Conflict management skills are considered from the point of view of the competence approach. A model of conflictological competence is presented. The main tasks in conflict management are considered, they are correlated with L. Gainer's organizational change management model.

Construction of Basic Teaching Organization Construction Model under the background of Medical Practitioner qualification Examination in China

The medical practitioner qualification examination serves as an admittance standard to assess the ability of medical graduates to practice medicine in China. Ensuring the quality of medical professionals and selecting talents fairly requires improving the teaching level of medical universities. This paper studies the key concepts, major theories of basic teaching organizations, and investigates the current situation of basic teaching organizations in medical colleges and universities. Intervention measures were taken based on the actual situation of the schools to observe the effectiveness of basic teaching organization and the exam-taking ability of licensed doctors. By utilizing management by objectives (MBO) and learning organization theories, the study constructs a learning basic teaching organization model. This model aims to enhance lecturers' enthusiasm for teaching, teaching ability, and teaching quality while improving the learning attitude, behavior, and exam-taking ability of medical students, the ultimate goal is to increase the passing rate of medical students.

“Prepared to Face the Unexpected”: Dynamic Enterprises in Italy as a Model of Resilience

Businesses that demonstrate organizational flexibility, characterized by dynamic problem-solving skills, in-house production processes, and a robust human capital, appear to be successful and resilient in times of crisis. Drawing on my fieldwork in medium-sized manufacturing companies in Emilia, Northern Italy, from June to November 2021, I investigate ideas and characteristics that shed light on good practices, key ingredients of the success of such companies, and possible future models of resilience. I employ participant observation and provide evidence taken from conversations or episodes observed, especially in one of the companies. Although greater structuring is often sought and considered the resolution of many existing problems, non-structuring is, at the same time, convenient in many circumstances. People are essential components in this dynamic organizational model, and their commitment in the organization goes far beyond contractual obligations. Their motivation stems from personal satisfaction as well as from a sense of responsibility and strong personal commitment.

A Model-agnostic XAI Approach for Developing Low-cost IoT Intrusion Detection Dataset

This study tackles the significant challenge of generating low-cost intrusion detection datasets for Internet of Things (IoT) camera devices, particularly for financially limited organizations. Traditional datasets often depend on costly cameras, posing accessibility issues. Addressing this, a new dataset was developed, tailored for low-cost IoT devices, focusing on essential features. The research employed an Entry/Exit IoT Network at CKT-UTAS, Navrongo, a Ghanaian University, showcasing a feasible model for similar organizations. The study gathered location and other vital features from low-cost cameras and a standard dataset. Using the XGBoost machine learning algorithm, the effectiveness of this approach for cybersecurity enhancement was demonstrated. The implementation included a model-agnostic eXplainable AI (XAI) technique, employing Shapley Additive Explanations (SHAP) values to interpret the XGBoost model's predictions. This highlighted the significance of cost-effective features like Flow Duration, Total Forward Packets, and Total Length Forward Packet, in addition to location data. These features were crucial for intrusion detection using the new IoT dataset. Training a deep-learning model with only these features maintained comparable accuracy to using the full dataset, validating the practicality and efficiency of the approach in real-world scenarios.

What to expect from such changes? The business model reconfiguration and the dilemma for business evolution

This case is a fictional narrative based on a real case experienced by the authors throughout their professional career. The Alpha Company (fictitious business name) has been operating in the furniture sector since 2006. In 2015, Alpha's managers faced a great dilemma regarding technology adoption and the transformation of the organization's business model to meet the demands of its customers and increase the company's profitability. The case describes the organizational trajectory of the company, showing the reconfiguration of its business model over the years and the dilemma experienced by managers. At a certain point in the organizational trajectory, the business's evolution and growth depend on an important decision regarding the organizational processes. The primary focus of this case is on business models, including strategic decisions and technological changes. Appropriate theories on business models are drawn from the literature to discuss and address these issues. This case was written for use in classes on organizational strategies and strategic planning at the undergraduate level. The focus of the case aligns well with discussions of business models, strategic decisions, innovation, and technological changes.

Designing Organizational Evolution Model in Hospitals Affiliated with Bushehr University of Medical Sciences

Background: The desire to survive is inherent in any organization; in the private sector, profit, and in the public sector, people's satisfaction is the guarantee of survival. Taking into account the ever-increasing changes and developments, achieving this goal, requires the adoption of a suitable strategy such as the evolution of an organization that, along with patient-centeredness and service quality, encourages government employees to gain the satisfaction of citizens. The main goal of this research is to design organizational evolution in hospitals affiliated with Bushehr University of Medical Sciences.
 Methods:. This research was carried out qualitatively using grounded theory. To collect data, semi-structured interviews were used and data analysis was done using Strauss and Corbin method and the paradigm model. Purposive sampling was carried out based on which14 interviews conducted with professors of the scientific board of universities and experts working in government hospitals.
 Results: The results of the data obtained from the interviews during the process of open, central ,and selective coding led to the creation of grounded theory in the field of organizational evolution in hospitals affiliated with Bushehr University of Medical Sciences. The model designed in this research included 43 sub-categories in the form of 6 main categories of causal, contextual, interventional, central phenomenon, consequences, and strategies.
 Conclusion: This research can be a complete road map for hospital managers to move towards an evolutionary organization by providing causal, contextual, and intervening conditions, strategies, and consequences of the central phenomenon of organizational evolutionism. Furthermore, this research will help to better understand this phenomenon.

Cultural influences on early trust development in virtual teams

PurposeTransference-based trust (TBT) via referral sources is a cognitive process where trust in third-party information about an individual transfers to trust in the individual. TBT via referral sources can have significant effects on early trust development in a virtual team (VT). This study aims to examine the potential influence of Hofstede’s (1980) cultural variables and two proposed combinations of these cultural variables on early trust development in VT, including the effects of referral source.Design/methodology/approachThis study adopted multigroup analysis partial least squares structural modeling to examine potential cultural differences in the responses of 357 university students from 51 different countries to understand early trust development in VT.FindingsTBT via referral sources as in interpersonal construct has a positive, direct impact on early trust development. TBT mediated the individual and organizational model constructs. There were significant differences in the high/low values of 3 of the 56 tested cultural dimensions.Research limitations/implicationsReaffirmed the validity of cognitive-based trust models in understanding early trust development in VTs TBT as an interpersonal construct and has a significant influence on early trust development in VTs. TBT via referral sources mediated the individual and organizational constructs of the model. There were significant differences in the high/low measures of three cultural dimensions (i.e. IV, M and the combination of IV-M-LT) in the relationship of early trusting beliefs to early trusting intensions.Practical implicationsTo positively influence interpersonal and organizational aspects of trust development, managers should ensure that the early phases of VTs, before actual implementation begins, are well organized. Managers could make VT members fully aware of how referral sources can influence early trust development. Managers could encourage individuals to have open access to relevant social media accounts for other VT members and encourage individuals to research referral sources on other VTs members. The implication for managers of culturally diverse VT is that the development of early trust is largely by individual choice, rather than differences in national culture.Social implicationsPeople need to maintain and actively manage their online presence, ensuring that online information about them is accurate and updated. Referral sources could help VT members learn about one another, which might in turn help foster early trust in their online teams.Originality/valueAlthough some studies have found significant cultural differences in early trust development, other studies, including a meta-analysis of 43 studies, found no significant cultural differences in early trust development. This study confirmed the results of the meta-analysis.

The influence of organizational models on the implementation of internet-based cognitive behavior therapy in primary care: A mixed methods study using the RE-AIM framework

BackgroundInternet-Based Cognitive Behavioral Therapy (iCBT) holds great potential in addressing mental health issues, yet its real-world implementation poses significant challenges. While prior research has predominantly focused on centralized care models, this study explores the implementation of iCBT in the context of decentralized organizational structures within the Swedish primary care setting, where all interventions traditionally are delivered at local Primary Care Centers (PCCs). AimThis study aims to enhance our understanding of iCBT implementation in primary care and assess the impact of organizational models on the implementation's outcome using the RE-AIM (Reach, Effectiveness, Adoption, Implementation, Maintenance) framework. MethodA mixed-methods research design was employed to identify the factors influencing iCBT implementation across different levels, involving patients, therapists and managers. Data spanning two years was collected and analyzed through thematic analysis and statistical tests. The study encompassed 104 primary care centers, with patient data (n = 1979) sourced from the Swedish National Quality Register for Internet-Based Psychological Treatment (SibeR). Additionally, 53 iCBT therapists and 50 PCC managers completed the Normalization Measure Development Questionnaire, and 15 leaders participated in interviews. ResultsOur investigation identified two implementation approaches, one concentrated and one decentralized. Implementation effectiveness was evident through adherence rates suggesting that iCBT is a promising approach for treating mental ill-health in primary care, although challenges were observed concerning patient assessment and therapist drift towards unstructured treatment. Mandatory implementation, along with managerial and organizational support, positively impacted adoption. Results vary in terms of adherence to established protocols, with therapists working in concentrated model showing a significantly higher percentage of registration in the quality register SibeR (X2 (1, N = 2973) = 430.5774, p = 0.001). They also showed significantly higher means in cognitive participation (Z = −2.179, p = 0.029) and in reflective monitoring (Z = −2.548, p = 0.011). DiscussionOverall, the study results demonstrate that iCBT, as a complex and qualitatively different intervention from traditional psychological treatment, can be widely implemented in primary care settings. The study's key finding highlights the substantial advantages of the concentrated organizational model. This model has strengths in sustainability, encourages reflective monitoring among therapists, the use of quality registers, and enforces established protocols. ConclusionIn conclusion, this study significantly contributes to the understanding of the practical aspects associated with the implementation of complex internet interventions, particularly in the context of internet-based cognitive-behavioral therapy (iCBT). The study highlights that effective iCBT integration into primary care requires a multifaceted approach, taking into account organizational models, robust support structures, and a commitment to maintaining quality standards. By emphasizing these factors, our research aims to provide actionable insights that can enhance the practicability and real-world applicability of implementing iCBT in primary care settings.