Organizational Policies Research Articles

Exploring the role of machine learning models in risk assessment models for developed organizations’ management decision policies

The goal of this work was to create and assess machine-learning models for estimating the risk of budget overruns in developed projects. Finding the best model for risk forecasting required evaluating the performance of several models. Using a dataset of 177 projects took into account variables like environmental risks employee skill level safety incidents and project complexity. In our experiments, we analyzed the application of different machine learning models to analyze the risk for the management decision policies of developed organizations. The performance of the chosen model Neural Network (MLP) was improved after applying the tuning process which increased the Test R2 from −0.37686 before tuning to 0.195637 after tuning. The Support Vector Machine (SVM), Ridge Regression, Lasso Regression, and Random Forest (Tuned) models did not improve, as seen when Test R2 is compared to the experiments. No changes in Test R2’s were observed on GBM and XGBoost, which retained same Test R2 across different tuning attempts. Stacking Regressor was used only during the hyperparameter tuning phase and brought a Test R2 of 0. 022219.Decision Tree was again the worst model among all throughout the experiments, with no signs of improvement in its Test R2; it was −1.4669 for Decision Tree in all experiments arranged on the basis of Gender. These results indicate that although, models such as the Neural Network (MLP) sees improvements due to hyperparameter tuning, there are minimal improvements for most models. This works does highlight some of the weaknesses in specific types of models, as well as identifies areas where additional work can be expected to deliver incremental benefits to the structured applied process of risk assessment in organizational policies.

The influence of policy advocacy and education on medical staff’s adaptation to diagnosis related groups payment reform in China: an analysis of the mediating effect of policy cognition

IntroductionIn recent years, China has been carrying out the Diagnosis Related Groups (DRGs) payment reform, which has an impact not only on payment methods and medical expenses, but also on the behaviors of medical staff. Some of these behaviors are unexpected by policymakers, such as turning away critically ill patients, disaggregating hospitalization costs, setting up disease groups with higher points, and so on. This phenomenon attracted the attention of some scholars, who put forward a few positive intervention measures, mainly including policy advocacy and system improvement. The scholars believed that the former was more feasible. However, there is a lack of research on the effects and influencing processes of these interventions. Therefore, this study aims to explore the influence of policy advocacy and education on medical staff’s adaptation to DRGs payment reform in China and the role of policy cognition in this process, in order to provide experiences for the smooth implementation and sustainable development of DRGs payment system.MethodsA questionnaire survey was conducted among 650 medical staff in five large general hospitals in Zhejiang Province, China, to understand their participation and feedback on policy advocacy and education, their adaptation to the current DRGs payment reform, and their cognition of relevant policies. After descriptive statistical analysis, partial correlation analysis, multiple linear regression models and bias correction Bootstrap sampling method were used to analyze the mediating effect of policy cognition factors.ResultsAll respondents had participated in organized collective policy advocacy and education activities in the past year, but the degree of satisfaction and recognition was not very high. 59.5 percent said their adaptation to the DRGs payment reform was average. Nearly half did not regularly pay attention to and participate in the management of the medical costs of patients with DRGs through compliance. And they had a low understanding of the specific rules of DRGs payment and did not form a high policy identity. The mediating effect values of policy cognition were 0.148, 0.152, 0.108, and 0.057, respectively, when the frequency and quality of policy advocacy and education influenced medical staff’s adaptive perception and adaptive behaviors.DiscussionThe organized collective policy advocacy and education can promote medical staff’s adaptation to DRGs payment reform by improving their policy cognition, and the action paths are diverse. Policymakers and hospital managers need pay attention to this phenomenon, and formulate demand-centered, value-oriented whole-process advocacy and education strategies while constantly improving the DRGs payment system. All of these provided a basis for further research and practice of positive intervention in DRGs payment reform.

Design Labs-the Power of With.

Design labs are one of the most exciting multidimensional communication and disruption strategies available to health-care teams today. A design lab can be as simple as a gathering of people who use the framework of design thinking to iterate solutions and innovations to problems in their environment. Design labs support teams in exploring solutions for current health-care challenges, in a safe, creative space. They are a place where nurses can explore their own practice and iterate organizational policies and processes.

Features of Credit Institutions Carrying out Activities in the Field of AML/CFT/PWF in the Context of the Application of Sanctions and Counter-Sanctions

The article analyzes the impact of sanctions and counter-sanctions on the procedure and standards of banking services, including on the implementation of credit organizations activities in the field of AML/CFT/PWF. Based on the study of relevant legal acts adopted by authorized Russian bodies and domestic legal doctrine, the author shows that in the current situation of inconsistency between applied models of legal regulation and the established principles of regulation of banking relations, credit organizations are forced to revise their previously successfully tested standards and ethical models of customer service. Therefore, the optimal procedure for the normative consolidation of anti-money laundering procedures in the context of the implementation of counter-sanctions have been determined. The trends in sanction (counter-sanction) compliance and aspects of its interaction with financial monitoring in credit organizations are considered, and a form of formalization of the sanctions (counter-sanction) compliance policy in credit organizations is proposed.

Is There a Moderated Mediation Model that Explains the Relationship Between Strategic Agility, Organizational Culture, Environmental Turbulence, and Organizational Performance? Evidence from Accredited Universities in Kenya

Accredited universities in Kenya are vital for quality education and research but face significant challenges that impact their performance. Issues such as strategic agility, organizational culture, and environmental turbulence contribute to difficulties in adapting to changes and maintaining effectiveness. Inadequate funding, outdated infrastructure, and regulatory constraints further exacerbate these challenges, affecting their ability to deliver high-quality education and remain competitive. This study employed a descriptive cross-sectional survey research design to investigate the moderating influence of environmental turbulence on the indirect link between strategic agility and organizational performance through organizational culture. The cross-sectional dataset was obtained from 78 accredited universities in Kenya using a questionnaire. The ordinary least squares model employed revealed that environmental turbulence moderated the indirect relationship between strategic agility and organizational performance via organizational culture in a synergistic manner, hence affirming moderated mediation. These findings highlight the moderating and mediating role of environmental turbulence and organizational culture in the link between strategic agility and organizational performance, providing managerial and policy implications. In the future, researchers should do longitudinal studies to look at how dynamics change over time, comparative sector analyses to get a bigger picture, and more mediators and moderators to fully understand the proposed links.

Biased bureaucrats and the policies of international organizations

Biased bureaucrats and the policies of international organizations

Psychological Responses to Home-Working Practices: A Network Analysis of Relationships with Health Behaviour and Wellbeing

Working at home, rather than in the workplace, has been suggested to affect office-based workers’ health and wellbeing. This exploratory, cross-sectional study sought to identify discrete psychological responses to home-working practices and investigate their relationship with engagement in health-related behaviours and wellbeing. A sample of 491 home-workers completed a survey assessing ten psychological responses to home-working (e.g., the ability to ‘switch off’ from work), ten health behaviour indices (e.g., sleep trouble), and seven wellbeing indices. Network Analysis modelled relationships between these variables. Results showed four clusters of psychological responses to home-working practices (representing ‘home-working independence’, ‘home-work transition’, ‘daily work pressure’, and ‘work-day forecasting’). Variables within these clusters linked to health behaviour and wellbeing: perceptions of workload manageability, ability to switch off from work, homeworking autonomy, and planning and organising a home-working day had cascading influences on indicators of health, health behaviours, and wellbeing. The findings point to a complex system of potential health and wellbeing consequences of working from home. Further evidence is needed to establish truly causal relationships; nonetheless, our findings call for the development of public health initiatives and organisational policies to support the adoption of home-working practices to benefit the health and wellbeing of home-workers.

Why should i be judged? Exploring third party perceptions of workplace incivility against single working mothers

A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

Efektivitas E-ABK: Analisis Beban Kerja di Dinas Pendidikan Kota Surabaya

This research examines the effectiveness of E-ABK (Workload Analysis) in the Surabaya City Education Office. The aim of this research is: To find out how effective E-ABK is in the Surabaya City Education Office. The research method in this study uses a qualitative approach with descriptive research. This research wants to discuss the effectiveness of E-ABK (Workload Analysis) in the Surabaya City Education Office which consists of 5 indicators, namely Efficiency, Adequacy, Evenness, Responsiveness and Accuracy. This research uses primary data collection techniques in the form of observation, documentation and interviews, while secondary data uses the results of previous research with different loci. The research results show that the use of E-ABK (Workload Analysis) is in accordance with 5 indicators, namely Efficiency: Based on the data sources obtained, it is very supportive in assisting the process of filling in crew members. ASN employee resources that support the implementation of E-ABK can be said to be efficient if all ASN are able to understand the filling flow and complete it on time. ; Adequacy: The organization of regional apparatus in the Education Service has been carried out in accordance with the applicable mechanism, namely an analysis of workload on the organizational structure. The policy for structuring regional apparatus organizations in the Education Department has met the adequacy criteria. This can be seen from the fact that the organizational structuring policies implemented have met the needs of the city government organization itself. ; Alignment: By equalizing the workload, you can create a fairer and more equitable work environment where all employees can give their best. ; Responsiveness: Increasing responsiveness can increase efficiency, reduce waiting time, increase customer satisfaction, and increase employee morale. ; and Accuracy: The accuracy of the number of employees needed in the Surabaya City Education Department can be seen through the existing number which will later be determined and matched between the existing E-ABK and the existing number of employees currently. The implementation of E-ABK (Workload Analysis) for Employees at the Surabaya City Education Office has been going smoothly. Even though the infrastructure and human resources are available and sufficient, there are still some employees who still do not fully understand how to fill out E-ABK. To increase employee competency, regular outreach and training regarding the use of E-ABK is needed.

Translation, a measure of force of attraction? States, international organizations and the consecrating power of translation

ABSTRACT Based on the premise that both translations and collective bodies have historically been used to build collective identities, shape their images, and defend their interests, this article examines several projects constituting the translation policy of the Intellectual Cooperation Organization (1925–1945) and the United Nations Educational, Scientific and Cultural Organization (1945–) from a soft-power perspective. In the first section, I identify several contemporary trends in translation studies that share an interest in the state, though I also delve into parallel critiques against methodological nationalism. The second section addresses states and international organizations as agents of translation that maximize the potential of translation as a soft-power resource. The third and the fourth section examine two specific translation projects as soft-power resources from the perspective of the producing end. The fifth section examines the way the press of the time covered said projects and discusses their reception in different social spaces. This case study is used as a heuristic tool to discuss states as relevant objects of study in translation studies, the multiple receptions of translations, and the consecrating power of translation.

Measurement and Comparison of Different Dimensions of Renewable Energy Policy Implementation in the Agricultural Sector

The current research aims to measure the different dimensions of renewable energy policy implementation and compare these dimensions with each other, focusing on Iran's agricultural sector. This analysis makes it possible to identify the strengths and weaknesses in implementing existing policies. The five dimensions include "organizational and institutional", "incentives", "investment", "infrastructure", and "human resources development". The statistical population of this research comprised energy policy experts, whose number was 85. The sampling method was random, and 70 persons participated in answering the questionnaire using the Karjesi and Morgan table. A questionnaire was used to collect data. The reliability of the questionnaire was calculated using Cronbach's alpha (0.916). Face validity, content validity ratio (CVR), and content validity index (CVI) were applied to determine validity. In the calculation of CVR, values ≥0.33 were considered reasonable and appropriate to confirm each item. All CVI values obtained were higher than 0.79. Multi-criteria analysis was used to analyze the data. The results indicated that organizational and institutional policies were at the highest level of unsustainability. The dimension of investment policies showed less unsustainability than other dimensions. The other three dimensions also showed significant deficiencies. It seems that policy development to eliminate the diversity and interference of organizations, fuel subsidies revision, market policy development, attracting capital, and participation of stakeholders is necessary to reduce unsustainability in this field. The development of the resources of expert forces and attention to educational policies should also be considered.

Remote Work Dynamics in Semiconductor MNCs in Klang Valley: The Impact of Work Environment, Technological Infrastructure, and Work-Life Balance on Employee Productivity Moderated by Gender

The shift towards remote work has become a prominent feature of contemporary workplaces, driven by technological advancements and changing organizational paradigms. This study investigates remote work dynamics within semiconductor multinational corporations (MNCs) in Klang Valley, focusing on the interplay between work environment, technological infrastructure, work-life balance, and employee productivity. Social Exchange Theory (Blau, 1964), Operational model of analysis (Leitão et al., 2019) and Task-to-Performance Chain Theory (Goodhue and Thompson, 1995) guides the exploration of how these factors influence productivity, while Predictors and outcomes of LMX Model (Tziner et al., 2020) informs the examination of gender as a moderating factor. Utilizing a quantitative research approach, data was collected through structured surveys administered to employees of semiconductor MNCs in the Klang Valley region. The survey instrument captured key variables related to the work environment, technological infrastructure, and work-life balance. Statistical analyses, including regression modeling and moderation analysis, were employed to examine the relationships between these variables and productivity while considering gender as a moderating factor. The findings provide empirical evidence regarding the impact of the work environment, technological infrastructure, and work-life balance on employee productivity in remote settings within the semiconductor industry. Additionally, investigating gender as a moderating factor uncovers potential disparities in remote work experiences and outcomes between male and female employees. This study contributes to a deeper understanding of remote work dynamics, offering insights into organizational policies and practices to optimize productivity and foster inclusivity in remote work arrangements.

Comparative Study of an Energy Information System and Energy Management System According to ISO 50001

Energy management, especially in communities, is attracting growing interest but is often marred by confusion between the terms “energy information system” (EIS) and “energy management system” (EMS). This ambiguity hinders understanding of their uses and roles in improving energy performance. Our objective is to clarify these terms and their contributions to energy management. We used a mixed qualitative and quantitative approach to evaluate and compare the criteria of definition, objective, functionality, and role, as well as correlated elements, such as organizational structure, responsibilities, planning, and policy, according to the requirements of ISO 50001, in addition to criteria specific to the two systems. The study revealed differences in the roles of the EIS and the EMS, with a complementarity of 40% between the two systems depending on the positioning of the EIS in relation to the elements of the EMS process. The EIS plays a crucial role in facilitating the implementation of the EMS according to ISO 50001. This clarification contributes to a better understanding of the respective roles of these systems in energy management, thus helping communities to improve their energy performance in an effective manner.

The elephant in the room: How personal and workplace traits shape role stress in the construction industry

Geographical regions shape workplace stress, as each location presents distinct environmental, cultural, and socioeconomic conditions. These regional variations contribute to varying stress levels among workers depending on their unique conditions. This study explored the effects of personal and workplace traits on the role stress of the construction workforce in the South Asian region. Data were collected through a cross-sectional survey involving 274 project-level personnel from ten construction companies in Sri Lanka. Factor analysis validated regression analysis was performed to identify the effects of personal and workplace traits on role stress. The results highlighted the significance of age, education level, and organization tenure in shaping role stress. Specifically, the increasing age was associated with decreased role overload and work-family conflict. A higher level of education was linked to a greater likelihood of experiencing role conflict. Extended organization tenure was found to decrease role ambiguity but increase role conflict and work-family conflict among construction project employees. These findings hold implications for shaping organizational policies aimed at improving employee well-being. By incorporating these insights, organizations can develop strategies that foster a more supportive and healthier work environment.

Optimizing Kubernetes Environments: Best Practices for Configuring and Managing Admission Webhooks

Abstract: Kubernetes has emerged as the leading platform for container orchestration, offering a robust framework for automating the deployment, scaling, and management of containerized applications. As its adoption increases, managing diverse workloads across various environments becomes increasingly complex, necessitating mechanisms for policy enforcement, compliance assurance, and dynamic configuration management. In Kubernetes, admission webhooks provide a means to intercept requests, enabling the mutation and validation of these requests to enforce custom policies. This paper presents comprehensive guidelines for configuring and operating admission webhooks to enhance security, consistency, and operational efficiency in Kubernetes environments. Through this paper, readers will gain hands-on experience in implementing best practices, thereby optimizing the use of admission webhooks to effectively maintain organizational policies and standards.

Limitations and Future Directions in Studying Organisational Justice in Academia: A Call for Longitudinal and Multivariate Approaches

This study delves into the complex dynamics of organizational justice within academic settings, acknowledging its significant role in shaping faculty perceptions and institutional effectiveness. Despite offering valuable insights, the study is constrained by its cross-sectional design, which limits the ability to infer causality. To address this limitation, future research should employ longitudinal designs, enabling the exploration of how perceptions of organisational justice evolve over time. Additionally, investigating other potential modifiers, such as organisational subcultures and individual differences, could provide a more nuanced and comprehensive understanding. Emphasizing these approaches will enhance the depth of knowledge regarding organisational justice, facilitating more effective strategies to foster fair and equitable academic environments. Through Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis of data from 276 MBA faculty members, the research identifies leadership behavior, organisational policies and procedures, and interpersonal relationships as key antecedents of organisational justice. The study further explores how these antecedents, through organizational justice, affect job satisfaction and organizational commitment, and how academic rank moderates these relationships.

Building an Inclusive Work Environment: Challenges and Opportunities in HR Management

An inclusive work environment is crucial in enhancing the workforce well-being and organizational performance. The research in this paper conducted by the researcher is a critical analysis of some kind of challenges and solutions for management facing towards an inclusive work environment completely implemented I out there. The effectiveness of various policies and strategic steps in achieving inclusivity is assessed from a human resource management perspective by the researcher. The author reviews in Ms the different paths designed from an analysis of scientific approaches implemented in various sectors and institutions, details how legal regulations made these programs more challenging to include. The results of this study suggest that significant institutional biases are omnipresent, there remains a paucity of conceptual understanding and minimal adequate training in HR but also indicates opportunities to overcome these barriers. These findings suggest that some organizational policies may be inadvertently breeding subtle forms of discrimination while keeping in place continuining biases, which are harmful for particular groups as our societies converge toward artificial intelligence-led recruitment. Therefore, the method should not be one-size-fits-all there are different strategic approaches which can help create sustainable and lasting changes in building a truly inclusive work environment.

THE INSTITUTIONAL COMPETENCIES OF THE STATE PUBLIC SAFETY AGENCIES OF GOIÁS AND THEIR PROPENSION TO RESPOND TO DISASTERS

This article seeks, based on a review of the institutional competencies of state public safety agencies, to relate these competencies to the propensity of each agency to be activated in the event of disasters. A survey of the legislation was carried out, especially of the public safety agencies of the State of Goiás, outlining their competencies from the provisions of the Federal Constitution, in addition to a brief bibliographic review on disaster response. In the treatment of the four state public safety institutions provided for in the Brazilian Constitution, it was evident that, due to its institutional competencies, the Military Fire Department is the agency most likely to be activated in response to disasters. Thus, it is possible to take a look at the institutions, including in the sense of formulating organizational policies aimed at providing care to professionals.

Flexible paths to innovation: mitigating commuting’s impact on creative deviance

PurposeThis study aims to investigate how long commutes negatively affect employees’ creative deviance at work, exploring the mediating role that impaired work–life balance plays in linking commute to restricted creative deviance, as well as examining whether access to flexible work arrangements can alleviate commuting’s detrimental indirect effects.Design/methodology/approachThis study employed a three-wave survey methodology conducted over monthly intervals with 246 participants in China’s Pearl River Delta region. Rigorous screening ensured a demographically diverse sample.FindingsCommuting time negatively affects creative deviance, both directly and indirectly through work–life balance. Flexible work arrangements mitigate the adverse effects of long commutes on work–life balance, subsequently weakening the indirect effect of commuting time on creative deviance through work–life balance.Practical implicationsA holistic approach is suggested for organizations aiming to foster a supportive and ethical work environment, which involves a combination of organizational policies, leadership practices and individual actions to promote both creativity and employee welfare.Originality/valueThis research breaks new ground by identifying commuting time as a key factor influencing creative deviance in the workplace, mediated by work–life balance. It integrates transportation research with organizational behavior, applying an ethics of care perspective to challenge traditional paradigms. The study’s interdisciplinary approach, bridging multiple fields, provides a novel, holistic view of how non-work factors impact workplace innovation.

2.K. Scientific session: Promoting organizational health literacy in healthcare organizations and beyond in Europe

Abstract Organizational health literacy (OHL) has been defined as the degree to which healthcare organizations equitably enable/empower people, through organizational structures, policies, and processes, to find, understand, appraise, and use information and services to make health-related decisions and actions for themselves and others. By adopting an OHL approach, healthcare organizations enhance health service delivery by simplifying interaction with health systems by making information and services more comprehensible. An OHL approach not only reduces health literacy demands of patients, but also of workforce and the resident population of the community that they serve. The workshop focuses on two theory-based initiatives that focus at promoting OHL in Europe: (1) the Organizational Health Literacy for All (OHL-ALL) initiative, which developed a practice-oriented OHL approach for organizations promoting equity explicitly to support people in vulnerable positions with or at risk for diabetes or other non-communicable diseases, and (2) the World Health Organization (WHO) Action Network on Measuring Population and Organizational Health Literacy (M-POHL) which aims at initiating and facilitating the (self-) assessment of OHL in healthcare organization by developing, providing, and disseminating OHL assessment tools. Both initiatives strive to support organizational change and workforce responsiveness. While the first initiative goes beyond health literacy responsiveness of healthcare organizations intending to offer guidance for organizations on how to give all individuals the best possible opportunities to achieve their optimal health and well-being, the second initiative specifically focuses on OHL in healthcare organizations using a settings approach with a focus on health care, prevention, and health promotion. The initiatives enrich and complement each other. The workshop consists of five short presentations, followed by a discussion among the presenters and the audience. The first presentation focuses on the development of the theory-informed and coherent OHL approach of the OHL-ALL initiative. The second presentation provides an overview of the M-POHL initiative and its innovative tools. Then three presentations will showcase results, experiences, and outcomes from European countries on assessing OHL in different healthcare settings. Expected impact: Theory-based guidance for implementing organizational development will be provided. Results from the M-POHL initiative will contribute to greatly needed insights into OHL needs and opportunities of healthcare organizations. The insights from these real-world assessments and implementation can inform future public health practice, policy, and research. Key messages • An OHL approach contributes to better equity. It helps meet health literacy needs of patients, health and care workforce and the resident population of the community that are served. • New tools have been developed to support management and health and care workforce in assessing and improving OHL responsiveness, to better serve patient communities.