Organizational Competence Research Articles

Assessment of Factors Influencing Healthcare Provider’s Acceptance of Electronic Health Record in Jordanian Hospitals

Acceptance of electronic health record systems is considered an essential factor for effective implementation among healthcare providers. In an attempt to understand healthcare providers’ perceptions of electronic health record systems implementation and evaluate the factors influencing healthcare providers’ acceptance of electronic health record systems, the current research examines the effects of individual (user) context factors and organisational context factors using the technology acceptance model. A quantitative cross-sectional survey design was used, in which 319 healthcare providers from five public hospitals participated in the present study. Data were collected using a self-administered questionnaire, which was based on the technology acceptance model. Jordanian healthcare providers demonstrated positive perceptions of the usefulness and ease of use of the electronic health record systems and subsequently accepted the technology. The results indicated that they had a significant effect on the perceived usefulness and perceived ease of use of the electronic health record, which in turn was related to positive attitudes towards the electronic health record systems as well as the intention to use them. User attributes, organisational competency, management support and training and education are essential variables in predicting healthcare providers’ acceptance towards electronic health records. These findings should be considered by healthcare organisations’ administration to introduce an effective system to other healthcare organisations.

Experiences with diagnostic delay among underserved racial and ethnic patients: a systematic review of the qualitative literature

ObjectiveDiagnostic delay is a pervasive patient safety problem that disproportionately affects historically underserved populations. We aim to systematically examine and synthesise published qualitative studies on patient experiences with diagnostic delay...

Prevention of sexual exploitation of children in sport clubs and social work in Switzerland

Abstract The Convention on the Rights of the Child, ratified in 1989, provides a clear normative basis for the protection of children from violence, abuse and exploitation. Despite efforts to protect children, many children and young people are victims of sexual violence. In the extracurricular sector, clubs offer great potential for preventing sexual exploitation. However, obstacles such as the taboo nature of the topic and the clubs’ limited resources make it difficult to develop and independently implement specific prevention offers. The aim of the project was to record the activities and competencies of sports clubs, youth associations and other youth organizations in the area of prevention of sexual assault among children and adolescents in the leisure sector and to determine the need for prevention services in the canton of Zurich in Switzerland. In addition, information was obtained on the impact of existing prevention services as well as information on their further development in terms of content and organization. Together, 979 participants from sports clubs, youth associations and youth organizations (e.g. board members, coaches, leaders) as well as the parents of children who are members of these clubs were surveyed. An impact model was developed for systematic modeling, as proposed by “Health Promotion Switzerland”. The prevention of sexualized violence is seen as a very relevant topic by sports clubs, youth associations, open child and youth work and parents. However, the current implementation of prevention measures also shows that there are still barriers to implementation and room for improvement in prevention work. Participants from all areas would particularly like support with advice on how to deal with suspected cases/incidents, the provision of information materials and the creation of a protection concept. Specific ideas for the further development of prevention work were also generated and will be discussed. Key messages • The prevention of sexualized violence is seen as a very relevant topic by sports clubs, youth associations, open child and youth work and parents. • The study reveals that prevention measures are only partially implemented and identifies barriers and facilitators for improvement.

The Impact of Undignified Branding on Organizational Stability and Long-Term Success

Branding plays a crucial role in shaping an organization's image, fostering trust, and ensuring long-term growth. However, many organizations fail to adhere to dignified branding practices, leading to far-reaching consequences that extend beyond mere promotional failure. This paper explores how the inability to maintain dignified branding reflects deeper organizational problems, including lack of vision, instability, short-term focus, poor revenue models, ineffective team management, lack of expertise, and insufficient funds. Using case studies and theoretical insights, we examine the connection between poor branding practices and organizational failure. The paper aims to provide a framework for understanding the importance of strategic branding and offer recommendations for companies to avoid the pitfalls of undignified promotion. The research highlights that dignified branding is not only essential for consumer trust but also serves as a marker of organizational competence and long-term sustainability.

Ethical Impact Assessment of Sharing Nanosafety Data

Decades of research on environmental, health and safety impacts of nanomaterials have generated large amounts of nanosafety data, but not all data are available online following the Findable, Accessible, Interoperable, and Reusable (FAIR) principles. This lack of FAIR data delays progress in regulatory research, needed by regulators to develop evidence-based policies. In this context, researchers collaborating in the EU NanoSafety Cluster (www.nanosafetycluster.eu) engaged in a discussion on the ethical impacts related to (not) sharing nanosafety data. Screening the potential ethical impacts suggested that openly sharing nanosafety data relevant to risk governance of nanomaterials could give rise to ethical issues related to health and to liberties, and that these data might be misused. On the other hand, not openly sharing such nanosafety data could raise issues related to health, equity, common good, environment, and sustainability. A small-scale Ethical Impact Assessment (EIA) was performed between June 2022 and April 2024 to identify and evaluate more specific ethical issues and to propose recommendations for remediating ethical concerns. Preliminary results were presented in scientific conferences (one poster and three oral presentations), while the comments of the participants were incorporated in the final version of the presented paper. The EIA identified ethical issues and value conflicts related to the following sectors: intellectual property, social justice, public health, dual use, environmental ethics and animal ethics. Some recommendations for remediation are the competence of research organisations. Other recommendations call for societal dialogue and engagement. Yet other recommendations call for political action.

ANALISIS KINERJA DINAS MATERIEL DAN SENJATA TNI ANGKATAN LAUT MELALUI PENDEKATAN BUDAYA ORGANISASI DAN KOMPETENSI YANG DIMODERASI AUTOMATIC ADJUSTMENT

The Indonesian Navy's weapons and electronics materials service has a very strategic function in the Indonesian Navy. one of its functions is to carry out planning and continuous evaluation of activities in the field of electronics and weapons including ammunition material, navigation, electronic instruments, drones, simulators, sensors, controls and weapons, sensors, controls and weapons. The type of research used in this research is qualitative. The location of this research is the Indonesian Navy's weapons and electronics materials service, Subdiharsewaco Disharkap Koarmada I, Subdiharsewaco Disharkap Koarmada II, Subdiharsewaco Disharkap Koarmada III, Disharsewaco Disharkap Kolinlamil, Subdisren Disharmat Kormar. The analysis tool used is NVIVO 12. The results of the research are that the planning and budget proposed by Dissenlekal are in accordance with Dissenlekal's needs, but with the automatic adjustment, planning cannot reach 100%. The organizational culture of the Indonesian Navy's weapons and electronics materiel service reflects a good, positive, supportive and inclusive work environment. The competency of personnel in this organization is very good, with in-depth knowledge and high skills. The performance of personnel in this organization is very good, with high quality and quantity of work, consistent punctuality, and strong occupational safety awareness and compliance. Organizational culture and competence influence organizational performance. The Indonesian Navy's weapons and electronics materials service has strong adaptability in dealing with budget changes resulting from the automatic adjustment program. The existence of automatic adjustments affects organizational performance but is not significant. With a good organizational culture and competence, good performance will result despite automatic adjustments.

Determinación de la densidad vehicular en ciudades intermedias por medio de visión por computador

The objective of this research work is to calculate the vehicle density of cities through the use of computer vision. To carry out the study, we captured videos of vehicular traffic at 8 intersections in the city of Loja using a drone and a high-resolution camera. Subsequently, we used the Python language and the YOLOv8 library to count vehicles of different categories, such as small vehicles, trucks, and motorcycles. Through mathematical formulas used in transportation engineering, the values ​​of vehicle density, vehicle flow rate, and average spacing were obtained. As results, we have that the machine learning model using YOLOv8 has an accuracy of 90% in detecting and classifying vehicles, and thanks to its use, the road with the highest vehicle density was identified. The practical applications of this work could improve vehicle flow and help competent organizations related to traffic management make decisions.

Legal Review of the Granting of Mining Business Licenses to Religious Organizations

The government, through Government Regulation of the Republic of Indonesia Number 25 of 2014 concerning amendments to Government Regulation Number 96 of 2021 concerning the Implementation of Mineral and Coal Mining Business Activities, provides special rights for Religious Organizations to obtain mineral and coal IUPs without having to go through an auction process. This research aims to examine and analyze legal reviews regarding the granting of mining business permits to religious community organizations. The problem formulation in this research consists of: 1). What are the dynamics and problems of granting mining business permits to religious organizations? 2). How is the use of mining business permits in accordance with the principles of justice and equality? The research method used in this research is doctrinal legal research. The results of this research conclude that: 1). The dynamics and problems of granting mining business permits to Religious Organizations are: First, the potential for silencing public supervision. Second, the low level of experience and competence of Religious Organizations in managing mineral and coal mining. Third, the auction process is set aside by eliminating the auction obligation for Religious Mass Organizations in receiving IUPs. 2). Utilization of mining business permits in accordance with the principles of justice and equality consists of: First, the concept of implementing affirmative action for specific IUPs must be given to vulnerable communities. Second, the use of CSR should be an alternative for the Government to provide financial assistance to Religious Organizations rather than providing IUPs which have no rational reason to be handed over to Religious Organizations.

Efforts Implemented for Developing Health Management Workforce in the Asia Pacific: A scoping review

Background and objective: A strong and effective health management workforce (HMW) is essential to underpin the comprehensive health care services provided by health care organizations. The fast-growing nature of healthcare systems suggests the required competencies for HMW continue to evolve. The objective of this scoping review is to identify and confirm the key strategies that have been used in developing the health management workforce in the Asia Pacific region. Materials and Methods: A scoping review of the literature was conducted between May and August 2022 using the following databases: Medline, Ovid Emcare, CINAHL, Scopus, and Web of Science, to retrieve original research articles demonstrating development efforts for HMW in the Asia Pacific regions. The review was guided by the PRISMA-ScR (2018) checklist [23]. Results: The scoping review identified four different development strategies for HMW in Asia Pacific region: i) Organisational informal professional development programs, ii) Competency assessment and identification of gaps in knowledge and skills of HMW, iii) Confirming competencies and developing competency framework and iv) Formal education and training. Among these four development strategies, organisational informal professional development programs and competency assessment and the identification of gaps in knowledge and skills of HMW were the main strategies implemented for HMW in the Asia Pacific region. Conclusion: The review concluded that the existing development strategies and efforts for HMW are not evenly implemented within the Asia Pacific region. Political will and policy direction are important and plays a vital role in the competency development of HMW. It is also critical to provide multilevel commitment from system and organisational level together with identifying and addressing the bottlenecks in the development strategies by considering organisation types, management levels and positions, practical training methods, motivation of participants, and other contextual factors.

Knowledge management practices and organizational commitment among employees of line-agencies in Sulu

The study investigated the organizational commitment and knowledge management practices of line-agency employees in Sulu, Philippines during the Fiscal Year 2023. Quota sampling (n=200) was carried out to sample the participants. Descriptive-comparative analysis was conducted to analyze the organizational commitment and knowledge management competence of the employees. Findings of the study revealed that employees are highly competent in various aspects of knowledge management, including knowledge acquisition, sharing, creation, codification, and retention. For organizational commitment, the employees demonstrated a high level of commitment to their organization, work, profession, and group work. Further analysis indicated that some demographic profiles (i.e., age, appointment status, length of service, and educational attainment) mediated the knowledge management competence of the employees. Similarly, some profiles (i.e., appointment status, length of service, and educational attainment) mediated their organizational commitment. Linear correlation revealed that the commitment and knowledge management competence were highly but not significantly correlated. Organizations should continue to invest in training and development programs to sustain and further improve these competencies. This study observed the importance of continuous investment in employee development, personalized management practices, and integrated organizational strategies to optimize both knowledge management and employee commitment.

A Sequential Explanatory Approach on Behavioral Flexibility and Commitment of Teachers in Talomo-A District, Davao City

This study examined how teaching resilience affects teacher commitment. Explanatory sequential mixed approaches were used to collect data from 198 public elementary school teachers in Talomo-A District, Davao City. Among quantitative responders, 17 were selected for IDI and FGD. Teacher commitment was moderate, while behavioral flexibility was great. Behavioral flexibility in self-assurance, organization, and interpersonal competency strongly influenced teacher commitment, according to regression analysis. Thematic analysis of qualitative data showed that teachers had broad behavioral flexibility, moderate commitment, and that behavioral flexibility strongly influences commitment. The regression model shows that behavioral flexibility is one reason instructors' commitment is somewhat high. The data integration method connecting- merging-confirmation explained the study's quantitative outcomes using qualitative results. Thus, the study was done to publish findings in respectable research journals.

Change competence: An integrative literature review.

Organizations are in a state of continual evolution, driven by the relentless shifts in their external environments. Numerous theories have been proposed to understand the essential skills and capabilities for successful organizational change. Yet, there remains a gap in capturing a holistic view necessary to fully comprehend the dynamics of competence in today's rapidly changing landscape. This research aims to explore and consolidate the concept of 'competence' in the context of organizational change processes. Employing an integrative literature review approach, a total of 3,230 studies were screened. Out of these, 32 studies were selected based on strict relevance and quality criteria, providing a robust foundation for the analysis. The findings reveal a multi-layered nature of organizational change, highlighting that the nature and prerequisites of change vary significantly across different organizational levels. By applying a competence lens, we discern how required competence during change are not uniform but rather vary depending on whether they are applied in an operational or strategic context. This demonstrates a nuanced, level-dependent variability in change competence across the organizational hierarchy. We conceptualize 'change competence' as a dual-faceted construct. It encompasses both the capacity to leverage existing organizational competence and the adeptness to develop new competence, thereby meeting the evolving demands imposed by both internal and external drivers of change. This comprehensive understanding paves the way for more effective strategies in managing organizational change.

Pengaruh Budaya Organisasi, Disiplin Kerja, Dan Kompetensi Terhadap Kinerja Guru Melalui Motivasi

The aim of this research is to show and test the influence of organizational culture, work discipline and competency on teacher performance through motivation at MA Sunniyyah Selo Grobogan. This research is quantitative. The results of the T test show that the organizational culture of MA Sunniyyah Selo in Tawangharjo District, Grobogan Regency has a positive and significant impact on teacher motivation, Work discipline has a positive and insignificant impact on the desires of MA Sunniyyah Selo teachers in Tawangharjo District, Grobogan Regency, Competence and work discipline of MA teachers Sunniyyah Selo. Meanwhile, the results of the F test of equality show that organizational culture, work discipline and skills have a positive and significant effect on the motivation of MA Sunniyyah Selo teachers, Tawangharjo District, Grobogan Regency. The F test for equation 1 also shows that organizational culture, work discipline and skills have a positive and significant effect on the performance of MA Sunniyyah Selo teachers, Tawangharjo District, Grobogan Regency. Apart from that, the results of the determination test show that with a total R square value of 0.6222, the intervention variables of organizational culture, work discipline, competence and motivation contribute 62.22% of the performance variables of MA Sunniyyah Selo teachers, Tawangharjo District, Grobogan Regency. Other variables, such as communication, work environment, training, and other variables not included in the research model amounted to 37.78%. The results of the path analysis show that organizational culture has a greater impact on performance than motivation-oriented communication. The influence of work discipline on performance is more influenced by motivation than communication that is motivated by motivation. The influence of competence on performance is more influenced by motivation than competency on performance. . Organizational culture influences the performance of MA Sunniyyah Selo teachers, Tawangharjo District, Grobogan Regency.

Analysis of the educational standard for training nurses with higher education and the development of their competencies as nursing managers

The object of the research of this article: the development of nursing in the Russian Federation based on identifying areas for improving the training of nursing specialists with higher education, expanding their professional, managerial and leadership functions. Subject of the study: organizational and managerial relations arising in the process of improving the activities of nurse managers based on the development of their organizational, managerial and research competencies. Objectives: To analyze federal state educational standards in the field of training "Nursing" for its compliance with the modern needs of the healthcare system of the Russian Federation and the development of nursing. To identify the shortcomings of the studied FSES and the competencies of nurses embedded in them, and to assess the presence of contradictions in the needs of the modern healthcare system of the Russian Federation and the real capabilities of nurses as managers of the nursing link To develop directions for the development of nursing and the improvement of the system of education or development of managerial skills and leadership qualities of nurses as managers of the nursing link.

Well-being policies and applicant attraction: The mediating role of employer brand personality

Increasingly, (potential) employees take their well-being into account when choosing or quitting jobs. However, we do not yet know whether and how organizations can influence applicant attraction by communicating their well-being policy within recruitment materials. Based on signaling theory, we hypothesize that a well-being policy functions as a signal through which potential applicants make inferences about employer brand personality (organizational warmth and competence), ultimately increasing organizational attractiveness and application intentions. Moreover, we examine whether the content of the well-being policy matters and compare (a) prevention versus promotion policies and (b) individual-level versus organizational-level policies. Two experimental studies among samples of Belgian employed potential applicants showed that a well-being policy increased organizational attractiveness and application intentions, while organizational warmth served as an explaining mechanism. Organizational-level well-being policies elicited higher application intentions compared to individual-level well-being policies, which was mediated by organizational warmth and competence. Moreover, we found that even in the presence of another strong signal (salary information), a well-being policy is still linked to increased applicant attraction. Lastly, a well-being policy increases organizational attractiveness especially when salary is average in comparison to when salary is above average.

The Mediating Effect of Organizational Communication Climate on Media Literacy and Communication Competence of Higher Education Institution Teachers

This study explored the mediating role of organizational communication climate on the relationship between media literacy and communication competence among higher education institution teachers. Using a quantitative, non-experimental correlational design, data were gathered from 200 professors at Higher Education Institutions in Davao City through purposive sampling and online surveys. The researcher employed statistical tools such as mean, Pearson r, and medgraph with Sobel Z-test. The findings revealed high levels of media literacy and organizational communication climate, while communication competence was found to be very high. Significant relationships were identified between media literacy and communication competence, as well as between organizational communication climate and communication competence. However, no significant relationship was observed between media literacy and organizational communication climate. Additionally, organizational communication climate was found to partially mediate the relationship between media literacy and communication competence among the teachers.

Navigating digital transformation and business model innovation in the tourism sector: challenges opportunities, and leadership styles

Purpose Technological advancements are reshaping the tourism industry, necessitating the adaptation of business models through digital technology utilisation for intelligent, sustainable and inclusive tourism offerings. The diverse nature of tourism businesses, encompassing size, technology access, risk aversion, labour intensity, and more, presents a spectrum of challenges and opportunities for business model innovation (BMI) and digital transformation (DT) to maintain competitiveness. This study focuses on the core aspects of DT and BMI within the tourism sector, offering pivotal insights to aid tourism companies embarking on the intricate journey of DT and BMI in this evolving landscape. Design/methodology/approach The study conducts an extensive literature review to identify critical issues and pathways for tourism businesses pursuing DT and BMI. The review is focused on the challenges, opportunities, risks and imperatives that tourism organisations have to navigate in the current DT landscape to renew their business model. Findings The findings underscore the pressing need for tourism businesses to undergo a holistic DT. While digital technologies are reshaping the essence of tourism value chains, the transformation extends beyond technology adoption to encompass a profound renewal of organisational culture, competencies, structure, leadership and operational models. This paradigm shift is indispensable for crafting more innovative, sustainable and more inclusive tourism development. The paper also provides strategic recommendations and outlines future research directions to fortify the transformational journey of the tourism sector. Originality/value The paper provides key insights into supporting DT and BMI in tourism businesses, advancing a nuanced understanding of the multifaceted challenges and opportunities tourism organisations face in the digital age.

Organizational employee listening competency for participatory employee communication: Employee perspectives

ABSTRACT This study proposes participatory employee communication as a conceptual framework for exploring and developing excellent organizational employee listening characteristics. Further, this study aims to address key characteristics of internal organizational listening competency, with 20 in-depth interviews with full-time US employees. From the interview data, 12 characteristics emerged in three critical dimensions of cognitive, affective, and behavioral competencies in listening. The findings indicate that employee listening should be considered part of the participatory organizational communication system and culture, supported by organizational structure, policies, procedures, and culture, and grounded in mutual orientation, which values employee voices as legitimate and valuable partners for organizational success. Based on the findings, the study proposes an organizational framework for employee listening competency with four dimensions and 13 attributes.

Unveiling the Puzzle of Social Media Adoption Among Small Grocery Retailers

This research is aimed to understand the intentions of small grocery retailers in adopting social media for marketing purposes. The research used an integrated TAM-TOE framework combined with an SOR framework for understanding factors influencing the intention of small grocery retailers to adopt social media. Mixed methods were used for the study. Initially, in-depth interviews were conducted with 55 retailers to develop a grounded model, which was verified through a survey of 874 retailers. Findings suggest that perceived usefulness and perceived ease of use were positively related to relative advantage, interaction, organizational competency and complexity, bandwagon effect, and competitive pressure. Retailer age and retail outlet also had moderation effects. Small grocery retailers who understand the relative advantage of social media are more likely to adopt it, influenced by the bandwagon effect. Intense competition is also pushing retailers to adopt social media to avoid losing customers and missing out on potential opportunities.

The Effect of Person Organization Fit and Competence on Employee Performance with Work-Life Balance as an Intervening Variable in Logistics Companies in Jakarta

This study aims to test the research model which is expected to obtain results from the influence of Person Organization Fit and Competency on Work-Life Balance and its impact on Employee Performance. Respondent data will use the results of the distribution of questionnaires to employees of Logistics Companies in Jakarta online through the Google Drive platform to 81 employees. In this study, 5 tests were carried out on the hypothesis based on variable indicators prepared using SEM PLS (Partial Least Square) analysis using the smartPLS method. This test consists of an outer model, an inner model, and a Hypothesis test. The results of the study show that person organization fit and competence have a positive and significant effect on work-life balance. Work-life balance also has a positive and significant effect on employee performance. However, person organization fit has a positive but not significant effect on employee performance, while competence has a positive and significant effect on employee performance. In addition, there is no indirect influence of person organization fit and competence on employee performance through work life. This study emphasizes the importance of person organization fit and competence in improving work-life balance and employee performance, although the role of intervening work-life balance in these relationships is not proven.