Organizational Values Research Articles

Community contexts and knowledge: accountability, leadership and meaningful involvement of communities in Programme Science.

A Programme Science approach that prioritizes populations who will benefit most and ensuring resources are allocated to programmes that meet the needs of those populations will bring an equity focus to research. Gay men and other men who have sex with men, people who use drugs, sex workers of all genders, and trans and gender-diverse people, defined by the Joint United Nations Programme on HIV/AIDS (UNAIDS) and The Global Fund to Fight AIDS, Tuberculosis and Malaria (Global Fund) as key populations, have been disproportionately impacted since the start of the HIV pandemic. Through documenting community experiences from global key population-led networks, the authors explore the potential value and impact of community-led organizations and service delivery as critical components in effective HIV and Sexually Transmitted infections (STI) programmes. Through advocacy and research interventions, global key population networks have identified barriers against scaling up interventions for criminalized and marginalized communities, as well as highlighted solutions. The authors examine some of the current barriers to meaningful involvement of communities and the scaling up of community-led programmes that need to be addressed if Programme Science is to maintain an equity lens and the needs of key populations are to be met and highlight the need to make visible community engagement and participation in embedded research and Programme Science. The Programme Science approach provides an important opportunity to understand practical issues that will increase effective coverage in the implementation of public health and other interventions, which will require the prioritizing of key populations and their priorities in HIV and STI programmes. It will require extensive time and work to build relationships, increase capacity and share power. Where this has already happened, it has resulted in positive outcomes, including better health outcomes, reduced stigma, increased agency for key populations, and built community-led organizations and responses.

On the notion of value. A comparative analysis between economic and biophysical approaches

The plurality of dimensions and topics covered by the SDGs reflects the need to assess the value of organizations, cities, and societies using a holistic approach that considers different dimensions and criteria. It is much needed to shift towards inter-disciplinary, multi-criteria and integrated perspectives, opening the door to views able to consider different scientific points of view when assessing the most “valuable” pillars in human societies. This need highlights a controversial question: “what do we mean when we refer to a concept so broad such as the one of “value” and its measurement”? The concept of value and welfare have changed throughout the years, also in relation to the historical context and societal structure and needs of the time. But time has not been the only factor in differentiating value theories. While most organically structured definitions of value have originated, as expected, from the developments of the economic discipline, this issue has also been addressed by scientists belonging to the biophysical realm. In this paper, a comparative overview of the main economic and biophysical value theories, developing from very different epistemological backgrounds, is provided. Results suggest the need to foster inter-disciplinary communication on the notion of value, which is an abstract construct at the root of our societies and economies.

Human Resource Management Practices: Enhancing Employee Engagement and Retention in a Global Context

Employee engagement and retention have become critical concerns for organizations operating in a global context, where talent competition is fierce and turnover costs are high. Human resource management (HRM) practices play a central role in addressing these challenges by fostering a work environment that promotes engagement and encourages employees to stay committed to the organization. various HRM practices that have been found to enhance employee engagement and retention across different cultural contexts. recruitment and selection strategies aimed at attracting candidates who are not only qualified but also aligned with the organization's values and culture. Next, it discusses training and development programs that enable employees to acquire new skills and advance in their careers, thereby increasing their sense of fulfilment and loyalty. Additionally, the paper explores performance management systems that provide regular feedback and recognition, reinforcing employees' sense of purpose and contribution to organizational goals.

The Effect of Organizational Culture on Job Satisfaction in Jordanian Tourism Public Sector

Objective: The significance of this study comes from the lack of previous direct discussion on improving organizational culture and job satisfaction in tourism public sector. It aims at identifying dominant organizational cultures in the Jordanian Ministry of Tourism and Antiquities, and to statistically test their influence on job satisfaction among the employees working in this public entity. Methods: A questionnaire was used to collect responses of 200 employees in the centre and branches of Jordanian Ministry of Tourism and Antiquities, where stratified proportional sampling was adopted. Besides the demographic section, there were two sets of questions derived from Organizational Culture Assessment Instrument developed by Quinn and Cameron, and the Job Satisfaction Survey by Spector. Both descriptive analysis and Structure Equation Modelling were manipulated to achieve the study objectives. Results: All organizational culture dimensions were of insignificant influence on job satisfaction; the highest regression coefficient was for management of employees, while it was the lowest for dominant characteristics, and organizational glue. The “clan” and “adhocracy” turned out to be the dominant organizational cultures. Conclusion: The insignificant influence of organizational culture on job satisfaction could be due to the bureaucratic nature of the public sector, where high levels of control, centralism and inflexibility assumingly exist. This study has significant contributions to decision makers since they would recognize more the need to make the work environment more rewarding and achievement oriented. Moreover, researchers have shed more light on organizational values and cultures influencing work performance in developing countries.

The world of Polish Army officers’ values

Values are a very complex subject of research not only from an individual but also from a collective perspective. The first approach places them in the culture of the individual and refers to primary and secondary socialisation and cultural participation. The second approach deals with the culture of the organisation and its axiological specificity. The article attempts to identify value systems in a specific organisation such as the army. On the basis of qualitative research (triangulation, source analysis and interviews with former officers), fixed and variable elements of the organisational culture canon and values recognised by representatives of the officer community were exemplified. The analysis of the content of the literature on the subject and the results of author’s own research indicate that the systems of individual values among officers, although differing significantly, have sets of constant universal values that are acquired under the influence of time in service and experience and the culture of the organisation. The variable differentiating values among officers are individual aspirations and environmental factors shaping the worldview and attitude towards the reality around them. The article attempts to identify the factors shaping the axionormative order of Polish Army officers and to define the values shaping their social pattern.

Optimizing organisational value: crafting a constructively aligned thematic framework for project governance enhancement

Optimizing organisational value: crafting a constructively aligned thematic framework for project governance enhancement

Evaluation of Planning and Strategic Management at Social Organization for Business Sustainability

AbstractThis research analyzes the evaluation of programs and strategic management planning of social organizations. A qualitative approach is used as part of photographing the state and potential of the organization for the greatest achievement as an educational organization with the best reputation. The process of collecting data by interview. The results showed that the Good to Great theoretical framework can be used as a tool for measuring or evaluating programs and strategic management of organizations by identifying various strengths and weaknesses that become spaces for organizational improvement, based on each characteristic of the principles studied. Research proves that the Discipline of People, Discipline of Ideas, and Discipline of Action in the framework of Good to Great theory can be applied and relevant as an evaluation framework in the context of a social organization in Indonesia. These three aspects show a sustainable business with superior programs according to organizational values. Keywords:Business Sustainability, Business Planning, Strategic Management, Social Organization

Integrating AI in organizations for value creation through Human-AI teaming: A dynamic-capabilities approach

Although the potentialities of artificial intelligence (AI) are motivating its fast integration in organizations, our knowledge on how to capture organizational value out of these investments is still scarce. Relying on an approach to dynamic capabilities that focuses on the team level, we examine how humans and AI create interactions that engage both agents in productive dialogue for value co-creation. Our analysis is based on a longitudinal case of the development of a recruitment algorithm at a national subsidiary of Santander bank. Our results allow to identify three main sets of human-AI teaming interactions: achieving interoperability, building trust, and producing mutual knowledge gains. We elaborate a set of propositions on how the value of AI is increased when such interactions are created through productive dialogue, opening the scope for further research on the teaming dynamics that turn the collaboration between both agents into a source of value creation for companie

The Value of State Political Science Organizations

The Value of State Political Science Organizations

"Nothing Is More Powerful than Words:" How Patient Experience Narratives Enable Improvement.

Patient experience narratives (narratives) are an increasingly important element of both measurement approaches and improvement efforts in healthcare. Prior studies show that narratives are considered by both clinicians and staff to be an appealing, meaningful, and credible form of evidence on performance. They also suggest that making concrete use of narratives within organizational settings to improve care can be complex and challenging. Our qualitative study was designed to explore how middle managers working in a health system's outpatient clinics value and use written narratives in their day-to-day work. We conducted qualitative interviews with 20 middle managers working in 8 outpatient clinics. Interviews were fully transcribed, loaded into MAX-QDA software, and coded using thematic analysis techniques. Code reports were extracted and reanalyzed for subthemes related to the objectives of this paper. Middle managers across sites described valuing narratives as a tool to: enable better patient experience assessment by augmenting data from patient experience scores; deepen understanding of and relationships with patients; provide insight about operational issues; identify areas for needed improvement and potential solutions; and facilitate strategic work. They reported using narratives for a range of activities related to their roles as supervisors, such as focusing attention on positive practices and needed improvements, promoting deeper group learning, motivating change, reinforcing sense of purpose for staff, recognizing staff strengths and training needs, and inspiring transformational thinking. Finally, interviewees reported numerous specific quality improvement projects (both short- and longer-term) that were informed by narratives-for example, by identifying an issue to be addressed or by suggesting a workable solution. Together, these interviews suggest a collective "narrative about narratives" woven by these organizational actors-a story which illustrates how narratives are highly relevant for how middle managers derive meaning from their work, put organizational values such as responsive service provision into practice, and enact their roles as supervisors. Our results add to the nascent literature a detailed description of how narratives can be used both as a tool for middle managers in their leadership and supervisory roles, and as a blueprint for improvement work within outpatient settings. They also illuminate why patient experience scores may improve when narrative data are collected and used. Finally, our results suggest that for middle managers, perhaps "nothing is more powerful than words" because narratives function as both an insight provider and a compelling tool that adds direction and meaning to workplace endeavors.

Вплив трудової дисципліни та посадових характеристик на продуктивність працівників через мотивацію як проміжну змінну

Employee performance can be used as a measure of the success of a company. In supporting the success of a company in carrying out its operational activities, one of the things that needs to be considered is how the management of a company manages human resources, in this case employees, to be able to remain consistent in producing performance in accordance with company procedures Sanjaya and Saputra (2020). According to Steers in Kuntjoro (2002), organizational commitment is defined as a sense of identification (belief in organizational values), involvement (willingness to try as best as possible for the benefit of the organization) and loyalty (desire to remain a member of the organization concerned) expressed by a person. employee. towards his organization. In other words, organizational commitment is an attitude that reflects employee loyalty to the organization and an ongoing process in which organizational members divert their attention to the organization and its continued success and progress.

The incorporation of organizational integrity culture in outsourced service provision

The research addresses the incorporation of a culture of integrity in outsourced service provision companies, with an emphasis on knowledge management and organizational learning. The study examines the challenges faced by these companies in disseminating a culture of integrity among their employees, who often operate far from the physical structures of the employers. The methodology adopted includes both qualitative and quantitative analysis, using questionnaires and data analysis to explore employees' perceptions of the culture of integrity. The Ethical Climate Index (ECI) is utilized to measure employees' attitudes and perceptions regarding ethical issues in the workplace, while theoretical models of knowledge management are applied to investigate the transfer and assimilation of the culture of integrity. The findings indicate that, although companies implement Integrity Programs, the effective incorporation of a culture of integrity faces obstacles such as physical distance from company headquarters and limited socialization among employees, which can weaken the incorporation of organizational values. The study concludes that continuous efforts and organizational commitment are crucial to overcoming these challenges and reinforcing the culture of integrity. Future research is suggested to investigate more effective engagement strategies across different sectors and organizational contexts.

Green Innovation And Organizational Culture Toward Corporate Value: Moderation Role Of Competitive Advantage

The study aims to analyze the impact of green innovation and organizational culture on corporate value and competitive business strategy as moderating variables. This type of research is quantitative, with secondary data sources. During the 2016–2020 period, the population of this study consisted of 74 energy sector companies. Purposive sampling, the chosen sampling technique, yielded a total sample of 53 energy sector companies. The technique for collecting data involves accessing financial report documentation from the Indonesian Stock Exchange website. The SPSS program facilitates the data analysis technique, which employs descriptive analysis and regression with moderation effects. The research results show that green product innovation, hierarchical culture, clan culture, and competitive business strategy do not affect corporate value. The competitive business strategy strengthens the influence of product innovation and organizational culture on corporate value in the energy sector. Theoretically, this research can complement the factors influencing corporate value through the moderating role of competitive business strategy. This research can be a practical reference and illustration for companies considering competitive business strategy factors.

Leadership Orientation, Organisational Values and Organisational Policies as Predictors of Organisational Culture on Resolution of Dispute in Selected Nigerian Tertiary Institutions

Leadership Orientation, Organisational Values and Organisational Policies as Predictors of Organisational Culture on Resolution of Dispute in Selected Nigerian Tertiary Institutions

The Benefits of a Culture of Providing Rewards and Appreciations to Organization Members to Improve Performance

Culture is a set of values, beliefs, and attitudes that guide an organization's strategic goals and objectives directions. Rewards are bonuses or appreciation given to organizational members for their consistency and good performance. Of course, this encourages the involvement of organizational members and teaches organizational values ??which can result in higher growth. The research method used in this research is the library research method by concluding previous research or literature review. The purpose of this research is to determine the benefits of providing rewards for the performance of organizational members. Organizational culture is the basis or basis for the similarity of opinions and beliefs as well as practical values ??for all members of the organization. Rewards can also be said to be a culture in an organization, where they can attract employees' attention and provide information or remind them of the importance of the thing being rewarded compared to others.

Human Relations and Employee Engagement in Manufacturing Firms in Kenya

Purpose: This study examined the relationship between human relations and employee engagement in manufacturing firms in Kenya. The human relations constructs included: autonomy, integration, involvement, supervisory support and welfare. Employee engagement was conceptualized using the constructs of vigour, dedication and absorption. Methodology: Guided by positivism, this study adopted a cross-sectional survey using both qualitative and quantitative approaches. The target population was 578 manufacturing firms in the 12 key industrial sub-sectors derived from the directory of the Kenya Association of Manufacturers. The sample size of 236 respondents was arrived at after using the Yamane sample size determination formula. Primary data was collected using a questionnaire. Descriptive and inferential analysis was done using SPSS and results from the data analyzed were presented in tables and graphs. Findings: Correlation analysis results revealed a positive correlation between human relation and employee engagement in manufacturing firms in Kenya. Results from regression analysis revealed there is a positive and significant relationship between human relations and employee engagement in manufacturing firms in Kenya. Unique contribution to theory, practice and policy: This study recommends that organizations should give import to the extent to which they give prominence to tangibly demonstrating care for its employees since demonstrating that the organization values its workers will lead to higher employee engagement. Moreover, the study recommends that management should cultivate an atmosphere of trust and cooperation.

A multilevel model for organizational productivity management: an interpretive structural modeling approach

PurposeThis research highlights the ongoing concern about organizational productivity and the lack of focus on designing an optimal model. The authors aim to create a comprehensive model for managing organizational productivity, considering its impact on profitability, customer satisfaction, and employee morale. They use qualitative research methods, including Systematic Literature Review and Interpretive Structural Modeling (ISM).Design/methodology/approachIn this research using the qualitative research method of Systematic Literature Review, 57 variables affecting productivity were identified. These variables were placed in 16 layers by using the ISM method, which were classified analytically in four sections: INPUTS, OUTPUTS, OUTCOMES and IMPACTS. By determining the relationship between the sections, the research model was designed.FindingsThe potential model for organizational productivity management provides a comprehensive framework addressing critical factors like technology adoption, employee empowerment, organizational culture, and more. It identifies Linkage, Dependent, and independent variables. The lower layers consist of INPUTS such as Technological Tools, Organizational Values, and more. In the highest layer, impactful variables like Enhanced competitiveness, Improved decision-making, and Improved organizational culture are labeled as IMPACTS. Middle layer variables are categorized as OUTPUTS and OUTCOMES.Originality/valueIn this study, the concept of productivity management was redefined for the first time, and a multi-layered model for productivity management was creatively explicated using the structural equation modeling method.

Integrity in Management of Public and Private Sector Organisations: Case of Serbia

Integrity in the sense of quality of personal character and organisational values in public administration and business are a major ongoing challenge all over the world, especially so in developing countries. We carried out an original empirical survey on this emerging topic on a sample of public and private sector managers in Serbia, measuring self-reported organisational values and their associations with integrity issues (violations, inefficiency and favouritism) within the organisation. Our findings indicate that there was notable sectoral convergence in organisational values in Serbia with only profitability differing significantly between the sectors. Using partial least squares structural equation modelling we showed that there were significantly more integrity violations in the public sector. Levels of inefficiency and favouritism were similar between the sectors. Public values were associated with a reduction in integrity violations but not a reduction in inefficiency or favouritism. More corrupt and/or nepotistic organisations were also significantly more inefficient. Many notable differences were observed between Serbian data and previous surveys in other European countries (Slovenia and the Netherlands) using the same instrument. These results were discussed in relation to the existing literature and suggestions for future work were offered.

IT as a driver of R&D processes and strategic renewal

Recent advancements in information technology are profoundly impacting a variety of business functions across different industries. R&D and strategic renewal, as critical drivers of organisational innovation, are particularly influenced by these tectonic shifts in the technological landscape. In response, there has been a growing interest among business academics and practitioners in understanding how these technologies can be leveraged to maximise benefits and foster the creation of new value in organisations. This editorial paper proposes a moderated mediation model that provides a comprehensive view of the connections between IT‐related antecedents and outcomes in R&D, strategic renewal, and innovation performance. Through this model, we elucidate the pathways through which IT impacts organisational processes and identify key areas for future research. Additionally, we introduce six papers published in this special issue that explore these themes across various contexts, contributing to the discourse on the strategic implications of IT in digital transformation and business sustainability.

Where Are the Values? A Systematic Literature Review on News Recommender Systems

In the recommender systems field, it is increasingly recognized that focusing on accuracy measures is limiting and misguided. Unsurprisingly, in recent years, the field has witnessed more interest in the research of values “beyond accuracy.” This trend is particularly pronounced in the news domain where recommender systems perform parts of the editorial function, required to uphold journalistic values of news organizations. In the literature, various values and approaches have been proposed and evaluated. This article reviews the current state of the proposed news recommender systems (NRS). We perform a systematic literature review, analyzing 183 papers. The primary aim is to study the development, scope, and focus of value-aware NRS over time. In contrast to previous surveys, we are particularly interested in identifying the range of values discussed and evaluated in the context of NRS and embrace an interdisciplinary view. We identified a total of 40 values, categorized into five value groups. Most research on value-aware NRS has taken an algorithmic approach, whereas conceptual discussions are comparably scarce. Often, algorithms are evaluated by accuracy-based metrics, but the values are not evaluated with respective measures. Overall, our work identifies research gaps concerning values that have not received much attention. Values need to be targeted on a more fine-grained and specific level.