Staff Resistance Research Articles

A Bedside Electronic Whiteboard System for Patient Care in Isolation Rooms: A Scenario-Based Preliminary Study.

To assess a commercially available electronic whiteboard's usability and acceptability in isolation rooms, focusing on improving nurse-patient communication and supporting data input. A cross-sectional study with quantitative and qualitative mixed methods. We evaluated the usability and acceptability of electronic whiteboards among nurses using scenarios in a virtual isolation room environment. Nurses recognised the electronic whiteboard as a valuable tool for communication and error reductions in record-keeping but noted a learning curve for less tech-savvy users. Positive correlations were found between perceived usefulness, ease of use and adoption intent. Despite challenges, electronic whiteboards show promise for enhancing patient care, requiring comprehensive training and management systems. Time allocation in patient wards and nurse-patient interactions are crucial considerations. Electronic whiteboards have usability and acceptability as a tool to improve nurse-patient communication. However, considering technical issues and staff resistance, a management system and user training are necessary. Nurses perceive electronic whiteboards as user-friendly and as facilitating data input. TREND (Nonrandomised evaluations of behavioural and public health interventions). No patient or public contribution.

Optimization of inventory management through computer vision and machine learning technologies

This study presents implementing and evaluating a computer vision platform to optimize warehouse inventory management. Integrating machine learning and computer vision technologies, this solution addresses critical challenges in inventory accuracy and operational efficiency, overcoming the limitations of traditional methods and pre-existing automated systems. The platform uses convolutional neural networks and open-source libraries such as TensorFlow and PyTorch to recognize and accurately classify products from images captured in real time. Practical implementation in a natural warehouse environment allowed the proposed platform to be compared with traditional systems, highlighting significant improvements, such as a 45% reduction in the time required for inventory counting and a 9% increase in inventory accuracy. Despite facing challenges such as staff resistance to change and technical limitations on image quality, these difficulties were overcome through effective change management strategies and algorithm improvements. The findings of this study identify the potential for computer vision technology to transform warehouse operations, offering a practical and adaptable solution for inventory management.

Experience and perspective with intravascular imaging and invasive coronary physiology: Insights from allied health professionals.

Although intravascular imaging (IVI) and invasive coronary physiology (ICP) are utilized in percutaneous coronary intervention (PCI) with robust positive clinical evidence, their adoption in cardiac catheterization laboratories (CCLs) is still limited. The aim of our survey was to assess the perspectives on the experiences of allied health professionals in CCLs' utility of IVI and ICP. An anonymous online survey was conducted through multiple channels, including the Cardiovascular Research Technologies (CRT) 2023 Nurses and Technologists Symposium, social media, Cath Lab Digest link, and field requests, leading to diverse representation of allied health professionals. A total of 101 CCL members participated in the survey. First, 59% of responders noted an increased use of IVI in their institutions over recent years. For those experiencing an increase, 49% credited training, 45% emerging evidence, and 34% attributed new CCL members. Barriers to IVI usage were perceived increased procedure time (58%), staff resistance (56%), procedural cost (48%), and difficulty interpreting findings (44%). Regarding ICP, 61% reported using it in approximately 25% to 75% of cases, while 10% utilized it in 75% to 100% of CCL procedures. Interpreting ICP results was mixed, with 56% confident in interpreting all ICP results and 6% unable to interpret any ICP results. Our findings highlight opportunities for increasing routine utilization of IVI and ICP in the CCL through allied health professionals. By providing education and training, we can elevate familiarity with the equipment and subsequently build a CCL culture that advocates for both IVI and ICP.

Staff burnout in intellectual disability services and resistance to change. Implications for leadership support.

This article aims to analyse the relationship between staff burnout and resistance to change as well as the implications for leadership. The Job Demands Resource Model, the Social Exchange Theory, and the Model of Socially Induced Burnout were used to analyse the relationship of burnout with resistance to change. Leadership support is essential in reducing the influence of job demands on staff and on overcoming burnout so that resistance to change is prevented. This lies on the development of a leadership approach based on the factors that influence burnouted staff against change.

Transforming Academic Libraries: Navigating Change and Embracing innovation in the Digital Era

Academic libraries are undergoing a profound transformation in response to technological advancements, changing user expectations, and shifts in scholarly communication paradigms, prompting a reevaluation of roles, services, and structures This study sought to explore the transformative processes within academic libraries prompted by the digital era, addressing the levels of technological integration, user experience, services, data management, open access, and resource allocation, investigating the influencing factors on the incorporation of change and innovation, and examining the lived experiences of librarians navigating change and embracing innovation. This mixed-method design study explored the challenges faced by academic libraries in the face of technological advancements. It revealed that while a moderate level of technological integration indicated a willingness to adopt technology, a strong commitment to data management and open access underscored modern library practices. However, areas for improvement emerged in User Experience and Services and Resource Allocation, prompting recommendations for a holistic strategy that integrated technology, prioritized user experience, and optimized resource allocation. Staff resistance is identified as the primary factor influencing change and innovation incorporation. The study also highlighted key challenges faced by librarians, such as budget allocation, staff adaptation, resistance to change, technological infrastructure issues, and user-centric concerns.

Challenges facing local government authorities in the use of electronic record keeping for human resource management

This study determines the challenges faced by Local Government Authorities in the use of e-record keeping for Human Resource Management (HRM). The study was conducted at Morogoro Municipal Council (MMC) as among the Local Government Authorities (LGAs) which continue to use paper-based record keeping in Tanzania. A case study design was employed to ensure an in-depth understanding of the phenomenon. A questionnaire and interviews were used in collecting data from 107 respondents. Data from the questionnaire were analysed descriptively through the Statistical Package for Social Sciences (SPSS) whereby means and standard deviatons were calculated. On the other hand, data from interviews were analysed through content analysis. The study was guided by two models, which are Kurt Lewin’s Change Management Model, as the guiding model, and ADKAR Change Management Model, as the supporting model. The study revealed lack of reliable internet service, lack of top management support, inadequate IT experts, staff resistance, and inadequate funds as the main challenges facing MMC in the use of electronic record (e-record) keeping for HRM. This implies that, in some cases, the government formulates good policies without ensuring a conducive environment for their implementation. In the light of the revealed challenges, the study recommends that LGAs especially MMC should take initiatives to develop and implement a comprehensive e-governance programme that, among other things, will address the revealed challenges. In addition, the government should creation environments that support implementation of its policies particularly those related to ICT and e-governance.

Digitalization of HR Processes as a Key Element of Digital Transformation of an Organization

In recent years, digital technologies have been actively introduced into the management systems of organizations of various profiles. These processes have also affected the sphere of personnel management. In this regard, it seems relevant to study the main directions of digitalization of HR processes as one of the main elements of the digital transformation of the organization as a whole. The purpose of this work is to identify promising directions and features of the digitalization of HR processes at enterprises in the Irkutsk region, as well as factors that impede the introduction of digital technologies into the personnel processes of organizations. The study, conducted on the basis of a sociological survey of experts, made it possible to identify HR processes that are actively being digitized at enterprises in the Irkutsk region; identify digitalization tools (software products) most often used by companies in the region; formulate the main trends in the digitalization of personnel processes inherent in small, medium and large enterprises. The study identified factors that hinder the digital transformation of organizations, including unpreparedness for digitalization (inappropriate structure and culture of the organization), lack of a unified digital transformation strategy, insufficient number of technical specialists, lack or insufficiency of digital competencies among available specialists, staff resistance to innovation, the high cost of digitalization and lack of financial resources, the difficulty of measuring the effect of the introduction of digital technologies and its delay over time, security risks, and other factors. In the article, the authors propose recommendations for increasing the efficiency of digitalization of HR processes based on a systemic approach and developing a strategy for the digital transformation of the organization.

Staff Competencies for Digital Transformation: Results of Bibliometric Analysis

The impact of digital transformation on the future of the working environment is one of the hot topics on the agenda both at the micro- (business) and macro- (national economy) levels. Digitalization and automatization of business processes are treated by many employees as a potential threat to their jobs. The digital skills gap is one of the main barriers to the successful implementation of digital strategies in many companies. Thus, the upskilling of the staff is one of the urgent needs and, simultaneously, issues (due to the staff resistance) in the path towards successful digital transformation. The
 goal of the article is to gain a deeper understanding of the intensity and scope of research in the field of personnel training in the context of digital transformation on a global and Latvian scale. The article provides the results of the bibliometric analysis, based on 2109 papers published in 2000-2023 in the sources indexed by SCOPUS. Visualization was made by the application of VOSviewer tools. The analysis yielded five clusters that combine 177 terms – namely, “Digital transformation and technologies”, “Human resources and innovation”, “Education and learning”, “Higher education and the Pandemic”, and “Information technologies and competencies”. Besides, the authors analysed the content of 41 defended doctoral dissertations by Ph.D. students of Latvian Universities in 2012-2023. As a result of the examination, it became evident that the practical solutions put forth are largely disconnected from the focus of this research. This, in turn, indicates the need for an in-depth investigation of the above-mentioned concepts, namely - productivity, motivation, and mitigating resistance in the context of business digital transformation.

Leadership Model in the Management of Public Service Agency State University

The aim of this research is to describe the leadership model in managing the Public Service Agency and the factors that hinder and support leadership in the management of the Public Service Agency at Universitas Negeri Manado (Unima). This research uses a descriptive qualitative approach, in the form of research with a case study method or approach (Case Study) with 5 research subjects. The research results show that the leadership model used in managing the status of Public Service Agency State Universities is the Mapalus leadership model. The name Mapalus is used based on similarities with Unima's vision, namely Superior and Innovative Unima based on Mapalus. The mapalus leadership model is a leadership approach that prioritizes collaboration, open communication, and synergy between leaders and team members. In this model, leaders not only command from above, but also work together with team members to achieve common goals. Leaders with this leadership model build strong relationships with team members, understand their needs and potential, empower them to achieve optimal performance, and encourage active participation in decision making and create a positive and inclusive work environment. Factors that hinder leadership in managing the Public Service Agency at Unima include resistance of team members and staff to change, lack of understanding of the implications of change, uncertainty regarding changes in status, lack of support from stakeholders, resistance to existing organizational culture and lack of resources or facilities. adequate. On the other hand, factors that support leadership include open and effective communication, understanding a clear vision, involving team members and stakeholders in planning and implementation, organizational culture that supports collaboration and innovation, developing new leadership skills through training and collaboration, ensuring decisions and actions reflecting stakeholder expectations and needs, support from internal and external parties, evaluating the impact of policies and decisions through collecting feedback and analyzing performance data, effective communication in overcoming resistance to change and constructive conflict management.

Power and Public Administration: Applying a Transformative Approach to Freedom of/Access to Information Research

Freedom of Information (FOI) or Access to Information (ATI) legislation regulates the right to make written requests for government records. Previous research either interrogates the effectiveness of FOI/ATI legislation for advancing government transparency or positions the requests as a means for gathering data on government institutions. This article intervenes in this debate by treating FOI/ATI mechanisms as the vantage point from which to examine questions about power in public administration. Adopting a transformative approach, this article explores the potential of using FOI/ATI requests as a liberatory tool that enables the analysis of power dynamics in public administration. For this purpose, the author draws upon her experience with Canada’s ATI regime and requests from the Immigration and Refugee Board. This article documents how ATI requests reveal policy tensions within the Board related to case and performance management, as well as patterns of front-line staff resistance to these measures. It goes on to examine complaints about delays made to the ATI watchdog which expose the attribution of ATI resources towards non-ATI responsibilities. This article highlights the contribution that FOI/ATI requests can make to public administration research.

Implementation of Total Quality Management (TQM) in Tertiary Institutions in Uganda: A Case Study of School of Hygiene-Mbale

Background: Total Quality Management (TQM) aims for continuous improvement in organizational processes, enhancing academic performance and administrative efficiency in educational institutions. This study examined TQM implementation at the School of Hygiene-Mbale, Uganda, focusing on its impact on student academic performance, satisfaction, and administrative efficiency, while identifying challenges and barriers. Objectives: The study aimed to evaluate the current TQM practices at the School of Hygiene-Mbale, their impact on student performance and satisfaction, administrative efficiency, and staff performance. It also sought to identify implementation challenges and propose recommendations. Methods: A mixed-methods design was used, integrating quantitative and qualitative approaches. A questionnaire was distributed to 157 respondents, including students, academic staff, administrative staff, and management personnel. Quantitative data were analyzed using descriptive statistics, while qualitative data from interviews provided deeper insights into TQM effectiveness and challenges. Results: TQM principles were effectively integrated into strategic planning and continuous improvement processes. Employee involvement in quality initiatives was encouraged, and leadership showed strong commitment to TQM. However, challenges included staff resistance, lack of leadership support, insufficient financial resources, and inadequate training. Conclusion: TQM practices positively impacted student performance, satisfaction, administrative efficiency, and staff performance. To enhance TQM implementation, it is recommended that leadership demonstrate stronger support for TQM, invest in staff training, foster employee involvement, allocate resources, and establish continuous improvement mechanisms.

An Exploration of Staff’s Beliefs about School-Wide Positive Behavior Support: Factor Examination Using the Beliefs about Behavior Survey

The successful implementation of school-wide positive behavior support (SWPBS) relies greatly on staff’s commitment and buy-in, as these factors directly impact the level of their involvement and engagement. As such, it is crucial to develop and use psychometrically sound tools to measure staff’s supportive beliefs regarding SWPBS. In this study, we conducted a series of psychometric analyses of a 30-item adoption from the Beliefs About Behavior Survey (BABS) to assess staff’s perceptions of key SWPBS components. The research involved 767 school staff members in two mid-mountain U.S. states. An exploratory factor analysis (EFA) performed on data from one state (N = 376) resulted in an 18-item survey addressing four distinct factors: Positive System Practice, Proactive Prevention, Use of Punishment, and Equity and Fairness. The results of reliability estimates supported the survey’s internal consistency. The four factors collectively accounted for 57% of the variance among the items, indicating adequate psychometric properties. A subsequent confirmatory factor analysis (CFA) using data from the second state (N = 391) demonstrated an adequate data-model fit for the four-factor structure. This brief and cost-efficient survey instrument can be used to assess staff support or resistance to SWPBS, enabling data-driven decisions for planning professional development and system support. The study’s limitations and potential future research directions are also discussed.

“That’s Not Rehabilitation, That’s Enabling”: Correctional Officer Perspectives on the Prison Needle Exchange Program

Correctional Service Canada implemented Prison Needle Exchange Programs (PNEPs) into federal penitentiaries in 2018 as a harm reduction measure to prevent needle sharing, drug overdose, and limit the spread of infectious disease. However, studies demonstrate how staff resistance hinders the growth of these programs within Canadian prisons. Drawing on interview data produced by 134 federally employed and relatively new correctional officers in Canada, the current study analyzes officers’ levels of support and (more often) opposition to PNEP. Results indicate that, predominantly, staff opposition to PNEP is rooted in safety concerns, a perceived lack of evidence of PNEP’s benefits, and fears the program is not promoting recovery and rehabilitation. By increasing the prevalence of needles in cells, officers report concern of overdose or potential weaponization of needles. Our study informs policy discussions around harm reduction measures in prisons to better promote institutional safety, public health, and nonstigmatized approaches to substance use.

The Road Ahead and Challenges of Revenue Cycle Management in Saudi Governmental Hospitals.

Healthcare providers use revenue cycle management (RCM) to track patient billing and revenue. The revenue cycle collects data from various systems and compiles it into a single RCM system connected to payers. Effective system integration improves revenue and financial stability. The aim is to assess RCM feasibility in Saudi Arabia's governmental hospitals, examine financial management, and recommend practical implementation. In this study, healthcare leaders were interviewed face-to-face and via audio recording to collect qualitative data in response to semi-structured questions. Key informants from seven main hospitals were interviewed. Respondents understood RCM and identified internal and external challenges in hospital financial management. Government hospitals face accountability obstacles. Two of the seven surveyed hospitals operate business clinics using a fee-for-service model. The billing system is not integrated with the information system. The RCM system faces challenges such as unclear vision, lack of accountability, staff resistance, process redesign, and importance of project management. Despite these challenges, respondents still value RCM and recognize its importance in improving hospital revenue management. Effective implementation of RCM requires significant transformational processes, including vision, governance, accountability, proper training, and effective monitoring and evaluation processes. Communication should also be emphasized, and the patient's perspective must be brought into focus. Involving all stakeholders can create direct and holistic patient benefits; therefore, bringing them on board is crucial. New approaches are required to enhance healthcare in Saudi Arabia, addressing gaps in revenue optimization and RCM. Future research should evaluate the move from government-funded to self-operated hospitals, providing a better understanding of the challenges and opportunities.

Pediatric Surgeon Perceptions on Operating Room Environmental Stewardship and Current Institutional Climate-Smart Actions

BackgroundOperating rooms generate significant greenhouse gas emissions. Our objective was to assess current institutional climate-smart actions and pediatric surgeon perceptions regarding environmental stewardship efforts in the operating room. MethodsA survey was distributed to members of the American Pediatric Surgical Association in June 2022. The survey was piloted among ten general surgery residents and two professional society cohorts of pediatric surgeons. Comparisons were made by demographic and practice characteristics. ResultsSurvey response rate was 15.9% (n = 160/1009) and included surgeons predominantly from urban (n = 93/122, 76.2%) and academic (n = 84/122, 68.9%) institutions. Only 9.8% (n = 12/122) of pediatric surgeons were currently involved in operating room environmental initiatives. The most common climate-smart actions were reusable materials and equipment (n = 120/159, 75.5%) and reprocessing of medical devices (n = 111/160, 69.4%). Most surgeons either strongly agreed (n = 48/121, 39.7%) or agreed (n = 62/121, 51.2%) that incorporation of environmental stewardship practices at work was important. Surgeons identified reusable materials/equipment (extremely important: n = 61/129, 47.3%, important: n = 38/129, 29.5%) and recycling (extremely important: n = 68/129, 52.7%, important: n = 29/129, 22.5%) as the most important climate-smart actions. Commonly perceived barriers were financial (extremely likely: n = 47/123, 38.2%, likely: n = 50/123, 40.7%) and staff resistance to change (extremely likely: n = 29/123, 23.6%, likely: n = 60/123, 48.8%). Regional differences included low adoption of energy efficiency strategies among respondents from southern states (n = 0/26, p = 0.01) despite high perceived importance relative to other regions (median: 5, IQR: 4–5 vs median: 4, IQR 4–5, p = 0.04). ConclusionsWhile most pediatric surgeons agreed that environmental stewardship was important, less than 10% are currently involved in initiatives at their institutions. Opportunities exist for surgical leadership surrounding implementation of climate-smart actions. Level of EvidenceLevel III.

Digital Barriers in Digital Transition and Digital Transformation: Literature Review

Abstract Research purpose. The research aimed to identify digital barriers in the digital transition and digital transformation in businesses and industries under the umbrella of human resource management. The topicality of the research relates to the need to identify digital barriers impeding digital transition and transformation that can be addressed through the prism of human resource management policies or that can be related to human resource management. Design / Methodology / Approach. The research method was the analysis of the keywords and keyword concordances, conducted on the sample of the created corpus of 50 recently published scientific papers, which were analysed using the text analysis instruments AntConc and Voyant Tools. Findings. Two digital barrier types were postulated - individual and organisational barriers, which were further spread across five digital barrier areas - human resource, technological, management, business development, and financial ones that were able to accommodate the following barriers: general human resource, staff resistance, psychological, staff digital competences, decision-makers digital competences, internal information exchange, external information exchange, data processing, technical, IT complexity, poor usability, cybersecurity, general management, business structure, business 4.0, industry 4.0, creativity, and costs. Originality / Value / Practical implications. The created structure of digital barriers provides human resource departments with a global picture of barriers that should be reviewed within their competence areas to ensure the recruitment of specialists capable of conducting specified digital operations and the continuous development of digital competencies of the entire labour force of the organisation. The suggested digital barrier structure can also be used to develop the organisational strategy for the digital transition and digital transformation.

Moral Distress Amongst District Leaders: Intensity, Dilemmas, and Coping Mechanisms in the Context of Covid-19.

Purpose: This study examines the sources and intensity of moral distress among school district leaders during the first full school year of the Covid-19 pandemic and investigates their coping mechanisms for addressing issues that create moral dilemmas for them. Design and Evidence: We draw on semi-structured interviews with 26 school district leaders across 13 school districts in the Northwestern United States. Brief summaries detailing themes in each interview were prepared. Magnitude coding was used to understand the intensity of district leaders' feelings of distress. Open coding and axial coding allowed us to categorize the origins/sources of distress and the approaches/strategies district leaders used to reduce feelings of moral distress. Findings: Reported moral distress ranged from none to moderate but manageable amounts. Three types of problems were described as morally distressing: political problems with the community or unions, staff problems including staff stress, staff resistance, and collaboration amongst staff members, and an inability to meet student needs due to resource, policy, or community/family constraints. Leaders' coping mechanisms included social responses such as team building, but also drew on individual virtues such as persistence and patience. Implications: Within the ranks of district leaders, the extent to which leaders frame their challenges in a moral frame is varied. A sizable group articulated challenges with implications for moral action in primarily technical or political terms. If district leaders engage unevenly with the moral tradeoffs of their decisions, they risk adopting an overly managerialist frame.

Academic solidarity and digitization: Management of a displaced university

This study aims to generalize and systematize the experience of Kherson State University (Ukraine) in times of war under temporary russian occupation of Kherson city and the university displacement. All these factors have designed new practices of management and strategic development. The key issues of stability and resistance to the challenges of war of the university’s community are rethinking the university strategy and the solidarity of national and international academic institutions, local city and state government, civil society, and businesses. The study shows that the primary mechanism of university functioning in occupation and displacement is total digitization of all processes and enhanced social communication of the university community (e.g., transition from partial to total digital document turnover and active use of social media and internet communications in the strategy of crisis communication and university’s community support). Speed-up of digital transformations and distance educational technologies of teaching in synchronous and asynchronous formats (in conditions of unstable internet connection and energy supply) ensured the high quality of the educational process.The personal values of university students and staff (resistance to the invaders (occupants), rejection of collaboration, and volunteer activities) and results of the enrolment campaign in 2022 (1037 entrants) demonstrate the benefits of perennial university activities in the context of national identity development. These also highlight perspectives of the university to form the human capital of Kherson region in general and intellectual elite in particular. AcknowledgmentWe wish to express our gratitude to the European Federation of Academies of Sciences and Humanities (ALLEA), the Vasyl Stefanyk Precarpathian National University, and the University of Kent for the opportunity to successfully implement the strategy of the university.

Design thinking and public sector innovation: The divergent effects of risk-taking, cognitive empathy and emotional empathy on individual performance

Traits that predict whether an employee will generate promising new ideas do not necessarily predict that they will also implement those ideas. This is especially relevant within the public sector, which is typically more risk averse than the private sector, and where barriers to innovation include staff resistance, rigid organizational structures, and a lack of shared innovation goals. To shed light on why some public sector employees are better intrapreneurs than others, we examine the role of risk-taking, emotional empathy, and cognitive empathy on the likelihood of innovation implementation. Using a sample of public sector employees who attended a prominent design thinking bootcamp run by the Bangladeshi Prime Ministers Office, results indicate that individuals are more likely to implement their innovative ideas if they have higher cognitive empathy and risk-taking propensity, but lower emotional empathy. We find evidence for the ‘empathy divergence thesis’ within a public sector setting, extending growing evidence from neuroscience and psychology that cognitive and emotional empathy are distinct processes with divergent effects on behavior. In sum, we provide a nuanced understanding of the overall effect of three important individual level traits on the likelihood of innovation implementation among public sector employees.

Facilitators and Barriers to a Hospital-Based Communication Skills Training Programme: An Interview Study.

This study aimed to investigate the facilitators and barriers experienced by the department management (DMs) and communication skills trainers (trainers) during the implementation of a 3-day communication skills training (CST) programme for healthcare professionals (HCPs). Thus, we conducted semi-structured interviews with 23 DMs and 10 trainers from 11 departments concurrently implementing the CST programme. Thematic analysis was undertaken to elucidate the themes across the interviews. Five themes were developed: resource consumption; obstacles; management support; efforts and outcomes; and a lack of systematic follow-up. Although the DMs and trainers were largely in agreement, the theme of a lack of systematic follow-up was derived exclusively from the trainers, as were two of the subthemes within obstacles: (b) seniority, profession, and cultural differences, and (c) the trainers' competencies. The greatest perceived barrier was resource consumption. In addition, DMs found planning and staff resistance to be a challenge. However, the HCPs' resistance diminished or even changed to satisfaction after participating. The mandatory approach served as both a facilitator and a barrier; DMs' support was an essential facilitator. Explicit communication related to resource demands, planning, and participation is crucial, as is management support and the allocation of resources.