Types Of Organizations Research Articles

‘Is it worth doing this or is it better to commit suicide?’: On ethical clearance at a university

The article examines the formal process of ‘ethical clearance’ for social science research at a large university and illuminates how it functions to undermine its stated purpose. We find that rather than promoting ethical standards, the bureaucratic process creates negative and cynical attitudes and game playing. For almost all participants, the entire procedure is counterproductive and experienced as absurd, creating a boomerang effect. The findings reveal how a specific rationalization effort leads to widespread experiences of irrationality, where detailed and strict organization merges with experiences of the bizarre. The article develops concepts capturing the experience and resulting organizational type: ‘orbizzarization’ and ‘absurdocracy’. These concepts enrich our understanding of toxic/irrational organizations, including Kafkaesque organizations.

Role of an organizational psychologist in improving and accelerating work engagement

Purpose-. Work is an integral part of human life, where progress and productivity are more expected or demanded but an employee’s mental health is rarely considered a priority. Therefore, the purpose of this study is to highlight the significance of placing an organizational psychologist at the forefront of workplaces, to encourage the mutual wellbeing of individuals and organizations. Approach- This is a conceptual paper that builds upon a thorough review of existing conventional management theories to identify key cracks in knowledge about the importance of organizational psychologists to deal with a diverse range of social and behavioral issues within organizations considering common psychological safety at work. We start by conducting a content analysis of a few articles in the field that discuss the ‘why’ for organizational psychologists under work climate and continue with the strategies that can help organizations in reducing work-related stressors and improving social working conditions, and training. Findings- This study proposes a model that can be used to consider individual (employee) and situational (organizational) psychological wellness by underlining the direct interaction of organizational psychologists in managing human resources. The model of this study elucidates that collective wellbeing relies equally on organizational support teams (HR) and organizational psychologists through collective mindfulness. Originality/Value- Many studies are conducted in different countries with different perspectives of the organization and HR, where the role and importance of the organizational psychologist or psychologist in the organizations were highlighted, yet the concept is still blurry in Pakistan, and thus, this study is a novel contribution in a geographical context. Keywords- Psychology, Organizational psychologist, Employee wellbeing, Corporate wellness, Organizational development Paper type- Conceptual Paper

Characteristics and challenges of companion animal rescue organisations in New Zealand

ABSTRACT Aims To describe the characteristics of companion animal rescue organisations (CARO) in New Zealand; to describe current capacity, resource limitations and challenges of CARO with a particular focus on cats and dogs; and to explore support for creating a national database of CARO in New Zealand. Methods A cross-sectional survey was administered to CARO in New Zealand in May 2022. The survey asked about organisational characteristics, types and numbers of animals cared for, services provided, policies, staffing, funding sources, challenges, and attitudes towards a national database for rescue organisations. Descriptive statistics were provided for all quantitative study variables and free-text comments were analysed for common themes. Results The survey was completed by 106/208 (51%) known CARO distributed across the country. These CARO provided services to an estimated 59,874 homeless animals annually with 86/106 (81%) providing services to cats and/or dogs. Primary services provided by CARO who cared for cats or dogs included rehoming (72/86; 84%) and housing (70/86; 81%) animals. Intake was managed through a combination of strategies. Donations (72/86; 82%) were the main funding source. The 62 registered charities were more likely to report being funded by grants than the 23 non-charities (39/62 (63%) vs. 1/23 (4%); p < 0.001), and non-charities were more likely to self-fund (18/23 (78%) vs. 20/62 (32%); p < 0.001). Nearly half of the CARO that provided workforce information (35/72; 49%) had a workforce of 10 or fewer including volunteers. A total of 5,699 people worked for 86 CARO that care for cats or dogs of whom 4,847 (85%) were part-time volunteers. Of the 72 cat and dog CARO who provided workforce information, 57/72 (79%) relied solely on volunteers. The majority of all 106 CARO respondents (78/106; 73%) indicated they were likely to register on a national database of CARO, subject to addressing concerns about time required and information security. CARO respondents described challenges of insufficient funding, access to veterinary services, and a shortage of volunteers and foster homes, with additional concerns including a lack of public awareness, supportive legislation, and resources. Financial support (90/106; 85%) and policy change (76/106; 72%) were preferred support options. Conclusions This study highlights the significant role played by CARO in New Zealand and the challenges they face, emphasising the need for financial support, legislation, and initiatives extending beyond the rescue sector to reduce the number of animals being surrendered. The findings also suggest a willingness among CARO to participate in a national database.

Co-operative forest owner associations - harmonized values for sustainable development?

Sustainable development is an important concept for competitive advantage for all types of organisations and is often implemented by a top-down strategic approach. Forest owner associations are based on the co-operative idea and are therefore expected to include key stakeholders such as members in strategic decisions. A challenge is to incorporate strategic sustainability management in an organisation. It refers to considering organisational objectives, maintaining relations with key stakeholders and keeping the organisational identity. This study aimed to explore how forest owner associations position themselves for sustainable development. A qualitative case study based on semi-structured interviews, (including five employees and eleven members) and sustainability reports suggests that sustainable development is integrated to different extents in forest owner associations in Sweden. A strategic approach is deemed necessary for a dynamic incorporation of sustainable development that is structured and leads to the improvement of responsible practice in the organisation. This study highlights the importance of considering sustainability strategies and co-operative identity in the process of implementing sustainability management in forest co-operatives. Further research could focus on corporate strategies for sustainable development with an extended longitudinal perspective.

Artificial Intelligence, Big Data, and Cloud Infrastructures: Policy Recommendations for Enhancing Women's Participation in the Tech-Driven Economy

This study investigates the underrepresentation of women in Artificial Intelligence (AI), Big Data, and Cloud Infrastructures, exploring the barriers and challenges they face and assessing the effectiveness of current policies and initiatives to promote gender diversity within the tech industry. Employing quantitative research methods, the study used a survey distributed to 572 female professionals in tech-related roles across various industries, achieving a 67.9% response rate. Multiple regression analysis was utilized to test four main hypotheses concerning barriers to entry and advancement, the inclusivity of educational programs, the impact of diverse teams on innovation and performance, and the effectiveness of gender-inclusive policies. Key findings indicate that the type of organization and specific tech sectors significantly influence the barriers experienced by women. Notably, gender diversity within teams correlates strongly with improved innovation and performance. However, educational and training programs often fail to be sufficiently inclusive, underscoring the need for programs better tailored to women's needs in tech fields. Moreover, the study confirms that implementing gender-inclusive policies substantially increases women's participation in tech roles, especially when these policies are applied long-term. Based on the findings, recommendations are made for adopting comprehensive, inclusive practices at organizational and educational levels, promoting diversity in team composition and leadership, committing long-term to effective policy implementation, and developing supportive networks through mentorship and sponsorship programs. These measures are aimed at reducing gender disparities and enhancing the integration of women into the high-tech economy. The study underscores the critical role that strategic policy-making and organizational change play in fostering an inclusive tech environment that not only addresses gender disparities but also enhances overall industry innovation and performance.

The effects of different types of organisational workplace mental health interventions on mental health and wellbeing in healthcare workers: a systematic review.

To determine if and which types of organisational interventions conducted in small and medium size enterprises (SMEs) in healthcare are effective on mental health and wellbeing. Following PRISMA guidelines, we searched six scientific databases, assessed the methodological quality of eligible studies using QATQS and grouped them into six organisational intervention types for narrative synthesis. Only controlled studies with at least one follow-up were eligible. We identified 22 studies (23 articles) mainly conducted in hospitals with 16 studies rated of strong or moderate methodological quality. More than two thirds (68%) of the studies reported improvements in at least one primary outcome (mental wellbeing, burnout, stress, symptoms of depression or anxiety), most consistently in burnout with eleven out of thirteen studies. We found a strong level of evidence for the intervention type "Job and task modifications" and a moderate level of evidence for the types "Flexible work and scheduling" and "Changes in the physical work environment". For all other types, the level of evidence was insufficient. We found no studies conducted with an independent SME, however five studies with SMEs attached to a larger organisational structure. The effectiveness of workplace mental health interventions in these SMEs was mixed. Organisational interventions in healthcare workers can be effective in improving mental health, especially in reducing burnout. Intervention types where the change in the work environment constitutes the intervention had the highest level of evidence. More research is needed for SMEs and for healthcare workers other than hospital-based physicians and nurses.

Time management practice and associated factors among health professionals working in public and private hospitals in Dessie City, Northeast Ethiopia: a comparative cross-sectional study

Time management practice and associated factors among health professionals working in public and private hospitals in Dessie City, Northeast Ethiopia: a comparative cross-sectional study

Towards an analysis framework for operational risk coupling mode: A case from MASS navigating in restricted waters

Maritime Autonomous Surface Ships (MASSs) constitute highly interconnected and tightly coupled multistate systems. Incorporating the coupling effects of both interactions and dependencies is centrally important to ensure navigation safety of MASSs. This paper proposes a framework for examining the coupling effects in the operational modes (OM) of MASSs. Failure Modes (FMs) of MASSs related to interactions with the environment and subsystems are identified using 24Model developed based on conventional ship accidents involving grounding in the west of Shenzhen port, China. FMs related to grounding are classified into the five risk types of human, organization, ship, environment, and technology, considering three OMs (states), i.e., manual control, remote control, and autonomous control. Based on this classification, the N-K model is applied to calculate the risk coupling values of scenarios involving multiple risk types. These scenarios are then ranked by the risk coupling values of the three OMs, and values are compared among different OMs. The results indicate that for grounding in the west of Shenzhen port most risk coupling values increase with increasing risk type diversity. Furthermore, the risk coupling mechanism in remote control differs significantly from that in manual control and autonomous control, thus risk management of MASS OMs should vary.

Minds and machines: A look at employee attitudes and work engagement regarding AI in large organizations

This study investigates how workers in huge firms view and feel about AI innovation. Utilizing Prolific.co, a particular group of workers with first-hand information using AI innovation was employed. The study posed inquiries about the adequacy of AI, its benefits and drawbacks, client acknowledgment, morals, straight forwardness and individual strengthening. Specialized staff (40%) and the executive’s staff (60%) made up the fragments of respondents. For the various decision questions, a measurable examination was finished, and for the genuine inquiries, a topical investigation. The discoveries show a huge level of understanding between the perspectives and assessments of the two worker divisions, particularly as to AI execution and fulfilment levels with morals, straightforwardness, and conference. Discernments and mentalities with respect to AI innovation were demonstrated to be essentially emphatically affected by segment factors; the effect of calling type and key utilitarian areas of AI organization was viewed as less huge. Generally speaking, the review accentuates that it is so basic to consider socioeconomics while analyzing perspectives and conclusions in regards to AI innovation in corporate settings.

Organizational Knowledge and Knowledge Management - A New Framework

The transition of firms from the Resource-based view (RBV) to the Knowledge-based view (KBV) where knowledge is viewed as the principal resource for value creation and sustainable competitive advantage created a renewed interest among researchers to understand knowledge per se, and the concept of organizational knowledge. This interest has further been fueled by the advent of the concept of Knowledge Management (KM). With some discussions on knowledge, this paper presents a new framework for organizational knowledge and the knowledge flow within the firm. The author has pointed out that most of the research on KM has been with the firm as a business organization (where the focus is on short-term return on investment) and that is the reason many KM initiatives often stop at IT-based initiatives or fail, and fuel the fear that KM is simply just another fad. Many KM models and frameworks present KM best practices without addressing the contextual differences between organizations. In this paper, the author has presented a knowledge perspective of four different types of organizations based on their knowledge manipulation activities and suggests that KM programs need to be custom designed to cater to the different needs of the different types of organizations. The author has also suggested a new KM framework based on the dynamics of knowledge that organizations are facing today. The author developed the two frameworks during the implementation of KM initiatives at the Defence Research &amp; Development Laboratory, Hyderabad, a premier research institution under the Ministry of Defence, Government of India, during the years 1999 to 2003.

Mapping, reflecting, and exploring education for the labour movement: a thematic literature review

ABSTRACT This article offers a comprehensive thematic literature review on labour education, exploring the major contributions as well as some of the limits of this scholarship and future directions for researchers. Based on an analysis of 180 English-language publications from the 1960s until today, we find several general trends that we analyse as four broad themes in this literature: the politics of labour education; labour education in, through, and with formal educational institutions; the pedagogy of labour education; and labour education, globalisation, and transnational solidarity. Identifying some of the gaps in the existing scholarship, we propose several future directions for research on labour education: connecting social movement scholarship and the labour education literature; labour education programmes that centre intersectionality, namely themes such as gender justice, anti-racism, and disability; labour education through solidarity with other social movements, such as the environmental movement; and labour education programmes led by different types of labour organisations beyond trade unions. Overall, this article contributes to our understanding of how labour education can strengthen the labour movement, reduce inequality, and promote decent work for all.

Predicting Bank Loan Eligibility Using Machine Learning

With the increasing needs of people, the demand for bank loans also rises. Each day, banks receive numerous loan applications from various customers and individuals, however, not all applicants are approved. Banks typically assess an applicant's eligibility before processing a loan application, a process that can be time-consuming and complex. In evaluating loan applications and making credit decisions, banks often rely on their credit scoring and risk assessment systems. Nevertheless, there are still cases where some applicants default on their payments annually, resulting in significant financial losses for financial institutions. In this research, we utilized machine learning algorithms to analyze a dataset of approved loans and predict which applicants are most deserving of a loan. The study incorporates customers' historical data, including factors such as age, income type, loan annuity, last credit bureau report, organization type, and length of employment. Various machine learning methods like Random Forest, XGBoost, Adaboost, Lightgbm, Decision tree, and K-Nearest Neighbor were utilized to identify the most influential features that impact prediction outcomes. These algorithms were then compared using standard metrics, with Logistic Regression achieving the highest accuracy rate of 92%. Key Words: Bank Loans, Logistic Regression, Credit Report, Risk Assessment

Leveraging natural language processing techniques to explore the potential impact of the EU’s Carbon Border Adjustment Mechanism (CBAM)

Debates on controversial policies often stimulate extensive discourse, which is difficult to interpret objectively. Political science scholars have begun to use new textual data analysis tools to illuminate policy debates, yet these techniques have been little leveraged in the international business literature. We use a combination of natural language processing, network analysis and trade data to shed light on a high-profile policy debate—the EU’s recently enacted Carbon Border Adjustment Mechanism (CBAM). We leverage these novel techniques to analyze business inputs to the EU’s public consultation, differentiating between different types of organizations (companies, trade associations, non-EU actors) and nature of impact (direct, indirect, potential). Although there are similarities in key concerns, there are also differences, both across sectors and between collective and individual actors. Key findings include the fact that collective actors and indirectly affected sectors tended to be less concerned about the negative impacts of the new measure on international relations than individual firms and those directly affected. Firms’ home country also impacted on their positions, with EU-headquartered and foreign-owned companies clustering separately. Our research highlights the potential of natural language processing techniques to help better understand the positions of business in contentious debates and inform policy making.

Navigating identity through social media: Twitter use of Muslim-American nonprofits

Social media enables nonprofits to communicate with stakeholders. Literature has primarily focused on the social media communication of mostly large and secular nonprofit organisations. This study contributes to this literature by looking at nonprofits’ social media activity belonging to religious minorities, specifically the Muslim-American nonprofit sector. Using Lovejoy and Saxton’s (2012) Hierarchy of Engagement framework, we find that Muslim-American nonprofits conventionally use social media for information, community, and action messaging. However, these nonprofits also utilise social media to encourage religious practices and strongly advocate for Muslim rights. We also find that organisational identity affects social media framing as organisational type affects the type of topics these organisations pick to advocate on social media. Moreover, organisational size also affects social media activity, as smaller organisations are more likely to use social media for fundraising purposes.

The study of constructing evaluation indicators for the implementation of employee assistance programs in public sectors.

Employee assistance programs require resources and manpower of various natures across different types of public sector organization. This study began by outlining elements for comparing employee assistance programs' evaluation criteria in four types of public sector organization on the basis of 22 service measures for such programs implemented by the Ministry of Labor in relation to three major aspects: work, life, and health. Elements of the evaluation criteria for public sector employee assistance programs were determined by surveying a panel of experts using the modified Delphi method. Last, the weight associated with the elements of evaluation criteria were calculated using the fuzzy analytic hierarchy process, and the criteria of four types of public sector organization were explored. Data analysis indicated that the weight and priorities associated with elements of evaluation criteria for EAPs implemented by four types of public sector organization were not fully identical. The results of this study suggest that, in terms of EAPs, the Directorate-General of Personnel Administration of the Executive Yuan should be pursuant to appropriate employee assistance programs provided by various public sector organizations according to the needs of their employees as well as the diverse objective conditions in which these organizations operate.

Applications of generative AI and future organizational performance: The mediating role of explorative and exploitative innovation and the moderating role of ethical dilemmas and environmental dynamism

Generative Artificial Intelligence (GenAI) is one of the popular AI technologies which can produce multiple kinds of contents including music, text, image, as well as synthetic data. As GenAI technology can produce various forms of contents, organizations must face ethical dilemmas as to where this technology is likely to be used. Organizations do not want to compromise their ethical standards and compliance policies. Against this backdrop, the aim of this study is to examine if GenAI technology could improve the future performance of the organizations. This study deployed ethical dilemmas and environmental dynamism as two moderators acting on different linkages between adoption of GenAI and organizational future performance. With the help of literature review and theories, a theoretical model has been developed conceptually which was validated using PLS-SEM technique with the feedback of 326 responses from different types of organizations. This study found that the adoption of GenAI could improve exploratory and exploitative innovation under the moderating effects of environmental dynamism and ethical dilemmas. Moreover, it highlighted that the application of GenAI could improve organizational performance.

HUMAN RESOURCES MANAGEMENT AND ORGANIZATIONAL BEHAVIOR: CASE STUDY IN A CONSULTATION COMPANY

Objective: To Analyze the relationship between human resources management and organizational behavior, in light of the analysis of high-performance work practices and workers' organizational commitment. Theoretical Framework: This study focuses on the “high performance work practices” (Pfeffer, 1998; Becker, et al. 2001) which refer to a set of practices that aim to select, develop, and retain workers, especially the most innovative ones, to maximize the organization's performance. Method: A case study was carried out in an innovation and technology consultancy organization, based on the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and the perception of workers regarding high performance work practices (Esteves, 2008). The sample is mainly composed of male professionals, between 26 and 34 years old and with a undergraduate or bachelor’s degree. Results and Discussion: The results show some consistency with previous empirical studies: high performance work practices are present in this type of organization; professionals are affectively committed to the organization; there are significant correlations between high performance work practices and organizational commitment, especially at the level of affective commitment. Research Implications: Assists in the design and implementation of practical human resources management strategies for managers, which contribute to the formulation of management systems focused on organizational commitment behaviors of professionals in the context of the consultancy sector. Originality/Value: It is a pioneering study developed in a national context on the two constructs in the consulting sector, contributing to the literature by highlighting the importance of a relational and reflective approach to the importance of organizational behavior. Its relevance and value is evidenced by the support it gives to the design of management systems and practices based on organizational behavior.

Search engine optimization and its association with readability and accessibility of diabetic retinopathy websites.

This study investigated whether websites regarding diabetic retinopathy are readable for patients, and adequately designed to be found by search engines. The term "diabetic retinopathy" was queried in the Google search engine. Patient-oriented websites from the first 10 pages were categorized by search result page number and website organization type. Metrics of search engine optimization (SEO) and readability were then calculated. Among the 71 sites meeting inclusion criteria, informational and organizational sites were best optimized for search engines, and informational sites were the most visited. Better optimization as measured by authority score was correlated with lower Flesch Kincaid Grade Level (r = 0.267, P = 0.024). There was a significant increase in Flesch Kincaid Grade Level with successive search result pages (r = 0.275, P = 0.020). Only 2 sites met the 6th grade reading level AMA recommendation by Flesch Kincaid Grade Level; the average reading level was 10.5. There was no significant difference in readability between website categories. While the readability of diabetic retinopathy patient information was poor, better readability was correlated to better SEO metrics. While we cannot assess causality, we recommend websites improve their readability, which may increase uptake of their resources.

Community work at the urban periphery: searching for legitimacy

ABSTRACT The restructuring of public welfare provision across Europe in recent decades has brought new actors into the governance of welfare and social work practice, including non-profit organizations. In Sweden, the role of non-profit organizations in social service provision has been less significant than that of profit-oriented enterprises. Despite a continuing shift towards greater welfare pluralism, non-profit organizations engaging in social work find themselves struggling to find their own spaces and legitimacy. This article examines two organizations engaging in community work at the peripheries of the Stockholm metropolitan area, focusing on how they understand, perform, and communicate their roles as both civil society actors and social work providers. Our data demonstrate that the organizations have developed different legitimation strategies related to their understanding of what type of organization they are and what type of work they do. Furthermore, despite some differences in their perceptions of the underpinnings of community work, both organizations make an important contribution to developing community work in Sweden as a collective practice binding local communities together with mutual support and the sharing of knowledge and identity.

Improving Technologies for Developing Personnel Solutions

Relevance. Modern socio-economic conditions actualize the improvement of technologies for developing personnel solutions as the basis for successful personnel management. An effective management decision acts as a resource for the development of the organization, personnel and each employee. The article explores the relationship between the concepts of personnel management, modern trends in personnel management and technologies for developing personnel solutions. The work examines the main HR trends and their impact on the technology of personnel decisions, analyzes the process of making personnel decisions in pearl organizations, and proposes the structuring of personnel decisions based on the results of diagnosing problem situations and recommended methods of decision-making.The purpose of the study is to identify directions for the development of technologies for developing personnel solutions in the personnel management system of a modern organization.Objectives: explore the relationship between modern concepts of personnel management, HR trends and technologies of personnel solutions; based on the diagnosis of problem situations in personnel management, structure management decisions and propose appropriate methods for their development, adoption and implementation; apply the method of analyzing hierarchies in the process of developing a personnel decision for the objective selection of a candidate for a vacant position to form the labor potential of an industrial enterprise.Methodology. During the research, general scientific methods of analysis and synthesis, the method of system analysis, expert assessment, the method of analyzing hierarchies.Results. Problematic situations in personnel management are diagnosed as the basis for structuring personnel decisions; in accordance with the results of diagnosis and structuring adequate decision-making methods are recommended. The method of hierarchy analysis is used as a method for effectively selecting alternatives in the conditions of selection, selection and hiring of engineering and technical personnel of an industrial enterprise.Conclusions. It is advisable to substantiate the directions for improving technologies for developing personnel solutions based on an assessment of the relationship with modern concepts and trends in personnel management, based on the results of a study of the characteristics of personnel management in various types of organizations, according to the structuring of problem situations in human resource management.