Organizational Values Research Articles

Pengaruh Penghargaan Ekstrinsik, Penghargaan Intrinsik, Keterlibatan Kerja Terhadap Kesejahteraan Psikologis pada Institut Bisnis IT&B

This study aims to investigate how extrinsic rewards, intrinsic rewards, and levels of work engagement contribute to the psychological well-being of employees in the campus environment of the ITB Business Institute. The research method used is a survey using questionnaires distributed to employees in various departments and units on campus. Extrinsic awards are evaluated through financial recognition and other material awards, while intrinsic awards include recognition of achievement, personal development, and a sense of accomplishment. Job engagement is measured through job satisfaction, commitment to work, and identification with organizational values. The collected data was analyzed using regression techniques to identify the relationship between independent variables (extrinsic rewards, intrinsic rewards, and work engagement) and dependent variables (psychological well-being). The findings of this study are expected to provide in-depth insights into the factors that affect the psychological well-being of employees on the campus of the ITB Business Institute. The results of this study are expected to provide recommendations to campus management in improving reward strategies and work engagement management to support the psychological well-being of employees. The practical implications of this research are expected to help create a more satisfying and productive work environment for all campus members.

Pelatihan dan Pengembangan Sumber Daya Manusia pada UMKM Melalui Keterampilan Digital dalam Produksi Pangan

This training aims to address human resource management (HRM) in the digital era and efforts to enhance the productivity of small and medium enterprises (SMEs). The challenges faced by SMEs, such as low productivity, added value, and product quality, are also a primary focus of this training. The activity was conducted on Saturday, May 25, 2024, at Jl Benda Permai III, Kampung Parakan Rt 06 Rw 09 Pondok Benda, Pamulang District, South Tangerang. The implementation methods included seminars, discussions, and hands-on practice. The participants consisted of 10 lecturers from STIE Ganesha and 20 business owners of Dimsum and cricket farmers. The training results indicated that HR professionals need to master strategic competencies, including understanding organizational values, talent management, leadership, and the use of digital technology. Additionally, they need to position the business strategically, build trust-based relationships, and manage various business pressures. The training also emphasized the importance of modernizing business systems and systematic policies as an alternative to increasing regional competitiveness and improving SME performance. Digital skills development, financial management, and information technology proficiency were identified as crucial needs for SME actors. This training provided valuable insights for HR professionals and SME stakeholders in understanding the importance of HRM in the digital era and enhancing SME productivity. Implementing effective strategies in HRM and productivity improvement will help achieve sustainable SME development goals and make a more significant contribution to the national economy

PROJECT MANAGEMENT MATURITY MODELS. A REVIEW OF CURRENT CRITICISM AND OPPORTUNIEIS

Project management maturity models (PMMMs) have evolved significantly over the years, eliciting both enthusiasm and critique from professionals in the field. The former reflects the promising prospects for enhancing organizational value through the adoption of refined practices, while the latter underscores concern regarding the associated costs, applicability challenges, and the resilience of these models. This paper embarks on a comprehensive exploration, surveying the landscape of established models while pinpointing the principal obstacles linked with their implementation. Acknowledging both the significance and the shortfall of current models, there is a growing consensus within the literature regarding the imperative for further advancements in project management practices. Criticisms directed towards existing models often revolve around economic feasibility hurdles, inflexibility, scalability issues, and overly prescriptive frameworks. This paper undertakes a critical examination, contemplating the integration of digital capabilities as a means to mitigate these drawbacks and refine project management maturity models. Central to our paper is the notion of leveraging digital affordances to enhance the efficacy of PMMMs. By amalgamating technological innovations with established methodologies, we endeavor to address prevalent criticisms and propel the evolution of project management frameworks. Our approach is multifaceted, encompassing a thorough exploration of the technological substrates underpinning PMMMs. In delineating the technological landscape, we identify three primary layers of technology integration in PMMM development: Microsoft Excel, Online Questionnaires, and Advanced Platformization Initiatives. Each layer presents distinct opportunities and challenges, underscoring the complexity inherent in modernizing PMMMs. Proposing a forward-looking strategy, we advocate for the development of PMMMs that capitalize on the latest digital affordances. By prioritizing user-friendly interfaces and streamlining the completion process, we aim to foster greater engagement and uptake among stakeholders. This approach promises to transcend the limitations of traditional models, catalyzing a paradigm shift towards more dynamic and responsive project management practices.

Developing organizational vision, mission and values – can we be inclusive, diverse and consultative?

Developing organizational vision, mission and values – can we be inclusive, diverse and consultative?

Organizational Culture in Philosophical Review: Ontology, Epistemology, and Axiology

The cultural dimension of organizational culture is the centre of all aspects of an organization's life. This research aims to describe organizational culture in philosophical terms. This research uses a qualitative method with a literature study approach. Literature documents come from various books, journals and scientific works on organizational culture. This research shows that ontologically describing organizational culture is indeed proven to exist. In the epistemological aspect, it is related to knowledge, sources, characteristics, truth, and ways to show the existence of organizational culture in an organization. In the etymology aspect, organizational culture focuses on the sources scientists use in developing organizational culture and their methods. Ultimately, the axiology aspect discusses the relationship between organizational culture and values. Because it is related to values, axiology is related to whether or not organizational culture can be developed. Educational entities must pay attention to organizational culture to ensure the continued existence and success.

Examining Factors Impacting Generation-Z Perception of Red Culture Organization Identity in Xi’an China: The Moderating Effect of Personal and Organizational Value Congruence

This study explores the variable factors that affect the identity management identity of the Generation-Z in Xi'an, Shaanxi Province, and provides solutions for improving the youth's identity, inheritance and further improving the efficiency of organizational management of red cultural organizations. This study uses quantitative investigation and qualitative analysis methods, and derives three independent variables, an intermediary variable and a dependent variable. A total of hypotheses and a conceptual model were proposed. Pilot study was used for data collection and analysis, factor analysis, path analysis, and regression analysis to verify the research hypothesis. This study will take the organizational identity theory as the theoretical basis, provide a new research perspective for the Xi'an Municipal Government and relevant red culture functional management departments to improve management effectiveness, and provide reference ideas for the identification and inheritance of red culture among adolescents in the Generation-Z in Xi'an.

The influence of board gender diversity and ownership structure on integrated reporting: Evidence from Malaysia

This study examines the influence of board gender diversity and ownership structure on integrated reporting. Integrated reporting is widely regarded as a report providing the most comprehensive and valuable information regarding an organization's performance and value creation, offering significant benefits in improving stakeholder relations. This type of reporting is expected to accurately represent existing relationships between organizations and their stakeholders by focusing on investors and other stakeholders. Therefore, the purpose of this study is to examine the influence of gender diversity and the role of ownership structure in an integrated reporting context. In order to elucidate the relationships among the variables in this study, the agency theory was utilized. The sample of the study was derived from the top 100 Malaysian companies based on market capitalization for the years 2018 to 2020. The content analysis approach was employed to hand-collect the data from the annual reports. The findings of this study show a positive and significant relationship between board gender diversity and government ownership with integrated reporting. However, this study found a negative and significant relationship between family and foreign ownership with integrated reporting. This study could assist company owners and management in improving their company's information disclosure practices. Also, companies might consider adopting policies and practices that promote gender diversity in leadership roles and optimize ownership structures to enhance their integrated reporting practices. Additionally, regulatory authorities might find the results of this study valuable in formulating effective policies aimed at advancing integrated reporting.

Inspiring sport event volunteer engagement and sense of pride: the importance of organisational environmental factors

ABSTRACT The success of sport events is closely related to volunteer dedication. Sport event organisations must recognise volunteers’ needs and motivate and retain loyal volunteers. However, the approach to motivate sport event volunteers and the role of consistent values, beliefs, and affiliation needs in guiding volunteers’ performance in event duties remain unexplored. This study explored the role of organisational environmental factors in influencing volunteers’ engagement, sense of pride, and intent to continue volunteering. A theoretical model was constructed to verify their inner relations by incorporating person – environment fit, social exchange, and social identity theories. Data were collected from 452 volunteers who participated in two marathon races in China and analysed using structural equation modelling with SmartPLS 4.0. The findings show that perceived organisational support has a positive impact on individual – organisation value congruence and volunteer engagement, thus jointly boosting volunteers’ sense of pride and intent. These findings expand theoretical understanding on the psychological mechanisms of volunteer sport events and optimising volunteer management.

Co-creation in action: Bridging the knowledge gap in artificial intelligence among innovation champions

The increasing significance of artificial intelligence (AI) in various industries highlights the necessity for industry leaders and professionals to comprehend and gain knowledge about AI. The urgency for AI literacy is more critical than ever due to the potential unethical use of AI resulting from insufficient knowledge. This issue is particularly crucial for educators because they need to understand and adapt to the impact of AI within educational institutions, with some needing to use and become literate in AI, given that students now have increased access to public AI tools. This research presents a multi-phase study to address the issue of bridging the knowledge gap in AI by conducting co-creation with innovation champions, illustrated by a case of Generative AI innovation in a K-12 school. Using action design research, we engaged experienced teachers who are experts in pedagogical innovation to co-create a generative AI-enhanced platform at a leading K-12 education institution known for its pedagogical innovation in Australia. The findings reveal that champions enhance their knowledge through their subject-matter expertise, organizational knowledge, and AI knowledge gained through external exposure and experience. The study also highlights the key elements that facilitate a cross-domain knowledge exchange platform, enabling champions to be exposed to and experience AI technological learning, leading to shifts in their understanding and perception of AI. The initially unaware and sceptical champions become more aware and capable of articulating more technical AI knowledge rooted in a shared value. This research demonstrates how co-creation serves as a pathway for learning AI, particularly among K-12 teachers who are innovation champions. It underscores the impact of experiential and organizational learning on AI collaborative learning and behavioral intentions. Additionally, the study presents that aligning organizational and personal visions and values can influence perceptions about AI technologies, enhancing the discourse on AI and education innovation.

The Process of Becoming Prefigurative: Fighting for Organizational Values to Transform Organizational Structures

This study analyzes how contemporary collectives that grow fast in scale organize their actions. We conducted a qualitative study of the largest contemporary social movement FridaysForFuture. Our findings reveal that the collective was calling others for change, but their own structures and values only become prefigurative over time. In the beginning, FFF set up hierarchical structures by orienting towards past patterns of actions. This was not a rational planned consideration but a quick response to the overwhelming increase in membership. However, as hierarchical structures have naturally emerged, the collective began to fight against the very same structures because they seemed to be unfitting their collective value “basic democracy.” Hence, they turned towards the future to imagine alternative patterns of actions, fighting against the initial hierarchical structure for a flatter heterarchy. Our findings contribute to research on collective action by highlighting the process of becoming prefigurative.

Labor Engagement in Directors of Educational Institutions: An Analysis of Sociodemographic Factors

Objective: Currently, researching the work engagement (EL) of principals is crucial, due to its direct impact on educational quality and institutional performance. Principals with high levels of engagement not only lead more effectively, but also inspire and motivate faculty and staff, promoting a positive and collaborative work environment. In addition, understanding the factors that influence the engagement of principals allows the development of strategies and policies that strengthen their well-being and performance, which is essential to face contemporary educational challenges and ensure the success and sustainability of educational institutions. In this framework, the objective of the research was to establish the relationship between sociodemographic factors and LE in directors of educational institutions of the Chucuito Juli Local Educational Management Unit – 2023. Methods: The research adopted a quantitative, non-experimental approach, with a cross-sectional correlational design. The population was composed of 365 directors, from whom a sample of 187 directors was randomly and stratified selected. A sociodemographic file was used to evaluate sex, age, higher education, educational level, area, type of institution, employment status, and teacher scale; and the Utrecht Work Engagement Scale (UWES-17) questionnaire to measure the level of engagement with its strength, dedication and absorption dimensions. Results: It is revealed that the level of LE of the principals is high since 51.3% of the investigated identify with this level, in the dimensions vigor, dedication and absorption, they also reflected a high level, which means that they are deeply committed to their role and responsibilities within the educational institution. This is reflected in their high motivation, dedication and enthusiasm towards work. A director with a high level of EL not only shows a strong emotional connection to the organization's goals and values, but also inspires and motivates his or her team to achieve common goals. It is also shown that the teacher scale factor is related to the EL, since adequate remuneration increases employee commitment by providing greater financial satisfaction and decreasing stress related to economic issues, when employees consider their compensation to be fair and competitive, they feel appreciated and motivated, which reinforces their emotional and mental bond with work. Conclusion: The sociodemographic factors sex, age, higher education, educational level, geographical area, type of institution and employment status are not related to the EL of the directors of the educational institutions of the Chucuito Juli Local Educational Management Unit – 2023, since the p value obtained in the correlation of each factor was greater than 0.05, The only factor that is related to the EL is the teacher scale, since the p-value obtained is lower than the proposed significance level (0.04<0.05).

COMMUNITY DEVELOPMENT STRATEGY THROUGH IDENTIFICATION OF TANGIBLE AND INTANGIBLE ASSETS FOR THE DEVELOPMENT OF BARAN BURING TOURISM KAMPUNG

Suburban areas often experience development pressures, with implications for changing green space into built areas, rural cultures into urban ones, and poverty into prosperity. The development of Buring Kampong (suburban settlement) in Malang City into a tourism kampong, in addition to improving the local economy, must also be able to support environmental quality and community independence. This research used the Asset Based Community Development (ABCD) approach in identifying tangible and intangible assets. The data were collected through field observation, focused group discussion, interviews, and secondary data. Tangible aspects include land use, natural and artificial resources, infrastructure, accessibility, machinery and equipment, and local architecture. Meanwhile, intangible assets include intellectual property, potential branding development, goodwill, software/web, formal and informal organization, social and cultural values, and potential customers. The data obtained were presented descriptively and discussed together, as a triangulation process. The results showed the diversity and breadth of tangible and intangible assets of Baran village, and both of these assets can be directly found in the field and during FGDs and interviews. This research is also an effort to strengthen community engagement and public awareness about their assets, and this activity needs to be continuously improved, to have a better level of community engagement, confidence, social participation, branding, and networking.

The relationship between line manager training in mental health and organisational outcomes.

Line manager (LM) training in mental health is gaining recognition as an effective method for improving the mental health and wellbeing of workers. However, research predominantly focuses on the impacts of training at the employee-level, often neglecting the broader organisational-level outcomes. Most studies derive insights from LMs using self-reported data, with very few studies examining impacts on organisational-level outcomes. To explore the relationship between LM training in mental health and organisational-level outcomes using company-level data from a diverse range of organisations. This study is a secondary analysis of anonymised panel survey data from firms in England, with data derived from computer-assisted telephone surveys over four waves (2020, 1899 firms; 2021, 1551; 2022, 1904; and 2023, 1902). The analysis merged the four datasets to control for temporal variations. Probit regression was conducted including controls for age of organisation, sector, size, and wave to isolate specific relationships of interest. We found that LM training in mental health is significantly associated with several organisational-level outcomes, including: improved staff recruitment (β = .317, p < .001) and retention (β = .453, p < .001), customer service (β = .453, p < .001), business performance (β = .349, p < .001), and lower long-term sickness absence due to mental ill-health (β = -.132, p < .05). This is the first study to explore the organisational-level outcomes of LM training in mental health in a large sample of organisations of different types, sizes, and sectors. Training LM in mental health is directly related to diverse aspects of an organisations' functioning and, therefore, has strategic business value for organisations. This knowledge has international relevance for policy and practice in workforce health and business performance.

Cultivating a culture of excellence: Synthesizing employee engagement initiatives for performance improvement in LNG production

Cultivating a culture of excellence is paramount for success in LNG production, and employee engagement plays a central role in achieving this goal. This abstract explores the synthesis of various employee engagement initiatives aimed at enhancing performance in LNG production facilities. Effective employee engagement initiatives are essential for fostering a culture of excellence within LNG production facilities. By empowering employees and promoting a sense of ownership and commitment, organizations can unlock the full potential of their workforce and drive continuous improvement in performance. This abstract examines a range of employee engagement strategies tailored specifically for the unique challenges and demands of LNG production. These initiatives encompass various aspects of employee engagement, including communication, training and development, recognition and rewards, and fostering a supportive work environment. Communication lies at the heart of effective employee engagement. Open and transparent communication channels facilitate the exchange of ideas, feedback, and information, fostering collaboration and alignment towards common goals. Additionally, regular communication helps employees feel valued and informed, enhancing their sense of belonging and commitment to the organization. Investing in training and development opportunities is another critical aspect of employee engagement in LNG production. By providing employees with the skills and knowledge they need to excel in their roles, organizations can empower them to contribute meaningfully to the success of the operation. Continuous learning opportunities also demonstrate a commitment to employee growth and development, which can boost morale and job satisfaction. Recognition and rewards programs play a crucial role in reinforcing desired behaviors and motivating employees to perform at their best. Whether through monetary incentives, public recognition, or other forms of acknowledgment, recognizing employee contributions fosters a culture of appreciation and reinforces the organization's values. Finally, creating a supportive work environment that prioritizes employee well-being and work-life balance is essential for sustaining high levels of engagement and performance. Providing resources such as wellness programs, flexible work arrangements, and opportunities for social connection helps employees feel supported and valued, leading to greater job satisfaction and commitment. In summary, cultivating a culture of excellence in LNG production requires a multifaceted approach to employee engagement. By implementing a range of initiatives focused on communication, training and development, recognition and rewards, and fostering a supportive work environment, organizations can empower their employees to thrive and drive continuous improvement in performance. Keywords: Cultivating, Culture of Excellence, Performance Improvement, LNG Production, Employing Engagement Initiatives.

Cultivating green creativity through training and development in hospitality organizations

ABSTRACT Green training and development (T&D) has emerged as an important topic within HRM, with research focusing on its impact on various employee outcomes. However, only a few studies have focused on understanding its impacts on green organizational outcomes, such as green creativity. We utilize social information processing theory to theorize whether, when, and how green T&D impacts green creativity. This study collected lagged and multisource field data (246 supervisor-employee dyads) from various hospitality organizations. Our findings based on time-lagged data and analyzed using Smart PLS reveal that green T&D enhances individual green values, which, in turn, enhance green creativity. We found that responsible leadership amplifies the positive relationship between green T&D and individual green values. We also found support for the moderating effect of responsible leadership on the indirect model via individual green values. The study underscores the importance of integrating green training and development programs in hospitality organizations to enhance individual green values and creativity. Practical implications include promoting responsible leadership, aligning organizational values with environmental goals, and fostering a culture that supports green initiatives and creativity.

Organizational Partiality and Relational Equality

Abstract If you are a member of an organization, how should you be committed to its aims and values? I argue that relational equality requires organizational superiors – those endowed with higher authority within organizations – generally to make decisions on the basis of pertinent organizational aims and values, even when there are competing extra-organizational moral considerations. I start with cases of objectionable managerial moral activism, in which superiors take the moral law into their own hands, shirking organizational aims and values for the sake of extra-organizational moral considerations. Since these managerial decisions enforce moral norms on subordinates, and since the moral norms that superiors enforce do not correspond to reasonably expected organizational aims and values (at least those that are compatible with relational equality), the superiors thereby treat subordinates as moral inferiors. This implies that relational equality requires an important form of organizational partiality of organizational superiors.

Applying the WHO-INTEGRATE evidence-to-decision framework in the development of WHO guidelines on parenting interventions: step-by-step process and lessons learnt

BackgroundDevelopment of guidelines for public health, health system, and health policy interventions demands complex systems thinking to understand direct and indirect effects of interventions within dynamic systems. The WHO-INTEGRATE framework, an evidence-to-decision framework rooted in the norms and values of the World Health Organization (WHO), provides a structured method to assess complexities in guidelines systematically, such as the balance of an intervention’s health benefits and harms and their human rights and socio-cultural acceptability. This paper provides a worked example of the application of the WHO-INTEGRATE framework in developing the WHO guidelines on parenting interventions to prevent child maltreatment, and shares reflective insights regarding the value added, challenges encountered, and lessons learnt.MethodsThe methodological approach comprised describing the intended step-by-step application of the WHO-INTEGRATE framework and gaining reflective insights from introspective sessions within the core team guiding the development of the WHO guidelines on parenting interventions and a methodological workshop.ResultsThe WHO-INTEGRATE framework was used throughout the guideline development process. It facilitated reflective deliberation across a broad range of decision criteria and system-level aspects in the following steps: (1) scoping the guideline and defining stakeholder engagement, (2) prioritising WHO-INTEGRATE sub-criteria and guideline outcomes, (3) using research evidence to inform WHO-INTEGRATE criteria, and (4) developing and presenting recommendations informed by WHO-INTEGRATE criteria. Despite the value added, challenges, such as substantial time investment required, broad scope of prioritised sub-criteria, integration across diverse criteria, and sources of evidence and translation of insights into concise formats, were encountered.ConclusionsApplication of the WHO-INTEGRATE framework was crucial in the integration of effectiveness evidence with insights into implementation and broader implications of parenting interventions, extending beyond health benefits and harms considerations and fostering a whole-of-society-perspective. The evidence reviews for prioritised WHO-INTEGRATE sub-criteria were instrumental in guiding guideline development group discussions, informing recommendations and clarifying uncertainties. This experience offers important lessons for future guideline panels and guideline methodologists using the WHO-INTEGRATE framework.

Impact of Ethical Procurement Practices in Enhancing Corporate Reputation and Stakeholder Trust in Canada

Purpose: The aim of the study was to examine the Impact of ethical procurement practices in enhancing corporate reputation and stakeholder trust in Canada Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study found that companies in Canada that adopt ethical procurement practices are socially responsible, which greatly enhances their reputation among consumers, investors, and the broader community. This positive perception is critical in a market where stakeholders are increasingly vigilant about corporate ethics. Moreover, ethical procurement practices foster trust among stakeholders, including suppliers, customers, employees, and regulatory bodies. By ensuring transparency and fairness in their procurement processes, companies can build stronger, more reliable relationships with their suppliers, leading to more stable and resilient supply chains. Additionally, consumers are more likely to remain loyal to brands that demonstrate a commitment to ethical sourcing, which can lead to increased market share and profitability. Unique Contribution to Theory, Practice and Policy: Stakeholder Theory, Institutional Theory &amp; Institutional Theory may be used to anchor future studies on Impact of ethical procurement practices in enhancing corporate reputation and stakeholder trust in Canada. Implement integrated ethical frameworks that incorporate procurement strategies aligned with sustainability, diversity, and social responsibility goals. Organizations can enhance practice by embedding ethical considerations into supply chain management processes and supplier relationships. Foster proactive stakeholder engagement to communicate ethical procurement initiatives transparently. This practice not only builds trust but also aligns organizational values with stakeholder expectations, enhancing reputation and credibility. Advocate for policies that promote ethical procurement standards and incentivize businesses to adopt transparent and accountable sourcing practices. Clear regulatory frameworks can provide guidance and support for organizations seeking to integrate ethical considerations into their procurement policies.

Prioritizing Intellectual Capital Assets for Strategic Investment Using an Analytic Network Process Approach

Intellectual Capital Assets (ICAs) refer to the intangible resources that are critical to the creation of organizational value out of human, customer, innovation and process capital. High impact ICAs should be identified and prioritized for investment in by organizations as they strive to increase their value. This research aims at assessing and ranking ICAs by using Analytic Network Process (ANP) model for capturing the interactions between the assets. The method used to gather the pairwise data aimed at supervising CEOs, scientific supervisors, shareholders, employees and customers in order to determine the relative value each ICA contributes to value creation. A mathematical model is employed to translate qualitative assessments into quantitative results with regard to Consistency Index (CI) and Consistency Ratio (CR) to check the reliability of the judgments. Cost benefit analysis shows the ICAs which yield the greatest return on investment. Our findings suggest that knowledge sharing and innovation are the most dominant ICA that positively and significantly affects value creation. These assets involve moderate investment but have huge returns, while other assets such as employee training and customer relations also have greater potential but involve high investment. The results offer practical guidance to organizations in terms of how to effectively prioritize ICAs to support their achievement of strategic objectives in creating innovative value.

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.