Vision Of Organization Research Articles

Japan’s Society 5.0 and the Organizational Vision of ‘Human-Centric’ AI

Abstract This article examines the Japanese government’s Society 5.0 initiative and its intersection with surveillance based on artificial intelligence (AI). Announced in 2019, Society 5.0 seeks to leverage AI to address Japan’s aging population and other social issues. I examine government documents on the initiative and an example of a smart city project that implements the Society 5.0 vision and, in doing so, highlight a tension between its architects’ proclaimed commitment to socially responsible, ‘human-centric’ uses of AI and the frequent ambiguity of their invocations of the technology. I argue that this lack of a clear definition of AI forestalls an interrogation of the expansive surveillance infrastructure that the initiative would entail. Examining Society 5.0 and its proposed infrastructure, I reveal a schema of digital surveillance and control best characterized as organizational in nature, as it seeks to monitor and coordinate movements, interactions, and behaviours.

Acceptance of Human Papillomavirus (HPV) vaccine among the parents of eligible daughters (9-15 years) in Bangladesh: A nationwide study using Health Belief Model.

To align with the 2030 vision of the World Health Organization (WHO) to ensure 90% of girls receive the HPV vaccine before turning 15, Bangladesh has recently started the (HPV) vaccine campaign nationwide. Therefore, our study aimed to assess the level of its acceptance among parents of eligible daughters in Bangladesh. This nationwide cross-sectional study was conducted among the self-identified parents of daughters in the age group of 9-15 years between June 28 and August 2, 2023. A total of 2,151 parents were conveniently selected from all eight divisions of Bangladesh. Data was collected through face-to-face interviews using a semi-structured questionnaire. The Health Belief Model was used to appraise respondents' beliefs concerning HPV and its vaccination. Adjusted odds ratios (AOR) with a corresponding 95% confidence interval (CI), and a p-value of <0.05 was considered statistically significant. R Studio (Version 2023.09.0+463) was used as an interface for data analysis, while R (the programming language) was used for statistical computations. The mean age of the study participants was 38.18 (±5.86) years. The overall acceptance rate of the HPV vaccine was 86.61% (95%CI: 85.09-88.02). The vaccine acceptance level was positively associated with all the domains of the HBM (p<0.001), except in the perceived barrier domain (p = 0.489). After adjustment for other factors, it was found that higher age was associated with a decreased acceptance (AOR: 0.92; 95% CI: 0.89-0.95). The urban residents exhibited 42% lower odds of vaccine acceptance than rural (AOR: 0.58; 95% CI: 0.36-0.92). Similarly, participants of the middle-income group had 44% lower odds than the lower-income group (AOR: 0.56; 95% CI: 0.32-0.97). Our study found a reasonably good level of acceptance of the HPV vaccine among the parents of eligible daughters. Multiple factors such as younger age, urban residence, belonging to the middle income group, history of regular routine health check-ups, knowledge of cervical cancer, positive perception about benefits of the vaccine, and positive cues to actions were associated with HPV vaccine acceptance.

Study Literatur: Pengaruh Kepemimpinan Transformasional Terhadap Kinerja Karyawan

Organizations can change their management patterns through transformational leadership to improve optimal performance, especially when facing increasingly complex competition. Human resources, with their unique ideas and mindsets, are an important key in implementing the organization's vision, goals, and objectives. Employees play a vital role in achieving organizational success through their contributions. Employee performance is an important indicator that organizations must consider. Leaders play a major role in creating a positive work environment, and transformational leadership is one of the most popular styles, especially in the digital age. With secondary data collected from relevant articles, this journal uses a literature review method to investigate the effect of transformational leadership on employee performance. Research findings show that transformational leadership style significantly affects employee performance. Employees who actively participate feel more motivated, confident, and committed to following the organization's philosophy, ideology, and vision. Interesting changes more easily influence them and show high dedication while realizing their potential. Employees who are inspired by transformational leadership tend to work harder, improve performance, and display helpful behaviors, which ultimately support organizational growth.

Getting Acceptance for Tough Decisions

This article discusses research-based strategies that organizational leaders can use to effectively implement unpopular decisions and gain acceptance of necessary changes from employees and stakeholders. It outlines the importance of clear communication to explain the rationale and context behind tough choices. Leaders must be transparent in their decision-making process and involve stakeholders to address concerns and build ownership of outcomes. Addressing the negative emotions that arise and exploring alternative options or ways to mitigate impacts can help address psychological and practical issues. Enlisting champions and coalitions of supporters to reinforce the reasoning for decisions can boost consensus. Continued communication on outcomes and progress reinforces that the difficult period was necessary. Ultimately, navigating tough times requires combining these communication strategies with empathetic and honest leadership that cultivates trust and shared commitment to organizational goals and vision despite short-term hardship.

Research Priorities of the Oncology Nursing Society: 2024-2027.

To define the Oncology Nursing Society Research Agenda for 2024-2027. An iterative, multiple data sources consolidation through the Research Agenda Project Team. Previous research priorities, literature review, stakeholder survey, and research priorities from other cancer care organizations and funding agencies. 10 evergreen statements articulated foundational values for oncology nurse scientists, and 5 topics emerged as research priorities for the upcoming three years: Advance patient-centric, precision symptom science; provide evidence for safe and effective cancer care delivery models and support of the oncology nursing workforce; describe the impact of the environment on cancer care outcomes; integrate patient navigation into cancer care across the trajectory; and advance the use of innovative methodologies in oncology nursing research. The Oncology Nursing Society Research Agenda is an effective resource for directing the organization's research vision. This foundational document directs funding awards and requests, mentorship, and policy initiatives.

Sosialisasi Hak dan Kewajiban ORMAWA di Lingkungan Universitas Amikom Purwokerto

UKM and HMPS will reorganize or change management every year. Every administrator is obliged to know ORMAWA's rights and obligations, but in reality there are still many who do not understand. This is very visible in the work programs of the same SMEs continuously from year to year. Lack of time during the management period will have many impacts, one of which is that many administrators do not know the rights and obligations of UKM and HMPS. The campus disburses a budget of hundreds of millions of rupiah each year to UKM and HMPS to help the campus achieve the organization's vision and mission, but the results need to be evaluated. There are several ORMAWA who actually question campus policies in the wrong way. The aim of this socialization is to provide understanding to UKM and HMPS administrators about their rights and obligations. The methods used are lectures and discussions. The result of this socialization is increased understanding of UKM and HMPS administrators regarding their rights and obligations as ORMAWA administrators

Fostering an aged care organizational culture that supports innovation.

This study aimed to identify how aged care organizations can foster a culture that supports the implementation of innovation. The aged care sector must innovate to meet clients' evolving needs and increased regulatory requirements. Given the need to account for the values, beliefs, expectations, and assumptions held by a diverse range of stakeholders, implementing innovations within aged care can be exceptionally complex. Fostering a supportive organizational culture can facilitate the implementation of these critical innovations. Papers from a large scoping review that identified organizational culture as a barrier and/or enabler to implementing innovations in aged care were imported into NVivo. Data relating to how organizations fostered (or could foster) a culture that supported the implementation of innovations were then extracted, inductively coded, interpreted, and grouped into approaches. Of the 193 papers from the original scoping review, 109 were included in this secondary analysis. From these 109 papers, we identified six key approaches: cultivating collaboration; valuing contributions; ensuring alignment between the organizational vision, culture, and innovation; demonstrating organizational commitment; developing and communicating the implementation plan; and accounting for stability. Our study outlines effective approaches that can be used by aged care organizations to cultivate a culture that supports the implementation of innovations. However, these approaches should not be viewed in isolation; rather, they are interconnected and mutually reinforcing. Together, these insights offer practical guidance for aged care entities seeking to adapt and evolve through innovation implementation. http://links.lww.com/IJEBH/A264.

The Employee Engagement’s Impact on Productivity and Motivation in the Private higher education Sector in Oman

Employee engagement in the workplace implies that employees are committed to their respective organizational vision, mission, and goals, thereby becoming more engaged, and motivated to contribute to organizational success. Similarly, engaged professional staff in Oman’s higher education sector experience job satisfaction, involvement, commitment, and empowerment, thereby enhancing education quality. Employee engagement has gained significant attention from scholars and practitioners due to its positive impact on personal and organizational well-being. Thus, this study aims to explore the effect of employee engagement on productivity and motivation in Oman’s private higher education sector and determine the success factors for organizations in maintaining employee engagement. The literature review reveals that the working environment, leadership style, and creative work approach tend to influence employee engagement in Oman’s private higher education sector. Therefore, secondary findings reveal the impact of different motivations and productivity on employee engagement through social exchange theory.

Pengaruh Workplace Spirituality dan Transformational Leadership Terhadap Employee Performance dengan Organizational Citizenship Behavior sebagai Variabel Mediasi Studi pada Perwakilan BPKP Provinsi Sumatera Barat

Improving employee performance is a continuous effort needed to achieve the organization's goals, vision and mission. This research aims to examine the influence of employee performance, workplace spirituality, transformational leadership, and organizational citizenship behavior as mediating variables. The population in this study were employees of the West Sumatra Province BPKP Representative. The sample collection technique was purposive sampling, namely 95 employees of the West Sumatra Province BPKP Representative. The data analysis technique uses Structural Equation Modeling (SEM). Based on the tests carried out, it shows that workplace spirituality and transformational leadership have a positive and direct influence on employee performance. Meanwhile, organizational citizenship behavior as a mediating variable shows that it has no indirect influence.

Strategic Planning of Information Technology Architecture in Schools Using The Open Group Architect Framework (TOGAF) Case Study: SMA Negeri 15 Bandar Lampung

This research aims to design an enterprise architecture at SMA Negeri 15 Bandar Lampung using the TOGAF ADM framework. This research involves several phases: Preliminary Phase, Architecture Vision, Business Architecture, Information System Architecture, and Opportunities and Solutions. In the Preliminary phase, the objectives and benefits of architectural development are determined to meet the needs of the school, including the new student enrollment system and network structure. The Architecture Vision phase describes the organization's profile, vision and mission, as well as the current state of architecture. Business Architecture analyzes key business processes using the value chain, including student admission, teaching and learning activities, and student release. Information System Architecture develops data and application architectures to support business vision and architecture. The Opportunities and Solutions phase identifies opportunities for information technology development to improve school operational efficiency. The results show that the implementation of TOGAF ADM can provide systematic and comprehensive guidance in designing enterprise architecture that suits the needs of schools.

Model struktural visionary leadership dalam kepemimpinan berbasis data pada Sekolah Dasar di Kabupaten Kulon Progo

Visionary leadership drives the adoption and implementation of data-based policies as part of the school's organizational vision and goals. The aim of this research is to obtain a structural model of visionary leadership in data-based leadership that meets the goodness of fit model. Then find out the quantitative contribution of visionary leadership to data-based leadership. The research method uses a cross-sectional quantitative method. Survey research using a questionnaire as a data collection tool with a sample of 100 elementary school principals in Kulon Progo Regency using purposive sampling. Analysis of research data using factor analysis and structural equation modelling (SEM) using SmartPLS 3 software. The results of factor analysis show that the factors are adapting (0.896), building on image (0.877), developing organization (0.851), empowering (0.790), stimulating intellectual (0.808), supporting (0.834), and taking risk (0.941) have a significant effect on the formation of the visionary leadership construct. Likewise, the data-based leadership construct is significantly shaped by the factors digital adaptiveness ability (0.825), digital competitive ability (0.904), digital culture ability (0.845), digital drive ability (0.806), digital knowledge ability (0.883), digital literary skills (0.580), and embrace digital ability (0.600). The results of structural equation modelling testing show that Visionary Leadership has a significant impact on data-based leadership. This is supported by the estimated coefficient of 0.625 which is statistically significant at the 5% significance level. The analysis produces an R-square value of 0.390 which shows that Visionary Leadership has an influence of 39.0% on data-based leadership.

Ethical work climate and organizational citizenship behavior in collectivist culture: does power distance matter?

PurposeDrawing from social exchange theory and a collectivist cultural framework, this study explores the relationship between ethical work climate and organizational citizenship behavior, considering power distance as a potential moderator.Design/methodology/approachThe study used standard scales to obtain data from 244 employees working in various private companies in India. Structural equation modeling was adopted to test the hypotheses using Analysis of Moment Structures (AMOS).FindingsThe study results show a significant relationship between ethical climate and organizational citizenship behavior. Ethical work climate influences power distance negatively. However, the results also show that power distance does not serve as a moderator between ethical work climate and organizational citizenship behavior.Practical implicationsCorporate leaders often expect employees to demonstrate organizational citizenship behavior, which is aimed at advancing the organization’s interests and outcomes. This study underscores the necessity for expanding the organizational vision to enhance the ethical work climate. Such an initiative not only promotes improved organizational citizenship behavior but also helps to reduce employees' perceptions of power distance within the organization.Originality/valueAmid extensive literature rooted in individualistic cultures, our study explores the relationship between ethical work climate and organizational citizenship behavior within a collectivist context. This research uniquely introduces the moderating role of power distance, offering new and distinct insights into this dynamic.

Understanding congruence of values: a phenomenographic data analysis

This study focuses on understanding the concept of congruence of values. Congruence indicates that there is alignment between the values of an employee and those of the organization. It is a condition where an employee embraces, adheres, and develops a deep understanding of the significance of the organizational core values. The focus of this study is the core values of a tertiary higher education institution located in Manila, Philippines. Congruence is key to the success of the institution as it ensures that the behaviors exhibited by employees in the workplace are strategically aligned with the organizational vision, mission, goals, and objectives. Through phenomenographic data analysis, metaphors have been identified to create a more comprehensive view of congruence of values. As a phenomenon, other meanings may be derived in order to establish a clearer conceptualization of congruence of values. A Phenomenographic Outcome Space of Congruence of Values is presented to provide a complete picture of the phenomenon. The Phenomenographic Outcome Space ties together the metaphors associated with congruence of values, namely: timeline, imprint, compass, light, and legacy.

Implementation Of Religious Justice In Marketing The Products Of Central Java's Muhammadiyah Business Charities

The implementation of religious justice in Muhammadiyah Charity (AUM) can be seen from the perspective of its muamalah. Muhammadiyah Charity (AUM) provides benefits not only from which company is an Indonesian citizen and is Muslim or not. In Managerial, it is very open to be able to join both as an employee and as a control holder of the management of the Muhammadiyah Business Charity. The type of research used is field research, The subject in this study is Muhammadiyah charity (AUM) Central Java, The type of data needed in this study consists of primary data and secondary data, data collection methods with Interview or Interview Method, observation and documentation, Data analysis used is non-statistical analysis but with descriptive analysis. The implementation of religious justice in the marketing of Muhammadiyah charity products goes hand in hand with the vision and mission of an independent organization and moves in amar makruf nahi munkar. good management and management of the organization and employee performance based on the One and Only God and justice for all Indonesian people. The marketing of Muhammadiyah Charity products with religious justice can be seen from the way employees and partners are recruited, all are very open and can take part, not necessarily from within a certain company or organization. Equality and equality as part of religious justice can be based on the philosophy of ta'awun.

Forming an Effective Organizational Culture For Human Resource Empowerment

Objective: The primary objective of this qualitative study is to investigate the implementation of human resource empowerment management at the Personnel Department of Lanud Sultan Hasanuddin Air Base. The research aims to explore the culture that supports HR empowerment, focusing on the strategic development of Department competencies and the comprehensive approach at Sultan Hasanuddin Air. Theoretical Framework: This study is grounded in theories related to human resource management, organizational culture, and leadership. It examines the role of an organization's vision, mission, and core values in integrating HR management practices for optimal performance and innovation. The theoretical framework will also explore concepts of teamwork, transparency, open communication, competency development, and performance monitoring in the context of HR empowerment. Method: The research employs a qualitative methodology, utilizing in-depth interviews with the Head of Personnel and the Head of Personnel Data Subdivision at the Sultan Hasanuddin Air Base. Direct observations are also conducted to gather comprehensive data. This methodological approach allows for an in-depth understanding of the implementation of HR empowerment management within the organization. Results and Discussion: Findings from the study reveal that a clear vision and strong leadership are essential in motivating staff and achieving high performance. The importance of fostering an organizational culture that supports teamwork, transparency, and open communication is also highlighted. Moreover, the research identifies systematic competency development and performance monitoring as key factors in HR empowerment. The discussion further delves into how these elements contribute to the effective management and empowerment of human resources in a military setting. Research Implications: The study underscores the necessity of ensuring fairness and equality in HR management practices. It offers practical recommendations for the implementation of effective HR empowerment practices within the military context. These implications are significant for HR practitioners, policymakers, and leaders in military organizations seeking to enhance their HR management strategies. Originality/Value: This research contributes to the existing literature on HR empowerment by providing a unique insight into the military setting of the Lanud Sultan Hasanuddin Air Base. It adds value by offering a detailed examination of how an organizational culture that supports HR empowerment can lead to improved performance and innovation within a military context.

How Important is Organizational Vision? A Meta-Analysis

How Important is Organizational Vision? A Meta-Analysis

Realising Person-Centredness: Transitioning to a Clustered Domestic Model of Aged Residential Care for People With and Without Dementia.

Many older people who cannot live independently live in aged residential care facilities to obtain support with social and healthcare needs. Despite old age being a precious time for people to live well, many facility residents have limited access to activities that promote their well-being and connectedness. In New Zealand, one provider of aged residential care developed a village inspired by de Hogeweyk in the Netherlands, where resident engagement in valued activities supports continuing lifelong identities. The study aimed to explain the transition from a traditional Aged Residential Care facility to a clustered domestic model of care. A critical realist theoretical perspective underpinned case study research. Data comprised transcripts of interviews with key informants, facility staff, residents and their families, records of observation of residents' daily lives, organisational documents, photographs and the first author's study journal. The intersection of philosophical workplace change to support delivery of person-centred care and a change in the physical environment enabled realisation of the organisational vision of residents living normal lives. Policy makers and practitioners must be aware that while a domestic-scale environment provides cues to normal living, staff who know residents and what is important to them enable participation in community and valued activities. Innovative living arrangements are a synthesis of philosophical aspirations, architectural and design vision, dedicated leadership and committed teamwork.

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?

Optimizing Patient Engagement in Treatment for Opioid Use Disorder: Primary Care Team Perspectives on Influencing Factors.

Opioid use disorder (OUD) care engagement rates in primary care (PC) settings are often low. Little is known about PC team experiences when delivering OUD treatment and potential factors that influence their capacity to engage patients in treatment. Exploring PC team experiences may inform needed supports that can optimize OUD care delivery and improve outcomes for patients with OUD. We explored multidisciplinary PC team perspectives on barriers and facilitators to engaging patients in OUD treatment. Qualitative study using in-depth interviews. Primary care clinical teams. We conducted semi-structured interviews (n = 35) with PC team members involved in OUD care delivery, recruited using a combination of criterion and maximal variation sampling. Data collection and analysis were informed by existing theoretical literature about patient engagement, specifically that patient engagement is influenced by factors across individual (patient, provider), interpersonal (patient-provider), and health system domains. Interviews were professionally transcribed and doubled-coded using a coding schema based on the interview guide while allowing for emergent codes. Coding was iteratively reviewed using a constant comparison approach to identify themes and verified with participants and the full study team. Analysis identified five themes that impact PC team ability to engage patients effectively, including limited patient contact (e.g., phone, text) in between visits, varying levels of provider confidence to navigate OUD treatment discussions, structural factors (e.g., schedules, productivity goals) that limited provider time, the role of team-based approaches in lessening discouragement and feelings of burnout, and lack of shared organizational vision for reducing harms from OUD. While the capacity of PC teams to engage patients in OUD care is influenced across multiple levels, some of the most promising opportunities may involve addressing system-level factors that limit PC team time and collaboration and promoting organizational alignment on goals for OUD treatment.

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.