This article summarizes an extensive literature review addressing the question, How can we spread and sustain innovations in health service delivery and organization? It considers both content ...(defining and measuring the diffusion of innovation in organizations) and process (reviewing the literature in a systematic and reproducible way). This article discusses (1) a parsimonious and evidence-based model for considering the diffusion of innovations in health service organizations, (2) clear knowledge gaps where further research should be focused, and (3) a robust and transferable methodology for systematically reviewing health service policy and management. Both the model and the method should be tested more widely in a range of contexts.
Full text
Available for:
BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NMLJ, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, SIK, UILJ, UKNU, UL, UM, UPUK
The ‘New’ Migration for Work Phenomenon Groutsis, Dimitria; Vassilopoulou, Joana; Kyriakidou, Olivia ...
Work, employment and society,
10/2020, Volume:
34, Issue:
5
Journal Article
Peer reviewed
Open access
This article examines the ‘new’ migration for work phenomenon gripping Southern Europe since the Global Financial Crisis struck in 2008, by focusing on the case of skilled Greeks migrating to Germany ...for work purposes. In applying Honneth’s concept of emancipation to the domain of work, the article frames emancipation as a phenomenon which emerges from an individual’s search for meaningful work and as a form of resistance to deteriorating institutions and social injustice. Informed by this is an assessment of the new migration for work phenomenon from Greece to Germany by employing survey data on the perceptions of skilled emigrants. Following analysis of the findings, it is concluded that migration is a form of emancipation that allows individuals to regain recognition and self-respect while also to protest the erosion of social and human rights in their home country.
Full text
Available for:
NUK, OILJ, SAZU, UKNU, UL, UM, UPUK
This is a systematic review on how innovations in health service practice and organisation can be disseminated and implemented. This is an academic text, originally commissioned by the Department of ...Health from University College London and University of Surrey, using a variety of research methods. The results of the review are discussed in detail in separate chapters covering particular innovations and the relevant contexts. The book is intended as a resource for health care researchers and academics.
While there is growing interest in professional identity construction, little is known about how marginalization may influence the development of professional identity of minority professionals, such ...as women engineers holding middle and upper management positions in construction management. Professional identity is defined as one's professional self-concept based on attributes, beliefs, values, motives and experiences. The development of professional identity under conditions of marginalization presents an interesting puzzle. Professional roles are defined as prestigious and provide the role holder with autonomy and, often, a degree of privilege. However, marginalized professionals are often accorded little prestige and/or privilege because their identities are perceived as inferior. Thus, the purpose of the study is to build and enrich theory around the development of professional identity under conditions of marginalized gender identity. To accomplish this goal, the study of narratives by 33 prominent Greek women civil engineers with careers in construction management explores what it means to be both women and engineers holding high management positions in their organizations. The analysis of the findings revealed a redefinition rather than an adaptation process as a central task for the professional identity construction of women managers in engineering which involved three redefinition tasks: redefining occupational rhetorics, disadvantage, and the self. PUBLICATION ABSTRACT
Full text
Available for:
BFBNIB, IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
Human Resource (HR) algorithms are now widely used for decision making in the field of HR. In this paper, we examine how biases may become entrenched in HR algorithms, which are often designed ...without consultation with HR specialists, assumed to operate with scientific objectivity and often viewed as instruments beyond scrutiny. Using three orienting concepts such as scientism, illusio and rationales, we demonstrate why and how biases of HR algorithms go unchecked and in turn may perpetuate the biases in HR systems and consequent HR decisions. Based on a narrative review, we examine bias in HR algorithms; provide a methodology for algorithmic hygiene for HR professionals.
Full text
Available for:
FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Purpose
The purpose of this paper is to defend a social constructionist approach to conceptualizing and managing organizational change. This approach requires that one pays more attention to the ...relational qualities of ongoing interaction processes among the parties involved, and that the individual and the organization are conceptualized as inextricably linked rather than separate entities to be related. Specifically, the authors take the relationship as constructed by employees as the focus of analysis, illustrating that by focusing on the relational quality of the interface between individuals and organizations, new possibilities for dialogue among parties can be created and new ways of intervening can be contemplated.
Design/methodology/approach
To illustrate this argument, a detailed case study of a planned change scenario is described, looking in particular at the way employees construct the change as a basis for identifying the core elements of meaning construction in this instance.
Findings
The findings reveal that contrary to management assumptions, employees interpret change as either attractive or non‐engaging rather than as either a threat or an opportunity. The findings highlight the importance of actively managing the attractiveness of the new organization (its corporate identity and image) as an integral part of the change effort rather than focusing solely on strategic issues.
Originality/value
This paper tries to develop a better understanding of “relational perspectives on the construction of meaning” as they relate to organizational change, especially the kind of broad‐ranging, transformational change. Understanding change events of this type from the perspective of those involved is an important task for organizational scholars. Moreover, it tries to integrate a number of distinct but potential complementary theoretical perspectives, including the social construction of reality, negotiation and argumentation, the negotiated order perspective, sensemaking, personal construct psychology, thematic networks, and identity. Finally, it attempts to ground its inquiry in the words and constructs of those involved in the change process, rather than trying to impose pre‐existing organizational theories on the observed events.
Purpose - The purpose of this paper is to defend a social constructionist approach to conceptualizing and managing organizational change. This approach requires that one pays more attention to the ...relational qualities of ongoing interaction processes among the parties involved, and that the individual and the organization are conceptualized as inextricably linked rather than separate entities to be related. Specifically, the authors take the relationship as constructed by employees as the focus of analysis, illustrating that by focusing on the relational quality of the interface between individuals and organizations, new possibilities for dialogue among parties can be created and new ways of intervening can be contemplated.Design methodology approach - To illustrate this argument, a detailed case study of a planned change scenario is described, looking in particular at the way employees construct the change as a basis for identifying the core elements of meaning construction in this instance.Findings - The findings reveal that contrary to management assumptions, employees interpret change as either attractive or non-engaging rather than as either a threat or an opportunity. The findings highlight the importance of actively managing the attractiveness of the new organization (its corporate identity and image) as an integral part of the change effort rather than focusing solely on strategic issues.Originality value - This paper tries to develop a better understanding of "relational perspectives on the construction of meaning" as they relate to organizational change, especially the kind of broad-ranging, transformational change. Understanding change events of this type from the perspective of those involved is an important task for organizational scholars. Moreover, it tries to integrate a number of distinct but potential complementary theoretical perspectives, including the social construction of reality, negotiation and argumentation, the negotiated order perspective, sensemaking, personal construct psychology, thematic networks, and identity. Finally, it attempts to ground its inquiry in the words and constructs of those involved in the change process, rather than trying to impose pre-existing organizational theories on the observed events.
Purpose : The purpose of this paper is to build and enrich theory around professional identity construction by investigating the development of professional identity under conditions of marginalized ...gender identity. Professional identity is defined by Ibarra and by Schein as one's professional self-concept based on attributes, beliefs, values, motives, and experiences. Professional identity construction under conditions of marginalization presents an interesting puzzle. Professional roles are defined as prestigious and provide the role holder with autonomy and, often, a degree of privilege. However, minority professionals are often accorded little prestige and/or privilege because their identities are perceived as inferior. Design/methodology/approach : The research studies narratives by 33 prominent women engineers with careers in management who discuss what it means to be both women and engineers holding high management positions in their organizations. Findings : The research demonstrates that the process of identity construction for women engineers differs in significant ways from that of their male counterparts. The process is centered in redefinition that allows women professionals to construct possible selves and establish positive professional identities: redefinition of occupational rhetorics, disadvantage, and the self. Research limitations/implications : This study of professional identity construction under conditions of disadvantaged gender identity contributes a new perspective for theorists researching professional identity construction. The results reveal that the development of professional identity for minority women may involve the processes and tasks of redefinition. The tasks in redefinition include redefining disadvantage, redefining the profession, and redefining the self. Moreover, the use of narrative calls for organizational researchers to consider theories in sociology, history, policy, and psychology in the attempts to answer careers questions. Practical implications : The implications of this research are significant for human resource management practices in the construction and engineering field. Originality/value : While there is growing interest in professional identity construction (e.g. Clarke et al.), little is known about how marginalization may influence the development of professional identity of minority professionals, such as women managers in engineering.
PDF
