De-implementing inappropriate health interventions is essential for minimizing patient harm, maximizing efficient use of resources, and improving population health. Research on de-implementation has ...expanded in recent years as it cuts across types of interventions, patient populations, health conditions, and delivery settings. This commentary explores unique aspects of de-implementing inappropriate interventions that differentiate it from implementing evidence-based interventions, including multi-level factors, types of action, strategies for de-implementation, outcomes, and unintended negative consequences. We highlight opportunities to continue to advance research on the de-implementation of inappropriate interventions in health care and public health.
The aim of this investigation was to ascertain whether leadership and organizational culture impact employee performance at Medan Adventist Hospital. This study adopts a quantitative research design, ...aimed at discerning and demonstrating the influence of one variable on others. The study encompasses the entire workforce of Medan Adventist Hospital, totaling 372 individuals. Employing the Solovin-based sampling technique, a total of seventy-nine employees will be selected for interviews, ensuring proportional representation across sections. The research employs descriptive data analysis techniques alongside multiple regression analysis, incorporating T-tests (partial tests), F-tests (simultaneous tests), and determination coefficient tests (R2). The analysis tool utilized in this study is the multiple linear regression model. The findings of this research validate that individual leadership significantly impacts the performance of Medan Adventist Hospital employees, while individual organizational culture similarly exerts a notable influence. Simultaneous testing demonstrates that both leadership and organizational culture collectively affect the performance of employees at Medan Adventist Hospital.
This research aims to find out and obtain empirical evidence about the influence of organizational culture and competence on the accountability of village fund management with leadership style as a ...moderation variable. The sampling in this study used purposive sampling method that produced a sample of 90 village treasurers from 18 districts of Magetan district. This research data analysis method uses Structural Equation Modeling (SEM) analysis with Partial Least Squares (PLS). The results showed that the competence and culture of the organization had a positive effect on the accountability of village fund management. Leadership style is able to moderate the influence of organizational culture and competence on the accountability of village fund management positively and significantly.
Acts of fraud or extortion that occur in Indonesia are more popular with the term corruption, fraud by internal parties or theft from external parties which can harm companies that focus on this ...research in the retail sector. In addition, fraud prevention will minimize the possibility of fraud and optimize the possibility of fraud being detected. The data collection technique used is the questionnaire method, namely distributing a list of questions (questionnaires) that will be filled out and answered by respondents. In this study, the validity test will be carried out with the help of the SPSS 25 program. This is done by looking for the correlation of each question item with the total score of the question for the results of respondents' answers that have the interval measurement scale above showing all the indicators used to measure the variables used in this study resulting in r arithmetic from r table. The significance test was carried out by comparing the r table with the calculated r so that the questions measuring each research variable were declared valid.
The principal aim of this research has been to analyze the influence of the context and organizational culture in the acquisition and development of critical competencies for CEO positions in ...subsidiaries of multinational companies from the perspective of the players themselves, using a qualitative approach consisting of interviews with thirty CEOs. The influence of the external context was analyzed and understood, as was the culture of organizations in the acquiring and development of certain competencies, with the specific economic conditions of the local market and the leaders respectively being the principal influencing elements. Last, the methods for development of the skills are described, mainly represented by a variety of experiences and major difficulties, such as expatriations.
The study examined the effect of organizational culture on employee work engagement at a higher education institution in Ghana. Hierarchy culture, clan culture, market culture, and adhocracy culture ...captured under Cameron and Quinn’s theory were investigated to determine the impact they had on employee work engagement. A correlational quantitative research design was used. The convenience sampling technique was used for the study. The findings of the study revealed that a significant positive relationship exists between clan culture and employee engagement, as well as between hierarchy culture and employee engagement. On the contrary, the results of the relationship between adhocracy culture and employee engagement and between market culture and employee engagement was found to be insignificantly positive. Trainings that would enhance teamwork and collaboration to attain the firm’s objectives are highly recommended.
Background
The Belgian Health Care Knowledge Centre (KCE) issued a Position Paper in 2019 regarding the Patient Involvement (PI) in its researches as stakeholders. After previously investigating the ...organizational culture of the KCE, a key element for a successful implementation of PI was providing methodological guidance to the researchers.
Objectives
The objective of this study was to develop a methodological guidance for implementing PI into the practices of researchers at KCE.
Methods
In order to build a practical and effective process note, reflecting the needs and points of attention of all involved participants, different methods were combined: a literature review, workshops with the umbrellas of patient associations, patients and patient representatives, Delphi survey and a pilot project involving patients as research partners.
Results
The resulting guidance identified 5 prerequisites and conditions for implementation of patient involvement at the organisational level. The guidance also focused on how to involve patients (which patients, how, when, what for) and included general recommendations to researchers during the collaboration (communication, relational aspects, animation techniques, specific needs of patients). Recommendations for the reporting and evaluation of PI were also formulated. Alongside the guidance for researchers, supports for patients were also developed and validated by the patient associations.
Conclusions
The KCE guidance for PI in research could inspire other agencies willing to implement PI in their practices. Implementation will therefore require additional human and financial resources.
Key messages
Patient involvement into resarch needs methodological guidance to be successful.
Cocreated guidance for patient involvement could help other researchers.
The aim of the article is to determine the expression of involvement as a trait of organizational culture and its constituent indicators (empowerment, team orientation and capability development) in ...Lithuanian general education schools. The participants were a total of 1817 teachers, school heads and deputies, administrative, and other workers. Denison Organizational Culture Survey was used as a measure of the involvement trait as a component of organizational culture.
Background: Employee's creativity has a critical role in hospitals productivity. Numerous individual and organizational factors influence employee's creativity. This study aimed to examine the ...relationship between organizational culture and employees' creativity in Qazvin city hospitals, Iran. Methods: 2 questionnaires (i.e., organizational culture and employees' creativity) were used for conducting this descriptive, correlational and cross-sectional study. The questionnaire was distributed among 687 hospital employees using stratified random sampling method. Descriptive and inferential methods were used for data analysis using SPSS 16 software. Results: The mean score of hospital employees' creativity was 2.37 out of 3.00 (moderate level). The mean score of hospitals organizational culture was 2.95 out of 5.00 score (moderate level). There was a meaningful statistical relationship between organizational culture dimensions and employees' creativity. Risk taking, attention to details and power distance dimensions of organizational culture explained 4 % of variation in employees' creativity. Conclusion: Hospital managers should promote teamwork, risk-taking and innovation and stimulate a conductive organizational culture that encourages employees' creativity.
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