Business process management (BPM) is considered a source of improvement for business efficiency and effectiveness, although its correct implementation is a tough challenge to most organizations. In ...this line, some authors noted how certain organizational culture acts as a precursor of a successful BPM implementation. However, there is insufficient empirical research in this regard. Covering this gap is the objective of the present research. The study adopted a non-probability convenience sampling method to obtain 187 participants who are executives of Peruvian companies. Using partial least squares structural equation modelling (PLS-SEM) for the data analysis, we found that oganizational culture is an antecedent that positively influences the success of a correct BPM implementation and has a direct and indirect relationship with process outcomes and maturity. We also identified which elements are most relevant to process success. Based on our findings, it is not advisable that organizations direct their efforts only to the implementation of process management practices, they should also analyse and carry out previous actions to set the right organizational culture conditions. This study shows evidence to extant traditional maturity models and consider culture as an isolated antecedent. Besides, it is the first to be developed with data from a Latin American country—Peru.
RE-AIM (Reach, Effectiveness, Adoption, Implementation, Maintenance) and CFIR (Consolidated Framework for Implementation Research) dissemination and implementation frameworks define theory-based ...domains associated with the adoption, implementation and maintenance of evidence-based interventions. Used together, the two frameworks identify metrics for evaluating implementation success, i.e., high reach and effectiveness resulting in sustained practice change (RE-AIM), and modifiable factors that explain and enhance implementation outcomes (CFIR). We applied both frameworks to study the implementation planning process for a technology-delivered asthma care intervention called Breathewell within an integrated care organization. The goal of the Breathewell intervention is to increase the efficiency of delivering resource-intensive asthma care services.
We reviewed historical documents (i.e., meeting agendas; minutes) from 14 months of planning to evaluate alignment of implementation team priorities with RE-AIM domains. Key content was extracted and analyzed on topics, frequency and amount of discussion within each RE-AIM domain. Implementation team members were interviewed using questions adapted from the
to focus their reflection on the process and contextual factors considered during pre-implementation planning. Documents and transcripts were initially coded using RE-AIM domain definitions, and recoded using CFIR constructs, with intent to help explain how team decisions and actions can contribute to adoption, implementation and maintenance outcomes.
Qualitative analysis of team documents and interviews demonstrated strong alignment with the RE-AIM domains: Reach, Effectiveness, and Implementation; and with the CFIR constructs:
of provider and staff stakeholders in implementation planning,
of the intervention with workflows and systems, and alignment of the intervention with organizational
. Focus on these factors likely contributed to RE-AIM outcomes of high implementation fidelity. However, team members expressed low confidence that Breathewell would be adopted and maintained post-trial. A potential explanation was weak alignment with several CFIR constructs, including
that contribute to organizational receptivity and motivation to sustain change.
While RE-AIM provides a practical framework for planning and evaluating practice change interventions to assure their external validity, CFIR explains
implementation succeeded or failed, and when used proactively, identifies relevant modifiable factors that can promote or undermine adoption, implementation, and maintenance.
This paper studies the relationship between Organizational Culture and the gender of the manager of small and medium-sized companies in the city of Cali (Colombia). A survey was made to 364 managers ...of companies from different economic sectors. Following the Cameron-Quinn method, indexes of the types of Organizational Culture are elaborated: Clan, Adhocratic, Market and Hierarchical. In addition, indexes are elaborated based on the principal components method as an alternative way of elaborating the indexes of culture types. A regression analysis is performed between the obtained indexes and the gender of the manager, controlling for various characteristics of the companies. It was found that companies managed by women tend to agree less with the practices and values of the Hierarchical Culture than companies managed by men. For the other 3 types of Organizational Culture, no significant differences were found between male- and female-led companies
Introduction: The aim of this study was to present a model for the implementation of cultural policies in relation to organizational culture with an emphasis on the mediating role of spirituality and ...mental health in universities of medical sciences. Methods: The present study was descriptive-correlational research. The data collection method was a combination of library and field studies and the data collection instruments included a review of documents, interviews and a researcher-made Cultural Policy Questionnaire, Workplace Spirituality Questionnaire, and Organizational Culture Questionnaire. The statistical population included 21496 hospital staffs and managers of medical sciences hospitals. Since structural equation modeling approach was used in this study, finally 472 people were statistically analyzed. The samples were determined using a stratified sampling method. In the present study, SPSS-23 and AMOS-24 software was used to analyze the data. Results: The research results confirmed the proposed research model and indicated a significant relationship between cultural policies and spirituality in university hospitals. Given the positive path coefficient, this relationship is direct. Based on the coefficient of determination (R2), 44% of spirituality changes in the hospital are explained by cultural policies. In addition to having a direct effect, cultural policies indirectly affect organizational culture through workplace spirituality. The level of direct impact was equal to 0.129 and the level of indirect impact through workplace spirituality was equal to 0.204. Conclusion: A direct relationship was between cultural policies and organizational culture and an indirect relationship between spirituality in university hospitals and organizational culture.
The purpose of this study is to found see how healthy the Teratai Women Cooperative in Merjoyo Village, Purwoasri District, Kediri Regency. The aspects of capital, productive asset quality, ...management, efficiency, liquidity, independence and growth, as well as the cooperative's identity, are used to assess cooperatives, as per the Regulation of the Deputy for Supervision of the Ministry of Cooperatives and Small and medium enterprises of the Republic of Indonesia Number 6 of 2016. This sort of research combines qualitative descriptive research with secondary data gathered from management accountability reports presented at Annual Member Meetings, specifically the cooperative financial accounts for 2018-2020. The results of the analysis show that the Teratai Women's Cooperative's health level rating in 2018-2020 had an average final score of 56.18, indicating that the predicate is under supervision.
•Safety climate is the one among the highly studied construct in industrial psychology.•Huang Y-H, Zohar, D. are the top most productive authors in safety climate domain.•Zohar’s seminal work ‘Safety ...climate in industrial organizations: Theoretical and applied implications’ is the most cited work.•Co-citation analysis of most productive authors yielded three important knowledge cluster.
The objective of this paper is to examine the safety climate knowledge epistemology using bibliometric and systematic literature network analysis. For this purpose, bibliometric information of research article published on safety climate topic was retrieved from Scopus databases. In total, 494 articles published between 1980 and 2018 were retrieved. These articles cover 1373 authors, 203 journals and 2511 keywords. Information collected was analyzed employing bibliometric and network analysis approach using an open source computer program R and VOSviewer.
The main findings of the study reveal the publication trends in safety climate literature since 1980 to present, identifies most productive authors, and most influential research work. Our findings suggest that Haung and Zohar are the top publishing authors in safety climate domain. Zohar’s work has the highest citations. The most influential articles have been published in Journals such as Accident Analysis and Prevention, Journal of Applied Psychology, Safety Science and Journal of Safety Research. Network analysis of these articles yielded co-citation networks of most influential works, bibliographical coupling network and keywords co-occurrence network. These networks yielded the structure of safety climate knowledge. Findings of our research have theoretical and practical implications in the area of safety climate.
Aim
To analyse the concept of transformational leadership in the nursing context.
Background
Tasked with improving patient outcomes while decreasing the cost of care provision, nurses need strategies ...for implementing reform in health care and one promising strategy is transformational leadership. Exploration and greater understanding of transformational leadership and the potential it holds is integral to performance improvement and patient safety.
Design
Concept analysis using Walker and Avant's (2005) concept analysis method.
Data sources
PubMed, CINAHL and PsychINFO.
Methods
This report draws on extant literature on transformational leadership, management, and nursing to effectively analyze the concept of transformational leadership in the nursing context.
Implications for nursing
This report proposes a new operational definition for transformational leadership and identifies model cases and defining attributes that are specific to the nursing context. The influence of transformational leadership on organizational culture and patient outcomes is evident. Of particular interest is the finding that transformational leadership can be defined as a set of teachable competencies. However, the mechanism by which transformational leadership influences patient outcomes remains unclear.
Conclusion
Transformational leadership in nursing has been associated with high‐performing teams and improved patient care, but rarely has it been considered as a set of competencies that can be taught. Also, further research is warranted to strengthen empirical referents; this can be done by improving the operational definition, reducing ambiguity in key constructs and exploring the specific mechanisms by which transformational leadership influences healthcare outcomes to validate subscale measures.
It is widely acknowledged that enhancing innovation capability is an inevitable requirement for the survival and sustainable growth of firms operating in the information technology sector. Therefore, ...this study was conducted to explore the relationship among organizational culture, knowledge management and innovation capability in the open innovation environment to provide useful suggestions and recommendations for managerial practices within the high-tech industry. Primary data collected from 182 high-tech firm's representatives were processed by using the Structural Equation Modeling approach. The results showed that knowledge management was strongly correlated with innovation capability. The positively significant relationship between organizational culture and knowledge management was also confirmed. Overall, the findings suggest that an open innovation culture of an organization in which mutual trust, collaboration and learning are promoted by supportive and participative leaders is more likely to increase the efficiency of knowledge management practices; thus, eventually lead to enhanced innovation capability of the firm.
To evaluate the prevalence of incivility among trainees and faculty in cardiothoracic surgery, general surgery, plastic surgery, and vascular surgery in the U.S, and to determine the association of ...incivility on job and work withdrawal and organizational commitment.
Workplace incivility has not been described in surgery and can negatively impact the well-being of individuals, teams, and organizations at-large.
Using a cross-sectional, web-based survey study of trainees and faculty across 16 academic institutions in the U.S., we evaluated the prevalence of incivility and its association with work withdrawal and organizational commitment.
There were 486 (18.3%) partial responses, and 367 (13.8%) complete responses from surgeons including 183 (56.1%) faculty and 143 (43.9%) residents or fellows. Of all respondents, 92.2% reported experiencing at least 1 form of incivility over the past year. Females reported significantly more incivility than males (2.4 ± 0.91 versus 2.05 ± 0.91, P < 0.001). Asian Americans reported more incivility than individuals of other races and ethnicities (2.43 ± 0.93, P = 0.003). After controlling for sex, position, race, and specialty, incivility was strongly associated with work withdrawal (β = 0.504, 95% CI: 0.341-0.666). There was a significant interaction between incivility and organizational commitment, such that highly committed individuals had an even greater impact of incivility on the outcome of job and work withdrawal (β = 0.178, 95% CI: 0.153-0.203).
Incivility is widespread in academic surgery and is strongly associated with work withdrawal. Leaders must invest in strategies to eliminate incivility to ensure the well-being of all individuals, teams, and organizations at-large.
Culture is one of the most basic features that distinguishes an organization from others. Organizations, like societies, have their own norms, beliefs and values. In culture formation, elements such ...as management style, manager style, members of the organization play an important role. Organizational culture is seen as a component of the characteristics of its members and can be shaped by their characteristics. This is also valid for universities as they are a form of organization. Sub-groups at universities can have a different culture from the university's own corporate culture and create their own structure. This may make the university an institution that synthesizes different subcultures. From a managerial point of view, it will be appropriate to examine how organizational culture is shaped in order to see the organizational culture and its effects in the loosely constructed universities. For this reason, this study aims to describe the organizational culture of a state university. In this context, the views of the lecturers about organizational culture were collected through qualitative research techniques by interviewing and analyzed by themes and categories. At the end of the study, the most commonly used cultural elements are determined as common values, communication, democracy, hierarchical structure and beliefs. The failure to create traditions due to ever-changing administrations has been identified as a factor that adversely affects the development of organizational culture. Organizing unifying activities in order to develop organizational culture, creating rituals and symbols, establishing a communication network for scientific cooperation and adapting to the new participants are among the proposals of the participants.
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