ARTICLE | doi:10.20944/preprints202212.0477.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: HRM; innovation; organizational performance
Online: 26 December 2022 (07:16:40 CET)
This study offers a concise summary of the research that has been done on alternative methods of HRM. A survey of 47 articles on the topic of creative human resource management uncovered three primary schools of thinking. At its core, innovation in HRM entails nothing more than that. One such topic worthy of investigation is the way human resource management approaches new situations. Third, research on inventiveness in the business world has given rise to the concept of "innovative HRM." Each of these three approaches, as well as the theoretical underpinnings of each, will be covered in this article. The note wraps up with a discussion of the significance of the findings for next research as well as clinical practice.
ARTICLE | doi:10.20944/preprints201903.0162.v1
Subject: Social Sciences, Education Studies Keywords: Leadership, management, competency-based learning, organizational performance, institutions of higher learning, university, education
Online: 15 March 2019 (10:04:47 CET)
This paper presents a brief account and rationale for implementation of competency-based learning in any form of management and leadership development programmes in South Africa. The fact that competency-based learning (CBL), also known as outcomes-based learning has been scrapped from the schooling system in South Africa is unfortunate as this method enhances critical thinking skills and practical problem-solving skills. This paper presents CBL as a model of meta-cognitive approach to learning that integrates both theory and practice into experiential learning through six dimensions, namely, active learning, constructive learning, cumulative learning, goal-oriented learning, learner-centred and curriculum design strategies. In the advent of the fast-paced global economy, managers and leaders need to seek those business schools that value real-time practical approach to curriculum for relevance and to maximize shareholder value through human resource development. This brief presentation ends by recommending an approach through CBL that fosters three critical pillars of leadership development, namely: intellectual, behavioural and emotional agenda.
ARTICLE | doi:10.20944/preprints201611.0061.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: entropy; organizational systems; organizational entropy; organizational citizenship entropy; sustainability
Online: 11 November 2016 (10:14:07 CET)
Entropy is a concept derived from Physics that has been used to describe natural and social systems’ structure and behaviour. Applications of the concept in the social sciences so far have been largely limited to the disciplines of economics and sociology. In the current paper the concept of entropy is applied to organizational citizenship behaviour with implications for urban organizational sustainability. A heuristic is presented for analysing personal and organizational citizenship configurations and distributions within a given workforce that can lead to corporate entropy; and for allowing prescriptive remedial steps to be taken to manage the process should entropy from this source threaten its sustainability and survival.
ARTICLE | doi:10.20944/preprints201906.0113.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: entrepreneurship; organizational entrepreneurship; organization performance; risk-taking; innovation; environmental factors
Online: 13 June 2019 (08:01:52 CEST)
Nowadays, environmental circumstances and business rules of organizations are complicate, active and uncertain, so, they cannot assurance their long- term survival through some actions such as, structural changes and methods or relying on creativity of some people in organization. Companies and organizations should prepare conditions to institutionalize entrepreneurial culture in their organization. Corporate entrepreneurship can improve the value of the organization. The entrepreneurial oriented organizations are more responsive for environment and market changes. Opportunity recognition is the base of being successful. The research is applied and in terms of method is descriptive. Data were analyzed, using Linear Regression and Multiple Moderated Regression (MMR) and SPSS software. In this research the effects of organizational entrepreneurship (innovation, proactiveness and risk-taking) on performance of the centers influenced by environmental factors (government’s strategies, competitiveness and technology) as moderating variables, were studied. Furthermore, the study presents that there is a significant positive relationship between organizational entrepreneurship and performance. Although the study does not show any significant moderating effect of environmental factors (Government’s strategies, competitiveness and technology) on the relationship between organizational entrepreneurship and performance, however, the result of the study manifests direct relationship between environmental factors and performance of such centers.
ARTICLE | doi:10.20944/preprints201803.0182.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: strategic flexibility; technology configuration capabilities; organizational performance; complex-dynamic environment, Chinese high-tech organizations
Online: 21 March 2018 (03:55:52 CET)
The purpose of this study is to investigate the moderating effect of technology configuration capability on the relationship between strategic flexibility and organizational performance through different stages of technological life cycle. Through the empirical research on the 439 Chinese high-tech organizations, it shows that a technological configuration capability has enhanced the effect of strategic flexibility to the organizational performance in the complex dynamic environment. However, the impact on the different stages of technological life cycle is different. In addition, this paper explored strategic flexibility on different stages of technological life cycle on the basis of empirical study.
ARTICLE | doi:10.20944/preprints202209.0158.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: business turbulence; industrial connections; industrial connections climate; industrial connections instruments; organizational performance
Online: 13 September 2022 (05:02:46 CEST)
The year 2022 was characterized by several major events that impacted the business world in Indonesia and even globally after the COVID-19 pandemic devastated all business sectors in Indonesia and the world. The current business environment is experiencing accelerating turbulence characterized by increasing intensity of business competition, rapid changes in the market, and industrial connections climate. The industrial connection climate of an institution can be measured by the pattern of relationships that occur between workers and management. Industrial connections are fundamental to the sustainability of an organization and are understood as an important factor in influencing institutional performance. This research aims to look at the impact of the existence of industrial connections instruments, turbulence in the business environment on the industrial connections climate. Besides, how the industrial connections climate relates to firm performance. The research design is an inferential quantitative, using sampling and snowball sampling methods with total sample are 406. The data collected were analyzed using Structural Equation Model using LISREL version 8.70. This research used a survey to build an SEM model that tested the effect of organizational turbulence and industrial connections instruments on organizational climate directly, and tested mediation on organizational performance. All related indicators have outer loading more than 0.5 and T-value more than 1.96. Therefore, the conclusion is that all measurements are valid. Composite Reliability (CR) and VE for all indicators are >0.7 and >0.5 respectively. This research shows that industrial assosiation climate has a positive effect on business turbulence and industrial connections instruments. However, industrial connections instruments show a greater impact on the assosiation climate. This is because industrial connections instruments are the media used in the implementation of industrial connections in organizations. This research also confirms that industrial assosiation climate is positively related to organizational performance. The result of the indirect influence (IE) of 0.20 with t value is 8.47 means that the climate of Industrial connections is able to mediate the influence of Industrial connections Facilities on Organizational Performance.
ARTICLE | doi:10.20944/preprints202208.0545.v1
Subject: Social Sciences, Education Studies Keywords: perceptions of organizational justice; organizational citizenship behavior; job burnout; mediating effects
Online: 31 August 2022 (10:39:58 CEST)
The purpose of this study was to explore the relationship between teachers' perception of organizational justice and organizational citizenship behavior and to reveal the mediating role of teacher job burnout between teachers' perception of organizational justice and organizational citizenship behavior. This study used a questionnaire to collect data from 857 teachers in 21 secondary schools in Chongqing, China. Through a series of hierarchical regression analyses, mediating effects tests, structural equation modeling tests, and dominance analyses, the findings consistently indicated that procedural justice was a positive predictor of organizational citizenship behavior, while teacher’s job burnout was a negative predictor of organizational citizenship behavior. In addition, the study results also indicated that job burnout had a significant mediating effect on the relationship between teachers' perceptions of organizational justice and organizational citizenship behaviors, particularly with the passion burnout and burnout of professional self-effectiveness.
ARTICLE | doi:10.20944/preprints201711.0141.v1
Subject: Behavioral Sciences, Other Keywords: organizational culture; mission; consistency; involvement; adaptability
Online: 22 November 2017 (04:19:38 CET)
The main goal of this paper is to address how quickly and to what extent are international organizational cultures, brought by the world companies after the process of privatization, being implemented in a single monolithic culture. For this purpose was adopted and applied Denison model of organizational culture, which has been chosen because it emphasizes the need for balance between requirements for organization’s stability demands and its required flexibility. Considering that a different organizational culture reflects systematic change of an entire organization, this paper focuses on exploring the differences in culture dimensions among companies in domestic and foreign ownership in Serbia. A sample of 1000 employees was statistically processed. Changes in organizational culture tend to be relatively slow. The results confirm that organizational culture is a complex working environment, concerning organizational values, which represents a fundamental element of organizations. Given that the process of company ownership changes occurred fifteen years prior to the research implementation, obtained results show effects of interaction between national and organizational culture in this, relatively short, period of time. Obtained results can be generalized to countries that are passing or have recently passed a transition, and are similar in cultural characteristics.
ARTICLE | doi:10.20944/preprints201807.0408.v1
Subject: Medicine & Pharmacology, Other Keywords: quality of work life; organizational culture; organizational support; self-efficacy; maritime workers; culture-work-health model
Online: 23 July 2018 (10:00:06 CEST)
Using the culture-work-health model, this study investigates the factors influencing the quality of life of maritime workers. This study conducted a survey of 320 maritime workers who have experience living and working on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect after passing through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in maritime workers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of maritime workers, having both direct and indirect effects. Moreover, organizational support may prove the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.
ARTICLE | doi:10.20944/preprints201803.0042.v1
Subject: Behavioral Sciences, Applied Psychology Keywords: cognitive bias; organizational bias; decision options; risk; catastrophic, organizational accidents; human error; hierarchy; culture; policy; procedures
Online: 6 March 2018 (05:21:28 CET)
This paper examines cognitive biases which affect the ability of decision makers to make rational decisions in an organizational context. The motivation for this analysis begins with the observation of catastrophic accidents caused by human error but in an organizational context. This paper expands on the concept of cognitive bias to define organizational biases which are the factors that affect decisions in an organizational context. The paper distinguishes between organizational biases, which are the focus of this paper, and individual biases, which are biases experienced by individuals but may have organizational consequences. The purpose of this paper is to identify methods to mitigate the risks of organizational accidents, accidents which involve many people operating at different levels of an organization. The methodology is to identify those decisions that would address the specific organizational biases. The focus of this paper is the decisions for mitigating the risks associated with decisions in an organizational context. Results are shown for seven organizational biases, six specific case studies, and four decision options. This paper concludes that organizational biases are intrinsically different from individual biases and that these differences lead to different decision options from those that mitigate individual biases; however, they may exist concurrently.
ARTICLE | doi:10.20944/preprints202301.0041.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: employee turnover; perceived external prestige; organizational justice; job satisfaction; organizational commitment; extrinsic rewards; career advancement; constituent attachments
Online: 4 January 2023 (02:29:48 CET)
The United Arab Emirates (UAE) has established itself as the medical device industry’s preferred regional center. Major multinational corporations either have a regional subsidiary or are planning to open up a principal office in the UAE to expand their business. Employees in the industry are in high demand as new opportunities open up frequently and that causes challenges to companies, namely employee turnover. This research helps bridge the gap found in the literature by investigating the factors that impact employee turnover in the medical device industry in the UAE. These factors were tested with their subsequent sub-factors. Using a quantitative approach, the study surveyed 230 participants from 47 medical device companies in the UAE. The result of one-way ANOVA demonstrated a significant relationship between employee salary and employee turnover. The linear regression analysis was statistically significant between perceived external prestige, location, flextime, organizational justice, job satisfaction, organizational commitment, extrinsic rewards, career advancement, lack of alternatives, constituent attachments, and employee turnover. These findings indicate the need for a strategy utilizing these factors for existing and new medical device companies in the UAE to prevent high employee turnover or limit it at least.
ARTICLE | doi:10.20944/preprints202102.0309.v1
Online: 12 February 2021 (14:50:09 CET)
This article aims to understand the role of tacit knowledge in call center organizations with the objective of understanding how call center representatives use tacit knowledge in their job roles and functions. Extant literature has focused on explicit knowledge but the research on tacit knowledge is still underdeveloped. The complexities and difficulties of the call center job role and the usage and transfer of knowledge is reviewed. Also, it takes into considerations past literature on tacit knowledge, how these respondents employ tacit knowledge in efficiently handling customers, responding to their queries, and engaging this form of knowledge in problem solving. The article concludes with discussion and implications for call center organizations and responders.
ARTICLE | doi:10.20944/preprints201810.0005.v1
Subject: Arts & Humanities, Other Keywords: School manager; knowledge management practices; Organizational processes
Online: 1 October 2018 (11:38:31 CEST)
Knowledge management gains space within the school organization and can contribute satisfactorily to the quality of teaching. In everyday life the school manager intuitively uses knowledge management practices without exploiting the potentials they offer or allow. In this context, the purpose of this work is to identify the level of implementation of knowledge management practices aimed at structuring the organizational processes used by the public school manager. The methodology adopted was exploratory, with a qualitative and quantitative approach. For data collection, an already validated instrument with twenty-seven questions was used. Respondents to the questionnaires, one hundred and eleven managers of the basic education schools that make up the public school system in a city in the northwestern region of Paraná, Southern Brazil. In analyzing the results, it was only at this point that we investigated only those practices that were related to the structuring of organizational processes. This decision is justified because of the responsibilities of the school manager in the execution of his work. The results indicated that the school in its daily life, makes use of practices of Knowledge Management related to the structuring of the organizational processes and that many are already applied by the managers.
ARTICLE | doi:10.20944/preprints202203.0298.v1
Subject: Medicine & Pharmacology, Other Keywords: burnout; moral distress; COVID-19; perceived organizational support
Online: 22 March 2022 (09:02:27 CET)
The purpose of this study was to explore the role of moral distress on physician burnout during COVID-19. Physicians in the US were interviewed between February and March 2021; 479 responded to our survey. Results indicated that moral distress was a key mediator in explaining the relationship between perceived organizational support, medical specialization, emotional labor, and coping on burnout. There was no support for increased burnout among female physicians, and contracting COVID-19 likewise did not play a role in burnout. Our findings suggest that physician burnout can be mitigated by increasing perceived organizational support; likewise, physicians who engaged in deep emotional labor and problem-focused coping tended to fare better when it came to feelings of moral distress and subsequent burnout.
ARTICLE | doi:10.20944/preprints201904.0139.v1
Online: 11 April 2019 (10:27:55 CEST)
Academic staffs’ organizational commitment has been a critical issue to determine work performance for successes of University, as well as, to keep its Academic staffs motivation granted for achieving better work performance. This subject has therefore, been investigated so as to draw attention for enhancement of effective work performance and success. The main objective of this study was to assess academic staffs’ level of organizational commitment in Haramaya University. The study also investigated whether significant differences exist in academic staffs’ level of organizational commitment in reference to their gender and level of education. Researchers used cross-sectional research design. Primary and secondary data sources were used to study the problem. A commitment scale questionnaire was used to collect data from 275 participants who were selected from 877 target population of the study using stratified sampling technique; furthermore, focus group discussion and document review were also used to triangulate the data. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were also analyzed using narration methods of analysis. The study revealed that academic staffs of the university have moderate level organizational commitment. This implies relatively no more expected effective work performance for success of the institution; In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among staffs. The study further revealed that although there is no significance difference in employees’ level of commitment with reference to gender, their level of organizational commitment was significantly different in reference to level of education.
ARTICLE | doi:10.20944/preprints201811.0418.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: entropy; toxic organizations; entropic organizational citizenship behaviour; management
Online: 19 November 2018 (05:15:24 CET)
The fact that individuals are spatially close to each other in the urban environment increases the potential number of encounters between them. Thus, theoretically speaking, the probability of interaction and social intercourse among people increases as they get closer to each other spatially. This reduction in spatial distance and propensity for larger networks can offer advantages in lower communication and transaction costs. However, there is also the possibility of entropy in a single (organizational) urban subsystem, characterized by reduced spatial distances between individuals that can lead to more toxic outcomes and the possibility of generalized deconstruction in an urban system as a whole. The current paper considers, through a theoretical model and secondary data analysis, how reductions in spatial distance between individuals in urban business organizations can lead to withdrawals of energy through toxic forms of entropic citizenship behavior, and lead to the development of toxic organizations. Such toxic organizations can ‘infect’ the urban system and lead to systematic entropic urban deconstruction. Practical, implications for management of the theoretical explanatory heuristic of toxic forms of organizational entropy and toxic organizations are briefly discussed in the paper.
ARTICLE | doi:10.20944/preprints201611.0122.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: green innovation; green organizational culture; sustainability; sustainability drivers
Online: 24 November 2016 (11:09:23 CET)
This study aims to examine Turkish companies from a sustainability and green innovation point of view. Through this purpose, this research’s objective is to find out relationship between sustainability drivers and green innovation and also to search for green organizational culture’s mediation effect in this relationship. Survey was carried in companies operating in Turkey which were listed among İstanbul Chamber of Industry (ICI) Top 500 companies for last 3 years successively and have ISO14001 Environmental Management Certificate. According to the survey results, it was manifested that factors directing companies to sustainability having a positive relationship with green organizational culture and green innovation. It is found that there is a partial mediation effect of green organizational culture between motivating factors for sustainability and green innovation.
REVIEW | doi:10.20944/preprints202101.0329.v1
Subject: Engineering, Automotive Engineering Keywords: shipbreaking; triple bottom line sustainability; strange alliance; organizational learning
Online: 18 January 2021 (12:09:47 CET)
Shipbreaking research has not been in the forefront until the last decade in which environmental and occupational hazards have been highlighted while economic sustainability and contextual conditions were not equally considered. The adoption of a triple bottom line approach across core business issues (environmental impacts, workplace safety ) as well as peripheral stakeholders expectation (environmental sustainability focus) has been retarded due to the less attention on the latter. Based on the findings of the 128 review papers, the study suggests that organizational learning and economic sustainability needs to prioritize through the formation of strange alliance among the stakeholders. The study argues that the dialogue and discussion on the peripheral stakeholders (NGOs, yard managers, national and international policy organizations) would lead to a more sustainable shipbreaking industry in the south Asian regions.
ARTICLE | doi:10.20944/preprints202003.0222.v1
Subject: Behavioral Sciences, Other Keywords: servant leadership; perceived organizational support; employee well-being; correlation
Online: 13 March 2020 (02:53:46 CET)
This current research follows up on Greenleaf’s oft-quoted best test of servant leadership that calls for employees to be better off financially, emotionally, physically, psychologically, etc. because of the time spent with the servant leader. While oft-quoted, little empirical work exists to see if this is true. In this study, 170 participants provided their perception of their supervisors’ level of servant leadership, their perception of the organization’s support, and their self-report of their general well-being. Gender and age bracket information described the participants, and there were no significant differences between gender or age brackets for participants’ perception of their supervisors’ servant leadership. The analysis showed that there was a moderate positive correlation between servant leadership, perceived organizational support, and general well-being. A modification of an existing general well-being instrument provided a new eight-item general well-being scale with a Cronbach’s alpha of 0.956.
REVIEW | doi:10.20944/preprints201903.0079.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: Systems Management, Biomedical Research Policy, Organizational Development, Quality Management
Online: 6 March 2019 (11:42:47 CET)
There has been a growing call for reform of the U.S. biomedical community in recent years. As a community, we face a growing list of issues including excessive waste, reproducibility, bias, inadequate training, and the absence of sustainable long-term planning that detract from the overall goal of advancing human health. In response to this debate, biomedical stakeholders have taken positive steps forward to remedy these issues. However, we must continually improve upon these steps to promote the long-term stability of the biomedical enterprise. Given the widespread interest of the scientific community in addressing these issues, there exists a unique opportunity to come together and create a new era of biomedical discovery. The completion of this exciting task requires reflection on our view and management of the system, and what the best route to sustainable change may be. Importantly, a coordinated approach that considers the collective make-up of the biomedical system and how processes and people influence collective output and create value for patients is needed. Here, these three areas and the concepts of systems theory, total quality management, and organizational development and their contribution to the management and effectiveness of biomedical discovery are discussed. Importantly recommendations are made concerning overall management strategy, process efficiency and quality research, administrative tasks, organizational cultural challenges, individual and team development, and funding strategy.
ARTICLE | doi:10.20944/preprints202105.0373.v1
Subject: Social Sciences, Accounting Keywords: dynamic decision-making; interdependency; organizational resources; overshoot and collapse; simulation
Online: 17 May 2021 (09:05:10 CEST)
This article addresses the generic dynamic decision problem of how to achieve sustained market growth by increasing two interdependent organizational resources needed (1) to increase and (2) to sustain demand. The speed and costs of increasing each resource are different. Failure to account for this difference has been reported to lead to policies that drive a quick increase of demand followed by decline. Three generic policies derived from the literature have been implemented in a system dynamics model. Simulation shows that all three policies can generate sustained exponential growth but differ in performance. These results suggest that even policies which risk generating overshoot and collapse can avoid it. This poses two questions for further research: (1) what is the reasoning of human decision-makers when choosing between these policies and (2) how can the important but easily overlooked features of such decision situations be made sufficiently salient to be accounted for?
Subject: Keywords: tendency of corruption; dark triad personality; organizational culture; religiosity; compensation
Online: 11 January 2021 (13:03:22 CET)
Internal and external factors influence the tendency of corruption. One of these internal factors is Dark Triad Personality, religiosity, and compensation, while the external factors are the organizational culture. This first study was conducted on 222 private employees and the second study 205 state employee in the East Java area. All subjects have worked at the company for at least 1 year and have a position as the staff, administrator, manager, and age range from 22 to 55. The results of the first study using regression analysis showed that: there was a significant correlation between dark triad personality, organization culture, and the tendency of corruption of private employee (F = 60,132; p = 0,000); there was a significant negative correlation between organizational culture and tendency of corruption (p = 0,000); there was a positive correlation between dark triad personality and the tendency of corruption (p = 0.05). The results of the second study using regression analysis showed that: there was a significant correlation between religiosity, compensation, and the tendency of corruption of state employee (F = 65.950; p = 0,000); there was a significant negative correlation between religiosity and tendency of corruption (p = 0,000); there was no correlation between compensation and tendency of corruption (p = 0.074). This research's practical implication is: the company or institution must always create a positive perception of organizational culture, minimize dark triad personality, and maximize religiosity to reduce the tendency of corruption among employees.
ARTICLE | doi:10.20944/preprints202003.0066.v1
Subject: Medicine & Pharmacology, Other Keywords: applied health services research; competing organizational roles; high quality research
Online: 4 March 2020 (11:16:43 CET)
(1) Background: Applied health services research (AHSR) relies upon coordination across multiple organizational boundaries. Our aim was to understand how competing organizational and professional goals enhance or impede the conduct of high quality AHSR. (2) Methods: A qualitative study was conducted in two local health care systems in the UK, linked to a feasibility trial of a clinic-based intervention in secondary care. Data collection involved 24 semi-structured interviews with research managers, clinical research staff, health professionals, and patients. (3) Results: This study required a dynamic network of interactions between heterogeneous health and social care stakeholders, each characterized by differing ways of organizing activities which constitute their core functions; cultures of collaboration and interaction and understanding of what research involves and how it contributes to patient care. These interrelated factors compounded the occupational and organizational boundaries that hindered communication and coordination. (4) Conclusions: Despite the strategic development of multiple organizations to foster inter-professional collaboration, the competing goals of research and clinical practice can impede the conduct of high quality AHSR. To remedy this requires the alignment and streamlining of organizational goals, so that all agencies involved in AHSR develop a shared understanding and mutual respect for the progress of evidence-based medicine and the complex and often nuanced environments in which it is created and practiced.
ARTICLE | doi:10.20944/preprints201902.0077.v1
Subject: Engineering, Civil Engineering Keywords: inter-personal relationships; construction innovation; knowledge sharing; inter-organizational relationships
Online: 8 February 2019 (09:20:06 CET)
Abstract: Guanxi, a Chinese term that defines social networks of power and benefits, can be divided into inter-personal and inter-organizational relationships, and guanxi significantly influences construction innovation in China. Many studies have examined the relationship between guanxi and construction innovation at the project or organizational level. However, few of these studies explained how guanxi could affect an individual’s innovative behaviour from a double-level perspective. This paper builds on social capital theory and social exchange theory to examine guanxi’s role in motivating innovative behaviour in a China-specific construction context. It investigates the main effects of inter-personal relationships on innovative behaviour, the mediating effects of knowledge sharing, and the cross-level moderating effects of inter-organizational relationships. These elements were tested using a survey that received 178 responses from 35 different organizations. The results were analysed using Hierarchical Linear Modelling (HLM) and revealed that inter-personal relationships have positive influences on innovative behaviour, thus highlighting the partial mediating effects of knowledge sharing. In addition, the analyses showed that inter-organizational relationships augment inter-personal relationships and knowledge sharing on innovative behaviour by cross-level interaction. The research findings enhance an understanding of guanxi and innovative behaviour in China-specific construction project settings, as well as verifying the significance of guanxi in stimulating innovative behaviour.
ARTICLE | doi:10.20944/preprints202101.0046.v1
Subject: Medicine & Pharmacology, Other Keywords: health care, innovation, resistance, staff behavior, employment relationship, strategy, organizational climate
Online: 4 January 2021 (13:25:12 CET)
Frequent employee resistance to innovation is one of the main barriers of change failure in a health care organization and one of the negative stimuli of employment relationships. Identifying the reasons of resistance is a topical issue for every organization, as the speed of change can affect their competitiveness. Consequently, it is helpful not only to know the causes of potential resistance but also to be ready to control any implicit opposition. The organizational climate and the attitude of the staff play an important role in understanding and accepting innovation. Purpose of the study is to develop a model, which would facilitate the choice of an appropriate strategy necessary to enable the health care organization to eliminate or at least to reduce resistance to often essential innovative changes. The article analyses the root causes of resistance and identifies strategies that help to mitigate or eliminate staff resistance for innovation. Use of suggested model can make easier reducing staff resistance to change processes and thus speed up the implementation of innovations. This methodology can be used to eliminate the reasons for staff resistance to change in health care institutions of different countries, but it was tested in Lithuania and achieved good enough results.
ARTICLE | doi:10.20944/preprints202012.0008.v1
Subject: Behavioral Sciences, Applied Psychology Keywords: Organizational factors; employee creativity; employee innovation; workplace innovation; principal component analysis
Online: 1 December 2020 (09:40:43 CET)
Organizations with proper human resources (HR) practices play an exemplary role in developing their employees’ innovation. Though there is extensive literature on managing organizational innovation, even in today’s scenario some organizations stand as a barrier for employees’ growth and innovation at the workplace. This study aimed to holistically explore the organizational factors affecting employee innovation using principal component analysis (PCA) and condense the dimensionalities for a better focus of organizational development. The study executed a survey questionnaire and collected useful data from one hundred and ninety-five (195) respondents of various Indian companies. The study identified forty-six sub-factors and evolved into nine major organizational factors influencing employee innovation namely organization structure, organization culture and environment, corporate strategy, innovation process, employee, technology, resources, knowledge management and management and leadership. The study recommended that any firm must focus on these factors to encourage employee innovation leading to overall organizational success. It also provides broad implications to HR managers, firm policymakers and top management to reassess and formulate the best organizational strategies to promote innovation culture in the organization.
ARTICLE | doi:10.20944/preprints202008.0376.v1
Subject: Behavioral Sciences, General Psychology Keywords: Organizational skills, test development, general population, goal-directed behaviors, psychometric validation
Online: 18 August 2020 (05:12:27 CEST)
Organizational skills are a set of cognitive abilities responsible for goal-directed behaviors. While they are moderately studied in clinical settings, the assessment of organizational skills in the general population remains under-studied. This paper presents the new Durand Organizational Skills Questionnaire (DOSQ), which was developed to examine the factors associated with organizational abilities in the general population. Exploratory factor analysis, validated by a confirmatory factor analysis, suggests eight factors: Work Organization, Communication Clarity, Punctuality, Goal-Oriented Behavior, Assiduity, Workspace Organization, Strategies, and Attentiveness. Three studies using samples from the general population provided evidence for the reliability and validity of the DOSQ’s scores. Overall, the results suggest that the DOSQ offers a valid approach to measuring organizational skills in the general population.
ARTICLE | doi:10.20944/preprints202004.0244.v1
Subject: Medicine & Pharmacology, Other Keywords: Chagas disease; cost of illness; mortality premature; efficiency; organizational; life expectancy
Online: 15 April 2020 (10:18:15 CEST)
Economic burden due to premature mortality has a negative impact not only in health system even though in the society. The aim of this study was to estimate the potential years of work tenure lost (PYWL) due to Chagas disease in Colombia from 2010-2017. National data on mortality by sex and ages between 15 and 62 dues to Chagas from 2010 to 2017. The PYWL methodology was applied to assess the impact of Chagas disease in workers who suffer from them. In total, 1,261 deaths were analyzed in the study, of which 60% corresponded to males. The loss of labor productivity caused by Chagas disease was estimated at $29 million. Overall, 48,621 PYWL were lost, and there was an average of 21 years for all subjects with Chagas. Throughout the analyzed period, PYWL increased substantially, and it is necessary to continue with early detection programs to avoid premature death in working age population.
ARTICLE | doi:10.20944/preprints201911.0369.v1
Subject: Behavioral Sciences, Other Keywords: schools; youth; policy; built environment; food environment; social environment; organizational environment
Online: 29 November 2019 (04:18:03 CET)
Open campus policies that grant access to the off-campus food environment influence U.S. high school students’ exposure to unhealthy foods, yet predictors of these policies are unknown. Policy holding and built (walkability), food (access to grocery stores), social (school-to-neighborhood demographic similarity), and organizational (policy holding of neighboring schools) environment data were collected for 200 Oregon public high schools. These existing data derived from the Oregon School Board Association, WalkScore.com, 2010 Decennial Census, 2010-2014 American Community Survey, Supplemental Nutrition Assistance Program, TDLinex, Nielson directories, U.S. Department of Education, National Center for Education Statistics, and Common Core of Data. Most (67%) of Oregon public high schools had open campus policies. Logistic regression analyses modeled open campus policy holding as a function of built, food, social, and organizational environment influences. With health and policy implications, results indicate that schools’ walkability, food access, and extent of neighboring open campus policy-schools are significantly associated with open campus policy holding in Oregon.
ARTICLE | doi:10.20944/preprints201905.0355.v1
Subject: Behavioral Sciences, Other Keywords: behavioral factors; fuzzy analysis; gender; employees’ demographics; organizational citizenship behavior (OCB)
Online: 29 May 2019 (15:44:20 CEST)
This paper aims to investigate impact of employees’ gender on OCB as per the employees’ perception in Jordanian governmental hospitals. A convenient sample of 126 employees working in the three main governmental hospitals in north of Jordan has been taken for the purpose of this study. The collected data includes linguistic terms that suffer from uncertainty which, in turn, cannot be dealt with traditional numerical values. The result prove that gender impact on OCB has shown statistically significant differences at (α=0.05) as far as altruism, courtesy, and civic virtue are concerned; and this variable stands in favor of males with the total score of 0.011%. Similarly, as far as the effect of age factor on OCB is concerned, there have been statistically significant differences at (α=0.05) in relation to courtesy, sportsmanship, and civic virtue with the total score of 0.27%. Finally, the results provide a baseline data for further studies which may contribute more significant in the field of OCB.
REVIEW | doi:10.20944/preprints201811.0474.v1
Subject: Behavioral Sciences, Applied Psychology Keywords: migrant workers; expatriates; workplace; physical health; umbrella review; organizational psychology; occupational health
Online: 19 November 2018 (17:20:19 CET)
Migrants are mainly employed in "3D Jobs" dirty, dangerous, difficult, characterized by monotony, intense rhythms, in sectors at higher risk as construction, heavy industry, agriculture. Aim of this study is to elaborate a systematic review, in order to identify the main occupational risks and occupational diseases of this category. Research included articles published from 2013 to 2018 on the major online databases (PubMed, Cochrane Library and Scopus), using a combination of some keywords (migrant workers, expatriates, physical health, diseases, illnesses, travel, travelers, work and occupational). The online search indicated 1.109 references. We excluded 977 studies, because unrelated to physical health and 64 due to duplication. They were analyzed 68 articles, including 6 reviews and 62 original article. The main risk emerged are to developing infectious diseases, metabolic cardiovascular diseases and to manifesting a lower quality of life, in particular due to difficulties in accessing local health services. It will be crucial to implement the role of occupational medicine in order to introduce multilevel interventions designed to prevent work-related injuries and illnesses and to promote healthier working environments.
ARTICLE | doi:10.20944/preprints202207.0233.v1
Subject: Behavioral Sciences, Applied Psychology Keywords: primary and middle school teachers; justice; organizational justice; salary satisfaction; turnover intention; China
Online: 15 July 2022 (12:45:37 CEST)
Primary and middle school teachers are a critical part of China’s foundational education; teacher turnover heavily affects the stable development of foundational education. In this study, interviews with 20 teachers found that relatively low income, high work pressure, unfair distribution, and difficulty in achieving promotion to higher professional titles are the main reasons for teacher turnover intention. This study investigates 485 primary and middle school teachers from Zhejiang and Jiangsu provinces. We found that primary and middle school teachers reported intense feelings of unfairness about their distribution of income. Their salary satisfaction was low, and the ratio of turnover intention was high. The main reasons for teachers’ high turnover intentions were low income, high pressure from work, unfair distribution, and the difficulty of achieving professional title promotion. To lower teachers’ turnover intentions, China should raise teachers’ income appropriately and increase the number of teachers with high professional titles. Schools should improve procedural, distributive, and interactive justice. Teachers should adjust their income references and perceptions of fairness. This situation can be effectively resolved only if all parties work hard to make positive changes.
ARTICLE | doi:10.20944/preprints202201.0001.v1
Subject: Behavioral Sciences, Applied Psychology Keywords: belief in a just world; organizational citizenship behavior; interpersonal intelligence; moderating effect model
Online: 4 January 2022 (12:20:46 CET)
To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees' active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. In this study, we investigated the development level of and factors influencing employees' organizational citizenship behavior in current organizations. By using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale, we investigated 230 employees from 15 different enterprises. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the organizational citizenship behavior of individuals with high interpersonal intelligence increased with the strengthening of the belief in a just world, and this increase was larger than that experienced by individuals with low interpersonal intelligence. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees' sustainable organizational citizenship behavior.
ARTICLE | doi:10.20944/preprints202301.0132.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: Maturity Model; Sustainability assessment; Supply Chain; Intra- and inter-organizational perspec-tive; TBL dimensions
Online: 9 January 2023 (01:27:50 CET)
Nowadays, frameworks and models are critical to enabling organizations to identify their current sustainability integration into business and to follow up on these initiatives over time. In this context, the maturity models offer a structured way of analyzing how a supply chain meets specific sustainability requirements and which areas demand attention to reach maturity levels. This study proposes a five-level maturity model to help supply chains identify their level of engagement with sustainability practices combining three perspectives: intra and inter-organizational sustainability practices, triple-bottom-line approach and critical areas for sustainability. All the steps followed in constructing the maturity model were based on a literature review, and case studies supported its improvement, application, and testing. The proposed model presents many advantages, such as being used as a self-assessment tool, a roadmap for sustainability behaviour improvement, and a benchmarking tool to evaluate and compare standards and best practices among organizations and supply chains.
ARTICLE | doi:10.20944/preprints202105.0260.v1
Subject: Arts & Humanities, Anthropology & Ethnography Keywords: Responsible leadership; Psychological ownership; Employee environmental commitment; Organizational citizenship behavior for the environment; China.
Online: 12 May 2021 (09:47:21 CEST)
The world is looking towards organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, the study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees of manufacturing and service sector including engine manufacturing, petroleum plants banking and insurance sector organizations of China. Further, the role of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed.
ARTICLE | doi:10.20944/preprints201710.0036.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: Organizational loyalty, human resource management practices, structural equation modeling, employee turnover and employee retention
Online: 6 October 2017 (10:00:34 CEST)
The role of human resource management practices and organizational loyalty dealing with employee retention has been widely explored and examined in the existing literature. The majority of human resource management researchers have focused on the role of policies and practices in different sectors related to employee retention. However, less attention has been given to identifying the practices and procedures common across all industries and sectors. The present study attempts to determine and examine the most important constructs like HR practices and organizational loyalty of employee retention management and proposes a comprehensive structural equation model to measure the impact of these constructs on employee retention. After an extensive review of the literature, organizational loyalty, and human resources management practices like recruitment and selection, compensation and benefit, training and development, supervision and evaluation have been identified as four essential practices dealing with employee retention and are common across all industries. These practices constitute the component factors of an employee retention management predicting employee’s turnover intentions. The survey method was adopted, and the original data obtained through the self-administered questionnaire. The valid one hundred and eighty-nine (189) respondents analyzed by using Lisrel 8.7, Structural equation model (SEM) analysis results shows that human resource management practices and organizational loyalty have strong positive impact on employee retention. This study tends to assist human resource managers and decision makers in selecting the appropriate motivating factors to retain and satisfy their employees
ARTICLE | doi:10.20944/preprints201810.0419.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: job satisfaction (JS); work style (WS); leadership style (LS); organizational climate (OC); register office; Mongolia
Online: 18 October 2018 (11:49:18 CEST)
Purpose - The purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology - The questionnaire is designed by a synthesis of existing constructs in the current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of territory and administration of Mongolia. Factor analysis, reliability test, collinearity test, and correlation analyses confirm validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. Practical implications - This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of findings are beneficial to organizations aiming at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. Appropriate leadership style is most effective when it matches organizational climate as well as employees’ work style. Furthermore, suitable organizational climate will increases the level of job satisfaction. If work style of employees is respected and taken into consideration, leadership style can find its way into job satisfaction. Originality/value - This study is the first to understand the motivators of job satisfaction in government sector of Mongolia. This study suggests valuable findings for executive officers, junior and primary unit’s officers of register sector of government in Mongolia. The findings of this study help managers and executives in their effort to develop and implement successful human resource strategies.
ARTICLE | doi:10.20944/preprints202110.0119.v1
Subject: Social Sciences, Finance Keywords: Stress Testing; Credit Risk; Credit Risk Testing; Evaluation of Credit Risk; Credit Risk Management; Organizational Management
Online: 7 October 2021 (13:44:12 CEST)
The stress testing methodology should be implemented and applied to the entity's overall financial system at least annually, and if the organization operates in a volatile economy, it should be performed at least twice a year. Finally, managers should include regular training and development sessions for relevant employees of their organization to be fully informed and more informed and informed, considering the evolving science, theory and practicality of a discrete range of stress testing mechanisms that can be appropriately applied to overall financial framework and system of multiple financial institutions and banks. In addition, stress testing is essentially a methodology that collects and analyzes certain future macro-prudential and micro-prudential economic drivers and indicators, the primary purpose of which is to assess the future financial and economic well-being, level of growth and status quo of a financial institution, bank, organization, credit institution or economy or the nation as a whole. In addition, several of these reviews were specifically focused and incorporated into the paper, which substantially and broadly discussed and summarized the importance, feasibility and implementation and conclusions of different stress testing approaches for financial institutions and banks, especially in European and Chinese countries. region. with the primary intention of assessing the future financial and economic well-being, level of growth and status quo of a group of financial institutions, banks, organizations, credit institutions or the economy or the nation as a whole. In addition, several of these reviews were specifically targeted and incorporated into a paper that substantially and broadly discussed and summarized the importance of the feasibility and implementation and conclusions of different stress testing approaches for financial institutions and banks, especially in European and Chinese countries. region. with the primary intention of assessing the future financial and economic well-being, level of growth and status quo of a group of financial institutions, banks, organizations, credit institutions or the economy or the nation as a whole. In addition, several of these reviews were specifically focused and incorporated into the paper, which substantially and broadly discussed and summarized the importance, feasibility and implementation and conclusions of different stress testing approaches for financial institutions and banks, especially in European and Chinese countries. region. the level of growth and status quo of the financial institutions, banks, organizations, credit institutions or the economy or the nation as a whole. In addition, several of these reviews were specifically focused and incorporated into the paper, which substantially and broadly discussed and summarized the importance, feasibility and implementation and conclusions of different stress testing approaches for financial institutions and banks, especially in European and Chinese countries. region. the level of growth and status quo of the financial institutions, banks, organizations, credit institutions or the economy or the nation as a whole. In addition, several of these reviews were specifically focused and incorporated into the paper, which substantially and broadly discussed and summarized the importance, feasibility and implementation and conclusions of different stress testing approaches for financial institutions and banks, especially in European and Chinese countries.
ARTICLE | doi:10.20944/preprints202109.0517.v1
Subject: Behavioral Sciences, Other Keywords: Psychosocial factors; Professional-private interplay; COVID-19 pandemic; well-being; Teachers, education; technostress; perceived organizational support
Online: 30 September 2021 (14:05:09 CEST)
The confinement experienced due to the COVID-19 pandemic has prompted a rethink of the teaching-learning process to which teachers have responded without planning and instead using their resources. This study aims to analyze the relationships between work-family interactions, technostress, and perceived organizational support in teachers during the confinement period in Spain that began in March 2020. An online survey was administered to 640 pre-school, primary, and secondary school teachers. Positive reciprocal work-family interactions and their relationship with organizational support were found, with differences according to gender, with women showing a more negative perception of the impact on the family. There were no marked levels of technostress in the overall sample, although higher levels of perceived ineffectiveness and skepticism were found in teachers aged 46 years or older. Teachers in private and subsidized schools showed a higher level of perceived support than those in public schools. There is a need to continue this work to verify the values of these dimensions in other contexts and to apply institutional measures and public policies to improve these indicators in this group.
ARTICLE | doi:10.20944/preprints202105.0129.v1
Subject: Medicine & Pharmacology, Allergology Keywords: infectious disease; organizational justice; stress; loneliness; compassion fatigue; meditation; prayer; insomnia; mental health; perspective study; emergency
Online: 7 May 2021 (09:12:57 CEST)
The Covid-19 pandemic has severely tested the mental health of frontline health care workers. A repeated cross-sectional study can provide information on how their mental health evolved during the various phases of the pandemic. The intensivists of a COVID-19 hub hospital in Rome were investigated with a baseline survey during the first wave of the pandemic in April 2020 and were contacted again in December 2020, during the second wave. 152 of the 205 eligible workers responded to an online questionnaire designed to measure procedural justice, occupational stress (effort/reward imbalance), sleep quality, anxiety, depression, burnout, job satisfaction, happiness, and turnover intention. Workers reported a further increase in workload and compassion fatigue, which had already risen during the first wave, and a marked reduction in the time devoted to meditation and mental activities. A low level of confidence in the adequacy of safety procedures and the need to work in isolation, together with an increased workload and lack of time for meditation were the most significant predictors of occupational stress in a stepwise linear regression model. Occupational stress was, in turn, a significant predictor of insomnia, anxiety, low job satisfaction, burnout, and intention to leave the hospital. The number of workers manifesting symptoms of depression increased significantly to exceed 60%. Action to prevent occupational risks and enhance individual resilience cannot be postponed.
ARTICLE | doi:10.20944/preprints201805.0232.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: green entrepreneurial orientation; supply chain learning; green innovation entrepreneurship; inter-organizational learning; learning capacity; technology innovation
Online: 16 May 2018 (11:09:08 CEST)
As a combination of both concepts of innovation and environmental development, green innovation is of great significance to the sustainable development of the country and industry. Previous literatures have found the separate roles of green entrepreneurial orientation and inter-organizational learning in understanding green innovation issues. However, few studies have done a comprehensive analysis of integrating three streams of research: green entrepreneurial orientation, green innovation and supply chain learning capability. Based on the resource-based view and dynamic capability theory, we examine the direct of green entrepreneurial orientation on green innovation as well as indirect effect through the mediation of supply chain learning capability. Meanwhile, an empirical data set of 228 manufacturing companies in China (Shaanxi, Guangdong, Hebei, Jiangsu, and Shandong) was used to test our hypotheses. Findings from our empirical study suggest that supply chain learning capability partially mediates the positive relationships between green entrepreneurial orientation and its two consequences—green incremental innovation and green radical innovation. In addition, this research implies that when enterprise has a strong green entrepreneurial orientation, the enterprise should make an effort to enhance the level of supply chain learning capability so as to fully develop their green innovation.
ARTICLE | doi:10.20944/preprints202108.0423.v1
Subject: Medicine & Pharmacology, Psychiatry & Mental Health Studies Keywords: longitudinal study; emergency; infectious disease; organizational justice; stress; loneliness; compassion fatigue; meditation; prayer; insomnia; mental health; anaesthetists
Online: 23 August 2021 (10:22:05 CEST)
The COVID-19 pandemic has severely tested the physical and mental health of health care workers (HCWs). The various stages of the epidemic have posed different problems; consequently, only a prospective study can effectively describe the changes in the workers’ health. This repeated cross-sectional study is based on a one-year investigation (spring 2020 to spring 2021) of intensive care physicians in one of the two COVID-19 hub hospitals in Central Italy. Changes in their work activity due to the pandemic were studied anonymously together with their perception of organizational justice, occupational stress, sleep quality, anxiety, depression, burnout, job satisfaction, happiness, and intention to quit. In May-June 2021, one year after the baseline, doctors reported an increased workload, isolation at work and in social life, lack of time for physical activity and meditation and compassion fatigue. Stress was inversely associated with the perception of justice in safety procedures and directly correlated with work isolation. Occupational stress was significantly associated with anxiety, depression, burnout, dissatisfaction, and intention to quit. Procedural justice was significantly associated with happiness. Doctors believed vaccinations would help control the problem; however, this positive attitude had not yet resulted in improved mental health. Doctors reported high levels of distress (73%), sleep problems (28%), anxiety (25%), depression (64%). Interventions to correct the situation are urgently needed.
ARTICLE | doi:10.20944/preprints202102.0415.v1
Subject: Social Sciences, Accounting Keywords: Patkos; sustainable development; knowledge sharing; knowledge management; Homo Technologicus; Homo Sustainabiliticus; conceptual model; quantum organizational decision-making
Online: 18 February 2021 (12:09:03 CET)
This conceptual, interdisciplinary paper will start by introducing the commencement of a new era in which human society faces continuously accelerating technological revolutions, named for short ‘Padkos’. In this context, a conceptual model of sustainable development with a focus on knowledge sharing and management will be proposed. The construct of knowledge management will be unpacked into a three-layer model with a focus on the knowledge-human and data-machine spheres. Then, each sphere will be discussed with concentrating on the learning and decision- making processes, the digital supporting systems and the human actors’ aspects. Moreover, the recombination of new knowledge development and contemporary knowledge management into one amalgamated construct will be proposed. The holistic conceptual model of knowledge sharing for sustainable development is comprised by time, cybersecurity and two alternative humanistic paradigms (Homo Technologicus and Homo Sustainabiliticus). Two additional particular models are discussed in depth. First, a recently proposed model of quantum organizational decision-making is elaborated. Next, a boundary management and learning process is particularized. The paper ends with several implications for the future based on the deliberations in the paper and the models discussed.
ARTICLE | doi:10.20944/preprints201801.0140.v1
Subject: Social Sciences, Organizational Economics & Management Keywords: entrepreneurial sustainability strategy; system thinking; business process management; process improvements; innovation in higher education; sustainable organizational performance
Online: 16 January 2018 (10:44:40 CET)
The sustainable development of our world has gain particular attention of a wide range of decisional factors, civil society, business sector, and scientific community, seeing that the prosperity of people and society is possible with the aid of sustained and inclusive economic growth of all countries and regions. Educational environment has a decisive impact on changes in the way that societies are coping with national, regional, and global challenges and opportunities brought by sustainable development. Looking at the implications of HE on the progress of society, the paper addressed the lack of HE institutional capacity to integrate the principles and practices of sustainable development into all aspects of education and learning. The scope of research problem was bounded on the capability of HEI as organization and school to act as entrepreneurial university by combining the scope of its responsibility within the value chain through a practical and effective mechanism needed to align the strategy with sustainable development goals (SDGs). Embarking on the path of SDGs requires HEI to design, launch, implement, and customize specific processes architectures to govern the advance of sustainability approach. The authors applied the process scoping diagram to capture and conceptualize the educational model needed to guide the HEI through the process of change to embrace sustainability into organizational culture and daily operations. It has been used the SIPOC method (Supplier, Input, Process, Output, Customer) with Visio software tool to articulate processes relationships embedded in the educational model of HEI. The benefits relied on the organized view of the work processes needed to be performed to incorporate SDGs into the strategy of any entrepreneurial HEI. Finally, the authors shared their views on the scalability of the model which may be customized and harmonized in accordance with different HE circumstances and priorities. Implementing the proposed educational model requires long-term institutional commitment, transparency, continuous performance improvement, and communicating the strategy for SDGs and its achievements to wider stakeholders.
ARTICLE | doi:10.20944/preprints202012.0800.v1
Subject: Social Sciences, Accounting Keywords: organizational learning; circular economy; small and medium enterprises (SMEs); business model; supply chain; construction; Italy; Barrier and enabler
Online: 31 December 2020 (12:40:30 CET)
To contribute to small and medium enterprises (SMEs) sustainable transition into the circular economy, the study proposes the activation of organizational learning (OL) processes – denoted here as multi-level knowledge creation, transfer, and retention processes – as a key phase in introducing circular business models (CBMs) at SME and supply chain (SC) level. The research employs a mixed-method approach, using the focus group methodology to identify contextual elements impacting on CBM-related OL processes, and a survey-based evaluation to single out the most frequently used OL processes inside Italian construction SMEs. As main result, a CBM-oriented OL multi-level model offers a fine-grained understanding of contextual elements acting mutually as barriers and drivers for OL processes, as possible OL dynamics among them. The multi-level culture construct – composed of external stakeholders’, SC stakeholders’, and organizational culture – identify the key element to activate CBM-oriented OL processes. Main implications are related to the identification of cultural, structural, regulatory, and process contextual elements across the external, SC, and organizational levels, and their interrelation with applicable intraorganizational and interorganizational learning processes. The proposed model would contribute to an improved implementation of transitioning into the circular economy utilizing sustainable business models in the construction SMEs.
ARTICLE | doi:10.20944/preprints202007.0592.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: higher education expansion; sustainable employment; perceived organizational support; career adaptability; self-exploration; environment exploration; sustainable career guidance; sustainability competencies
Online: 24 July 2020 (14:12:38 CEST)
The research aims to examine the extent to which the perceived organizational support (POS) predicted career related self and environmental exploration via the mediation effect of career adaptability. Multi-group comparisons based on the gender, majors and places of origin were also performed to evaluate the differences among these variables. An internet survey was conducted to collect empirical data from 611 Chinese undergraduates. Structural equation modeling (SEM) was conducted to demonstrate the proposed relations in the model and multiple group analysis. Clearly supported was the direct relations between POS and career related self and environmental exploration and the mediation effect of career adaptability. The results also showed that gender and major are the moderating variables for the proposed model, and no significance difference among the rural and urban subgroups was found. POS could be effectively delivered to students in general, marginalized social groups, such as females and those majored in the humanities and social sciences in particular. Four dimensions of career adaptability (concern, control, curiosity and confidence) could also be targeted at in order to promote students’ sustainable employment. The findings provide a better understanding of the career construction model by incorporating the contextual factor in a collective cultural environment.
ARTICLE | doi:10.20944/preprints201808.0452.v1
Subject: Mathematics & Computer Science, Information Technology & Data Management Keywords: knowledge management (KM); communities of practice (CoP); tacit knowledge; knowledge sharing; KM cycle; CoP framework, organizational culture, performance measurement
Online: 27 August 2018 (11:04:27 CEST)
In this digital world, organisations are facing global competition as well as manpower pressures leading towards knowledge economy, which heavily impacts on their local and international businesses. The trend is to foster collaboration and knowledge sharing to cope with these problems. With the advancement of technologies and social engineering that can connect people in virtual world across time and distance, several organisations are embarking on knowledge management (KM) systems, implementing community of practice (CoP) approach. However, virtual communities are relatively new paradigms, and there are several challenges to their successful implementation from an organisation’s point of interest. There is lack of CoP implementation framework that can cater to today’s dynamic business and sustainability requirements. To fill the gap in literature, this paper develops a practical framework for a CoP implementation with a view to align KM strategy with business strategy of an organization. It explores the different steps of building, sharing and using tacit and explicit knowledge in CoPs by applying Wiig KM cycle. It proposes a practical CoP implementation framework that adopts the Benefits-Tools-Organisation-People-Process (BTOPP) model in addressing the key questions surrounding each of the BTOPP elements with a structured approach. Finally, it identifies key challenges such as organizational culture and performance measurements, and provides practical recommendations to overcome them for a successful CoP implementation.
ARTICLE | doi:10.20944/preprints201803.0047.v1
Subject: Social Sciences, Economics Keywords: organizational changes; ICT; management tools; work experience; employee outcomes; comparison of public and private sectors; linked employer-employee survey
Online: 6 March 2018 (16:30:15 CET)
We investigate the human sustainability of ICT and management changes using a French linked employer-employee survey on organizational changes and computerization (COI). We approach the human sustainability of changes through the evolutions of work intensity, skill utilization and the subjective relationship to work. We compare in the private sector and the State civil service the impacts of ICT and management changes on the evolution of these three dimensions of work experience. We find that when ICT and management changes are intense, they are positively associated in the public sector with work intensification and new knowledge. In the private sector ICT and management changes increase the use of skills, but at a rate decreasing with their intensity and without favoring the accumulation of new knowledge. However, their impacts on the subjective relationship to work are much stronger, with public sector employees expressing discouragement as well as the feeling of an increased effort-reward imbalance when private sector employees become more committed. We tested that the self-selection of employees, the specific sources and paths of changes and the implementation of performance pay did not explain this divergence. We identify two partial explanations: one is related with employee turnover in the private sector, the other one with the role of trade unions. These results suggest that the human sustainability of ICT and management changes depends on their intensity and on how their implementation takes into account the institutional context of the organization.
ARTICLE | doi:10.20944/preprints202103.0667.v1
Subject: Social Sciences, Business And Administrative Sciences Keywords: Model of Quantum Decision-Making and Learning (MQDM&L), AADD diamond model, organizational, individual, decision-making, learning, quadruple loop learning, Padkos
Online: 26 March 2021 (14:15:25 CET)
The new Post Accelerating Data and Knowledge Online Society, or ‘Padkos’ requires a new model of decision making. This introductory paper proposes a model where decision making and learning are a single symbiotic process, incorporating man and machine, as well as the AADD (ánthrōpos, apparatus, decider, doctrina) diamond model of individual and organizational decision-making and learning processes. The learning is incorporated by using a newly proposed quadruple loop learning model. This model allows for controlled changes of identity, the process of creating and the sense making of new mental models and assumption, and reflections. The model also incorporates the recently proposed model of quantum decision-making, where time collapse of the opted past and the anticipated future (explicitly including its time horizon) into the present play a key role in the process, leveraging decision-making and learning by human as well as Artificial Intelligence (AI) and Machine Learning (ML) algorithms. The paper closes with conclusions.
ARTICLE | doi:10.20944/preprints201607.0070.v1
Subject: Behavioral Sciences, Other Keywords: Self-Action Leadership (SAL), SAL model, SAL theory, nomological, existential growth, organizational (or corporate) citizen, SAR project, SAL project, step-habit, Self-Declaration of Independence, Self-Constitution
Online: 23 July 2016 (10:26:10 CEST)
In 2015, the Self-Action Leadership Theory—a qualitative, nomological expansion of self-leadership theory rooted in atmospheric and astronomical metaphor aimed at expanding the personal freedom of individuals, organizations, and nations by bolstering the existential growth of individuals through a series of Maslow-esque stages of holistic, personal development. This article introduces an accompanying, practitioner-based Model of Self-Action Leadership (SAL) aimed at the implicit enhancement of a holistic range of administrative processes through explicit training, mentoring, and coaching in the model’s general and universally-applicable principles and practices. The SAL model produces an original construct of personal leadership practice that builds upon the extant self-leadership academic canon, which dates back to 1983 (Manz, 1983). It also provides an analogue to four of the five core processes of Project Management by positioning a self-action leader (an individual) as the ongoing “project” at hand. The SAL Model is rooted in action research and was developed through a variety of self-oriented, action research projects in conjunction with a comprehensive, qualitative, analytical autoethnographic study of a scholar’s life experiences.