Developing and Implementing a Process for the Review of Nonacademic Units.

ERIC Educational Resources Information Center

Brown, Marilyn K.

1989-01-01

A major research university's recently developed process for systematic evaluation of nonacademic units is described, and the steps in its development and implementation are outlined: review of literature on organizational effectiveness; survey of peer institutions; development of guidelines for review; and implementation in several campus units.…

Leadership, Hermandad (Brother/Sisterhood), and Organizational Culture: Crossing Boundaries to Build Collaborative Relationships among Latino Fraternal Organizations

ERIC Educational Resources Information Center

Heredia, Anna-Maria

2013-01-01

The purpose of the study is to explore the identity development and organizational culture of a student organization, the National Association of Latino Fraternal Organizations council (NALFO) by implementing a community of practice approach at a large, public university in southwestern United States. The objective is to construct a sustainable…

Southern Coup: Recruiting African American Faculty Members at an Elite Private Southern Research University

ERIC Educational Resources Information Center

Barrett, Thomas Gregory; Smith, Theophus

2008-01-01

Competition for highly qualified African American faculty members among elite universities in the United States remains keen. Two of the most successful research universities at recruiting African American faculty members are located in the Southeast. Employing a conceptual framework grounded in organizational culture and climate literature, in…

An action research study; cultural differences impact how manufacturing organizations receive continuous improvement

NASA Astrophysics Data System (ADS)

Kattman, Braden R.

National culture and organizational culture impact how continuous improvement methods are received, implemented and deployed by suppliers. Previous research emphasized the dominance of national culture over organizational culture. The countries studied included Poland, Mexico, China, Taiwan, South Korea, Estonia, India, Canada, the United States, the United Kingdom, and Japan. The research found that Canada was most receptive to continuous improvement, with China being the least receptive. The study found that organizational culture was more influential than national culture. Isomorphism and benchmarking is driving continuous-improvement language and methods to be more universally known within business. Business and management practices are taking precedence in driving change within organizations.

Roles of University Support for International Students in the United States: Analysis of a Systematic Model of University Identification, University Support, and Psychological Well-Being

ERIC Educational Resources Information Center

Cho, Jaehee; Yu, Hongsik

2015-01-01

Unlike previous research on international students' social support, this current study applied the concept of organizational support to university contexts, examining the effects of university support. Mainly based on the social identity/self-categorization stress model, this study developed and tested a path model composed of four key…

The New American University: Preparation of the M.Ed. Graduate Student for the 21st Century Institution

ERIC Educational Resources Information Center

Antonucci, Mark J.

2011-01-01

To sustain world preeminence, 21st century university and college leaders in the United States are redesigning their institutions organizationally and culturally to align with the direction of local and global societies and markets. The New American University enterprise model at Arizona State University has become one of the leading organization…

Assessing archetypes of organizational culture based on the Competing Values Framework: the experimental use of the framework in Japanese neonatal intensive care units.

PubMed

Sasaki, Hatoko; Yonemoto, Naohiro; Mori, Rintaro; Nishida, Toshihiko; Kusuda, Satoshi; Nakayama, Takeo

2017-06-01

To assess organizational culture in neonatal intensive care units (NICUs) in Japan. Cross-sectional survey of organizational culture. Forty NICUs across Japan. Physicians and nurses who worked in NICUs (n = 2006). The Competing Values Framework (CVF) was used to assess the organizational culture of the study population. The 20-item CVF was divided into four culture archetypes: Group, Developmental, Hierarchical and Rational. We calculated geometric means (gmean) and 95% bootstrap confidence intervals of the individual dimensions by unit and occupation. The median number of staff, beds, physicians' work hours and work engagement were also calculated to examine the differences by culture archetypes. Group (gmean = 34.6) and Hierarchical (gmean = 31.7) culture archetypes were higher than Developmental (gmean = 16.3) and Rational (gmean = 17.4) among physicians as a whole. Hierarchical (gmean = 36.3) was the highest followed by Group (gmean = 25.8), Developmental (gmean = 16.3) and Rational (gmean = 21.7) among nurses as a whole. Units with dominant Hierarchical culture had a slightly higher number of physicians (median = 7) than dominant Group culture (median = 6). Units with dominant Group culture had a higher number of beds (median = 12) than dominant Hierarchical culture (median = 9) among physicians. Nurses from units with a dominant Group culture (median = 2.8) had slightly higher work engagement compared with those in units with a dominant Hierarchical culture (median = 2.6). Our findings revealed that organizational culture in NICUs varies depending on occupation and group size. Group and Hierarchical cultures predominated in Japanese NICUs. Assessing organizational culture will provide insights into the perceptions of unit values to improve quality of care. © The Author 2017. Published by Oxford University Press in association with the International Society for Quality in Health Care

The use of change theory to facilitate the consolidation of two diverse Bachelors of Science in Nursing programs.

PubMed

Pawl, Jean D; Anderson, Lori S

Consolidation of resources, programs, and even universities are measures that university systems consider for economic reasons. The transformation and restructuring of two diverse nursing programs utilized an organizational change tool to guide the consolidation efforts. Insights on how to use an organizational change model and lessons learned are shared for higher education units that may face consolidation. The ADKAR Change Management Model, one of many organizational change resources, was advantageous in consolidating two diverse nursing programs when two universities were mandated to become one. Change is inevitable yet when faced with transition and transformation, thoughtful and strong, committed leaders who portray open transparent communication are an absolute requirement for sustained change. To guide the process, the ADKAR Change Management Model is an insightful and worthwhile resource. Copyright © 2016 Elsevier Inc. All rights reserved.

Syracuse University's Center for Instructional Development; Its Role, Organization, and Procedures.

ERIC Educational Resources Information Center

Diamond, Robert M.

A brief report on the Syracuse University Center for Instructional Development is presented which describes the Center's organizational structure and operational procedures. The center combines support services for video, audio, graphics and photographic preparation of materials for instructional use; a research and evaluation unit to assess…

Using Focus Groups for Strategic Planning in a CME Unit

ERIC Educational Resources Information Center

Takhar, Jatinder; Tipping, Jane

2008-01-01

The University of Western Ontario, having established a fully functional continuing medical education (CME) office over the last 4 years, needed to plan the future for its academic CME unit. It needs a method for evaluating the progress and shaping the organizational future of the CME unit. A literature search and consultations suggested focus…

Organizational structure and communication networks in a university environment

NASA Astrophysics Data System (ADS)

Mathiesen, Joachim; Jamtveit, Bjørn; Sneppen, Kim

2010-07-01

The “six degrees of separation” between any two individuals on Earth has become emblematic of the “small world” theme, even though the information conveyed via a chain of human encounters decays very rapidly with increasing chain length, and diffusion of information via this process may be very inefficient in large human organizations. The information flow on a communication network in a large organization, the University of Oslo, has been studied by analyzing email records. The records allow for quantification of communication intensity across organizational levels and between organizational units (referred to as “modules”). We find that the number of email messages within modules scales with module size to the power of 1.29±.06 , and the frequency of communication between individuals decays exponentially with the number of links required upward in the organizational hierarchy before they are connected. Our data also indicates that the number of messages sent by administrative units is proportional to the number of individuals at lower levels in the administrative hierarchy, and the “divergence of information” within modules is associated with this linear relationship. The observed scaling is consistent with a hierarchical system in which individuals far apart in the organization interact little with each other and receive a disproportionate number of messages from higher levels in the administrative hierarchy.

Predicting a Taxonomy of Organisational Effectiveness in U.K. Higher Educational Institutions.

ERIC Educational Resources Information Center

Lysons, Art; Hatherly, David

1996-01-01

The framework of a study of organizational effectiveness in Australian higher education institutions was applied to a similar study in the United Kingdom. The approach was found useful for classifying U.K. institutions as classical universities, former polytechnics and colleges of advanced technology, and greenfield universities. (Author/MSE)

Evaluating the Influence of University Organizational Characteristics and Attributes on Technology Commercialization

ERIC Educational Resources Information Center

Goble, Lisa A.

2013-01-01

This dissertation project seeks to make a contribution to the growing body of literature on academic technology commercialization and the entrepreneurial efforts of faculty and students at US research universities. The academic environment across the United States has seen an increased emphasis on moving the results of academic research into the…

Balancing the Values of Ethnic Studies and Academe: Exploring Efforts to Advance the Organizational Stability of American Indian and Asian American Studies

ERIC Educational Resources Information Center

Kimura-Walsh, Erin Fukiko

2009-01-01

This study examines Ethnic Studies' efforts to gain institutional stability at the university. The issue is explored through a qualitative, multi-case study of Ethnic Studies units, specifically American Indian and Asian American Studies at San Francisco State University and University of California, Los Angeles. To gain insight into their…

The self-organizing fractal theory as a universal discovery method: the phenomenon of life.

PubMed

Kurakin, Alexei

2011-03-29

A universal discovery method potentially applicable to all disciplines studying organizational phenomena has been developed. This method takes advantage of a new form of global symmetry, namely, scale-invariance of self-organizational dynamics of energy/matter at all levels of organizational hierarchy, from elementary particles through cells and organisms to the Universe as a whole. The method is based on an alternative conceptualization of physical reality postulating that the energy/matter comprising the Universe is far from equilibrium, that it exists as a flow, and that it develops via self-organization in accordance with the empirical laws of nonequilibrium thermodynamics. It is postulated that the energy/matter flowing through and comprising the Universe evolves as a multiscale, self-similar structure-process, i.e., as a self-organizing fractal. This means that certain organizational structures and processes are scale-invariant and are reproduced at all levels of the organizational hierarchy. Being a form of symmetry, scale-invariance naturally lends itself to a new discovery method that allows for the deduction of missing information by comparing scale-invariant organizational patterns across different levels of the organizational hierarchy.An application of the new discovery method to life sciences reveals that moving electrons represent a keystone physical force (flux) that powers, animates, informs, and binds all living structures-processes into a planetary-wide, multiscale system of electron flow/circulation, and that all living organisms and their larger-scale organizations emerge to function as electron transport networks that are supported by and, at the same time, support the flow of electrons down the Earth's redox gradient maintained along the core-mantle-crust-ocean-atmosphere axis of the planet. The presented findings lead to a radically new perspective on the nature and origin of life, suggesting that living matter is an organizational state/phase of nonliving matter and a natural consequence of the evolution and self-organization of nonliving matter.The presented paradigm opens doors for explosive advances in many disciplines, by uniting them within a single conceptual framework and providing a discovery method that allows for the systematic generation of knowledge through comparison and complementation of empirical data across different sciences and disciplines.

The self-organizing fractal theory as a universal discovery method: the phenomenon of life

PubMed Central

2011-01-01

A universal discovery method potentially applicable to all disciplines studying organizational phenomena has been developed. This method takes advantage of a new form of global symmetry, namely, scale-invariance of self-organizational dynamics of energy/matter at all levels of organizational hierarchy, from elementary particles through cells and organisms to the Universe as a whole. The method is based on an alternative conceptualization of physical reality postulating that the energy/matter comprising the Universe is far from equilibrium, that it exists as a flow, and that it develops via self-organization in accordance with the empirical laws of nonequilibrium thermodynamics. It is postulated that the energy/matter flowing through and comprising the Universe evolves as a multiscale, self-similar structure-process, i.e., as a self-organizing fractal. This means that certain organizational structures and processes are scale-invariant and are reproduced at all levels of the organizational hierarchy. Being a form of symmetry, scale-invariance naturally lends itself to a new discovery method that allows for the deduction of missing information by comparing scale-invariant organizational patterns across different levels of the organizational hierarchy. An application of the new discovery method to life sciences reveals that moving electrons represent a keystone physical force (flux) that powers, animates, informs, and binds all living structures-processes into a planetary-wide, multiscale system of electron flow/circulation, and that all living organisms and their larger-scale organizations emerge to function as electron transport networks that are supported by and, at the same time, support the flow of electrons down the Earth's redox gradient maintained along the core-mantle-crust-ocean-atmosphere axis of the planet. The presented findings lead to a radically new perspective on the nature and origin of life, suggesting that living matter is an organizational state/phase of nonliving matter and a natural consequence of the evolution and self-organization of nonliving matter. The presented paradigm opens doors for explosive advances in many disciplines, by uniting them within a single conceptual framework and providing a discovery method that allows for the systematic generation of knowledge through comparison and complementation of empirical data across different sciences and disciplines. PMID:21447162

Ethnicity and Human Rights: An Organizational and Individual Perspective.

ERIC Educational Resources Information Center

Carter, George E.

Despite the Universal Declaration of Human Rights adopted by the United Nations in 1948, the issue of the human rights of ethnic minority groups is widely ignored in the United States--both in policy and as an issue worthy of examination. In this country and abroad, violations of human rights continue to take place regularly; minority group…

Credit-Based Systems as Vehicles for Change in Universities and Colleges. Managing Innovation and Change in Universities and Colleges.

ERIC Educational Resources Information Center

Allen, Robert; Layer, Geoff

This book discusses organizational, management and professional dimensions of change as credit-based systems are introduced in higher education institutions in the United Kingdom. Credit-based systems are taken to mean the flexible academic structures based around the parallel but interrelated concepts of credit and modularity. They are being…

The Demonstration of Organizational Legitimacy among Independent Professional Schools of Acupuncture and Oriental Medicine

ERIC Educational Resources Information Center

Storrs, Elizabeth

2012-01-01

Independent professional schools were a significant part of higher education in the United States until the rise of universities at the beginning of the 20th century. In the 21st century, the overwhelming majority of professional schools are indeed affiliated with universities; however there are a growing number of professional schools in variety…

Investigation of alternative organizational structures for a digitized platoon

NASA Astrophysics Data System (ADS)

Bossi, Linda L. M.; Tack, David W.; Angel, Harold A.; Vilhena, Paul G. S.; Frim, John

2006-05-01

To evaluate the effect of digitization on platoon effectiveness and investigate the suitability of different platoon structures, a twelve-day field trial was undertaken with a Company of light infantry at Fort Benning, Georgia. Test missions were conducted in both day and night conditions, in wooded and urban terrain environments, in each of three organizational structures, with and without digitization. The three different organizational structures included our current in-service 8-man Section, a 13-man USMC squad, and a distributed model comprising six four-man teams. Results of this study confirmed that the effectiveness of a dismounted platoon is significantly enhanced by the use of select digital enhancements in the areas of navigation, situation awareness, communications, and command. During night operations, digitally-enabled capabilities were the difference between mission success and failure. None of the organizational structures tested proved to be universally better than the others at optimizing the benefits of digitally-enhanced capabilities, although each had their strengths and weaknesses. However, considerable insights were gained in the organizational structure issues of distributed small unit command and control, swarming formation tactics, and the tactics, techniques, and procedures necessary to employ small units effectively in a NCW environment.

The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

ERIC Educational Resources Information Center

Fard, Parastoo Gashtasebi; Karimi, Fariba

2015-01-01

This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

A Comparative, Holistic, Multiple-Case Study of the Implementation of the Strategic Thinking Protocol© and Traditional Strategic Planning Processes at a Southeastern University

ERIC Educational Resources Information Center

Robinson, Deborah J.

2012-01-01

This study explores the strategic thinking and strategic planning efforts in a department, college and university in the Southeastern United States. The goal of the study was to identify elements of strategic planning processes that meet the unique organizational features and complexities of a higher education institution. The study employed a…

Air Force and Diversity: The Awkward Embrace

DTIC Science & Technology

2013-02-14

Streeter is a U.S. Air Force intelligence officer assigned to the Air War College, Air University, Maxwell AFB, AL. She graduated from the United States...future leaders.” Princeton University Office of Human Resources Web site; Wilson et al, Grooming Top Leaders, 4. 28 45. Dr Fil J . Arenas...Air Force Diversity Strategic Roadmap (2012), 14. 86. Dr. Fil J . Arenas (Associate Professor, Organizational Leadership Studies, Squadron

Implementation Strategies for Educational Intranet Resources.

ERIC Educational Resources Information Center

Herson, Katie; Sosabowski, Michael; Lloyd, Andrew; Flowers, Stephen; Paine, Cameron; Newton, Becci

2000-01-01

Describes two alternative strategies for intranet implementation based on experiences at the University of Brighton (United Kingdom). Highlights include differing degrees of staff and student utilization; barriers to success; a unified strategy for effective intranet implementation; and how to manage organizational resistance to change.…

Organizational models of educational technology in U.S. and Canadian medical schools.

PubMed

Souza, Kevin H; Kamin, Carol; O'Sullivan, Patricia; Moses, Anna; Heestand, Diane

2008-07-01

To examine the organizational structure of educational technology units within U.S. and Canadian medical schools in order to (1) identify organization models that support educational technology, (2) describe key attributes of these models, and (3) discuss the strengths and challenges associated with these models. The authors distributed a survey to 88 schools that had previously provided information on their educational technology services and infrastructure. The authors developed the survey through a series of pilots and, then, from the data for each respondent school, created concept maps, which were used to identify organizational models. The authors conducted analyses to determine differences among models. The authors coded the comments about organizational models and identified themes. The authors received adequate data for analysis from 61 schools (69%). Four models for educational technology organizations emerged: (1) centralized units located in the school of medicine, (2) centralized units located at the health science center, (3) centralized units at the comprehensive university, and (4) no centralized unit (Dispersed Model). The majority (75%) of schools relied on some type of centralized organization. Whereas few organization attributes proved to be statistically significant, the centralized models have more resources devoted to educational technology and a closer alignment with the academic mission than the Dispersed Model. Medical schools primarily use central models. The authors recommend that schools structuring their educational technology resources consider exploration of a central model because of its focused use of resources to improve teaching and learning.

Organizational learning in a college of nursing: A learning history.

PubMed

Lyman, Bret; Cowan, Lisa A; Hoyt, Hannah C

2018-02-01

College of nursing leaders can foster organizational learning as a means of achieving their desired organizational outcomes. Organizational learning has not previously been studied in colleges of nursing, leaving college administrators and faculty little guidance as they strive to improve outcomes in their own colleges. The purpose of this study was to discover new insights related to organizational learning in a college of nursing. The learning history method was used to document and describe organizational learning in a college of nursing. This study was conducted with a college of nursing situated in a private, religious-based university in the western United States. Six stakeholders and 16 individuals familiar with the college's history were purposively recruited for this study. Participants included college administrators, faculty, students, alumni, and individuals with university-level responsibilities related to the college. Semi-structured interviews and college artifacts were used to gather data. Data was reviewed and themes identified through a process called "distillation." The college's vision, "Learning the Healer's Art" provides purpose and motivation within the college. Four themes provide additional insight into how the college established a learning culture and fosters behavior conducive to organizational learning: (1) Character and Quality, (2) Long-Term Perspective, (3) Collaborative Leadership and Adaptation, and (4) Mentoring. College of nursing leaders can foster organizational learning and pursue improvement within their colleges. Recommended actions include developing a shared vision for the college, building a cadre of qualified faculty and students who have strong personal character, maintaining a long-term perspective, using a collaborative approach to leadership and adaptation, and facilitating mentoring. Copyright © 2017 Elsevier Ltd. All rights reserved.

The Discursive Enactment of Hegemony: Sexual Harassment and Academic Organizing.

ERIC Educational Resources Information Center

Townsley, Nikki C.; Geist, Patricia

2000-01-01

Contributes to scholarship advancing the understanding of human communication, illustrating the discursive enactment of hegemony through organizational responses to sexual harassment. Analyzes stories from both victims of sexual harassment and administrators who manage sexual harassment complaints at a major United States university. Argues that…

Prior Consent: Not-So-Strange Bedfellows Plan Library/Computing Partnerships.

ERIC Educational Resources Information Center

McDonough, Kristin

The increasing sophistication of information technologies and the nearly universal access to computing have blurred distinctions among information delivery units on college campuses, forcing institutions to rethink the separate organizational structures that evolved when computing in academe was more localized and less prevalent. Experiences in…

(De)constructing Organizational Boundaries of University Administrations: Changing Profiles of Administrative Leadership at German Universities

ERIC Educational Resources Information Center

Blümel, Albrecht

2016-01-01

By analysing institutional changes of administrative leadership at German universities, this paper studies the construction of organizational boundaries as an important aspect of organizational transformation of universities as complete organizations. Building on an analysis of the formal status of administrative leadership at universities derived…

Marginalia: Women in the Academic Workforce.

ERIC Educational Resources Information Center

Cadet, Nancy

1989-01-01

Looks at the function and status of women faculty at colleges and universities in the United States. Focuses on how the adjunct faculty position when used as an economizing strategy by administrators places women in permanent disadvantaged and dead-end positions. Reviews adjunct faculty organizational efforts to make demands for pay equity and…

Evaluating the balanced scorecard at the University Health Network: an impact assessment.

PubMed

Young, Justin; Bell, Robert; Khalfan, Adil; Lindquist, Evert

2008-01-01

The balanced scorecard (BSC) has become increasing popular in healthcare organizations. A recent study conducted at the University Health Network in Toronto explored the extent to which the BSC has focused and aligned various organizational units and departments around shared goals and objectives. The evaluation also assessed the BSC's impact on front-line staff and how the development and rollout of the BSC should be modified in the next planning iteration.

The Impact of Role Conflict, Role Ambiguity and Organizational Climate on the Job Satisfaction of Academic Staff in Research-Intensive Universities in the UK

ERIC Educational Resources Information Center

Schulz, John

2013-01-01

This study focuses on academics in research-intensive universities in the UK and explores their perceptions of organizational climate, role conflict, role ambiguity and job satisfaction. The findings suggest that the universities have multiple organizational climates. Three organizational climate types -- the Clan, the Hierarchy and the Adhocracy…

University of Massachusetts Boston: Reconstituting a Continuing Education Division to a Degree-Granting Academic Unit

ERIC Educational Resources Information Center

DiSalvio, Philip

2012-01-01

The ground has shifted in fundamental ways in higher education, and it is becoming increasingly evident that strategic structural reorganization will play an important role in the financial survival of many institutions. Understanding the close links among strategy, structure, and the environment, it makes sense that organizational structure…

Provisional Admission in Higher Education: A Case Study in Retention, Persistence, and Matriculation in Academia

ERIC Educational Resources Information Center

Logan, Monique L.

2017-01-01

The study employed the Clark and Estes (2008) gap analysis framework to investigate the knowledge and skills, motivation, and organizational elements that influence the retention, persistence, and matriculation of provisionally admitted students identified as Scholastic Achievers at United University (UU). Assumed causes of the knowledge,…

Action Research: Effective Marketing Strategies for a Blended University Program

ERIC Educational Resources Information Center

Cook, Ruth Gannon; Ley, Kathryn

2008-01-01

This action research study investigated a marketing plan based on collaboration among a program faculty team and other organizational units for a graduate professional program. From its inception through the second year of operation, program enrollment increased due to the marketing plan based on an effective approach grounded in simple marketing…

THE ROLE OF EDUCATIONAL RESEARCH IN EDUCATIONAL CHANGE, THE UNITED STATES.

ERIC Educational Resources Information Center

GUBA, EGON G.; AND OTHERS

FIVE MAJOR TYPES OF ORGANIZATIONAL SETTINGS FOR EDUCATIONAL RESEARCH ARE IDENTIFIED BY S.D. SIEBER--(1) UNIVERSITY BASED, (2) REGIONAL EDUCATIONAL LABORATORIES, (3) STATE DEPARTMENTS OF EDUCATION, (4) LOCAL SCHOOL SYSTEMS, AND (5) PRIVATE TESTING AND RESEARCH ORGANIZATIONS. FOUR PROBLEM AREAS RELATED TO EACH SETTING ARE DEALT WITH BY N.L.…

A medical school for international health run by international partners.

PubMed

Margolis, Carmi Z; Deckelbaum, Richard J; Henkin, Yaakov; Baram, Stavi; Cooper, Pamela; Alkan, Michael L

2004-08-01

In early 1996, the Ben Gurion University Faculty of Health Sciences (BGU), Beer-Sheva, Israel, in collaboration with Columbia University Medical Center (CUMC), New York City, United States, decided to found a second medical school within BGU, the Medical School for International Health (MSIH), to prepare students to work both in medicine and in cross-cultural and international health and medicine (IHM). Methods used to establish and jointly run MSIH include (1) defining clearly the tasks of each university according to how it can best contribute to the new school; (2) establishing an organizational structure in each university for accomplishing these tasks; (3) establishing clear communication between the two organizational structures; (4) defining outcomes to measure success; and (5) developing methods for addressing management problems. CUMC's functions were admission, public relations, and the fourth-year elective program. BGU's functions were developing and running an innovative curriculum, including a four-year required track in IHM, evaluating students, taking the lead in helping students' with their personal problems, and managing financial aid. The first students were admitted in 1998. Variables reflecting MSIH's success include scores on the United States Medical Licensing Examination, residency placement, the attrition rate, and success in preparing students in IHM (e.g., success in learning cross-cultural medicine and the percentage of students who work in IHM). MSIH is running well and has solved its inter-university management problems. Its 85 graduates matched at very good to excellent U.S. hospitals and have learned and maintained enthusiasm for the IHM curriculum.

28 CFR 0.135 - Functions common to heads of organizational units.

Code of Federal Regulations, 2010 CFR

2010-07-01

... organizational unit authority and responsibility for the reallotment of such funds and control of obligations and... organizational units. 0.135 Section 0.135 Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE... Disqualification to Act § 0.135 Functions common to heads of organizational units. Subject to the general...

28 CFR 0.190 - Changes within organizational units.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Changes within organizational units. 0... JUSTICE Sections and Subunits § 0.190 Changes within organizational units. (a) The head of each Office... termination of major functions within his organizational unit as he may deem necessary or appropriate. In each...

An Organizational Culture Study of Missouri State University Faculty/Staff in Relation to the University's Public Affair Mission

ERIC Educational Resources Information Center

Weaver, Marissa LeClaire

2012-01-01

The purpose of the study was to address a problem of practice of the public affairs mission through the perceptions of faculty and staff members at Missouri State University of the University's organizational culture. The design included a phenomenological study with a set of organizational culture procedural questions related to the perceptions…

Effectiveness and Quality in Continuing Professional Education: A Critical Examination of the Interface between Policy and Practice in UK Universities.

ERIC Educational Resources Information Center

Day, Christopher; And Others

This 2-year study of the effectiveness and quality of continuing professional education (CPE) in the United Kingdom identified policy implementation issues resulting from recent government policies and economic imperatives which have given rise to a "new managerialism" which is changing the organizational culture of higher education…

Limits to Bureaucratic Growth: The Density Dependence of Organizational Rule Births.

ERIC Educational Resources Information Center

Schulz, Martin

1998-01-01

Uses a population-ecology approach to examine whether bureaucratic rules breed more rules. Tests hypotheses about rule births with time-series data on rule production in a large United States research university. Results show that the rate of rule production declines with the number of rules in a rule population over time. Rules inhibit…

Communication Experiences of Latina and Latino Immigrant Custodial Workers within a University Setting

ERIC Educational Resources Information Center

Alvarez, Wilfredo

2011-01-01

The organizational communication subdiscipline has made great strides in theory and research in recent years, but little is known about the workplace communication experiences of Latinas and Latinos in the United States. Even less is known about these sociocultural group members' experiences when they work in lower status, blue-collar roles in…

Visualizing Boundaries and Embodying Conflicts: Lessons Learned from a Theatrical Professional Development Program

ERIC Educational Resources Information Center

Mundy, Amrit; Chan, Judy

2013-01-01

In the 2011-2012 academic year, the Organizational Development and Learning unit and the Centre for Teaching, Learning and Technology at the University of British Columbia co-developed an interactive theatre project, Conflict Theatre, to engage in discussion around conflict with our audience and to allow us to explore, engage with, and build…

Refining a Competency Model for Instructional Designers in the Context of Online Higher Education

ERIC Educational Resources Information Center

Park, Jae-Young; Luo, Heng

2017-01-01

This study investigates the instructional designers (IDs) competencies essential for the context of online higher education, and has selected an instruction design unit in a research university as a case of investigation. To identify and compare IDs competencies at organizational and individual levels, this study employed a mixed method to collect…

Ideological and organizational components of differing public health strategies for addressing the social determinants of health.

PubMed

Raphael, Dennis; Brassolotto, Julia; Baldeo, Navindra

2015-12-01

Despite a history of conceptual contributions to reducing health inequalities by addressing the social determinants of health (SDH), Canadian governmental authorities have struggled to put these concepts into action. Ontario's-Canada's most populous province-public health scene shows a similar pattern. In statements and reports, governmental ministries, professional associations and local public health units (PHUs) recognize the importance of these issues, yet there has been varying implementation of these concepts into public health activity. The purpose of this study was to gain insight into the key features responsible for differences in SDH-related activities among local PHUs. We interviewed Medical Officers of Health (MOH) and key staff members from nine local PHUs in Ontario varying in SDH activity as to their understandings of the SDH, public health's role in addressing the SDH, and their units' SDH-related activities. We also reviewed their unit's documents and their organizational structures in relation to acting on the SDH. Three clusters of PHUs are identified based on their SDH-related activities: service-delivery-oriented; intersectoral and community-based; and public policy/public education-focused. The two key factors that differentiate PHUs are specific ideological commitments held by MOHs and staff and the organizational structures established to carry out SDH-related activities. The ideological commitments and the organizational structures of the most active PHUs showed congruence with frameworks adopted by national jurisdictions known for addressing health inequalities. These include a structural analysis of the SDH and a centralized organizational structure that coordinates SDH-related activities. © The Author (2014). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

[Emergency eye care in French university hospitals].

PubMed

Bourges, J-L

2018-03-01

The patient's request for urgent care in ophthalmology (PRUCO) at health care centers is constantly growing. In France, university hospitals are managing 75% of these cases. We sought to quantify PRUCO referred to French university hospital emergency units as well as to approach the structure and the territorial distribution of emergency eye care provided by French university hospitals. We conducted a quick cross-sectional survey sent to the 32 metropolitan and overseas French university hospitals. It inquired for each hospital whether emergency eye care units were available, whether ophthalmologists were on duty or on call overnight and how many PRUCO were managed in 2016. The 32 university hospitals completed the survey. A total of 398650 PRUCO were managed in French university hospitals in 2016. The emergency unit was exclusively dedicated to eye care for 70% of the hospitals, with 47% (15/32) of them employing an ophthalmologist on duty overnight. Every hospital but one had at least one ophthalmologist on call. The city of Paris set aside, university hospitals took care of an annual mean of 9000 PRUCO (min=500; max=32,250). The 32 French university hospitals are actively responding to patient's requests for urgent care in ophthalmology with very heterogeneous patient volumes and organizational systems. Half of them employ ophthalmologists on duty. Copyright © 2018 Elsevier Masson SAS. All rights reserved.

Identification of an Adaptable Computer Program Design for Analyzing a Modular Organizational Assessment Instrument.

DTIC Science & Technology

1981-09-01

ber) Survey-guided development Organizational effectiveness Computer program Organizational diagnosis Management 20. ABSTRACT (Continue an reverse...Army. Doctoral dissertation, Purdue University, December 1977. (DTIC AD-A059-542) Bowers, D. G. Organizational diagnosis : A review and a proposed method...G. E. Compara- tive issues and methods in organizational diagnosis . Ann Arbor MI: Institute for Social Research, University of Michigan, November 1977

The Relationship between University Students' Academic Achievement and Perceived Organizational Image

ERIC Educational Resources Information Center

Polat, Soner

2011-01-01

The purpose of present study was to determine the relationship between university students' academic achievement and perceived organizational image. The sample of the study was the senior students at the faculties and vocational schools in Umuttepe Campus at Kocaeli University. Because the development of organizational image is a long process, the…

Context matters: the impact of unit leadership and empowerment on nurses' organizational commitment.

PubMed

Laschinger, Heather K Spence; Finegan, Joan; Wilk, Piotr

2009-05-01

The aim of this study was to test a multilevel model linking unit-level leader-member exchange quality and structural empowerment to nurses' psychological empowerment and organizational commitment at the individual level of analysis. Few studies have examined the contextual effects of unit leadership on individual nurse outcomes. Workplace empowerment has been related to retention outcomes such as organizational commitment in several studies, but few have studied the impact of specific unit characteristics within which nurses work on these outcomes. We surveyed 3,156 nurses in 217 hospital units to test the multilevel model. A multilevel path analysis revealed significant individual and contextual effects on nurses' organizational commitment. Both unit-level leader-member exchange quality and structural empowerment had significant direct effects on individual-level psychological empowerment and organizational commitment. Psychological empowerment mediated the relationship between core self-evaluations and organizational commitment at the individual level of analysis. The contextual effects of positive supervisor relationships and their influence on empowering working conditions at the unit level and, subsequently, nurses' organizational commitment highlight the importance of leadership for creating conditions that result in a committed nursing workforce.

Pathways to the Professoriate: The Role of Self, Others, and Environment in Shaping Academic Career Aspirations

ERIC Educational Resources Information Center

Lindholm, Jennifer A.

2004-01-01

The findings reported here are part of a larger study that examined how faculty view the linkages between themselves and their institutional work environments; how they create a sense of personal space and belonging within their academic units and the larger university; and how their self-perceptions of organizational fit affect their professional…

Assumptions about Communication: Impact on Teaching and Teacher Preparation. Communication Theory and Instructional Theory. [and] The Goals of Communication Teacher Education: A University Perspective.

ERIC Educational Resources Information Center

Friedrich, Gustav W.

There are two philosophies concerning how teachers might best facilitate their students' acquisition of communication competence. The first, a skills-oriented philosophy, adopts a building-block approach to the acquisition of communication competence. Organizationally, a public speaking course might start with a unit on analyzing audience and…

IT Governance as an Institutionalized Organizational Response in Higher Education: Case Studies of Three Public Universities in the United States

ERIC Educational Resources Information Center

Winston, Evelyn E.

2010-01-01

The changes in the environment of higher education related to globalization, immigration, rising social-economic inequality, the knowledge economy and cultural identity (Benjamin, 2003; Collis, 2003) are requiring institutions to make some basic strategic choices. One of these decisions is the extent to which institutions of higher education will…

45 CFR 5b.9 - Disclosure of records.

Code of Federal Regulations, 2010 CFR

2010-10-01

... individual, organizational unit or class of individuals or organizational units to whom the record may be... individual's records to unspecified individuals or organizational units will not be honored. The subject... or to an instrumentality of any governmental jurisdiction within or under the control of the United...

Information Technology Governance Domains in Hospitals: A Case Study in Iran

PubMed Central

Shahi, Mehraban; Sadoughi, Farahnaz; Ahmadi, Maryam

2015-01-01

IT governance is a set of organizational structures ensuring decision-making rights and responsibilities with regard to the organization’s IT assets. This qualitative study was carried out to identify the IT governance domains in teaching hospitals affiliated to Iran University of Medical Sciences. There were 10 heads of IT departments and 10 hospital directors. Semi structured interviews used for data collection. To analyze the data content analysis was applied. All the interviewees (100%) believed that decisions upon hospital software needs could be made in a decentralized fashion by the IT department of the university. Most of the interviewees (90%) believed that there were policies for logistics and maintenance of networks, purchase and maintenance, standards and general policies in the direction of the policies of the ministry of health and medical education. About 80% of the interviewees believed that the current emphasis of the hospital’s IT unit and the hospital management for outsourcing of services were in the format of specialized contracts and under supervision of the university Statistic and IT department. A hospital strategic committee is an official organizational group consisting of hospital executives, heads of IT and multiple functional areas and business units in a hospital. In this committee, “the head of hospital” acts as the director of IT activities and ensures that IT strategies are alignment with the hospital business strategies. PMID:25948446

Information technology governance domains in hospitals: a case study in Iran.

PubMed

Shahi, Mehraban; Sadoughi, Farahnaz; Ahmadi, Maryam

2014-11-30

IT governance is a set of organizational structures ensuring decision-making rights and responsibilities with regard to the organization's IT assets. This qualitative study was carried out to identify the IT governance domains in teaching hospitals affiliated to Iran University of Medical Sciences. There were 10 heads of IT departments and 10 hospital directors. Semi structured interviews used for data collection. To analyze the data content analysis was applied. All the interviewees (100%) believed that decisions upon hospital software needs could be made in a decentralized fashion by the IT department of the university. Most of the interviewees (90%) believed that there were policies for logistics and maintenance of networks, purchase and maintenance, standards and general policies in the direction of the policies of the ministry of health and medical education. About 80% of the interviewees believed that the current emphasis of the hospital's IT unit and the hospital management for outsourcing of services were in the format of specialized contracts and under supervision of the university Statistic and IT department. A hospital strategic committee is an official organizational group consisting of hospital executives, heads of IT and multiple functional areas and business units in a hospital. In this committee, "the head of hospital" acts as the director of IT activities and ensures that IT strategies are alignment with the hospital business strategies.

How Organizational Culture as Perceived by Senior Administrators Influences the Adoption of Information Technology Systems in Two 4-Year Public Universities

ERIC Educational Resources Information Center

O'Neill, David Edward

2012-01-01

The purpose of this study was to investigate the relationship between university culture, organizational characteristics, and central IT systems adoption within two four-year public universities. A qualitative multi-case methodology was used to examine the influence of organizational cultures and characteristics on personal perceptions, actions,…

Survey of organizational research climates in three research intensive, doctoral granting universities.

PubMed

Wells, James A; Thrush, Carol R; Martinson, Brian C; May, Terry A; Stickler, Michelle; Callahan, Eileen C; Klomparens, Karen L

2014-12-01

The Survey of Organizational Research Climate (SOuRCe) is a new instrument that assesses dimensions of research integrity climate, including ethical leadership, socialization and communication processes, and policies, procedures, structures, and processes to address risks to research integrity. We present a descriptive analysis to characterize differences on the SOuRCe scales across departments, fields of study, and status categories (faculty, postdoctoral scholars, and graduate students) for 11,455 respondents from three research-intensive universities. Among the seven SOuRCe scales, variance explained by status and fields of study ranged from 7.6% (Advisor-Advisee Relations) to 16.2% (Integrity Norms). Department accounted for greater than 50% of the variance explained for each of the SOuRCe scales, ranging from 52.6% (Regulatory Quality) to 80.3% (Integrity Inhibitors). It is feasible to implement this instrument in large university settings across a broad range of fields, department types, and individual roles within academic units. Published baseline results provide initial data for institutions using the SOuRCe who wish to compare their own research integrity climates. © The Author(s) 2014.

15 CFR 23.7 - Notice to Department of Commerce organizational units of implementation and procedures.

Code of Federal Regulations, 2010 CFR

2010-01-01

... organizational units of implementation and procedures. 23.7 Section 23.7 Commerce and Foreign Trade Office of the... Department of Commerce organizational units of implementation and procedures. Following are roles and...) Otherwise determine and control the use of missing children materials and information by the Operating Unit...

Summer Session Organizational Models at Canadian Universities

ERIC Educational Resources Information Center

Kops, Bill

2010-01-01

The issue of summer session organizational models continues to be of interest to summer session deans/directors and university administrators. The University of Victoria surveyed Canadian universities on this issue in 1994. Based on a similar survey done in 2009, this paper updates the status of Canadian university summer session organizational…

School Organizational Innovative Indicators for Technical Universities and Institutes

ERIC Educational Resources Information Center

Chen, Su-Chang; Hsiao, Hsi-Chi; Chang, Jen-Chia; Shen, Chien-Hua; Chou, Chun-Mei

2010-01-01

This study aimed to construct the organizational innovation indicators of technical universities and institutes. This study held a group discussion and expert focus meeting and afterward, this study generalized seven facets of school organizational innovation: leadership innovation, administration innovation, student guidance and activity…

Using community-based participatory research and organizational diagnosis to characterize relationships between community leaders and academic researchers.

PubMed

Wang, Karen H; Ray, Natasha J; Berg, David N; Greene, Ann T; Lucas, Georgina; Harris, Kenn; Carroll-Scott, Amy; Tinney, Barbara; Rosenthal, Marjorie S

2017-09-01

Sustaining collaborations between community-based organization leaders and academic researchers in community-engaged research (CEnR) in the service of decreasing health inequities necessitates understanding the collaborations from an inter-organizational perspective. We assessed the perspectives of community leaders and university-based researchers conducting community-engaged research in a medium-sized city with a history of community-university tension. Our research team, included experts in CEnR and organizational theory, used qualitative methods and purposeful, snowball sampling to recruit local participants and performed key informant interviews from July 2011-May 2012. A community-based researcher interviewed 11 community leaders, a university-based researcher interviewed 12 university-based researchers. We interviewed participants until we reached thematic saturation and performed analyses using the constant comparative method. Unifying themes characterizing community leaders and university-based researchers' relationships on the inter-organizational level include: 1) Both groups described that community-engaged university-based researchers are exceptions to typical university culture; 2) Both groups described that the interpersonal skills university-based researchers need for CEnR require a change in organizational culture and training; 3) Both groups described skepticism about the sustainability of a meaningful institutional commitment to community-engaged research 4) Both groups described the historical impact on research relationships of race, power, and privilege, but only community leaders described its persistent role and relevance in research relationships. Challenges to community-academic research partnerships include researcher interpersonal skills and different perceptions of the importance of organizational history. Solutions to improve research partnerships may include transforming university culture and community-university discussions on race, power, and privilege.

Power Experienced by Women as Described by Chief Academic Officers at Women's Colleges and Universities in the United States

ERIC Educational Resources Information Center

Dustrud, Stephanine A. Martin

2012-01-01

Power is embedded within all aspects of human experience and has been a fundamental constituent in social systems since the beginning of recorded history. Power exists in every organization and evolves as the culture of the organization exerts its influence. Organizational structures and systems dictate the elements of power, its use, and its…

Hold Firm or Adapt? An Empirical Examination of the Institutional Appeal Implications of Maintaining the Liberal Arts College Identity

ERIC Educational Resources Information Center

Hoskins, Jake D.; Brown, Benton A.

2017-01-01

The institutional appeal implications of organizational strategy decisions to hold firm or to adapt on key tactical factors are analyzed in a cross-sectional analysis of the top 100 Liberal Arts Colleges, compared against a similar analysis of the top 100 Research Universities in the United States. This analysis is motivated by the well-documented…

[Organizational commitment and job satisfaction: an exploratory study in family health units in Portugal].

PubMed

Pereira, Isabel; Veloso, Ana; Silva, Isabel Soares; Costa, Patricio

2017-05-18

This study explored the relationship between organizational commitment and job satisfaction among workers in family health units. Six family health units in the North of Portugal participated, including 105 health professionals (physicians, nurses, and clinical secretaries). The study used the Portuguese adaptations of the Organizational Commitment Scale by Meyer & Allen (1997) and the Job Satisfaction Survey (Spector, 1985). The results suggest a positive association between organizational commitment and job satisfaction. The professionals are moderately satisfied and committed to the family health units; the most satisfactory aspects are the nature of the work, relationship to coworkers, and communication, while pay is the most unsatisfactory. The affective component of the commitment appears, highlighting the professionals' involvement in (and identification with) the family health units project. The linear regression model proved significant, and organizational commitment explains 22.7% of the variance in job satisfaction. For this sample, organizational commitment predicts job satisfaction.

[Organization of clinical emergency units. Mission and environmental factors determine the organizational concept].

PubMed

Genewein, U; Jakob, M; Bingisser, R; Burla, S; Heberer, M

2009-02-01

Mission and organization of emergency units were analysed to understand the underlying principles and concepts. The recent literature (2000-2007) on organizational structures and functional concepts of clinical emergency units was reviewed. An organizational portfolio based on the criteria specialization (presence of medical specialists on the emergency unit) and integration (integration of the emergency unit into the hospital structure) was established. The resulting organizational archetypes were comparatively assessed based on established efficiency criteria (efficiency of resource utilization, process efficiency, market efficiency). Clinical emergency units differ with regard to autonomy (within the hospital structure), range of services and service depth (horizontal and vertical integration). The "specialization"-"integration"-portfolio enabled the definition of typical organizational patterns (so-called archetypes): profit centres primarily driven by economic objectives, service centres operating on the basis of agreements with the hospital board, functional clinical units integrated into medical specialty units (e.g., surgery, gynaecology) and modular organizations characterized by small emergency teams that would call specialists immediately after triage and initial diagnostic. There is no "one fits all" concept for the organization of clinical emergency units. Instead, a number of well characterized organizational concepts are available enabling a rational choice based on a hospital's mission and demand.

Organizational Communication and Culture: A Study of 10 Italian High-Technology Companies.

ERIC Educational Resources Information Center

Morley, Donald Dean; Shockley-Zalabak, Pamela; Cesaria, Ruggero

1997-01-01

Tests in international environments models previously developed within United States high-technology organizations. Demonstrates that relationships among organizational culture themes, employee values, organizational communication activities, and perceptions of a variety of organizational outcomes are similar but not identical for United States…

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences.

PubMed

Azizollah, Arbabisarjou; Abolghasem, Farhang; Mohammad Amin, Dadgar

2015-12-14

Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences.  This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach's Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P<0.05. The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

PubMed Central

Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

2016-01-01

Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P<0.05. Findings: The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

Excellence in Research: Creative Organizational Responses at Berkeley, Harvard, MIT, and Stanford. ASHE 1985 Annual Meeting Paper.

ERIC Educational Resources Information Center

Gardiner, John J.

Research environments of four leading universities were studied: University of California at Berkeley (UC-Berkeley), Harvard University, Massachusetts Institute of Technology (MIT), and Stanford University. Attention was directed to organizational responses for encouraging collaboration in research at these leading universities, as well as to…

34 CFR 5b.9 - Disclosure of records.

Code of Federal Regulations, 2011 CFR

2011-07-01

... own initiative, shall be in writing. The consent shall specify the individual, organizational unit or class of individuals or organizational units to whom the record may be disclosed, which record may be... unspecified individuals or organizational units will not be honored. The subject individual's identity and...

Budgeting and Organizational Trust in Canadian Universities

ERIC Educational Resources Information Center

Simmons, Cynthia V.

2012-01-01

The purpose of this research was to investigate the relationship between budget processes and levels of organizational trust in universities. A series of semi-structured interviews were conducted with senior administrative personnel in universities across Canada. A relationship was found to exist between university administrators' level of…

28 CFR 19.6 - Responsibility of DOJ organizational units for program implementation and implementation procedures.

Code of Federal Regulations, 2010 CFR

2010-07-01

... consent to use the photograph and biographical information. See 28 CFR 0.1, Organizational Structure of... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Responsibility of DOJ organizational... Responsibility of DOJ organizational units for program implementation and implementation procedures. (a) The...

45 CFR 302.12 - Single and separate organizational unit.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 2 2011-10-01 2011-10-01 false Single and separate organizational unit. 302.12... (CHILD SUPPORT ENFORCEMENT PROGRAM), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES STATE PLAN REQUIREMENTS § 302.12 Single and separate organizational unit. (a) The State...

Italian Universities and the Third Mission: A Longitudinal Analysis of Organizational and Educational Evolution towards the "Entrepreneurial University"

ERIC Educational Resources Information Center

Riviezzo, Angelo; Napolitano, Maria Rosaria

2010-01-01

This paper examines the diffusion of entrepreneurial activities among Italian universities, the evolution of the organizational models implemented to facilitate such activities and the commitment of the universities to the Third Mission of social and economic development. As previous analyses have shown, Italian universities have only recently…

Organizational Politics in the News--University Dissent: Power Play or Whistleblowing?

ERIC Educational Resources Information Center

Yoder, Sharon Logsdon; Brenner, Donald J.

Challenge to organizational authority, publicly presented in the local newspaper, can be either enlightening or trying for organizational managers and their public relations staff, depending on their viewpoint. Using a large public university as the organization, a study looked at these challenges and at what factors determine whether an…

Organizational Mechanisms and Practice of Innovative Talents Cultivation in Local Colleges--A Case Study of Hubei University

ERIC Educational Resources Information Center

Hu, Xin; Wan, Hong; Yang, Dejin; Shen, Xi

2018-01-01

The organizational mechanisms of innovative talents cultivation in Hubei University are as follows. Firstly, make top-level design on organizational administration such as improving the organization structure, setting up a committee of teaching instruction, establishing the mechanism of coordinative cultivation. Secondly, carry out a series of…

Faculty Perceptions of Organizational Culture and Collegiality at Protestant Christian Universities in the Pacific Northwest

ERIC Educational Resources Information Center

Johnson, Jamie R.

2013-01-01

This study focused on faculty perceptions of organizational culture and collegiality at denominationally affiliated Christian colleges and universities in the Pacific Northwest. It was found that while faculty members perceive tension around their experience of organizational culture, the extent of their relationships as cultivated through formal…

Perception of the Effect of Leadership Styles on Organizational Commitment at Tribal Colleges and Universities

ERIC Educational Resources Information Center

Mathern, Amber M.

2016-01-01

This study was conducted to determine if a relationship exists between the perceived leadership style of supervisors and the organizational commitment level of the subordinate employees within Tribal Colleges and Universities (TCUs). Additionally, the study examined whether a difference exists in the organizational commitment levels of TCU…

Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

PubMed

Abou Hashish, Ebtsam Aly

2017-03-01

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses' commitment and satisfaction and decreasing their turnover intention.

34 CFR 361.13 - State agency for administration.

Code of Federal Regulations, 2010 CFR

2010-07-01

... least 90 percent of whom are employed full time on the rehabilitation work of the organizational unit; and (iv) Is located at an organizational level and has an organizational status within the State agency comparable to that of other major organizational units of the agency. (2) In the case of a State...

Nursing management and organizational ethics in the intensive care unit.

PubMed

Wlody, Ginger Schafer

2007-02-01

This article describes organizational ethics issues involved in nursing management of an intensive care unit. The intensive care team and medical center management have the dual responsibility to create an ethical environment in which to provide optimum patient care. Addressing organizational ethics is key to creating that ethical environment in the intensive care unit. During the past 15-20 yrs, increasing costs in health care, competitive markets, the effect of high technology, and global business changes have set the stage for business and healthcare organizational conflicts that affect the ethical environment. Studies show that critical care nurses experience moral distress and are affected by the ethical climate of both the intensive care unit and the larger organization. Thus, nursing moral distress may result in problems related to recruitment and retention of staff. Other issues with organizational ethics ramifications that may occur in the intensive care unit include patient safety issues (including those related to disruptive behavior), intensive care unit leadership style, research ethics, allocation of resources, triage, and other economic issues. Current organizational ethics conflicts are discussed, a professional practice model is described, and multidisciplinary recommendations are put forth.

Organizational Learning to Implementation: Development of Post-Secondary Online Degree Programs

ERIC Educational Resources Information Center

Davis, Kirk Alan

2011-01-01

The purpose of this study was to analyze organizational learning and the facilitating factors and critical elements for development of post-secondary distance education and online degree programs at three universities in Hawaii: University of Hawaii at Hilo (public), Hawaii Pacific University and Chaminade University (both private). The researcher…

Theorizing University Identity Development: Multiple Perspectives and Common Goals

ERIC Educational Resources Information Center

MacDonald, Ginger Phillips

2013-01-01

Universities articulate their identities during moments of organizational change. The process of development of university identity is herein explored from multiple theoretical strands: (a) industrial/organizational psychology, (b) human development/social psychology, (c) marketing, and (d) postmodern sociological. This article provides an…

Error Management Practices Interacting with National and Organizational Culture: The Case of Two State University Departments in Turkey

ERIC Educational Resources Information Center

Göktürk, Söheyda; Bozoglu, Oguzhan; Günçavdi, Gizem

2017-01-01

Purpose: Elements of national and organizational cultures can contribute much to the success of error management in organizations. Accordingly, this study aims to consider how errors were approached in two state university departments in Turkey in relation to their specific organizational and national cultures. Design/methodology/approach: The…

The Construction of an Organizational Climate Description Questionnaire for Academic Departments in Colleges and Universities.

ERIC Educational Resources Information Center

Borrevik, Berge Andrew, Jr.

The purpose of this investigation was to construct an Organizational Climate Description Questionnaire-Higher Education that would permit portrayal of the organizational climate of academic departments within colleges and universities. Data collected from the completion of pilot and research instruments was obtained from the faculty members in 72…

Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences.

PubMed

Khiavi, Farzad Faraji; Dashti, Rezvan; Mokhtari, Saeedeh

2016-03-01

Individual characteristics are important factors influencing organizational commitment. Also, committed human resources can lead organizations to performance improvement as well as personal and organizational achievements. This research aimed to determine the association between organizational commitment and personality traits among faculty members of Ahvaz Jundishapur University of Medical Sciences. the research population of this cross-sectional study was the faculty members of Ahvaz Jundishapur University of Medical Sciences (Ahvaz, Iran). The sample size was determined to be 83. Data collection instruments were the Allen and Meyer questionnaire for organizational commitment and Neo for characteristics' features. The data were analyzed through Pearson's product-moment correlation and the independent samples t-test, ANOVA, and simple linear regression analysis (SLR) by SPSS. Continuance commitment showed a significant positive association with neuroticism, extroversion, agreeableness, and conscientiousness. Normative commitment showed a significant positive association with conscientiousness and a negative association with extroversion (p = 0.001). Openness had a positive association with affective commitment. Openness and agreeableness, among the five characteristics' features, had the most effect on organizational commitment, as indicated by simple linear regression analysis. Faculty members' characteristics showed a significant association with their organizational commitment. Determining appropriate characteristic criteria for faculty members may lead to employing committed personnel to accomplish the University's objectives and tasks.

Organizational Development and the Marine Corps: are We Too Unique to Need It

DTIC Science & Technology

1979-12-01

KNlý, Raymond M./ Belongie e~ ~ ~~fJ cJaok*979 hesis Advisor: CDR Richard A. McGonigal Approved for public release; distribution unlimited =380 3 I0023 i...MUMANSt. Raymond M. Belongie 04I, EORMING4 ORGA.NIZATION NAME AMC% A 10~. P~G1Aj7M1 T.MNIPCJ T TASK Naval Posgaut School ARISA WRIC UNIT NPUMISIS Monterey...DEVELOPMENT AND THE MARINE CORPS: ARE WE TOO UNIQUE TO NEED IT? by Raymond M. Belongie Major, United States Marine Corps B.S.e University of Wisconsin-Oshkosh

Rationale for Students' Participation in University Governance and Organizational Effectiveness in Ekiti and Ondo States, Nigeria

ERIC Educational Resources Information Center

Akomolafe, C. O.; Ibijola, E. Y.

2012-01-01

The study investigated the rationale for students' participation in university governance and organizational effectiveness. A descriptive research of survey design was adopted. The population consisted of all staff and students of Ekiti State University, Ado Ekiti, Ekiti State and Adekunle Ajasin University, Akungba-Akoko, Ondo State. 700 subjects…

Effect of Learning Organization Perception to the Organizational Commitment: A Comparison between Private and Public University

ERIC Educational Resources Information Center

Balay, Refik

2012-01-01

This research aims to examine the impact of faculty members' learning organization perceptions to the organizational commitment through quantitative method. The study group consists of 172 faculty members working in two universities, which are private (Zirve University) and public (Harran University) ones. The research results show that faculty…

Organizational Models and Mythologies of the American Research University. ASHE 1986 Annual Meeting Paper.

ERIC Educational Resources Information Center

Alpert, Daniel

Features of the matrix model of the research university and myths about the academic enterprise are described, along with serious dissonances in the U.S. university system. The linear model, from which the matrix model evolved, describes the university's structure, perceived mission, and organizational behavior. A matrix model portrays in concise,…

Development and validation of the Survey of Organizational Research Climate (SORC).

PubMed

Martinson, Brian C; Thrush, Carol R; Lauren Crain, A

2013-09-01

Development and targeting efforts by academic organizations to effectively promote research integrity can be enhanced if they are able to collect reliable data to benchmark baseline conditions, to assess areas needing improvement, and to subsequently assess the impact of specific initiatives. To date, no standardized and validated tool has existed to serve this need. A web- and mail-based survey was administered in the second half of 2009 to 2,837 randomly selected biomedical and social science faculty and postdoctoral fellows at 40 academic health centers in top-tier research universities in the United States. Measures included the Survey of Organizational Research Climate (SORC) as well as measures of perceptions of organizational justice. Exploratory and confirmatory factor analyses yielded seven subscales of organizational research climate, all of which demonstrated acceptable internal consistency (Cronbach's α ranging from 0.81 to 0.87) and adequate test-retest reliability (Pearson r ranging from 0.72 to 0.83). A broad range of correlations between the seven subscales and five measures of organizational justice (unadjusted regression coefficients ranging from 0.13 to 0.95) document both construct and discriminant validity of the instrument. The SORC demonstrates good internal (alpha) and external reliability (test-retest) as well as both construct and discriminant validity.

Development and Validation of the Survey of Organizational Research Climate (SORC)

PubMed Central

Martinson, Brian C.; Thrush, Carol R.; Crain, A. Lauren

2012-01-01

Background Development and targeting efforts by academic organizations to effectively promote research integrity can be enhanced if they are able to collect reliable data to benchmark baseline conditions, to assess areas needing improvement, and to subsequently assess the impact of specific initiatives. To date, no standardized and validated tool has existed to serve this need. Methods A web- and mail-based survey was administered in the second half of 2009 to 2,837 randomly selected biomedical and social science faculty and postdoctoral fellows at 40 academic health centers in top-tier research universities in the United States. Measures included the Survey of Organizational Research Climate (SORC) as well as measures of perceptions of organizational justice. Results Exploratory and confirmatory factor analyses yielded seven subscales of organizational research climate, all of which demonstrated acceptable internal consistency (Cronbach’s α ranging from 0.81 to 0.87) and adequate test-retest reliability (Pearson r ranging from 0.72 to 0.83). A broad range of correlations between the seven subscales and five measures of organizational justice (unadjusted regression coefficients ranging from .13 to .95) document both construct and discriminant validity of the instrument. Conclusions The SORC demonstrates good internal (alpha) and external reliability (test-retest) as well as both construct and discriminant validity. PMID:23096775

Staff Nurses’ Perceptions and Experiences about Structural Empowerment: A Qualitative Phenomenological Study

PubMed Central

Van Bogaert, Peter; Peremans, Lieve; Diltour, Nadine; Van heusden, Danny; Dilles, Tinne; Van Rompaey, Bart; Havens, Donna Sullivan

2016-01-01

The aim of the study reported in this article was to investigate staff nurses’ perceptions and experiences about structural empowerment and perceptions regarding the extent to which structural empowerment supports safe quality patient care. To address the complex needs of patients, staff nurse involvement in clinical and organizational decision-making processes within interdisciplinary care settings is crucial. A qualitative study was conducted using individual semi-structured interviews of 11 staff nurses assigned to medical or surgical units in a 600-bed university hospital in Belgium. During the study period, the hospital was going through an organizational transformation process to move from a classic hierarchical and departmental organizational structure to one that was flat and interdisciplinary. Staff nurses reported experiencing structural empowerment and they were willing to be involved in decision-making processes primarily about patient care within the context of their practice unit. However, participants were not always fully aware of the challenges and the effect of empowerment on their daily practice, the quality of care and patient safety. Ongoing hospital change initiatives supported staff nurses’ involvement in decision-making processes for certain matters but for some decisions, a classic hierarchical and departmental process still remained. Nurses perceived relatively high work demands and at times viewed empowerment as presenting additional. Staff nurses recognized the opportunities structural empowerment provided within their daily practice. Nurse managers and unit climate were seen as crucial for success while lack of time and perceived work demands were viewed as barriers to empowerment. PMID:27035457

Staff Nurses' Perceptions and Experiences about Structural Empowerment: A Qualitative Phenomenological Study.

PubMed

Van Bogaert, Peter; Peremans, Lieve; Diltour, Nadine; Van heusden, Danny; Dilles, Tinne; Van Rompaey, Bart; Havens, Donna Sullivan

2016-01-01

The aim of the study reported in this article was to investigate staff nurses' perceptions and experiences about structural empowerment and perceptions regarding the extent to which structural empowerment supports safe quality patient care. To address the complex needs of patients, staff nurse involvement in clinical and organizational decision-making processes within interdisciplinary care settings is crucial. A qualitative study was conducted using individual semi-structured interviews of 11 staff nurses assigned to medical or surgical units in a 600-bed university hospital in Belgium. During the study period, the hospital was going through an organizational transformation process to move from a classic hierarchical and departmental organizational structure to one that was flat and interdisciplinary. Staff nurses reported experiencing structural empowerment and they were willing to be involved in decision-making processes primarily about patient care within the context of their practice unit. However, participants were not always fully aware of the challenges and the effect of empowerment on their daily practice, the quality of care and patient safety. Ongoing hospital change initiatives supported staff nurses' involvement in decision-making processes for certain matters but for some decisions, a classic hierarchical and departmental process still remained. Nurses perceived relatively high work demands and at times viewed empowerment as presenting additional. Staff nurses recognized the opportunities structural empowerment provided within their daily practice. Nurse managers and unit climate were seen as crucial for success while lack of time and perceived work demands were viewed as barriers to empowerment.

Human and Organizational Risk Modeling: Critical Personnel and Leadership in Network Organizations

DTIC Science & Technology

2006-08-01

NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) Carnegie Mellon University,School of Computer...Science,Pittsburgh,PA,15213 8. PERFORMING ORGANIZATION REPORT NUMBER 9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSOR/MONITOR’S...organization can help improve performance and protect against the risk of loss. But the study of critical personnel has traditionally used static structural

Understanding Catholic Universities' Organizational Identity: Perspectives from University Leaders

ERIC Educational Resources Information Center

Hickey, Suzanne M.

2012-01-01

Since the 1960s, American Catholic social institutions have struggled with issues related to their organizational and religious identities (Dosen, 2009; Gallin, 2000; Weakland, 1994). For Catholic colleges and universities, these issues are evidenced by the difficulty some institutions have with being readily able to recognize their distinctive…

The Analysis of Organizational Diagnosis on Based Six Box Model in Universities

ERIC Educational Resources Information Center

Hamid, Rahimi; Siadat, Sayyed Ali; Reza, Hoveida; Arash, Shahin; Ali, Nasrabadi Hasan; Azizollah, Arbabisarjou

2011-01-01

Purpose: The analysis of organizational diagnosis on based six box model at universities. Research method: Research method was descriptive-survey. Statistical population consisted of 1544 faculty members of universities which through random strafed sampling method 218 persons were chosen as the sample. Research Instrument were organizational…

Organizational Identity as a Concept for Understanding University Dynamics

ERIC Educational Resources Information Center

Stensaker, Bjørn

2015-01-01

Universities are often portrayed as, and have been found to be, quite stable organizational forms where it is difficult to initiate and implement change. However, numerous empirical studies have also found that universities are undoubtedly changing both due to internal developments and external dynamics. The paper explores this seemingly…

Organizational Behavior Analysis Focusing on the University of Texas System

ERIC Educational Resources Information Center

Terry, Bobby K.

2011-01-01

This project analyzes the organizational behavior of the University of Texas System. The University of Texas System is comprised of nine academic and six health institutions. The University of Texas System has over 85,000 employees; the student enrollment is 202,240 with a budget of $2.25 billion dollars. This project has a total of four parts and…

Relationship Between Cybernetics Management and Organizational Trust Among Librarians of Mazandaran University of Medical Sciences.

PubMed

Ghiasi, Mitra; Shahrabi, Afsaneh; Siamian, Hasan

2017-12-01

Organization must keep current skills, abilities, and in the current field of competition, and move one step ahead of other competitors; for this purpose, must be a high degree of trust inside the organization. Cybernetic management is a new approach in management of organizations that its main task according to internal issues. This study aimed to investigate the relationship between cybernetics management and organizational trust among librarians of Mazandaran University of Medical Sciences. This is applied and analytical survey. which its population included all librarians of Mazandaran University of Medical Sciences, amounting to 42 people which were selected by census and participated in this research. There has no relationship between components of Cybernetics management (participative decision making, commitment, pay equity, Correct flow of information, develop a sense of ownership, online education) with organizational trust amongst librarians of Mazandaran University of Medical Sciences. And there has a significant relationship between flat Structure of cybernetics management and organizational trust. For data analysis was used Kolmogorov-Smirnov test and linear regression. There is no significant relationship between Cybernetic management and organizational trust amongst librarians of Mazandaran University of Medical Sciences.

Relationship Between Cybernetics Management and Organizational Trust Among Librarians of Mazandaran University of Medical Sciences

PubMed Central

Ghiasi, Mitra; Shahrabi, Afsaneh; Siamian, Hasan

2017-01-01

Background and purpose: Organization must keep current skills, abilities, and in the current field of competition, and move one step ahead of other competitors; for this purpose, must be a high degree of trust inside the organization. Cybernetic management is a new approach in management of organizations that its main task according to internal issues. This study aimed to investigate the relationship between cybernetics management and organizational trust among librarians of Mazandaran University of Medical Sciences. Materials and methods: This is applied and analytical survey. which its population included all librarians of Mazandaran University of Medical Sciences, amounting to 42 people which were selected by census and participated in this research. Results: There has no relationship between components of Cybernetics management (participative decision making, commitment, pay equity, Correct flow of information, develop a sense of ownership, online education) with organizational trust amongst librarians of Mazandaran University of Medical Sciences. And there has a significant relationship between flat Structure of cybernetics management and organizational trust. For data analysis was used Kolmogorov-Smirnov test and linear regression. Conclusion: There is no significant relationship between Cybernetic management and organizational trust amongst librarians of Mazandaran University of Medical Sciences. PMID:29284914

Effects of the Educational Leadership of Nursing Unit Managers on Team Effectiveness: Mediating Effects of Organizational Communication.

PubMed

Choi, Eun Ha; Kim, Eun-Kyung; Kim, Pil Bong

2018-03-31

EDUCATIONAL LEADERSHIP OF NURSING UNIT MANAGERS ON TEAM EFFECTIVENESS: Mediating Effects of Organizational Communication Satisfaction. This study identifies the effects of the educational leadership of nursing unit managers on team effectiveness and the mediating effects of organizational communication satisfaction; it highlights the importance of educational leadership and organizational communication and provides the data needed to enhance the education capacity of managers. The participants were 216 nursing unit managers of staff nurses at a tertiary hospital located in C Region, South Korea, and nurses who had worked for more than six months at the same hospital. This study was conducted using questionnaires on educational leadership, team effectiveness, and organizational communication satisfaction. Data analysis was performed with a t-test, ANOVA, Scheffé, Pearson's correlation coefficient, and simple and multiple regression analyses using SPSS version 23.0. Mediation analysis was tested using Baron and Kenny's regression analysis and a Sobel test. The mean score for the educational leadership of nursing unit managers was 3.74(±0.68); for organizational communication satisfaction, 3.14(±0.51); and for team effectiveness, 3.52(±0.49). Educational leadership was significantly positively correlated with team effectiveness and organizational communication satisfaction. Organizational communication satisfaction demonstrated a complete mediating effect on the relationship between educational leadership and team effectiveness (β=.61, p<.001) and was significant (Sobel test; Z=7.40, p<.001). The results indicate that the educational leadership of nursing unit managers increases communication satisfaction among nurses; this supports the idea that educational leadership can contribute to team effectiveness. This suggests that the educational leadership and communication capacity of nursing unit managers must be improved to enhance the performance of nursing organizations. Copyright © 2018. Published by Elsevier B.V.

[Organizational wellbeing in the health sector: the Piemonte Region experience].

PubMed

Converso, Daniela; Baratti, Alberto

2010-01-01

In 2007, the Health Councillorship of the Piedmont region announced, in convention with the Psychology Department of the University of Turin, of the creation of "Workgroup for Safeguard of Organizational Wellbeing" composed by psychologists, occupational doctors, and superintendents for Prevention and Protection services. This group is aimed at promoting pilot experiences in the Health Units in order to prevent and combat psychosocial discomfort and to sustain workers' wellbeing. A complex intervention started in January 2009 and involved the personnel from Services for the Organization and Development of Human Resources, Personnel Services, Services for Occupational Medicine, Services of Communication, Quality Services, belonging to all of the Health Units from Piedmont, and of some structures operating within the national health service, for a total of 23 work groups. Based on the results produced and/or from the shared reflections in the classroom between the 23 groups, four main themes were singled out, corresponding to different levels and fields of interventions, in order to favour the contrast of psychosocial distress and to promote a culture of wellbeing, were adopted taking into account needs and cultural specificity of different Units' realities. The activities embarked on, inside every main theme represent, in the expectations of all the participants, good practices that could be spread to the different Local Health Units.

A Study of the Organizational Culture at a Higher Education Institution [Case Study: Plekhanov Russian University of Economics (PRUE)

ERIC Educational Resources Information Center

Vasyakin, Bogdan S.; Ivleva, Marina I.; Pozharskaya, Yelena L.; Shcherbakova, Olga I.

2016-01-01

The article offers an analysis of the organizational culture at a higher education institution as in the case of the Plekhanov Russian University of Economics, conducted in order to study the students' involvement in this culture and to draw conclusions as to what organizational culture principles are internalized by the students. The study used…

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

PubMed

Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational stress and wellbeing interventions and suggest that management may need to implement new strategies and/or promote existing stress-management and reduction strategies to academics, and employees whom are either new to the university or those who have been working for the organization for longer periods of time to ensure that they are aware of organizational strategies to promote employee wellbeing and morale within their work environments.

The relationship between organizational culture and family satisfaction in critical care.

PubMed

Dodek, Peter M; Wong, Hubert; Heyland, Daren K; Cook, Deborah J; Rocker, Graeme M; Kutsogiannis, Demetrios J; Dale, Craig; Fowler, Robert; Robinson, Sandra; Ayas, Najib T

2012-05-01

Family satisfaction with critical care is influenced by a variety of factors. We investigated the relationship between measures of organizational and safety culture, and family satisfaction in critical care. We further explored differences in this relationship depending on intensive care unit survival status and length of intensive care unit stay of the patient. Cross-sectional surveys. Twenty-three tertiary and community intensive care units within three provinces in Canada. One thousand two-hundred eighty-five respondents from 2374 intensive care unit clinical staff, and 880 respondents from 1381 family members of intensive care unit patients. None. Intensive care unit staff completed the Organization and Management of Intensive Care Units survey and the Hospital Survey on Patient Safety Culture. Family members completed the Family Satisfaction in the Intensive Care Unit 24, a validated survey of family satisfaction. A priori, we analyzed adjusted relationships between each domain score from the culture surveys and either satisfaction with care or satisfaction with decision-making for each of four subgroups of family members according to patient descriptors: intensive care unit survivors who had length of intensive care unit stay <14 days or >14 days, and intensive care unit nonsurvivors who had length of stay <14 days or ≥14 days. We found strong positive relationships between most domains of organizational and safety culture, and satisfaction with care or decision-making for family members of intensive care unit nonsurvivors who spent at least 14 days in the intensive care unit. For the other three groups, there were only a few weak relationships between domains of organizational and safety culture and family satisfaction. Our findings suggest that the effect of organizational culture on care delivery is most easily detectable by family members of the most seriously ill patients who interact frequently with intensive care unit staff, who are intensive care unit nonsurvivors, and who spend a longer time in the intensive care unit. Positive relationships between measures of organizational and safety culture and family satisfaction suggest that by improving organizational culture, we may also improve family satisfaction.

The motivations, institutions and organization of university-industry collaborations in the Netherlands.

PubMed

Bodas Freitas, Isabel Maria; Verspagen, Bart

2017-01-01

This study builds on the economics and organization literatures to explore whether and how institutions and organizational structure complement or substitute each other to create specific spaces of alignment where specific individual actors' motivations co-exist. Focusing on university-industry collaborations, the study examines whether and how different axes of alignment of university and industry motivations are integrated in projects with specific technological objectives and organizational structures, benefitting from the presence of specific institutions designed to facilitate collaboration. Empirically, the study relies on in-depth data on 30 university-industry collaborations in the Netherlands, and provides preliminary evidence that the technological objective and organizational structure of collaboration are malleable variables allowing the integration of both partners' objectives and expectations. Different institutional incentives for university-industry collaboration favor specific axes of alignment of motivations and certain types of collaborative projects' design. Hence, our exploratory results suggest that specific organizational and technological structures tend to prevail in the presence of specific institutions.

College Identity Sagas: Investigating Organizational Identity Preservation and Diminishment at Lutheran Colleges and Universities

ERIC Educational Resources Information Center

Childers, Eric Sean

2010-01-01

In an increasingly homogeneous higher education landscape where colleges and universities appear more similar than distinctive, does organizational identity still matter? In particular, church-related higher education has experienced seismic shifts since the mid-1960s. The purpose of this study was to investigate three colleges and universities of…

An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees

ERIC Educational Resources Information Center

Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

2008-01-01

Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional…

Gender Differences in Workplace Deviant Behavior of University Teachers and Modification Techniques

ERIC Educational Resources Information Center

Anwar, Muhammad Nadeem; Sarwar, Muhammad; Awan, Riffat-un-Nisa; Arif, Muhammad Irfan

2011-01-01

Any behavior that does not conform to social organizational norms is deviance. This study was conducted to test whether there is any difference in organizational deviance and interpersonal deviance behavior, deviance behavior of male-female university teachers. All teaching staff of the University of Sargodha was target population and for…

Viewing University Leadership Transition through a Socialization Lens: A Qualitative Case Study

ERIC Educational Resources Information Center

Miller, Pete

2006-01-01

The purpose of this study was to describe the organizational socialization process of a university football team that had a new coach. This qualitative examination, rooted in the socialization work of Van Maanen and Schein (1979), lends insight into the personal and organizational characteristics that universities must consider when hiring new…

24 CFR 17.6 - Claims investigation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... such forms, statements, and all necessary supporting papers to the head of the organizational unit... Claims investigation. (a) When a claim has been filed with the Department, the head of the organizational... is received by the head of an organizational unit to which this subpart applies, it shall be...

Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment? A multi-level, cross-sectional study on dentistry in Sweden.

PubMed

Berthelsen, Hanne; Conway, Paul Maurice; Clausen, Thomas

2018-02-01

The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. The study adopts a cross-sectional multi-level design. Data were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working at dental clinics with at least five respondents (n = 900 from 68 units) was included in analyses. A set of Level-2 random intercept models were built to predict individual-level organizational affective commitment and perceived quality of care from unit-level organizational justice climate, controlling for potential confounding by group size, gender, age, and occupation. The results of the empty model showed substantial between-unit variation for both affective commitment (ICC-1 = 0.17) and quality of care (ICC-1 = 0.12). The overall results showed that the shared perception of organizational justice climate at the clinical unit level was significantly associated with perceived quality of care and affective commitment to the organization (p < 0.001). Organizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members' affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support causality in the examined relationships. Intervention research is also recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care and affective commitment.

THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE

PubMed Central

Jahani, Mohammad Ali; Yaminfirooz, Mousa; Siamian, Hasan

2015-01-01

Background: The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran’s universities. Methods: This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran’s public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram. Results: of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran’s libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables. Conclusions: Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries. PMID:26622203

THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE.

PubMed

Jahani, Mohammad Ali; Yaminfirooz, Mousa; Siamian, Hasan

2015-10-01

The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran's universities. This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran's public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram. of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran's libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables. Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries.

Linking nursing unit's culture to organizational effectiveness: a measurement tool.

PubMed

Casida, Jesus

2008-01-01

Organizational culture consists of the deep underlying assumptions, beliefs, and values that are shared by members of the organization and typically operate unconsciously. The four organizational culture traits of the Denison Organizational Culture Model (DOCM) are characteristics of organizational effectiveness, which include adaptability, involvement, consistency, and mission. Effective organizations demonstrate high levels of the four cultural traits which reflect their ability to balance the dynamic tension between the need for stability and the need for flexibility within the organization. The Denison Organizational Culture Survey (DOCS) is a measurement tool that was founded on the theoretical framework of the DOCM, and in the field of business, is one of the most commonly used tools for measuring organizational culture. The DOCS offers a promising approach to operationalizing and measuring the link between organizational culture and organizational effectiveness in the context of nursing units.

Perceptions of Organizational Effectiveness over Organizational Life Cycles.

ERIC Educational Resources Information Center

Cameron, Kim S.; Whetten, David A.

1981-01-01

Student participants at two universities played multisession simulation games involving the development of 18 organizations. Post-session surveys of 583 participants indicated that organizational effectiveness became more important to participants as the organizations developed. This suggests that future organizational effectiveness studies should…

Leadership-organizational culture relationship in nursing units of acute care hospitals.

PubMed

Casida, Jesus; Pinto-Zipp, Genevieve

2008-01-01

The phenomena of leadership and organizational culture (OC) has been defined as the driving forces in the success or failure of an organization. Today, nurse managers must demonstrate leadership behaviors or styles that are appropriate for the constantly changing, complex, and turbulent health care delivery system. In this study, researchers explored the relationship between nurse managers' leadership styles and OC of nursing units within an acute care hospital that had achieved excellent organizational performance as demonstrated by a consistent increase in patient satisfaction ratings. The data from this study support that transformational and transactional contingent reward leaderships as nurse manager leadership styles that are associated with nursing unit OC that have the ability to balance the dynamics of flexibility and stability within their nursing units and are essential for maintaining organizational effectiveness. It is essential for first-line nursing leaders to acquire knowledge and skills on organizational cultural competence.

The Analysis of the Relationship between Organizational Structure and Information Technology (IT): And the Barriers to Its Establishment at the University of Isfahan from the Faculty Member's Viewpoints

ERIC Educational Resources Information Center

Peyman, Yarmohammadzadeh; Mohsen, Allammeh Sayyed; Hassan, Ghalavandi; Aboulghassim, Farhang; Zaman, Ajdari

2011-01-01

The purpose of the present study is to investigate the relationship between organizational structure between IT and the barriers to its establishment in University of Isfahan from faculty member's viewpoints in 2007-2008. The questionnaires were prepared and examined based on the organization dimensions of organizational structures (formality,…

The Impact of Planned Organizational Change on an Academic Library: An MRAP Case Study.

ERIC Educational Resources Information Center

Kuo, Ming-ming Shen

This paper examines the impact of organizational change on a university library. The change process started in 1980 at Ball State University Libraries, Muncie, Indiana, with the initiation of a self-study, the Management Review and Analysis Program (MRAP). With certain key recommendations implemented, the University Libraries has been transformed…

Relationship between organizational culture and commitment of employees in health care centers in west of Iran

PubMed Central

Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

2017-01-01

Introduction Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. Methods In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Results Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to “mission” in organizational culture and the lowest score was associated with “involvement.” Meyer and Allen’s organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p < 0.05). Conclusion Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers. PMID:28243419

Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

PubMed

Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

2017-01-01

Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p < 0.05). Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers.

21 CFR 21.72 - Individual consent to disclosure of records to other persons.

Code of Federal Regulations, 2010 CFR

2010-04-01

... other persons. 21.72 Section 21.72 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND... writing and shall specify the individual, organizational unit, or class of individuals or organizational... organizational units will not be honored. Verification of the identity of the individual and, where applicable...

21 CFR 21.72 - Individual consent to disclosure of records to other persons.

Code of Federal Regulations, 2011 CFR

2011-04-01

... other persons. 21.72 Section 21.72 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND... writing and shall specify the individual, organizational unit, or class of individuals or organizational... organizational units will not be honored. Verification of the identity of the individual and, where applicable...

A Web-based assessment of bioinformatics end-user support services at US universities.

PubMed

Messersmith, Donna J; Benson, Dennis A; Geer, Renata C

2006-07-01

This study was conducted to gauge the availability of bioinformatics end-user support services at US universities and to identify the providers of those services. The study primarily focused on the availability of short-term workshops that introduce users to molecular biology databases and analysis software. Websites of selected US universities were reviewed to determine if bioinformatics educational workshops were offered, and, if so, what organizational units in the universities provided them. Of 239 reviewed universities, 72 (30%) offered bioinformatics educational workshops. These workshops were located at libraries (N = 15), bioinformatics centers (N = 38), or other facilities (N = 35). No such training was noted on the sites of 167 universities (70%). Of the 115 bioinformatics centers identified, two-thirds did not offer workshops. This analysis of university Websites indicates that a gap may exist in the availability of workshops and related training to assist researchers in the use of bioinformatics resources, representing a potential opportunity for libraries and other facilities to provide training and assistance for this growing user group.

Organizational Communication: Research and Practice. ERIC Digest.

ERIC Educational Resources Information Center

Aiex, Nola Kortner

In colleges and universities business students learn about organizational communication in order to function well in the business environment of which they will become a part. Although the organizational environment or culture is inextricably interwoven with the academic discipline of speech communication, the field of organizational communication…

Nursing competency and organizational climate as perceived by staff nurses in a Chinese university hospital.

PubMed

Ying, Liu; Kunaviktikul, Wipada; Tonmukayakal, Ouyporn

2007-09-01

Nursing competency is important to ensure patient safety and improve the quality of nursing care. Based on competency-based human resource management strategies, the organizational climate can positively influence nursing competency. However, a review of the literature indicated that there were no studies about the relationship between nursing competency and organizational climate in the People's Republic of China. This descriptive, correlational study examined the relationship between nursing competency and the organizational climate. The sample consisted of 243 staff nurses who completed the questionnaire worked at one university hospital in Liao Ning Province. The findings showed that there was a significantly moderate positive relationship between nursing competency and organizational climate. The study results suggested that Chinese nurse managers should maintain and provide a positive organizational climate to improve nursing competency.

Organizational Leadership Process for University Education

ERIC Educational Resources Information Center

Llamosa-Villalba, Ricardo; Delgado, Dario J.; Camacho, Heidi P.; Paéz, Ana M.; Valdivieso, Raúl F.

2014-01-01

This paper relates the "Agile School", an emerging archetype of the enterprise architecture: "Processes of Organizational Leadership" for leading and managing strategies, tactics and operations of forming in Higher Education Institutions. Agile School is a system for innovation and deep transformation of University Institutions…

Who's on Second: Report of a CAUBO Special Project on the Examination of Alternative University Organizational Structures.

ERIC Educational Resources Information Center

Tracz, George S.

The university as a system of formal authority is considered in the Canadian context. The structure of the 27 largest Canadian universities (ranked by operating income) is analyzed with reference to their organizational charts. It is assumed that the structure symbolizes an official style of authority and responsibility reflected by the number of…

Demographic Differences in Organizational Commitment to the University of College of Business Administration Students: An Application of the Allen and Meyer Model

ERIC Educational Resources Information Center

Love, Kevin G.

2013-01-01

Organizational commitment of undergraduate college students to the university was measured by modifying an established measure and demographic differences were examined. Affective, continuance, and normative commitment facets were assessed. No differences based upon gender, race, and GPA were found. Length of time at the university and transfer…

Relationships between the Survey of Organizational Research Climate (SORC) and self-reported research practices.

PubMed

Crain, A Lauren; Martinson, Brian C; Thrush, Carol R

2013-09-01

The Survey of Organizational Research Climate (SORC) is a validated tool to facilitate promotion of research integrity and research best practices. This work uses the SORC to assess shared and individual perceptions of the research climate in universities and academic departments and relate these perceptions to desirable and undesirable research practices. An anonymous web- and mail-based survey was administered to randomly selected biomedical and social science faculty and postdoctoral fellows in the United States. Respondents reported their perceptions of the research climates at their universities and primary departments, and the frequency with which they engaged in desirable and undesirable research practices. More positive individual perceptions of the research climate in one's university or department were associated with higher likelihoods of desirable, and lower likelihoods of undesirable, research practices. Shared perceptions of the research climate tended to be similarly predictive of both desirable and undesirable research practices as individuals' deviations from these shared perceptions. Study results supported the central prediction that more positive SORC-measured perceptions of the research climate were associated with more positive reports of research practices. There were differences with respect to whether shared or individual climate perceptions were related to desirable or undesirable practices but the general pattern of results provide empirical evidence that the SORC is predictive of self-reported research behavior.

The Dynamics of Organizational Culture and Academic Planning

ERIC Educational Resources Information Center

Willson, Richard

2006-01-01

Planning approaches are in a dynamic relationship with organizational culture. This article uses a case study of academic planning at California State Polytechnic University, Pomona to draw a correspondence between types of organizational culture and planning approaches. The case study shows the differing conceptions of organizational culture held…

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities

PubMed Central

Pignata, Silvia; Winefield, Anthony H.; Provis, Chris; Boyd, Carolyn M.

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0–19 years of tenure; (3) trust in senior management for employees with 6–19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational stress and wellbeing interventions and suggest that management may need to implement new strategies and/or promote existing stress-management and reduction strategies to academics, and employees whom are either new to the university or those who have been working for the organization for longer periods of time to ensure that they are aware of organizational strategies to promote employee wellbeing and morale within their work environments. PMID:27588011

Building capacity in nursing: creating a leadership institute.

PubMed

Simpson, Beverley; Skelton-Green, Judith; Scott, Julia J; O'Brien-Pallas, Linda

2002-01-01

The authors describe the development of the Dorothy M. Wylie Nursing Leadership Institute, an innovative partnership of the Nursing Effectiveness, Outcomes and Utilization Research Unit at the University of Toronto site and nurse consultants with expertise in organizational and human resource development. The context for the initiative, needs and rationale, supporting literature and the coalition-building and planning activities are outlined. The program and its conceptual underpinnings, creation of a learning community, participant profiles, evaluation processes and future plans are described.

Office of Interdisciplinary Health Studies Education, East Carolina university.

PubMed

Greer, Annette G; Clay, Maria C

2010-01-01

The Office of Interdisciplinary Health Sciences Education resides organizationally within East Carolina University (ECU), Division of Health Sciences; ECU established this office in 1999. The mission of the office is fivefold: 1. promote the expansion of interdisciplinary training within and between Health Sciences and other health-related programs on campus; 2. promote innovative research opportunities across disciplines, in particular, projects regarding interdisciplinary health sciences education; 3. serve as a clearinghouse for information relative to existing and planned interdisciplinary activities and projects within the Division; 4. collaborate with units, and communities in establishing community partnerships for interdisciplinary rural health training; and 5. identify core curricular content across health-related disciplines, minimizing curricular redundancy while promoting interdisciplinary collaboration.

The Influence of Universities' Organizational Features on Professorial Intellectual Leadership

ERIC Educational Resources Information Center

Uslu, Baris; Welch, Anthony

2018-01-01

This research examines the intellectual leadership behaviours of senior academics at professoriate level, and the influences of institutional support practices, climate and communication in universities as main organizational features on these behaviours. To explore relations among research variables, qualitative data were collected by interviews…

Empowerment of Non-Academic Personnel in Higher Education: Exploring Associations with Perceived Organizational Support for Innovation and Organizational Trust

ERIC Educational Resources Information Center

Lau, Wing Keung Jason

2010-01-01

Employee empowerment has long been associated with organizational outcomes such as innovation, greater effectiveness, and better performance. Non-academic professional employees in higher education are responsible for the important day-to-day operations of a university; therefore, organizational strategies such as employee empowerment that…

Joint-Service Integration: An Organizational Culture Study of the United States Department of Defense Voluntary Education System

ERIC Educational Resources Information Center

Benson, Martin K.

2010-01-01

The purpose of the descriptive case study with a multiple case framework was to (a) describe the organizational cultures of education programs and leaders in the United States (U.S.) Department of Defense (DoD) voluntary education system on Oahu, Hawaii; (b) determine if an overlapping common organizational culture exists; and (c) assess the…

20 CFR 602.20 - Organization.

Code of Federal Regulations, 2010 CFR

2010-04-01

...' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR QUALITY CONTROL IN THE FEDERAL-STATE... QC unit. The organizational location of this unit shall be positioned to maximize its objectivity, to... organizational conflict of interest. ...

Organizational effects on patient satisfaction in hospital medical-surgical units.

PubMed

Bacon, Cynthia Thornton; Mark, Barbara

2009-05-01

The purpose of this study was to examine the relationships between hospital context, nursing unit structure, and patient characteristics and patients' satisfaction with nursing care in hospitals. Although patient satisfaction has been widely researched, our understanding of the relationship between hospital context and nursing unit structure and their impact on patient satisfaction is limited. The data source for this study was the Outcomes Research in Nursing Administration Project, a multisite organizational study conducted to investigate relationships among nurse staffing, organizational context and structure, and patient outcomes. The sample for this study was 2,720 patients and 3,718 RNs in 286 medical-surgical units in 146 hospitals. Greater availability of nursing unit support services and higher levels of work engagement were associated with higher levels of patient satisfaction. Older age, better health status, and better symptom management were also associated with higher levels of patient satisfaction. Organizational factors in hospitals and nursing units, particularly support services on the nursing unit and mechanisms that foster nurses' work engagement and effective symptom management, are important influences on patient satisfaction.

Managerialism, Organizational Commitment, and Quality of Job Performances among European University Employees

ERIC Educational Resources Information Center

Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

2009-01-01

To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism is beneficial to the quality of job performances…

Leadership Styles at Syrian Higher Education

ERIC Educational Resources Information Center

Khalifa, Bayan; Ayoubi, Rami M.

2015-01-01

Purpose: The purpose of this paper is to explore the two major types of leadership, i.e transactional and transformational, and organizational learning at public and private universities in Syria. It further aims at exploring the role of transactional and transformational leadership in enhancing organizational learning at Syrian universities.…

Organizational and Content Peculiarities of English Teachers' Professional Training in Canada

ERIC Educational Resources Information Center

Ikonnikova, Maryna

2016-01-01

The article deals with studying organizational and content peculiarities of English teachers' professional training in Canada. It has been found out that professional training of English teachers, in particular, is provided in many Canadian higher education institutions, namely, universities, university colleges, community colleges and CEGEP…

29 CFR 779.221 - “Common control” defined.

Code of Federal Regulations, 2010 CFR

2010-07-01

... organizational units acting together. This is clearly supported by the definition which specifically includes in... organizational units.” The meaning of “common control” is discussed comprehensively in part 776 of this chapter. ...

Assessing archetypes of organizational culture based on the Competing Values Framework: the experimental use of the framework in Japanese neonatal intensive care units

PubMed Central

Sasaki, Hatoko; Yonemoto, Naohiro; Mori, Rintaro; Nishida, Toshihiko; Kusuda, Satoshi; Nakayama, Takeo

2017-01-01

Abstract Objective To assess organizational culture in neonatal intensive care units (NICUs) in Japan. Design Cross-sectional survey of organizational culture. Setting Forty NICUs across Japan. Participants Physicians and nurses who worked in NICUs (n = 2006). Main Outcome Measures The Competing Values Framework (CVF) was used to assess the organizational culture of the study population. The 20-item CVF was divided into four culture archetypes: Group, Developmental, Hierarchical and Rational. We calculated geometric means (gmean) and 95% bootstrap confidence intervals of the individual dimensions by unit and occupation. The median number of staff, beds, physicians’ work hours and work engagement were also calculated to examine the differences by culture archetypes. Results Group (gmean = 34.6) and Hierarchical (gmean = 31.7) culture archetypes were higher than Developmental (gmean = 16.3) and Rational (gmean = 17.4) among physicians as a whole. Hierarchical (gmean = 36.3) was the highest followed by Group (gmean = 25.8), Developmental (gmean = 16.3) and Rational (gmean = 21.7) among nurses as a whole. Units with dominant Hierarchical culture had a slightly higher number of physicians (median = 7) than dominant Group culture (median = 6). Units with dominant Group culture had a higher number of beds (median = 12) than dominant Hierarchical culture (median = 9) among physicians. Nurses from units with a dominant Group culture (median = 2.8) had slightly higher work engagement compared with those in units with a dominant Hierarchical culture (median = 2.6). Conclusions Our findings revealed that organizational culture in NICUs varies depending on occupation and group size. Group and Hierarchical cultures predominated in Japanese NICUs. Assessing organizational culture will provide insights into the perceptions of unit values to improve quality of care. PMID:28371865

Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources.

PubMed

Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

2014-01-01

Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences

PubMed Central

Khiavi, Farzad Faraji; Dashti, Rezvan; Mokhtari, Saeedeh

2016-01-01

Introduction Individual characteristics are important factors influencing organizational commitment. Also, committed human resources can lead organizations to performance improvement as well as personal and organizational achievements. This research aimed to determine the association between organizational commitment and personality traits among faculty members of Ahvaz Jundishapur University of Medical Sciences. Methods the research population of this cross-sectional study was the faculty members of Ahvaz Jundishapur University of Medical Sciences (Ahvaz, Iran). The sample size was determined to be 83. Data collection instruments were the Allen and Meyer questionnaire for organizational commitment and Neo for characteristics’ features. The data were analyzed through Pearson’s product-moment correlation and the independent samples t-test, ANOVA, and simple linear regression analysis (SLR) by SPSS. Results Continuance commitment showed a significant positive association with neuroticism, extroversion, agreeableness, and conscientiousness. Normative commitment showed a significant positive association with conscientiousness and a negative association with extroversion (p = 0.001). Openness had a positive association with affective commitment. Openness and agreeableness, among the five characteristics’ features, had the most effect on organizational commitment, as indicated by simple linear regression analysis. Conclusion Faculty members’ characteristics showed a significant association with their organizational commitment. Determining appropriate characteristic criteria for faculty members may lead to employing committed personnel to accomplish the University’s objectives and tasks. PMID:27123222

The organizational social context of mental health services and clinician attitudes toward evidence-based practice: a United States national study

PubMed Central

2012-01-01

Background Evidence-based practices have not been routinely adopted in community mental health organizations despite the support of scientific evidence and in some cases even legislative or regulatory action. We examined the association of clinician attitudes toward evidence-based practice with organizational culture, climate, and other characteristics in a nationally representative sample of mental health organizations in the United States. Methods In-person, group-administered surveys were conducted with a sample of 1,112 mental health service providers in a nationwide sample of 100 mental health service institutions in 26 states in the United States. The study examines these associations with a two-level Hierarchical Linear Modeling (HLM) analysis of responses to the Evidence-Based Practice Attitude Scale (EBPAS) at the individual clinician level as a function of the Organizational Social Context (OSC) measure at the organizational level, controlling for other organization and clinician characteristics. Results We found that more proficient organizational cultures and more engaged and less stressful organizational climates were associated with positive clinician attitudes toward adopting evidence-based practice. Conclusions The findings suggest that organizational intervention strategies for improving the organizational social context of mental health services may contribute to the success of evidence-based practice dissemination and implementation efforts by influencing clinician attitudes. PMID:22726759

Therapist turnover and new program sustainability in mental health clinics as a function of organizational culture, climate, and service structure.

PubMed

Glisson, Charles; Schoenwald, Sonja K; Kelleher, Kelly; Landsverk, John; Hoagwood, Kimberly Eaton; Mayberg, Stephen; Green, Philip

2008-03-01

The present study incorporates organizational theory and organizational characteristics in examining issues related to the successful implementation of mental health services. Following the theoretical foundations of socio-technical and cultural models of organizational effectiveness, organizational climate, culture, legal and service structures, and workforce characteristics are examined as correlates of therapist turnover and new program sustainability in a nationwide sample of mental health clinics. Results of General Linear Modeling (GLM) with the organization as the unit of analysis revealed that organizations with the best climates as measured by the Organizational Social Context (OSC) profiling system, had annual turnover rates (10%) that were less than half the rates found in organizations with the worst climates (22%). In addition, organizations with the best culture profiles sustained new treatment or service programs over twice as long (50 vs. 24 months) as organizations with the worst cultures. Finally, clinics with separate children's services units had higher turnover rates than clinics that served adults and children within the same unit. The findings suggest that strategies to support the implementation of new mental health treatments and services should attend to organizational culture and climate, and to the compatibility of organizational service structures with the demand characteristics of treatments.

A novel organizational model to face the challenge of multimorbid elderly patients in an internal medicine setting: a case study from Parma Hospital, Italy.

PubMed

Meschi, Tiziana; Ticinesi, Andrea; Prati, Beatrice; Montali, Arianna; Ventura, Antonio; Nouvenne, Antonio; Borghi, Loris

2016-08-01

Continuous increase of elderly patients with multimorbidity and Emergency Department (ED) overcrowding are great challenges for modern medicine. Traditional hospital organizations are often too rigid to solve them without consistently rising healthcare costs. In this paper we present a new organizational model achieved at Internal Medicine and Critical Subacute Care Unit of Parma University Hospital, Italy, a 106-bed internal medicine area organized by intensity of care and specifically dedicated to such patients. The unit is partitioned into smaller wards, each with a specific intensity level of care, including a rapid-turnover ward (mean length of stay <4 days) admitting acutely ill patients from the ED, a subacute care ward for chronic critically ill subjects and a nurse-managed ward for stable patients who have socio-economic trouble preventing discharge. A very-rapid-turnover ("come'n'go") ward has also been instituted to manage sudden ED overflows. Continuity, effectiveness, safety and appropriateness of care are guaranteed by an innovative figure called "flow manager," with skilled clinical experience and managerial attitude, and by elaboration of an early personalized discharge plan anticipating every patient's needs according to lean methodology principles. In 2012-2014, this organizational model, compared with other peer units of the hospital and of other teaching hospitals of the region, showed a better performance, efficacy and effectiveness indexes calculated on Regional Hospital Discharge Records database system, allowing a capacity to face a massive (+22 %) rise in medical admissions from the ED. Further studies are needed to validate this model from a patient outcome point of view.

The Governance of Organizational Learning: Empirical Evidence from Best-Practice Universities in Germany

ERIC Educational Resources Information Center

Lauer, Sabine; Wilkesmann, Uwe

2017-01-01

Purpose: The purpose of this paper is to link two modes of governance (transactional and transformational) to organizational learning by examining the example of academic teaching. Consequently, the "transformational" strategies of best practices that have been used by German universities to achieve teaching excellence are interpreted as…

R&D Characteristics and Organizational Structure: Case Studies of University-Industry Research Centers

ERIC Educational Resources Information Center

Hart, Maureen McArthur

2013-01-01

Within the past few decades, university-industry research centers have been developed in large numbers and emphasized as a valuable policy tool for innovation. Yet little is known about the heterogeneity of organizational structure within these centers, which has implications regarding policy for and management of these centers. This dissertation…

Organizational and Environmental Influences on Health and Performance.

DTIC Science & Technology

1976-11-01

DEMOCRACY EDITORS Bed King Office of Naval Reseaith Siegfr ied Streufert University of Bielefeld Feder al Republic of Gennany Fred F. Fiedkr University of...several organizational levels. Such efforts are in progrem at the Naval Hea lth Research Center, San Diem. R~~ERENCES Arm y, R. I)., & Hoyle , 3. C. A

Organizational Culture at the University Level: A Study Using the OCAI Instrument

ERIC Educational Resources Information Center

Fralinger, Barbara; Olson, Valerie

2007-01-01

Organizational culture is a primary component of functional decision making in universities. In order for administrators, faculty, and staff to effectively coordinate an efficient academic environment for health education, continuing cultural assessment and change are necessary. The purpose of this study was to explore the concept of culture at…

Building a Culture of Inclusion: Disability as Opportunity for Organizational Growth and Improving Patient Care.

PubMed

Ailey, Sarah H; Brown, Paula; Friese, Tanya R; Dugan, Shelia

2016-01-01

Administrators at Rush University Medical Center have made a commitment to diversity, including accommodating disabilities in the workplace and for students. This article explains extensive multilevel accommodations instituted by Rush University Medical Center that promote organizational growth and a healthier work environment and improve patient care.

Educational Entrepreneurism in Higher Education: A Comparative Case Study of Two Academic Centers within One Land-Grant University

ERIC Educational Resources Information Center

Wilcox, Lori

2009-01-01

This research explored the relationship of educational entrepreneurism and organizational culture in the creation and evolution of academic centers within one Midwestern land-grant university facing resource constraints. Particular attention was given to: (a) synthesizing current entrepreneurial and organizational culture and evolution theory as…

Organizational Culture and Instructional Innovations in Higher Education: Perceptions and Reactions of Teachers and Students

ERIC Educational Resources Information Center

Zhu, Chang; Engels, Nadine

2014-01-01

This study examines teachers' and students' perceptions of the organizational culture of their universities and their views about and reactions to instructional innovations with regard to student-centred learning, collaborative learning and use of innovative educational technologies. Six Chinese universities were involved and in total 1051…

Five Years of Strategic Environmental Assessment Efforts at a Research University: A Case Study of an Organizational Innovation.

ERIC Educational Resources Information Center

Hearn, James C.; And Others

1993-01-01

The development and five-year history of the University of Minnesota's environmental scanning effort, a strategic approach to institutional management, are discussed. Over time, scanning efforts became less theory-based and failed to become institutionalized. Inherent limitations in the organizational structure and culture of educational…

Wrangling Software: Computing Professionals and the Interpretation of Software Ownership in the University Computing Environment

ERIC Educational Resources Information Center

Cleveland, Lara L.

2011-01-01

This project explores the way information about law is transformed into organizational policies and practices. Existing literature emphasizes the state and organized professional groups as primary interpreters of the law and as creators of legal implementation strategies in the organizational setting. This case study of university responses to…

The Open Systems University and Organizational Intelligence.

ERIC Educational Resources Information Center

Counelis, James Steve

The open systems model of the university defines the function of institutional research to be a cybernetic one. The internal and external reality-testing function is a vital duty and a moral charge. Though policy makers and educational practitioners can carry on for a considerable length of time with organizational intelligence of low validity,…

COMPASS-AIM: A University/P-12 Partnership Innovation for Continuous Improvement

ERIC Educational Resources Information Center

Wilcox, Kristen C.; Lawson, Hal A.; Angelis, Janet I.

2017-01-01

COMPASS-AIM is a set of processes and tools used by participants in a research-practice partnership (RPP) to improve organizational capacities and individual and team competencies for organizational learning and improvement. The "COMPASS" team includes teams of teachers and school leaders who work with a university researcher and expert…

How organizational research can avoid the pitfalls of a co-optation perspective: analyzing gender equality work in Austrian universities with organizational institutionalism.

PubMed

Striedinger, Angelika

2017-04-03

The concept of co-optation offers vocabulary to discuss how concerns and demands of feminist movements are transformed on their way to, and within, mainstream organizations and policymaking. However, applications of this concept can have problematic implications, failing to grasp the complexity of social change efforts and contributing to divisions, rather than alliances, between different groups that work and fight for gender equality. This article argues that conceptual tools from organizational institutionalism can help to avoid these pitfalls by capturing the ambivalence of organizational change initiatives, and allowing us to identify not only counterintentional effects, but also subtle and unexpected opportunities of organizational gender equality work. I illustrate my arguments with empirical examples from research on gender equality work in Austrian universities.

How organizational research can avoid the pitfalls of a co-optation perspective: analyzing gender equality work in Austrian universities with organizational institutionalism

PubMed Central

Striedinger, Angelika

2017-01-01

ABSTRACT The concept of co-optation offers vocabulary to discuss how concerns and demands of feminist movements are transformed on their way to, and within, mainstream organizations and policymaking. However, applications of this concept can have problematic implications, failing to grasp the complexity of social change efforts and contributing to divisions, rather than alliances, between different groups that work and fight for gender equality. This article argues that conceptual tools from organizational institutionalism can help to avoid these pitfalls by capturing the ambivalence of organizational change initiatives, and allowing us to identify not only counterintentional effects, but also subtle and unexpected opportunities of organizational gender equality work. I illustrate my arguments with empirical examples from research on gender equality work in Austrian universities. PMID:29097905

From autonomy to creativity: a multilevel investigation of the mediating role of harmonious passion.

PubMed

Liu, Dong; Chen, Xiao-Ping; Yao, Xin

2011-03-01

Building on self-determination theory, we theorized about and demonstrated, through 2 multilevel field studies, the pivotal role of harmonious passion in translating organizational autonomy support and individual autonomy orientation into job creativity. Results based on 3-level data from 856 members in 111 teams within 23 work units of a porous metal company (Study 1) and from 525 employees in 98 teams of 18 branches of a large commercial bank (Study 2) revealed 2 major findings. First, organizational autonomy support from a higher organizational level (unit or branch) compensated for the effect of autonomy support from a lower organizational level (team) or individual autonomy orientation on employees' harmonious passion. Second, harmonious passion mediated the interactive effects of unit (branch) autonomy support and team member autonomy orientation, of team autonomy support and team member autonomy orientation, and of unit (branch) autonomy support and team autonomy support on individual creativity. We discuss the theoretical and practical implications of these findings in the organizational context. PsycINFO Database Record (c) 2011 APA, all rights reserved.

Managing Organizational Culture.

ERIC Educational Resources Information Center

Malinconico, S. Michael

1984-01-01

Explains concept of organizational culture (includes systems of values and attitudes shared by organization's members, ways they have developed for handling problems, forms of acceptable solutions), and discusses OCLC, AT&T, and the University of California at Berkeley as examples of managing cultures and organizational change. Twenty-six…

Monetary Incentives and Organizational Change in Mexican Higher Education

ERIC Educational Resources Information Center

Moreno, Carlos Ivan

2012-01-01

This dissertation explores and explains the organizational responses of Mexican public state universities to an ambitious incentive-based policy created by the federal government in 2001: "The Integral Program for Institutional Strengthening" ("PIFI"). Drawing upon literature on organizational-environmental relationships and on…

A Study of Seton Hall University and the Attributes of Organizational Adaptation Employed in Fashioning Its Catholic Identity and Mission in the Post-Vatican II Era (1966-2006)

ERIC Educational Resources Information Center

Mazza, Nicholas F.

2009-01-01

This thesis is the first fully developed and published study of Seton Hall University. It specifically examines the organizational structures of Seton Hall University over a forty year period in light of the tumultuous changes in the Catholic Church and Catholic academia post-Vatican II. Of particular importance is change that influenced the…

The role of institutional design and organizational practice for health financing performance and universal coverage.

PubMed

Mathauer, Inke; Carrin, Guy

2011-03-01

Many low- and middle income countries heavily rely on out-of-pocket health care expenditure. The challenge for these countries is how to modify their health financing system in order to achieve universal coverage. This paper proposes an analytical framework for undertaking a systematic review of a health financing system and its performance on the basis of which to identify adequate changes to enhance the move towards universal coverage. The distinctive characteristic of this framework is the focus on institutional design and organizational practice of health financing, on which health financing performance is contingent. Institutional design is understood as formal rules, namely legal and regulatory provisions relating to health financing; organizational practice refers to the way organizational actors implement and comply with these rules. Health financing performance is operationalized into nine generic health financing performance indicators. Inadequate performance can be caused by six types of bottlenecks in institutional design and organizational practice. Accordingly, six types of improvement measures are proposed to address these bottlenecks. The institutional design and organizational practice of a health financing system can be actively developed, modified or strengthened. By understanding the incentive environment within a health financing system, the potential impacts of the proposed changes can be anticipated. Copyright © 2010 Elsevier Ireland Ltd. All rights reserved.

The importance of organizational climate and implementation strategy at the introduction of a new working tool in primary health care.

PubMed

Carlfjord, S; Andersson, A; Nilsen, P; Bendtsen, P; Lindberg, M

2010-12-01

The transmission of research findings into routine care is a slow and unpredictable process. Important factors predicting receptivity for innovations within organizations have been identified, but there is a need for further research in this area. The aim of this study was to describe contextual factors and evaluate if organizational climate and implementation strategy influenced outcome, when a computer-based concept for lifestyle intervention was introduced in primary health care (PHC). The study was conducted using a prospective intervention design. The computer-based concept was implemented at six PHC units. Contextual factors in terms of size, leadership, organizational climate and political environment at the units included in the study were assessed before implementation. Organizational climate was measured using the Creative Climate Questionnaire (CCQ). Two different implementation strategies were used: one explicit strategy, based on Rogers' theories about the innovation-decision process, and one implicit strategy. After 6 months, implementation outcome in terms of the proportion of patients who had been referred to the test, was measured. The CCQ questionnaire response rates among staff ranged from 67% to 91% at the six units. Organizational climate differed substantially between the units. Managers scored higher on CCQ than staff at the same unit. A combination of high CCQ scores and explicit implementation strategy was associated with a positive implementation outcome. Organizational climate varies substantially between different PHC units. High CCQ scores in combination with an explicit implementation strategy predict a positive implementation outcome when a new working tool is introduced in PHC. © 2010 Blackwell Publishing Ltd.

Strategies for the Internal Development of Summer Sessions.

ERIC Educational Resources Information Center

Seagren, Alan T.; And Others

Organizational matters and strategies useful in developing more effective collegiate summer sessions are discussed, and examples of some productive strategies at the University of Nebraska-Lincoln are reported. Four elements of organizational structure in higher education considered are organizational environment, mission and goals, governance…

Validating a Measure of Organizational Cultural Competence in Voluntary Child Welfare

ERIC Educational Resources Information Center

Schudrich, Wendy Zeitlin

2014-01-01

Objective: This research examines the psychometric properties of two subscales of the Association of University Centers on Disabilities (AUCD) Multicultural Council's Organizational Cultural Competence Assessment, which together have been used to assess organizational cultural competence in child welfare agencies. Method: Confirmatory factor…

A Web-based assessment of bioinformatics end-user support services at US universities

PubMed Central

Messersmith, Donna J.; Benson, Dennis A.; Geer, Renata C.

2006-01-01

Objectives: This study was conducted to gauge the availability of bioinformatics end-user support services at US universities and to identify the providers of those services. The study primarily focused on the availability of short-term workshops that introduce users to molecular biology databases and analysis software. Methods: Websites of selected US universities were reviewed to determine if bioinformatics educational workshops were offered, and, if so, what organizational units in the universities provided them. Results: Of 239 reviewed universities, 72 (30%) offered bioinformatics educational workshops. These workshops were located at libraries (N = 15), bioinformatics centers (N = 38), or other facilities (N = 35). No such training was noted on the sites of 167 universities (70%). Of the 115 bioinformatics centers identified, two-thirds did not offer workshops. Conclusions: This analysis of university Websites indicates that a gap may exist in the availability of workshops and related training to assist researchers in the use of bioinformatics resources, representing a potential opportunity for libraries and other facilities to provide training and assistance for this growing user group. PMID:16888663

Organizational and safety culture in Canadian intensive care units: relationship to size of intensive care unit and physician management model.

PubMed

Dodek, Peter M; Wong, Hubert; Jaswal, Danny; Heyland, Daren K; Cook, Deborah J; Rocker, Graeme M; Kutsogiannis, Demetrios J; Dale, Craig; Fowler, Robert; Ayas, Najib T

2012-02-01

The objectives of this study are to describe organizational and safety culture in Canadian intensive care units (ICUs), to correlate culture with the number of beds and physician management model in each ICU, and to correlate organizational culture and safety culture. In this cross-sectional study, surveys of organizational and safety culture were administered to 2374 clinical staff in 23 Canadian tertiary care and community ICUs. For the 1285 completed surveys, scores were calculated for each of 34 domains. Average domain scores for each ICU were correlated with number of ICU beds and with intensivist vs nonintensivist management model. Domain scores for organizational culture were correlated with domain scores for safety culture. Culture domain scores were generally favorable in all ICUs. There were moderately strong positive correlations between number of ICU beds and perceived effectiveness at recruiting/retaining physicians (r = 0.58; P < .01), relative technical quality of care (r = 0.66; P < .01), and medical director budgeting authority (r = 0.46; P = .03), and moderately strong negative correlations with frequency of events reported (r = -0.46; P = .03), and teamwork across hospital units (r = -0.51; P = .01). There were similar patterns for relationships with intensivist management. For most pairs of domains, there were weak correlations between organizational and safety culture. Differences in perceptions between staff in larger and smaller ICUs highlight the importance of teamwork across units in larger ICUs. Copyright © 2012 Elsevier Inc. All rights reserved.

Job Satisfaction, Organizational Commitment, and Religious Commitment of Full-Time University Employees

ERIC Educational Resources Information Center

Brown, Donna; Sargeant, Marcel A.

2007-01-01

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and…

Organizational Commitment in Estonian University Libraries: A Review and Survey

ERIC Educational Resources Information Center

Kont, Kate-Riin; Jantson, Signe

2014-01-01

The data used in this article is based on the reviewing of relevant literature to provide an overview of the concepts of organizational commitment, job security, and interpersonal relations, as well as on the results of the original online survey, conducted by the article's authors, held in 2012 in Estonian university libraries governed by public…

Making Sense of the University Environment in Post-Apartheid South Africa: Administrators in the Executive Management Team

ERIC Educational Resources Information Center

Dominguez-Whitehead, Yasmine

2010-01-01

Higher education in post-apartheid South Africa has experienced a relatively rapid changing landscape (Cloete, Maassen, Fehnel, & Moja, 2006). As such, the organizational environment in which university administrators operate is an increasingly important area of study. This study is grounded in organizational theory and adopts an open systems…

Macro-Environmental Mapping of International Branch Campus Activities of Universities Worldwide. Research & Occasional Paper Series: CSHE.2.14

ERIC Educational Resources Information Center

Kosmützky, Anna; Krücken, Georg

2014-01-01

The paper provides an initial international comparative empirical assessment of international branch campuses (IBCs) worldwide. Building on neo-institutional theory and organizational ecology, it sheds light on the new organizational form by analyzing their founding age of the home university and IBC mortality. Furthermore the paper analyzes the…

Understanding E-Learning Adoption among Brazilian Universities: An Application of the Decomposed Theory of Planned Behavior

ERIC Educational Resources Information Center

Dos Santos, Luiz Miguel Renda; Okazaki, Shintaro

2013-01-01

This study sheds light on the organizational dimensions underlying e-learning adoption among Brazilian universities. We propose an organizational e-learning adoption model based on the decomposed theory of planned behavior (TPB). A series of hypotheses are posited with regard to the relationships among the proposed constructs. The model is…

Leadership Development for Organizational Change in a "New" UK University

ERIC Educational Resources Information Center

Turnbull, Sharon; Edwards, Gareth

2005-01-01

This paper reports on the findings of a case study of an Organizational Development (OD) intervention within a new university in the UK. Previous research into the leadership of higher education has highlighted a number of apparently inevitable tensions. The findings of the case study uncovered a number of complex and interrelated tensions. The…

University Organizational Culture through Insider Eyes: A Case Study of a Writing Program

ERIC Educational Resources Information Center

Orton, Haley; Conley, Sharon

2016-01-01

Using a case study approach, the authors examined university administrator and instructor perspectives about a writing program's organizational culture. In so doing, members of the writing program were invited to participate in interviews over a three-year period. This qualitative case study suggests that examples of culture through a three-lens…

Organizational and Pedagogical Fundamentals of Professional Training of Engineers in the Field of Nanoelectronics in UK Universities

ERIC Educational Resources Information Center

Mykhailiuk, Maryna

2014-01-01

The article deals with the organizational and pedagogical principles of the professional training of future nanoelectronics engineers in UK universities. There has been substantiated a number of general didactic and specific principles of the professional training of future nanoelectronics engineers, which facilitate the concretization of content,…

Organizational Cynicism and Its Consequences on Nurses and Quality of Care in Critical Care and Toxicology Units

ERIC Educational Resources Information Center

Aly, Nagah Abd El-Fattah Mohamed; Ghanem, Maha; El-Shanawany, Safaa

2016-01-01

For many decades, the attitude of nurses has been an area of interest for researchers. The major reason for this interest is the profound impact of nurse's attitude like organizational cynicism on many organizational outcomes. The present study is aimed to describe organizational cynicism, level of perceived organizational support, and the…

The Influence of Organizational Image on Academic Success for International Students

ERIC Educational Resources Information Center

Küçüksüleymanoglu, Rüyam

2017-01-01

Image as a concept that develops through personal, environmental, cultural, and organizational factors throughout history. Organizational image is the overall evaluation of people's views regarding an organization or system. The purpose of present study was to determine the relationship between international university students' academic…

Cameron's Dimensions of Effectiveness in Higher Education in the U.K.: A Cross-Cultural Comparison.

ERIC Educational Resources Information Center

Lysons, Art; Hatherly, David

1992-01-01

An approach to organizational effectiveness in higher education developed in the United States was applied to institutions in the United Kingdom and Australia to establish a basis for policy and organizational analysis. Higher reliability was found for the United Kingdom than for Australia, apparently related to cultural differences regarding…

Practical Procedures for Internationalizing an Academic Unit.

ERIC Educational Resources Information Center

Hughes, Gail

Procedures for internationalizing a college academic unit are examined. The approach centers around eight key steps in organizational development: developing organizational support groups; assessing the international/intercultural needs of the organization; making maximum use of existing strengths and international resources; developing programs…

Effect of Organizational Justice Behaviors on Organizational Silence and Cynicism: A Research on Academics from Schools of Physical Education and Sports

ERIC Educational Resources Information Center

Erdogdu, Murat

2018-01-01

In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320…

Transcultural comparison of hospital and hospice as caring environments for dying patients.

PubMed

Gates, M F

1991-01-01

Leininger's nursing Theory of Cultural Care Diversity and Universality provided the framework for this comparative study of two environments for persons who are dying; namely a hospital oncology unit and a free-standing hospice unit. Analysis of data from ethnographic and ethnonursing research methods including unstructured interviews, observation-participation, and field journal materials yielded contrasts with two settings. The presence of a caring atmosphere/ambience was apparent in both the hospital and hospice. Universal patterns common to both were: caring beliefs and practices of staff; identification of each setting as "community" or "home"; and multiple symbolic uses of humor and food. Diversities included hierarchical organizational structure and cure orientation in the hospital; interdisciplinary collaboration and care orientation in hospice; more pronounced use of touch as a caring modality; and greater evidence of symbolism and ritual related to death and dying in hospice. Adoption of the cultural care modes of accommodation, repatterning, and maintenance are suggested in promoting a caring atmosphere wherever dying patients are served.

Planned Organizational Change in Higher Education: Dashboard Indicators and Stakeholder Sensemaking--A Case Study

ERIC Educational Resources Information Center

Smulowitz, Stacy

2014-01-01

This dissertation examined the introduction and implementation of an organizational Dashboard as a planned organizational change within four educational support service departments and the senior leadership group within a large, Northeastern university. General systems theory provides a theoretical framework for conceptualizing planned…

Organizational Structures for International Universities: Implications for Campus Autonomy, Academic Freedom, Collegiality, and Conflict

ERIC Educational Resources Information Center

Edwards, Ron; Crosling, Glenda; Lim, Ngat-Chin

2014-01-01

One significant form of transnational higher education is the International Branch Campus (IBC), in effect an "outpost" of the parent institution located in another country. Its organizational structure is alignable with offshore subsidiaries of multinational corporations (MNCs). The implications of organizational structure for academic…

Perceptions of Organizational Functioning in Substance Abuse Treatment Facilities in South Africa

ERIC Educational Resources Information Center

Bowles, Steven; Louw, Johann; Myers, Bronwyn

2011-01-01

Directors' and treatment staff's perceptions of organizational functioning within substance abuse treatment facilities in four provinces in South Africa were examined via the Texas Christian University's Organizational Readiness for Change instrument. Forty-four treatment facilities (out of 89) participated in the study. Results indicated that…

Toward a Political-Organizational Model of Gatekeeping: The Case of Elite Colleges.

ERIC Educational Resources Information Center

Karen, David

1990-01-01

Develops a gatekeeping theory by stepping inside the black box of Harvard university's admissions process. Stresses how political and organizational contexts influence selection (gatekeeping). Analyzes how student merit and social class-based factors mutually determine selection. Links an understanding of the organizational field with process…

Mountains, Flatlands and Tenuous Meaning: Organizational Sociology in Administrative Sense-Making

ERIC Educational Resources Information Center

Covrig, Duane M.

2005-01-01

Purpose: Contingency and institutional theories of organizational development are used to describe and interpret the 100-year history of a health science university and to then make a case for teaching organizational sociology in administrative preparation programs. Design/methodology/approach: Primary and secondary documents were analyzed to…

Emerging Perspectives on Organizational Behavior: Implications for Institutional Researchers.

ERIC Educational Resources Information Center

Schmidtlein, Frank A.

1999-01-01

Examines common assumptions about the rationality or irrationality of organizational behavior and finds that decision making occurs in a complex context that successful college/university institutional research offices must recognize and work with. Finds that emerging organizational theories suggest there are limitations on the use of data and…

The Mediation of Performance in the Relationship of Organizational Commitment to University Faculty's Effectiveness

ERIC Educational Resources Information Center

Jing, Lizhen; Zhang, Deshan

2014-01-01

To provide more insights into inconsistent findings on the relationship of organizational commitment to effectiveness, this study conducted a questionnaire survey among 188 academics in Beijing. Analysis of survey responses suggested that organizational commitment presented significant relationships to performance and effectiveness. These…

Knowledge Sharing and Organizational Change in Higher Education

ERIC Educational Resources Information Center

Dee, Jay; Leisyte, Liudvika

2017-01-01

Purpose: Organizational learning in higher education institutions depends upon the ability of managers and academics to maintain a flow of knowledge across the structural boundaries of the university. This paper aims to understand the boundary conditions that foster or impede the flow of knowledge during organizational change at a large public…

24 CFR 7.3 - Designations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employment Opportunity Discrimination Complaint Manager (DCM). Each Assistant Secretary (EEO Officer) shall designate a DCM to represent the organizational unit in EEO matters and assist the EEO Officer in carrying out EEO responsibilities. The DCM shall be the Administrative Officer (AO) for the organizational unit...

24 CFR 7.3 - Designations.

Code of Federal Regulations, 2011 CFR

2011-04-01

... Employment Opportunity Discrimination Complaint Manager (DCM). Each Assistant Secretary (EEO Officer) shall designate a DCM to represent the organizational unit in EEO matters and assist the EEO Officer in carrying out EEO responsibilities. The DCM shall be the Administrative Officer (AO) for the organizational unit...

An Alternative Organizational Structure to Address the Technology Requirements in Health Science Library Information in the '80's

PubMed Central

Winant, Richard M.

1983-01-01

Virginia Commonwealth University's University Library Services offers through its organizational structure an opportunity for librarians to work directly with media experts. University Library Services envisions the future librarian as an information manager, information specialist, and teacher. In joining together Technical Services, Public Services, Collection Management, Special Collections, Learning Resource Centers, Media Production Center, AV Services, TV Services, Engineering and Telecommunications, the librarian is in an environment which gives the opportunity for growth and support by media expertise.

[Medical surveillance in university: organizational difficulties, legal problems, scientific e technical specificities. Experience of University of Milan Bicocca].

PubMed

D'Orso, M I; Giuliani, C; Assini, R; Riva, M A; Cesana, G

2012-01-01

Our research describes activities of Occupational Health carried out during last year in University of Milan Bicocca by Occupational Doctors. We describe results of medical surveillance in 1153 employees or students exposed to occupational risks for health and safety. We report results obtained, technical difficulties, organizational problems, and preventive actions decided to improve functionality of our activity. Students seem to be less protected and consequently seem to have higher professional safety and health risks.

Benchmarking Organizational Career Development in the United States.

ERIC Educational Resources Information Center

Simonsen, Peggy

Career development has evolved from the mid-1970s, when it was rarely linked with the word "organizational," to Walter Storey's work in organizational career development at General Electric in 1978. Its evolution has continued with career development workshops in organizations in the early 1980s to implementation of Corning's organizational career…

Delivering an Organizational Leadership PhD Program at a Distance: University of Oklahoma

ERIC Educational Resources Information Center

Rodgers, Joseph Lee; Williams, T. H. Lee

2011-01-01

In this chapter, the authors identify and review a number of key features in the successful development and maintenance of a PhD program delivered at a distance. The University of Oklahoma's PhD program in organizational leadership was developed in the early 1990s and delivered (primarily, but not completely) to military personnel and families…

The Relationship between Organizational Silence and Burnout among Academicians: A Research on Universities in Turkey

ERIC Educational Resources Information Center

Akin, Ugur; Ulusoy, Tarik

2016-01-01

The aim of this research is to analyze the relationship between organizational silence and burnout levels of academicians. The study group consisted of 190 academicians, who work in 17 state universities that are located in 15 different provinces of Turkey. Data were collected through Causes of Faculty Members' Silence Scale and Maslach Burnout…

Breaking Bread and Breaking Boundaries: A Case Study on Increasing Organizational Learning Opportunities and Fostering Communities of Practice through Sharing Meals in an Academic Program

ERIC Educational Resources Information Center

Watland, Kathleen Hanold; Hallenbeck, Stephen M.; Kresse, William J.

2008-01-01

Organizations are increasingly interested in creating learning opportunities for their employees. This article explores and describes how a university planned to increase employee interactions and organizational learning opportunities by fostering emergence of communities of practice. In this case study, Saint Xavier University offered an academic…

"Getting on the Balcony to See the Patterns on the Dance Floor below": Considering Organizational Culture in a University-School-Community Collaboration

ERIC Educational Resources Information Center

Miller, Peter M.

2007-01-01

Organizational issues are of particular importance in the planning of university-school-community partnerships because in their efforts to pool resources for the attainment of mutually agreed-on ends, it is evident that partnership participants commonly operate in diverse living, schooling, and working environments. This qualitative study sought…

Meaning Makers: A Mixed-Methods Case Study of Exemplary University Presidents and the Behaviors They Use to Create Personal and Organizational Meaning

ERIC Educational Resources Information Center

Bartels, Barbara E.

2017-01-01

The purpose of this thematic, mixed method case study was to identify and describe the behaviors that exemplary university presidents use to create personal and organizational meaning for themselves and their followers through character, vision, relationships, wisdom, and inspiration. Further, this study surveyed followers to assess the degree of…

The Role of Collaborative Reflection in Developing a Culture of Inquiry in a School-University Partnership: A U.S. Perspective.

ERIC Educational Resources Information Center

Osguthorpe, Russell T.

This paper describes two cases that illustrate the role of collaborative reflection in developing a culture of inquiry and individual and organizational renewal in school-university partnerships. Three assertions underlie the study: that individual renewal leads to organizational renewal; that developing a culture of inquiry is a prerequisite to…

Organizational Governance and the Production of Academic Quality: Lessons from Two Top U.S. Research Universities

ERIC Educational Resources Information Center

Thoenig, Jean-Claude; Paradeise, Catherine

2014-01-01

Does organizational governance contribute to academic quality? Two top research universities are observed in-depth: Berkeley and the MIT. Three key factors are listed that help generate consistent and lasting high performance. Priority is allocated to self-evaluation and to the development of talent. Values and norms such as community membership,…

Promoting culturally targeted chronic disease prevention research through an adapted participatory research approach: The Qassim-Stanford Universities project.

PubMed

Winter, Sandra J; King, Abby C; Stafford, Randall S; Winkleby, Marilyn A; Haskell, William L; Farquhar, John W

2011-06-01

The Kingdom of Saudi Arabia (KSA), similar to other countries in the Eastern Mediterranean, has been experiencing a recent rapid increase in the prevalence of chronic diseases and associated risk factors. To begin to take advantage of the chronic disease prevention and health promotion (CDPHP) knowledge available from other nations, researchers at a newly established University in the Qassim Province of the KSA have partnered with Stanford University in the United States of America. To ensure that CDPHP research and interventions are culturally relevant and appropriate, a participatory research approach has been adopted where local researchers are the target "community." Contextual challenges of conducting CDPHP research in the KSA, at the individual, social/cultural, organizational and environmental/policy levels, are identified, as well as examples of CDPHP intervention strategies that may be culturally appropriate at each level.

7 CFR 3052.310 - Financial statements.

Code of Federal Regulations, 2010 CFR

2010-01-01

... organizational unit and fiscal year that is chosen to meet the requirements of this part. However, organization-wide financial statements may also include departments, agencies, and other organizational units that... within the Federal agency. For example, the National Institutes of Health is a major subdivision in the...

29 CFR 99.310 - Financial statements.

Code of Federal Regulations, 2010 CFR

2010-07-01

... organizational unit and fiscal year that is chosen to meet the requirements of this part. However, organization-wide financial statements may also include departments, agencies, and other organizational units that... within the Federal agency. For example, the National Institutes of Health is a major subdivision in the...

38 CFR 41.310 - Financial statements.

Code of Federal Regulations, 2010 CFR

2010-07-01

... year audited. The financial statements shall be for the same organizational unit and fiscal year that... also include departments, agencies, and other organizational units that have separate audits in.... For example, the National Institutes of Health is a major subdivision in the Department of Health and...

38 CFR 41.310 - Financial statements.

Code of Federal Regulations, 2011 CFR

2011-07-01

... year audited. The financial statements shall be for the same organizational unit and fiscal year that... also include departments, agencies, and other organizational units that have separate audits in.... For example, the National Institutes of Health is a major subdivision in the Department of Health and...

7 CFR 3052.310 - Financial statements.

Code of Federal Regulations, 2011 CFR

2011-01-01

... organizational unit and fiscal year that is chosen to meet the requirements of this part. However, organization-wide financial statements may also include departments, agencies, and other organizational units that... within the Federal agency. For example, the National Institutes of Health is a major subdivision in the...

29 CFR 99.310 - Financial statements.

Code of Federal Regulations, 2011 CFR

2011-07-01

... organizational unit and fiscal year that is chosen to meet the requirements of this part. However, organization-wide financial statements may also include departments, agencies, and other organizational units that... within the Federal agency. For example, the National Institutes of Health is a major subdivision in the...

34 CFR 76.565 - General management costs-restricted rate.

Code of Federal Regulations, 2010 CFR

2010-07-01

... similar officer along with immediate support staff of these individuals. The term does not include the...) Components of the grantee are those organizational units supervised directly or indirectly by the chief executive officer. These organizational units generally exist one management level below the executive...

Organizational climate with gender equity and burnout among university academics in Japan.

PubMed

Taka, Fumiaki; Nomura, Kyoko; Horie, Saki; Takemoto, Keisuke; Takeuchi, Masumi; Takenoshita, Shinichi; Murakami, Aya; Hiraike, Haruko; Okinaga, Hiroko; Smith, Derek R

2016-12-07

We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of 'Women utilization', 'Organizational promotion of gender equal society' and 'Consultation service'); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; 'Women utilization' or lack of 'Inequality in academia' alleviated burnout only in women. In consequence of this gender difference, when 'Women utilization' was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.

Building On Builder: The Persistent Icarus Syndrome at Twenty Years

DTIC Science & Technology

2013-06-01

Organizational Culture : Mapping the Terrain. Foundations for Organizational Science. Thousand Oaks, CA: Sage Publications, 2002. Matsumoto , David Ricky... Culture and Psychology . 4th ed. Belmont, CA: Wadsworth/Thomson, 2008. Maurer, Maurer. Aviation in the U.S. Army, 1919-1939. Honolulu, HI: University...43 4 ORGANIZATIONAL CULTURE : SEARCHING FOR DISCONNECTS...........................................................................72 5 ANALYSIS

The Impact of Adult Degree-Completion Programs on the Organizational Climate of Christian Colleges and Universities

ERIC Educational Resources Information Center

Giles, Pamela

2010-01-01

Leaders in Christian higher education are often unaware of how adult degree completion programs (ADCPs) impact a school's organizational behavior, and no research has examined employees' perceptions of its impact. This nonexperimental, descriptive study examined differences in employees' perceptions of the impact on organizational climate of the…

A Study of Organizational Trust and Related Variables among Faculty Members at HBCUs

ERIC Educational Resources Information Center

Vineburgh, James Hollander, Jr.

2010-01-01

Trust in the workplace has been linked to higher levels of organizational performance and competitiveness. The imperative of variants of trust among a spectrum of institutional types, including colleges and universities, has been deemed to be considered essential for organizational effectiveness, stability and continuity. One variant,…

Exploring Dimensions of Personal and Organizational Efficacy Motivation: A Study of Teachers, Social Workers, and University Faculty.

ERIC Educational Resources Information Center

Loup, Karen S.; Clarke, James; Ellett, Chad D.; Rugutt, John

This paper presents the results of instrument development and adaptation efforts associated with conceptualizing and investigating self and organizational efficacies in terms of motivation toward achievement of organizational goals in schools, child welfare agencies, and higher education institutions. Results of initial conceptual development of a…

NARDAC Civilian DP Training: A Need for Management Attention.

DTIC Science & Technology

1982-12-01

POSITION DESCRIPTIONS ------------------------ 28 D. TRAINING ------------------------------------- 31 IV. NARDAC ORGANIZATIONAL DIAGNOSIS ------------------ 32...the production schedule. 31 IV. NARDAC ORGANIZATIONAL DIAGNOSIS The upper level manager of a highly sophisticated, production oriented ADP facility...14 September 1982. 22. Preziosi, R.C., " Organizational Diagnosis Questicnnaire", The 1990 Annual Handbook for Group Facilitators, p. 112, University

Comparison of Measures of Organizational Effectiveness in U.K. Higher Education.

ERIC Educational Resources Information Center

Lysons, Art; Hatherly, David; Mitchell, David A.

1998-01-01

Research on the organizational effectiveness of higher education institutions in the United Kingdom and Australia is compared with research on United States higher education. Focus is on identification of and statistical discrimination between institution types, based on faculty and administrator perceptions and values. (MSE)

45 CFR 302.12 - Single and separate organizational unit.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false Single and separate organizational unit. 302.12 Section 302.12 Public Welfare Regulations Relating to Public Welfare OFFICE OF CHILD SUPPORT ENFORCEMENT (CHILD SUPPORT ENFORCEMENT PROGRAM), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND...

20 CFR 668.120 - How must INA programs be administered?

Code of Federal Regulations, 2010 CFR

2010-04-01

... Federal commitment to support the growth and development of Native American people and communities as... administer INA programs through a single organizational unit and consistent with the requirements in section...) within the Employment and Training Administration (ETA) as this single organizational unit required by...

Information and communications technology, culture, and medical universities; organizational culture and netiquette among academic staff.

PubMed

Yarmohammadian, Mohammad Hossein; Iravani, Hoorsana; Abzari, Mehdi

2012-01-01

Netiquette is appropriate behavioral etiquette when communicating through computer networks or virtual space. Identification of a dominant organizational culture and its relationship with a network culture offers applied guidelines to top managers of the university to expand communications and develop and learn organization through the use of the internet. The aim of this research was to examine the relationship between netiquette and organizational culture among faculty members of the Isfahan University of Medical Sciences (IUMS), Iran. To achieve this aim, the research method in this study was correlational research, which belonged to the category of descriptive survey research. The target population comprised of 594 faculty members of the IUMS, from which a sample of 150 was randomly selected, based on a simple stratified sampling method. For collecting the required data, two researcher-made questionnaires were formulated. Even as the first questionnaire tended to measure the selected sample members' organizational culture according to Rabbin's model (1999), the latter was designed in the Health Management and Economic Research Center (HMERC), to evaluate netiquette. The reliability of the questionnaires was computed by Choronbach's alpha coefficient formula and they happened to be 0.97 and 0.89, respectively. Ultimately, SPSS Version #15 was used for the statistical analysis of the data. The findings revealed that the organizational culture and netiquette were below average level among the sample members, signifying a considerable gap in the mean. In spite of that, there was no significant relationship between netiquette and the organizational culture of the faculty members. Emphasizing the importance of cultural preparation and a network user's training, this research suggests that the expansion of network culture rules among IUMS and organizational official communications, through the use of internet networks, in order to promote university netiquette and convenience in communication development, on the basis of special etiquette.

Information and communications technology, culture, and medical universities; organizational culture and netiquette among academic staff

PubMed Central

Yarmohammadian, Mohammad Hossein; Iravani, Hoorsana; Abzari, Mehdi

2012-01-01

Introduction: Netiquette is appropriate behavioral etiquette when communicating through computer networks or virtual space. Identification of a dominant organizational culture and its relationship with a network culture offers applied guidelines to top managers of the university to expand communications and develop and learn organization through the use of the internet. The aim of this research was to examine the relationship between netiquette and organizational culture among faculty members of the Isfahan University of Medical Sciences (IUMS), Iran. Materials and Methods: To achieve this aim, the research method in this study was correlational research, which belonged to the category of descriptive survey research. The target population comprised of 594 faculty members of the IUMS, from which a sample of 150 was randomly selected, based on a simple stratified sampling method. For collecting the required data, two researcher-made questionnaires were formulated. Even as the first questionnaire tended to measure the selected sample members’ organizational culture according to Rabbin's model (1999), the latter was designed in the Health Management and Economic Research Center (HMERC), to evaluate netiquette. The reliability of the questionnaires was computed by Choronbach's alpha coefficient formula and they happened to be 0.97 and 0.89, respectively. Ultimately, SPSS Version #15 was used for the statistical analysis of the data. Results: The findings revealed that the organizational culture and netiquette were below average level among the sample members, signifying a considerable gap in the mean. In spite of that, there was no significant relationship between netiquette and the organizational culture of the faculty members. Conclusion: Emphasizing the importance of cultural preparation and a network user's training, this research suggests that the expansion of network culture rules among IUMS and organizational official communications, through the use of internet networks, in order to promote university netiquette and convenience in communication development, on the basis of special etiquette. PMID:23555109

Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment

ERIC Educational Resources Information Center

Dawley, David D.; Stephens, Robert D.; Stephens, David B.

2005-01-01

This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

Factors Associated with Job Satisfaction among University Teachers in Northeastern Region of China: A Cross-Sectional Study.

PubMed

Pan, Bochen; Shen, Xue; Liu, Li; Yang, Yilong; Wang, Lie

2015-10-14

Teachers' job satisfaction is one of the key factors in institutional dynamics and is generally considered to be the primary variable by which the effectiveness of an organization's human resource is evaluated. The objectives of this study were to assess the level of job satisfaction among university teachers and to clarify the associated factors. A cross-sectional study was conducted between November 2013 and January 2014. Teachers from six universities in Shenyang, China were randomly sampled. The job satisfaction scale Minnesota Satisfaction Questionnaire (MSQ), perceived organizational support (POS), psychological capital questionnaire (PCQ-24), and effort-reward imbalance scale (ERI) together with questions about demographic and working factors were administered in questionnaires distributed to 1500 university teachers. Hierarchical linear regression analyses were performed to explore the related factors. 1210 effective responses were obtained (effective respondent rate 80.7%). The average score of overall job satisfaction was 69.71. Hierarchical linear regression analysis revealed that turnover intention, occupational stress and chronic disease all had negative impacts on job satisfaction, whereas perceived organizational support, psychological capital and higher monthly income were positively associated with job satisfaction among the university teachers. Age was also linked to the level of job satisfaction. All the variables explained 60.7% of the variance in job satisfaction. Chinese university teachers had a moderate level of job satisfaction. Demographic and working characteristics were associated factors for job satisfaction. Perceived organizational support showed the strongest association with job satisfaction. RESULTS of the study indicate that improving the perceived organizational support may increase the level of job satisfaction for university teachers.

The relationship of centralization, organizational culture and performance indexes in teaching hospitals affiliated to Tehran University of Medical Sciences.

PubMed

Nasirpour, Amir Ashkan; Gohari, Mahmoud Reza; Moradi, Saied

2010-01-01

One of the main problems in the efficiency and efficacy of an organization is its structural issue. Organizational culture is also considered as an effective factor in the performance of many organizations. The main goal of the present study was to determine the relationship of Centralization and organizational culture and performance indexes in Teaching Hospitals affiliated to Tehran University of Medical Sciences. This correlation study was performed in the year 2007. The population studied consisted of 4408 personnel from 13 hospitals among whom 441 subjects were selected and studied via a class sampling method. Data was compiled using a check list concerning the evaluation status of Centralization and another form concerning performance indexes as well as Robbin's organizational culture questionnaire. Data were obtained from the subjects by self answering and analyzed by using descriptive statistical indexes, T- test and Fisher's exact tests. Among the organizational culture indexes of the hospitals studied, control and organizational identity was better as compared to others (mean=3.32 and 3.30). Concerning the extent of Centralization in the hospitals studied, 53.85 % and 46.15 % were reported to have upper and lower organizational Centralization, respectively. Mean ratio of surgical operations to inpatients was 40%, the mean rate of admissions per active bed was 60.83, mean bed occupancy coefficient was 70.79%, average length of stay was 6.96 days, and mean net death rate was 1.41%. No significant correlation was seen between Centralization degree, organizational culture and performance indexes in teaching hospitals Tehran university of medical sciences. (with 95% confidence interval). Due to the fact that first grade Teaching hospitals use board certified members, expert personnel, and advanced equipments and because of the limitation of patients choice and, the extent of Centralization and many organizational culture components have no significant correlation with performance indexes of these hospitals. Further research regarding structure is suggested in the future.

Relationships between Diversity Climate and Organizational Performance in Accredited, U.S. Evangelical Christian Colleges and Universities: Applying Cox's Interactional Model of Cultural Diversity

ERIC Educational Resources Information Center

Kissell, Bradley W.

2014-01-01

The main objective of this study was to determine whether relationships existed between workplace diversity and organizational performance in accredited U.S. evangelical Christian colleges and universities. Evidence points to a rapidly changing demographic landscape. The U.S. and its workforce are quickly becoming racially and ethnically diverse.…

Exploring the Relationship between Organizational Learning and Career Resilience among Faculty Members at Qatar University

ERIC Educational Resources Information Center

Abu-Tineh, Abdullah M.

2011-01-01

Purpose: Two main purposes guide this study. The first is to assess the level of individual, group, and organizational learning at Qatar University (QU), and the level of career resilience among its faculty members. The second is to explore the relationships between these levels of learning at QU and the career resilience of its faculty members.…

Culture Wars: Air Force Culture and Civil-Military Relations

DTIC Science & Technology

2010-06-01

Builder, The Masks of War: American Military Styles in Strategy and Analysis (Baltimore: Johns Hopkins University Press, 1989 ). 9 Adam Stulberg and...University Press, 1989 ), 3. 49 Charles Dunlap, Understanding Airmen: A Primer for Soldiers, Military Review (2007), 128. 21 heuristic of organizational...James Q. Wilson, Bureaucracy: What Government Agencies Do and Why They Do it (New York: Basic Books, 1989 ), 91. The idea of organizational

Care delivery and compensation system changes: a case study of organizational readiness within a large dental care practice organization in the United States.

PubMed

Cunha-Cruz, Joana; Milgrom, Peter; Huebner, Colleen E; Scott, JoAnna; Ludwig, Sharity; Dysert, Jeanne; Mitchell, Melissa; Allen, Gary; Shirtcliff, R Mike

2017-12-20

Dental care delivery systems in the United States are consolidating and large practice organizations are becoming more common. At the same time, greater accountability for addressing disparities in access to care is being demanded when public funds are used to pay for care. As change occurs within these new practice structures, attempts to implement change in the delivery system may be hampered by failure to understand the organizational climate or fail to prepare employees to accommodate new goals or processes. Studies of organizational behavior within oral health care are sparse and have not addressed consolidation of current delivery systems. The objective of this case study was to assess organizational readiness for implementing change in a large dental care organization consisting of staff model clinics and affiliated dental practices and test associations of readiness with workforce characteristics and work environment. A dental care organization implemented a multifaceted quality improvement program, called PREDICT, in which community-based mobile and clinic-based dental services were integrated and the team compensated based in part on meeting performance targets. Dental care providers and supporting staff members (N = 181) were surveyed before program implementation and organizational readiness for implementing change (ORIC) was assessed by two 5-point scales: change commitment and efficacy. Providers and staff demonstrated high organizational readiness for change. Median change commitment was 3.8 (Interquartile range [IQR]: 3.3-4.3) and change efficacy was 3.8 (IQR: 3.0-4.2). In the adjusted regression model, change commitment was associated with organizational climate, support for methods to arrest tooth decay and was inversely related to office chaos. Change efficacy was associated with organizational climate, support for the company's mission and was inversely related to burnout. Each unit increase in the organizational climate scale predicted 0.45 and 0.8-unit increases in change commitment and change efficacy. The survey identified positive readiness for change and highlighted weaknesses that are important cautions for this organization and others initiating change. Future studies will examine how organizational readiness to change, workforce characteristics and work environment influenced successful implementation within this organization.

45 CFR 1321.55 - Organization and staffing of the area agency.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION ON AGING, OLDER AMERICANS... purpose is to administer programs for older persons; or (2) A separate organizational unit within a multi... agency on aging designates, as an area agency on aging, a separate organizational unit of a multipurpose...

45 CFR 1321.55 - Organization and staffing of the area agency.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION ON AGING, OLDER AMERICANS... purpose is to administer programs for older persons; or (2) A separate organizational unit within a multi... agency on aging designates, as an area agency on aging, a separate organizational unit of a multipurpose...

A new contribution to the classification of stressors affecting nursing professionals

PubMed Central

Puerto, Jesús Cremades; Soler, Loreto Maciá; Montesinos, Maria José López; Marcos, Azucena Pedraz; Chorda, Víctor Manuel González

2017-01-01

Objective: to identify and classify the most important occupational stressors affecting nursing professionals in the medical units within a hospital. Method: quantitative-qualitative, descriptive and prospective study performed with Delphi technique in the medical units of a general university hospital, with a sample of 30 nursing professionals. Results: the stressors were work overload, frequent interruptions in the accomplishment of their tasks, night working, simultaneity of performing different tasks, not having enough time to give emotional support to the patient or lack of time for some patients who need it, among others. Conclusion: the most consensual stressors were ranked as work overload, frequent interruptions in the accomplishment of their tasks, night working and, finally, simultaneity of performing different tasks. These results can be used as a tool in the clinical management of hospital units, aiming to improve the quality of life of nursing professionals, organizational models and, in addition, continuous improvement in clinical treatment. PMID:28562702

[Occupational mental health and job satisfaction in university teachers in Shenyang, China].

PubMed

Li, M Y; Wang, Z Y; Wu, H; Wang, J N; Wang, L

2017-02-20

Objective: To investigate the current status of occupational mental health and job satisfaction in university teachers in Shenyang, China and related influencing factors. Methods: A total of 1500 teachers from 6 universities in Shenyang were randomly selected as study subjects from November 2013 to January 2014. Self-administered questionnaires were used to investigate mental health, including effort-reward imbalance questionnaire, Minnesota Satisfaction Questionnaire, Center for Epidemiological Survey-Depression Scale, and Psychological Capital Questionnaire. Results: Of all teachers, 58.9% had depressive symptoms. Depressive symptoms in university teachers were negatively correlated with the scores of psychological capital, supervisory commitment, and perceived organizational support ( r =-0.461, -0.306, and -0.366, all P <0.01) and were positively correlated with the score of occupational stress ( r =0.414, P <0.01) . Job satisfaction was positively correlated with psychological capital, perceived organizational support, and supervisory commitment ( r =0.650, 0.715, and 0.636, all P <0.01) and negatively correlated with occupational stress ( r =-0.475, P <0.01) . The direct effects of occupational stress, perceived organizational support, and supervisory commitment on job satisfaction were -0.30, 0.26, and 0.14, respectively, and their indirect effects were -0.0176, 0.0656, and 0.0368, respectively. The direct effects of occupational stress, perceived organizational support, and supervisory commitment on depressive symptoms were 0.20, -0.08, and -0.05, respectively, and their indirect effects was 0.033, -0.123, and -0.069, respectively. Conclusion: Occupational mental health is closely associated with job satisfaction in university teachers in Shenyang, and psychological capital has a mediating effect on perceived organizational support, supervisory commitment, occupational stress, job satisfaction, and depressive symptoms.

Attention to change: A multilevel theory on the process of emergent continuous organizational change.

PubMed

Wee, Elijah X M; Taylor, M Susan

2018-01-01

Increasingly, continuous organizational change is viewed as the new reality for organizations and their members. However, this model of organizational change, which is usually characterized by ongoing, cumulative, and substantive change from the bottom up, remains underexplored in the literature. Taking a multilevel approach, the authors develop a theoretical model to explain the mechanisms behind the amplification and accumulation of valuable, ongoing work-unit level changes over time, which then become substantial changes at the organizational level. Drawing on the concept of emergence, they first focus on the cognitive search mechanisms of work-unit members and managers to illustrate how work-unit level routine changes may be amplified to the organization through 2 unique processes: composition and compilation emergence. The authors then discuss the managers' role in creating a sense of coherence and meaning for the accumulation of these emergent changes over time. They conclude this research by discussing the theoretical implications of their model for the existing literature of organizational change. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Gender Variations in the Effects of Number of Organizational Memberships, Number of Social Networking Sites, and Grade-Point Average on Global Social Responsibility in Filipino University Students

PubMed Central

Lee, Romeo B.; Baring, Rito V.; Sta. Maria, Madelene A.

2016-01-01

The study seeks to estimate gender variations in the direct effects of (a) number of organizational memberships, (b) number of social networking sites (SNS), and (c) grade-point average (GPA) on global social responsibility (GSR); and in the indirect effects of (a) and of (b) through (c) on GSR. Cross-sectional survey data were drawn from questionnaire interviews involving 3,173 Filipino university students. Based on a path model, the three factors were tested to determine their inter-relationships and their relationships with GSR. The direct and total effects of the exogenous factors on the dependent variable are statistically significantly robust. The indirect effects of organizational memberships on GSR through GPA are also statistically significant, but the indirect effects of SNS on GSR through GPA are marginal. Men and women significantly differ only in terms of the total effects of their organizational memberships on GSR. The lack of broad gender variations in the effects of SNS, organizational memberships and GPA on GSR may be linked to the relatively homogenous characteristics and experiences of the university students interviewed. There is a need for more path models to better understand the predictors of GSR in local students. PMID:27247700

Gender Variations in the Effects of Number of Organizational Memberships, Number of Social Networking Sites, and Grade-Point Average on Global Social Responsibility in Filipino University Students.

PubMed

Lee, Romeo B; Baring, Rito V; Sta Maria, Madelene A

2016-02-01

The study seeks to estimate gender variations in the direct effects of (a) number of organizational memberships, (b) number of social networking sites (SNS), and (c) grade-point average (GPA) on global social responsibility (GSR); and in the indirect effects of (a) and of (b) through (c) on GSR. Cross-sectional survey data were drawn from questionnaire interviews involving 3,173 Filipino university students. Based on a path model, the three factors were tested to determine their inter-relationships and their relationships with GSR. The direct and total effects of the exogenous factors on the dependent variable are statistically significantly robust. The indirect effects of organizational memberships on GSR through GPA are also statistically significant, but the indirect effects of SNS on GSR through GPA are marginal. Men and women significantly differ only in terms of the total effects of their organizational memberships on GSR. The lack of broad gender variations in the effects of SNS, organizational memberships and GPA on GSR may be linked to the relatively homogenous characteristics and experiences of the university students interviewed. There is a need for more path models to better understand the predictors of GSR in local students.

Affective Commitment among Student Affairs Professionals

ERIC Educational Resources Information Center

Boehman, Joseph

2007-01-01

Student affairs professionals in the United States were surveyed to determine the predictive value of overall job satisfaction, organizational support, organizational politics, and work/nonwork interaction on affective organizational commitment. Results indicate that a supportive work environment leads to increased affective attachment to the…

The Impact of Denominational Affiliation on Organizational Sense of Belonging and Commitment of Adjunct Faculty at Bible Colleges and Universities

ERIC Educational Resources Information Center

Pilieci, Kimberly M.

2016-01-01

The majority of faculty in higher education, including secular and biblical institutions, are adjunct faculty. The literature suggests that adjunct faculty are less effective and satisfied, and have weaker organizational sense of belonging (OSB) and affective organizational commitment (AOC). Denominational affiliation (DA) and religious commitment…

Analysis of Organizational Architectures for the Air Force Tuition Assistance Program

DTIC Science & Technology

2003-03-01

FORCE TUITION ASSISTANCE PROGRAM THESIS Krista Zimmerman LaPietra AFIT/GOR/ENS/03-15 DEPARTMENT OF THE AIR FORCE AIR UNIVERSITY AIR...ANALYSIS OF ORGANIZATIONAL ARCHITECTURES FOR THE AIR FORCE TUITION ASSISTANCE PROGRAM THESIS Presented to the Faculty Department...ANALYSIS OF ORGANIZATIONAL ARCHITECTURES FOR THE AIR FORCE TUITION ASSISTANCE PROGRAM Krista Zimmerman LaPietra, BS

Organizational Learning as a Model for Continuous Transformation

ERIC Educational Resources Information Center

Mayer, Anysia; LeChasseur, Kimberly; Donaldson, Morgaen; Cobb, Casey

2013-01-01

In this article we use organizational learning theory as a framework for thinking about how participation in CPED has influenced changes in the EdD program established in 2003 at the University of Connecticut. Both single and double loop learning were a part of our process of institutionalizing a culture of organizational learning, a process that…

Miami's Third Sector Alliance for Community Well-being.

PubMed

Evans, Scotney D; Raymond, Catherine; Levine, Daniella

2014-01-01

Traditional capacity-building approaches tend to be organizationally focused ignoring the fact that community-based organizations learn and take action in a larger network working to promote positive community change. The specific aim of this paper was to outline a vision for a Third Sector Alliance to build organizational, network, and sector capacity for community well-being in Miami. Building a foundation for social impact requires a strategy for organizational, network, and sector capacity building. Organizational, network, and sector capacity building can best be achieved through a cooperative network approach driven by a solid community-university partnership. Although a Third Sector Alliance for Community Well-being does not yet exist in Miami, Catalyst Miami and the University of Miami (UM) have partnered closely to articulate a vision of what could be and have been working to make that vision a reality.

Leadership and culture of data governance for the achievement of higher education goals (Case study: Indonesia University of Education)

NASA Astrophysics Data System (ADS)

Putro, Budi Laksono; Surendro, Kridanto; Herbert

2016-02-01

Data is a vital asset in a business enterprise in achieving organizational goals. Data and information affect the decision-making process on the various activities of an organization. Data problems include validity, quality, duplication, control over data, and the difficulty of data availability. Data Governance is the way the company / institution manages its data assets. Data Governance covers the rules, policies, procedures, roles and responsibilities, and performance indicators that direct the overall management of data assets. Studies on governance data or information aplenty recommend the importance of cultural factors in the governance of research data. Among the organization's leadership culture has a very close relationship, and there are two concepts turn, namely: Culture created by leaders, leaders created by culture. Based on the above, this study exposure to the theme "Leadership and Culture Of Data Governance For The Achievement Of Higher Education Goals (Case Study: Indonesia University Of Education)". Culture and Leadership Model Development of on Higher Education in Indonesia would be made by comparing several models of data governance, organizational culture, and organizational leadership on previous studies based on the advantages and disadvantages of each model to the existing organizational business. Results of data governance model development is shown in the organizational culture FPMIPA Indonesia University Of Education today is the cultural market and desired culture is a culture of clan. Organizational leadership today is Individualism Index (IDV) (83.72%), and situational leadership on selling position.

Factor Stability of Primary Scales of the General Organization Questionnaire

DTIC Science & Technology

1980-10-01

leadership , climate , and processes function optimally. The Leadership and Organizational Effectiveness Work Unit re- searches personal, small-group...the Litwin and Stringer (1968) Organizational Climate Questionnaire found a factor structure that was dif- ferent from the a priori structure...number) General Organization Questionnaire (GOQ) Organizational climate Organizational effectiveness 20. ATRACT (Cnm N eriwem7 d Iderntify by block numbst

Enabling Rapid Integration of Combined Arms Teams into a Brigade Combat Team Organizational Structure

DTIC Science & Technology

2017-06-01

organizational structure , fixed vs. mobile forward operating base (FOB) synchronization, prior preparation, and unit capabilities. 5. Ideas to Improve...Technical Report 1356 Enabling Rapid Integration of Combined Arms Teams into a Brigade Combat Team Organizational Structure ...2012 - May 2014 4. TITLE AND SUBTITLE Enabling Rapid Integration of Combined Arms Teams into a Brigade Combat Team Organizational Structure

The Commission on the Intelligence Capabilities of the United States Regarding Weapons of Mass Destruction: Report to the President of the United States

DTIC Science & Technology

2005-03-31

What We Don’t Know . . . . . . . . . . . . . . 506 The United States Response: The Biodefense Shield . . . . . . . 508 Going Forward: Improving... Going Forward: A Different Model . . . . . . . . . . . . . . . . . . . . . . 524 Protecting our Borders: The Department of Homeland Security...headquarters are felt only lightly. We understand the limits of organizational change, and many of our recommendations go beyond organizational issues and

Organizational change, psychosocial work environment, and non-disability early retirement: a prospective study among senior public employees.

PubMed

Breinegaard, Nina; Jensen, Johan Høy; Bonde, Jens Peter

2017-05-01

Objective This study examines the impact of organizational change and psychosocial work environment on non-disability early retirement among senior public service employees. Methods In January and February 2011, Danish senior public service employees aged 58-64 years (N=3254) from the Capital Region of Denmark responded to a survey assessing psychosocial work environment (ie, social capital, organizational justice, and quality of management). Work-unit organizational changes (ie, change of management, merging, demerging, and relocation) were recorded from January 2009 to March 2011. Weekly data on non-disability early retirement transfer were obtained from the DREAM register database, which holds weekly information about all public benefit payments in Denmark. Hazard ratios (HR) for early retirement following employees' 60 th birthday were estimated with Cox regression adjusted for age, gender, and socioeconomic status. Results Exposure to change of management [HR 1.37, 95% confidence interval (95% CI) 1.13-1.66], mergers (HR 1.23, 95% CI 1.02-1.48), and relocation of work unit (HR 1.24, 95% CI 1.01-1.54) increased rate of non-disability early retirement, while demerging of work unit did not (HR 1.03, 95% CI 0.79-1.33). Work units with lower levels of social capital (HR 1.22, 95% CI 1.05-1.41), organizational justice, (HR 1.18, 95% CI 1.04-1.32), and quality of management (HR 1.14, 95% CI 1.02-1.25) increased rate of early retirement. Conclusion Organizational change and poor psychosocial work environment contribute to non-disability early retirement among senior public service employees, measured at work-unit level.

The Emergence of Family-specific Support Constructs: Cross-level Effects of Family-supportive Supervision and Family-Supportive Organization Perceptions on Individual Outcomes.

PubMed

Hill, Rachel T; Matthews, Russell A; Walsh, Benjamin M

2016-12-01

Implicit to the definitions of both family-supportive supervision (FSS) and family-supportive organization perceptions (FSOP) is the argument that these constructs may manifest at a higher (e.g. group or organizational) level. In line with these conceptualizations, grounded in tenants of conservation of resources theory, we argue that FSS and FSOP, as universal resources, are emergent constructs at the organizational level, which have cross-level effects on work-family conflict and turnover intentions. To test our theoretically derived hypotheses, a multilevel model was examined in which FSS and FSOP at the unit level predict individual work-to-family conflict, which in turn predicts turnover intentions. Our hypothesized model was generally supported. Collectively, our results point to FSOP serving as an explanatory mechanism of the effects that mutual perceptions of FSS have on individual experiences of work-to-family conflict and turnover intentions. Lagged (i.e. overtime) cross-level effects of the model were also confirmed in supplementary analyses. Our results extend our theoretical understanding of FSS and FSOP by demonstrating the utility of conceptualizing them as universal resources, opening up a variety of avenues for future research. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

Safety climate in university and college laboratories: impact of organizational and individual factors.

PubMed

Wu, Tsung-Chih; Liu, Chi-Wei; Lu, Mu-Chen

2007-01-01

Universities and colleges serve to be institutions of education excellence; however, problems in the areas of occupational safety may undermine such goals. Occupational safety must be the concern of every employee in the organization, regardless of job position. Safety climate surveys have been suggested as important tools for measuring the effectiveness and improvement direction of safety programs. Thus, this study aims to investigate the influence of organizational and individual factors on safety climate in university and college laboratories. Employees at 100 universities and colleges in Taiwan were mailed a self-administered questionnaire survey; the response rate was 78%. Multivariate analysis of variance revealed that organizational category of ownership, the presence of a safety manager and safety committee, gender, age, title, accident experience, and safety training significantly affected the climate. Among them, accident experience and safety training affected the climate with practical significance. The authors recommend that managers should address important factors affecting safety issues and then create a positive climate by enforcing continuous improvements.

An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

PubMed

Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

2014-06-01

Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

The Urban Context: A Place to Eliminate Health Disparities and Build Organizational Capacity

PubMed Central

GILBERT, KEON L.; QUINN, SANDRA CROUSE; FORD, ANGELA F.; THOMAS, STEPHEN B.

2011-01-01

This study seeks to examine the process of building the capacity to address health disparities in several urban African American neighborhoods. An inter-organizational network consisting of a research university, community members, community organizations, media partners, and foundations was formed to develop a community-based intervention designed to provide health promotion and disease prevention strategies for type 2 diabetes and hypertension. In-depth qualitative interviews (n = 18) with foundation executives and project directors, civic organization leadership, community leaders, county epidemiologist, and university partners were conducted. Our study contextualizes a process to build a public health partnership using cultural, community, organizational, and societal factors necessary to address health disparities. Results showed 5 important factors to build organizational capacity: leadership, institutional commitment, trust, credibility, and inter-organizational networks. These factors reflected other important organizational and community capacity indicators such as: community context, organizational policies, practices and structures, and the establishment of new commitments and partnerships important to comprehensively address urban health disparities. Understanding these factors to address African American health disparities will provide lessons learned for health educators, researchers, practitioners, foundations, and communities interested in building and sustaining capacity efforts through the design, implementation, and maintenance of a community-based health promotion intervention. PMID:21271434

Organizational climate with gender equity and burnout among university academics in Japan

PubMed Central

TAKA, Fumiaki; NOMURA, Kyoko; HORIE, Saki; TAKEMOTO, Keisuke; TAKEUCHI, Masumi; TAKENOSHITA, Shinichi; MURAKAMI, Aya; HIRAIKE, Haruko; OKINAGA, Hiroko; SMITH, Derek R.

2016-01-01

We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization’, ‘Organizational promotion of gender equal society’ and ‘Consultation service’); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization’ or lack of ‘Inequality in academia’ alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization’ was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia. PMID:27725562

Basic principles of information technology organization in health care institutions.

PubMed

Mitchell, J A

1997-01-01

This paper focuses on the basic principles of information technology (IT) organization within health sciences centers. The paper considers the placement of the leader of the IT effort within the health sciences administrative structure and the organization of the IT unit. A case study of the University of Missouri-Columbia Health Sciences Center demonstrates how a role-based organizational model for IT support can be effective for determining the boundary between centralized and decentralized organizations. The conclusions are that the IT leader needs to be positioned with other institutional leaders who are making strategic decisions, and that the internal IT structure needs to be a role-based hybrid of centralized and decentralized units. The IT leader needs to understand the mission of the organization and actively use change-management techniques.

29 CFR 2590.606-3 - Notice requirements for covered employees and qualified beneficiaries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... to have been provided when a written or oral communication identifying a specific event is made in a... the case of a single-employer plan, the person or organizational unit that customarily handles... the plan, or the person or organizational unit to which claims for benefits under the plan customarily...

Entrepreneurial Orientation of Community College Workforce Divisions and the Impact of Organizational Structure: A Grounded Theory Study

ERIC Educational Resources Information Center

Schiefen, Kathleen M.

2010-01-01

This research focused on how organizational structure of community colleges influenced the entrepreneurial orientation of deans, directors, vice presidents, and vice chancellors of workforce units. Using grounded theory methodology, the researcher identified three emergent theories applicable to both integrated and separate workforce units. These…

Enrollment and Facilities Inventory, Fall 1972.

ERIC Educational Resources Information Center

Maine State Higher Education Facilities Commission, Augusta.

The tables in this report present a summary of the area, in net assignable square feet, used by each institution of higher education in Maine, broken down by room type and also by organizational unit for fall 1972. Data is presented concerning enrollment information of public and independent colleges and organizational units and room type for…

Facilities Inventory, Fall 1971.

ERIC Educational Resources Information Center

Maine State Higher Education Facilities Commission, Augusta.

The tables in this report present a summary of the area, in net assignable square feet, used by each institution of higher education in Maine, broken down by room type and by organizational unit for fall 1971. Data is presented concerning enrollment information of public and independent colleges and organizational unit and room type for public…

Predictors of intensive care unit refusal in French intensive care units: a multiple-center study.

PubMed

Garrouste-Orgeas, Maité; Montuclard, Luc; Timsit, Jean-François; Reignier, Jean; Desmettre, Thibault; Karoubi, Philippe; Moreau, Delphine; Montesino, Laurent; Duguet, Alexandre; Boussat, Sandrine; Ede, Christophe; Monseau, Yannick; Paule, Thierry; Misset, Benoit; Carlet, Jean

2005-04-01

To identify factors associated with granting or refusing intensive care unit (ICU) admission, to analyze ICU characteristics and triage decisions, and to describe mortality in admitted and refused patients. Observational, prospective, multiple-center study. Four university hospitals and seven primary-care hospitals in France. None. Age, underlying diseases (McCabe score and Knaus class), dependency, hospital mortality, and ICU characteristics were recorded. The crude ICU refusal rate was 23.8% (137/574), with variations from 7.1% to 63.1%. The reasons for refusal were too well to benefit (76/137, 55.4%), too sick to benefit (51/137, 37.2%), unit too busy (9/137, 6.5%), and refusal by the family (1/137). In logistic regression analyses, two patient-related factors were associated with ICU refusal: dependency (odds ratio [OR], 14.20; 95% confidence interval [CI], 5.27-38.25; p < .0001) and metastatic cancer (OR, 5.82; 95% CI, 2.22-15.28). Other risk factors were organizational, namely, full unit (OR, 3.16; 95% CI, 1.88-5.31), center (OR, 3.81; 95% CI, 2.27-6.39), phone admission (OR, 0.23; 95% CI, 0.14-0.40), and daytime admission (OR, 0.52; 95% CI, 0.32-0.84). The Standardized Mortality Ratio was 1.41 (95% CI, 1.19-1.69) for immediately admitted patients, 1.75 (95% CI, 1.60-1.84) for refused patients, and 1.03 (95% CI, 0.28-1.75) for later-admitted patients. ICU refusal rates varied greatly across ICUs and were dependent on both patient and organizational factors. Efforts to define ethically optimal ICU admission policies might lead to greater homogeneity in refusal rates, although case-mix variations would be expected to leave an irreducible amount of variation across ICUs.

Factors Associated with Job Satisfaction among University Teachers in Northeastern Region of China: A Cross-Sectional Study

PubMed Central

Pan, Bochen; Shen, Xue; Liu, Li; Yang, Yilong; Wang, Lie

2015-01-01

Objective: Teachers’ job satisfaction is one of the key factors in institutional dynamics and is generally considered to be the primary variable by which the effectiveness of an organization’s human resource is evaluated. The objectives of this study were to assess the level of job satisfaction among university teachers and to clarify the associated factors. Method: A cross-sectional study was conducted between November 2013 and January 2014. Teachers from six universities in Shenyang, China were randomly sampled. The job satisfaction scale Minnesota Satisfaction Questionnaire (MSQ), perceived organizational support (POS), psychological capital questionnaire (PCQ-24), and effort-reward imbalance scale (ERI) together with questions about demographic and working factors were administered in questionnaires distributed to 1500 university teachers. Hierarchical linear regression analyses were performed to explore the related factors. Results: 1210 effective responses were obtained (effective respondent rate 80.7%). The average score of overall job satisfaction was 69.71. Hierarchical linear regression analysis revealed that turnover intention, occupational stress and chronic disease all had negative impacts on job satisfaction, whereas perceived organizational support, psychological capital and higher monthly income were positively associated with job satisfaction among the university teachers. Age was also linked to the level of job satisfaction. All the variables explained 60.7% of the variance in job satisfaction. Conclusions: Chinese university teachers had a moderate level of job satisfaction. Demographic and working characteristics were associated factors for job satisfaction. Perceived organizational support showed the strongest association with job satisfaction. Results of the study indicate that improving the perceived organizational support may increase the level of job satisfaction for university teachers. PMID:26473906

Evolving Organizational Structures in Special Education.

ERIC Educational Resources Information Center

McCarthy, Eileen F., Ed.; Sage, Daniel D., Ed.

The monograph addresses evolving organizational structures in special education from the perspectives of theory and practice. The initial paper, "Issues in Organizational Structure" (D. Sage), focuses on how the multiple units and operations of the special education system should be related and how the management authority and responsibility for…

Options for Location in the Organizational Structure.

ERIC Educational Resources Information Center

Taylor, Alton L.

1990-01-01

The location of the institutional research unit within the organizational structure influences the role it plays in supporting effective decision making. A theoretical framework of organizational structure based on division of labor can be applied to higher education institutions, with implications for staffing and expectations for performance.…

The Ideal Worker or the Ideal Father: Organizational Structures and Culture in the Gendered University

ERIC Educational Resources Information Center

Sallee, Margaret W.

2012-01-01

While literature has focused on the ways in which organizational structures exclude women from the workplace, this article suggests that the inverse is also true: organizational structures and culture prevent men from being involved in the home. Using theories of gendered organizations as a guide, this article draws on interviews with 70 faculty…

Predictors of nursing faculty members' organizational commitment in governmental universities.

PubMed

Al-Hussami, Mahmoud; Saleh, Mohammad Y N; Abdalkader, Raghed Hussein; Mahadeen, Alia I

2011-05-01

It is essential for all university leaders to develop and maintain an effective programme of total quality management in a climate that promotes work satisfaction and employee support. The purpose of the study was to investigate the relationship of faculty members' organizational commitment to their job satisfaction, perceived organizational support, job autonomy, workload, and pay. A quantitative study, implementing a correlational research design to determine whether relationships existed between organizational commitment and job satisfaction, perceived organizational support, job autonomy, workload and pay. Stepwise linear regression analysis was used to estimate the probability of recorded variables included significant sample characteristics namely, age, experience and other work related attributes. The outcome showed a predictive model of three predictors which were significantly related to faculty members' commitment: job satisfaction, perceived support and age.   Although the findings were positive toward organizational commitment, continued consideration should be given to the fact that faculty members remain committed as the cost associated with leaving is high. A study of this nature increases the compartment in which faculty administrators monitor the work climate, observe and identify factors that may increase or decrease job satisfaction and the work commitment. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

Needs Analysis of Employee in Riau Main Island: A Reflection from Universitas Lancang Kuning Context

NASA Astrophysics Data System (ADS)

Hasnati; Chintia Utami, Bunga; Saputra, Trio

2018-05-01

Performance of employees is a major concern for all organization. It’s depend on workload. The availability of staff in Lancang Kuning University which established in Riau Main island is not adjusted to the changing needs of the Organizational Structure and the workload of the employees. One preparation to Achieve the Strategic HR Planning Is that ripe with a set amount of human resources that is ideal to get UNILAK UNGGUL 2030. But, it will not happen if the distribution of employees have not Referred to the real needs of the organization. The distribution has not been based on the workload of the organization. Stacking employees in one unit without clear work and lack of staff in other units is a fact of the underlying problem at Lancang Kuning University. So in order to Achieve the performance of employees, we must to to be done structuring. In the implementation, Lancang Kuning University conducted an analysis of positions that include positions produce information Position Information Analysis. The purpose of this study is to projection of the Needed Employees with qualitative method. The research informants were selected from three institutions / units in the University of Lancang Kuning. The results of the workload analysis of staff at the University of Lancang Kuning can be done if there is clarity of guidelines or work instructions, a good understanding of the work guidelines to everyone, the suitability between work guidelines and knowledge of educational personnel. Based on job information and workloads, it is found that only two institutions are LPPM and BPM roomates is suitable of needs but in other side there are excess and lack, library excess 1 employee.

Organizational culture in an academic health center: an exploratory study using a competing values framework.

PubMed

Ovseiko, Pavel V; Buchan, Alastair M

2012-06-01

Implementing cultural change and aligning organizational cultures could enhance innovation, quality, safety, and job satisfaction. The authors conducted this mixed-methods study to assess academic physician-scientists' perceptions of the current and preferred future organizational culture at a university medical school and its partner health system. In October 2010, the authors surveyed academic physicians and scientists jointly employed by the University of Oxford and its local, major partner health system. The survey included the U.S. Veterans Affairs Administration's 14-item Competing Values Framework instrument and two extra items prompting respondents to identify their substantive employer and to provide any additional open-ended comments. Of 436 academic physicians and scientists, 170 (39%) responded. Of these, 69 (41%) provided open-ended comments. Dominant hierarchical culture, moderate rational and team cultures, and underdeveloped entrepreneurial culture characterized the health system culture profile. The university profile was more balanced, with strong rational and entrepreneurial cultures, and moderate-to-strong hierarchical and team cultures. The preferred future culture (within five years) would emphasize team and entrepreneurial cultures and-to a lesser degree-rational culture, and would deemphasize hierarchical culture. Whereas the university and the health system currently have distinct organizational cultures, academic physicians and scientists would prefer the same type of culture across the two organizations so that both could more successfully pursue the shared mission of academic medicine. Further research should explore strengthening the validity and reliability of the organizational culture instrument for academic medicine and building an evidence base of effective culture change strategies and interventions.

Clinical review: the Israeli experience: conventional terrorism and critical care.

PubMed

Aschkenasy-Steuer, Gabriella; Shamir, Micha; Rivkind, Avraham; Mosheiff, Rami; Shushan, Yigal; Rosenthal, Guy; Mintz, Yoav; Weissman, Charles; Sprung, Charles L; Weiss, Yoram G

2005-10-05

Over the past four years there have been 93 multiple-casualty terrorist attacks in Israel, 33 of them in Jerusalem. The Hadassah-Hebrew University Medical Center is the only Level I trauma center in Jerusalem and has therefore gained important experience in caring for critically injured patients. To do so we have developed a highly flexible operational system for managing the general intensive care unit (GICU). The focus of this review will be on the organizational steps needed to provide operational flexibility, emphasizing the importance of forward deployment of intensive care unit personnel to the trauma bay and emergency room and the existence of a chain of command to limit chaos. A retrospective review of the hospital's response to multiple-casualty terror incidents occurring between 1 October 2000 and 1 September 2004 was performed. Information was assembled from the medical center's trauma registry and from GICU patient admission and discharge records. Patients are described with regard to the severity and type of injury. The organizational work within intensive care is described. Finally, specific issues related to the diagnosis and management of lung, brain, orthopedic and abdominal injuries, caused by bomb blast events associated with shrapnel, are described. This review emphasizes the importance of a multidisciplinary team approach in caring for these patients.

Learning Strategies for Police Organization--Modeling Organizational Learning Perquisites.

ERIC Educational Resources Information Center

Luoma, Markku; Nokelainen, Petri; Ruohotie, Pekka

The factors contributing to organizational learning in police units in Finland and elsewhere were examined to find strategies to improve the prerequisites of learning and compare linear and nonlinear methods of modeling organizational learning prerequisites. A questionnaire was used to collect data from the 281 staff members of five police…

The Strategic Value of HRD in Lean Strategy Implementation

ERIC Educational Resources Information Center

Alagaraja, Meera; Egan, Toby

2013-01-01

Central to the relevance of HRD is the inclusion of HRD professionals and functions in organizational strategy. Understanding how HRD units and professionals contribute to or hinder organizational strategy is important for the field. We describe an organizational case in which a systemic strategic initiative involving "Lean strategy" is deployed…

32 CFR 536.3 - Command and organizational relationships.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 3 2014-07-01 2014-07-01 false Command and organizational relationships. 536.3... ACCOUNTS CLAIMS AGAINST THE UNITED STATES The Army Claims System § 536.3 Command and organizational.... Army Claims Service. USARCS, a command and component of the Office of TJAG, is the agency through which...

32 CFR 536.3 - Command and organizational relationships.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 3 2012-07-01 2009-07-01 true Command and organizational relationships. 536.3... ACCOUNTS CLAIMS AGAINST THE UNITED STATES The Army Claims System § 536.3 Command and organizational.... Army Claims Service. USARCS, a command and component of the Office of TJAG, is the agency through which...

32 CFR 536.3 - Command and organizational relationships.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 3 2011-07-01 2009-07-01 true Command and organizational relationships. 536.3... ACCOUNTS CLAIMS AGAINST THE UNITED STATES The Army Claims System § 536.3 Command and organizational.... Army Claims Service. USARCS, a command and component of the Office of TJAG, is the agency through which...

32 CFR 536.3 - Command and organizational relationships.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 3 2010-07-01 2010-07-01 true Command and organizational relationships. 536.3... ACCOUNTS CLAIMS AGAINST THE UNITED STATES The Army Claims System § 536.3 Command and organizational.... Army Claims Service. USARCS, a command and component of the Office of TJAG, is the agency through which...

32 CFR 536.3 - Command and organizational relationships.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 3 2013-07-01 2013-07-01 false Command and organizational relationships. 536.3... ACCOUNTS CLAIMS AGAINST THE UNITED STATES The Army Claims System § 536.3 Command and organizational.... Army Claims Service. USARCS, a command and component of the Office of TJAG, is the agency through which...

32 CFR 700.312 - Authority over organizational matters.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 5 2011-07-01 2011-07-01 false Authority over organizational matters. 700.312 Section 700.312 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY UNITED STATES... of the Navy The Office of the Secretary of the Navy § 700.312 Authority over organizational matters...

32 CFR 700.312 - Authority over organizational matters.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 5 2014-07-01 2014-07-01 false Authority over organizational matters. 700.312 Section 700.312 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY UNITED STATES... of the Navy The Office of the Secretary of the Navy § 700.312 Authority over organizational matters...

32 CFR 700.312 - Authority over organizational matters.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 5 2013-07-01 2013-07-01 false Authority over organizational matters. 700.312 Section 700.312 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY UNITED STATES... of the Navy The Office of the Secretary of the Navy § 700.312 Authority over organizational matters...

32 CFR 700.312 - Authority over organizational matters.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 5 2012-07-01 2012-07-01 false Authority over organizational matters. 700.312 Section 700.312 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY UNITED STATES... of the Navy The Office of the Secretary of the Navy § 700.312 Authority over organizational matters...

32 CFR 700.312 - Authority over organizational matters.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Authority over organizational matters. 700.312 Section 700.312 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY UNITED STATES... of the Navy The Office of the Secretary of the Navy § 700.312 Authority over organizational matters...

The Influence of National and Organizational Culture on the Use of Performance Improvement Interventions

ERIC Educational Resources Information Center

Vadivelu, Ramaswamy N.; Klein, James D.

2011-01-01

This exploratory study examined the influence of national and organizational culture on the use of various performance improvement interventions. Data on intervention use were collected from practitioners in the United States and South Asia. Results revealed that orientation programs, organizational communication, instructor-led training, and…

Relationships Between Centralization/Decentralization and Organizational Effectiveness in Urban Multi-Unit Community College Systems. A Summary Report.

ERIC Educational Resources Information Center

Jenkins, John A.; Rossmeier, Joseph G.

In January 1972, 3,320 faculty members and administrators at 12 urban multicampus community college districts were asked to indicate their perceptions of the distribution of decision-making authority and influence among six organizational levels (the board of trustees, the district administration, the unit administration, deans, department…

Using a Virtual Manipulative Environment to Support Students' Organizational Structuring of Volume Units

ERIC Educational Resources Information Center

O'Dell, Jenna R.; Barrett, Jeffrey E.; Cullen, Craig J.; Rupnow, Theodore J.; Clements, Douglas H.; Sarama, Julie; Rutherford, George; Beck, Pamela S.

2017-01-01

In this study, we investigated how Grade 3 and 4 students' organizational structure for volume units develops through repeated experiences with a virtual manipulative for building prisms. Our data consist of taped clinical interviews within a micro-genetic experiment. We report on student strategy development using a virtual manipulative for…

31 CFR Appendix J to Subpart C of... - Office of the Comptroller of the Currency

Code of Federal Regulations, 2010 CFR

2010-07-01

... head of the organizational unit having immediate custody of the records requested or the delegate of..., Communications Division, Office of the Comptroller of the Currency, 250 E Street, SW, Washington, DC 20219. 3... organizational unit having immediate custody of the records or the delegate of that official. Requests for...

29 CFR 14.22 - Availability of classified information to persons not employed by the Department of Labor.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Officer. (b) Access to Top Secret material. Access to Top Secret Information within the primary organizational units of the DOL by employees of other Federal agencies must be approved in advance by the Top Secret Control Officer of the primary organizational unit. (c) Access to Secret and Confidential...

Assessment of nurses' work climate at Alexandria Main University Hospital.

PubMed

Emam, Sanaa Abdel-aziz; Nabawy, Zeinab Mohamed; Mohamed, Azzaa Hassan; Sbeira, Walaa Hashem

2005-01-01

Work climate is indicative of how well the organization is realizing its full potential. An accurate assessment of work climate can identify the unnecessary obstacles to nurses interfering with their best performance. The present study aims to assess nurses' work climate at Alexandria Main University Hospital. The study sample included all nurses (N=400) who were working in inpatient medical and surgical units at the Alexandria Main University Hospital who were available at the time of data collection. A structured questionnaire was developed to assess nurses' perceptions regarding the dimensions of work climate. Data was collected by individual interview using the structured questionnaire. Results indicated that the highest percentages of nurses in medical and surgical units perceived that their work climate is characterized by good way of performance management, feeling of responsibility, warmth and supportive relationships, quality of communication, morale, organizational clarity and feeling of identity and belongness to the hospital. Nurses perceived that they are lacking work climate conducive to conflict resolution, participation in decision making, opportunity for training and development, fair rewards and recognition, calculated risks, sufficient resources, effective leadership and teamwork. There were no significant difference between nurses perceptions in medical and surgical units regarding all dimensions of work climate. The highest percentage of nurses in all units were satisfied only with the feeling of responsibility, way of performance management, and quality of communication. Conflict and identity were perceived as the most important areas that need improvement in the hospital. Based on the results recommendations were given to enhance work climate through designing compensation and recognition systems, and negotiate their requirements and accomplishment based on established standards and outcomes measures. Also, encouragement of and planning for participative decision making, teamwork, in-service training program and open communication are recommended to be present in the work units.

Is Reorganization of the Army Under the Unit-of-Action and the Unit-of-Employment Concept Consistent with the Army’s Identity?

DTIC Science & Technology

2004-06-01

thesis is a critical assessment of those organizational changes . The thesis question asks: Is reorganization of the Army under the unit of action/unit...driving these changes are not well understood. It is a far more daunting task to understand the forces that are driving these organizational changes ...than it is to understand the mechanics of those changes . In a sense, every leader in the Army is a technician; officers in particular are called

Patient safety culture perceptions in the college of dentistry

PubMed Central

Al Sweleh, Fahad Saleh; Al Saedan, Abdullah Mohammed; Al Dayel, Omar Abdullah

2018-01-01

Abstract A positive safety culture is essential to patient safety because it improves quality of care. The aim of this study was to assess staff and student perceptions of the patient safety culture in the clinics of the College of Dentistry at King Saud University in Saudi Arabia. A cross-sectional study was conducted in the College of Dentistry at King Saud University in Saudi Arabia. It included 4th and 5th year students, interns, general practitioners, and dental assistants. The data were collected by using paper-based questionnaire of modified version of the Agency for Healthcare Research and Quality Hospital Survey on Patient Safety Culture. Data were entered into SPSS Version 20. Score on a particular safety culture dimension was calculated. The overall response rate was 72.8% (390/536). Team work dimension had the highest average percent positive dimension score (72.3%) while staffing had the lowest score (10%). Dental assistant had high agreement in Teamwork dimension (87.8%); Supervisor/Manager Expectations and Actions Promoting Patient Safety dimension (66.9%); Organizational Learning—Continuous Improvement dimension (79.1%); Management Support for Patient Safety dimension (84.5%); Feedback and Communication About Error dimension (58.3%); Frequency of Events Reported dimension (54.0%); Teamwork Across Units dimension (73.2%). Most of areas perceived that there is no event reported (76.1-85.3%) in the past 12 months. Overall patient safety grade is more than moderate in the clinic. Teamwork within Units and Organizational Learning—Continuous Improvement dimension had the highest score while staffing had the lowest score. Dental assistants perceived positive score in most dimensions while students perceived slight negative score in most dimensions. PMID:29480849

Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.

PubMed

Podsakoff, Nathan P; Whiting, Steven W; Podsakoff, Philip M; Blume, Brian D

2009-01-01

Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in south east of Iran.

PubMed

Tofighi, M; Tirgari, B; Fooladvandi, M; Rasouli, F; Jalali, M

2015-01-01

Several factors including emotional intelligence affect the efficiency of people. It seems that organizational behavior of each person is strongly influenced by emotional intelligence. Therefore, the present study is aimed to examine the relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in teaching hospitals supervised by Kerman Medical University in Southeast of Iran. This study employed a descriptive cross sectional design. A census sample consisted of 150 critical and emergency nurses working in teaching hospitals supervised by Kerman Medical University participated in this study. Emotional intelligence and organizational citizenship behavior questionnaire was used to assess nurses' emotional intelligence and organizational citizenship behavior by available sampling method. The results showed that the mean age of the participants was 35 years. Most participants (94%) were females and belonged to the age group of 26-30 years. Overall mean score of organizational citizenship behavior scale was 88.21 (±10.4). In the organizational citizenship behavior categories, altruism mean score was higher than the other mean scores. Overall mean score of emotional intelligence was (121.08 ± 17.56). In the subgroups of emotional intelligence, mean score of the relationship management, was higher than the average of other factors. Pearson's correlation coefficient showed no significant relationship between emotional intelligence and organizational citizenship behavior (p ≥ 0.05). The study suggests that health care managers should organize systematic and dynamic policies and procedures in dealing with emotional intelligence and organizational citizenship behavior to assist critical and emergency nurses.

Assessing organizational performance in intensive care units: a French experience.

PubMed

Minvielle, Etienne; Aegerter, Philippe; Dervaux, Benoît; Boumendil, Ariane; Retbi, Aurélia; Jars-Guincestre, Marie Claude; Guidet, Bertrand

2008-06-01

The objective of the study was to assess and to explain variation of organizational performance in intensive care units (ICUs). This was a prospective multicenter study. The study involved 26 ICUs located in the Paris area, France, participating in a regional database. Data were collected through answers of 1000 ICU personnel to the Culture, Organization, and Management in Intensive Care questionnaire and from the database. Organizational performance was assessed through a composite score related to 5 dimensions: coordination and adaptation to uncertainty, communication, conflict management, organizational change, and organizational learning, Skills developed in relationship with patients and their families. Statistical comparisons between ICUs were performed by analysis of variance with a Scheffé pairwise procedure. A multilevel regression model was used to analyze both individual and structural variables explaining differences of ICU's organizational performance. The organizational performance score differed among ICUs. Some cultural values were negatively correlated with a high level of organizational performance, suggesting improvement potential. Several individual and structural factors were also related to the quality of ICU organization, including absence of burnout, older staff, satisfaction to work, and high workload (P < .02 for each). A benchmarking approach can be used by ICU managers to assess the organizational performance of their ICU based on a validated questionnaire. Differences are mainly explained by cultural values and individual well-being factors, introducing new requirements for managing human resources in ICUs.

Association between organizational climate and perceptions and use of an innovation in Swedish primary health care: a prospective study of an implementation.

PubMed

Carlfjord, Siw; Festin, Karin

2015-09-10

There is a need for new knowledge regarding determinants of a successful implementation of new methods in health care. The role of a receptive context for change to support effective diffusion has been underlined, and could be studied by assessing the organizational climate. The aim of this study was to assess the association between organizational climate when a computer-based lifestyle intervention tool (CLT) was introduced in primary health care (PHC) and the implementation outcome in terms of how the tool was perceived and used after 2 years. The CLT was offered to 32 PHC units in Sweden, of which 22 units agreed to participate in the study. Before the introduction of the CLT, the creative climate at each participating unit was assessed. After 24 months, a follow-up questionnaire was distributed to the staff to assess how the CLT was perceived and how it was used. A question on the perceived need for the CLT was also included. The units were divided into three groups according to the creative climate: high, medium and low. The main finding was that the units identified as having a positive creative climate demonstrated more frequent use and more positive perceptions regarding the new tool than those with the least positive creative climate. More positive perceptions were seen at both individual and unit levels. According to the results from this study there is an association between organizational climate at baseline and implementation outcome after 2 years when a tool for lifestyle intervention is introduced in PHC in Sweden. Further studies are needed before measurement of organizational climate at baseline can be recommended in order to predict implementation outcome.

PREFACE: International Conference on Computing in High Energy and Nuclear Physics (CHEP 2012)

NASA Astrophysics Data System (ADS)

Ernst, Michael; Düllmann, Dirk; Rind, Ofer; Wong, Tony

2012-12-01

The International Conference on Computing in High Energy and Nuclear Physics (CHEP) was held at New York University on 21- 25 May 2012. CHEP is a major series of international conferences for physicists and computing professionals from the High Energy and Nuclear Physics community and related scientific and technical fields. The CHEP conference provides a forum to exchange information on computing progress and needs for the community, and to review recent, ongoing and future activities. CHEP conferences are held at roughly 18-month intervals, alternating between Europe, Asia, the Americas and other parts of the world. Recent CHEP conferences have been held in Taipei, Taiwan (2010); Prague, Czech Republic (2009); Victoria, Canada (2007); Mumbai, India (2006); Interlaken, Switzerland (2004); San Diego, United States (2003); Beijing, China (2001); Padova, Italy (2000). CHEP 2012 was organized by Brookhaven National Laboratory (BNL) and co-sponsored by New York University. The organizational structure for CHEP consists of an International Advisory Committee (IAC) which sets the overall themes of the conference, a Program Organizing Committee (POC) that oversees the program content, and a Local Organizing Committee (LOC) that is responsible for local arrangements (lodging, transportation and social events) and conference logistics (registration, program scheduling, conference site selection and conference proceedings). There were over 500 attendees with a program that included plenary sessions of invited speakers, a number of parallel sessions comprising around 125 oral and 425 poster presentations and industrial exhibitions. We thank all the presenters for the excellent scientific content of their contributions to the conference. Conference tracks covered topics on Online Computing, Event Processing, Distributed Processing and Analysis on Grids and Clouds, Computer Facilities, Production Grids and Networking, Software Engineering, Data Stores and Databases and Collaborative Tools. We would like to thank Brookhaven Science Associates, New York University, Blue Nest Events, the International Advisory Committee, the Program Committee and the Local Organizing Committee members for all their support and assistance. We also would like to acknowledge the support provided by the following sponsors: ACEOLE, Data Direct Networks, Dell, the European Middleware Initiative and Nexsan. Special thanks to the Program Committee members for their careful choice of conference contributions and enormous effort in reviewing and editing the conference proceedings. The next CHEP conference will be held in Amsterdam, the Netherlands on 14-18 October 2013. Conference Chair Michael Ernst (BNL) Program Committee Daniele Bonacorsi, University of Bologna, Italy Simone Campana, CERN, Switzerland Philippe Canal, Fermilab, United States Sylvain Chapeland, CERN, Switzerland Dirk Düllmann, CERN, Switzerland Johannes Elmsheuser, Ludwig Maximilian University of Munich, Germany Maria Girone, CERN, Switzerland Steven Goldfarb, University of Michigan, United States Oliver Gutsche, Fermilab, United States Benedikt Hegner, CERN, Switzerland Andreas Heiss, Karlsruhe Institute of Technology, Germany Peter Hristov, CERN, Switzerland Tony Johnson, SLAC, United States David Lange, LLNL, United States Adam Lyon, Fermilab, United States Remigius Mommsen, Fermilab, United States Axel Naumann, CERN, Switzerland Niko Neufeld, CERN, Switzerland Rolf Seuster, TRIUMF, Canada Local Organizing Committee Maureen Anderson, John De Stefano, Mariette Faulkner, Ognian Novakov, Ofer Rind, Tony Wong (BNL) Kyle Cranmer (NYU) International Advisory Committee Mohammad Al-Turany, GSI, Germany Lothar Bauerdick, Fermilab, United States Ian Bird, CERN, Switzerland Dominique Boutigny, IN2P3, France Federico Carminati, CERN, Switzerland Marco Cattaneo, CERN, Switzerland Gang Chen, Institute of High Energy Physics, China Peter Clarke, University of Edinburgh, United Kingdom Sridhara Dasu, University of Wisconsin-Madison, United States Günter Duckeck, Ludwig Maximilian University of Munich, Germany Richard Dubois, SLAC, United States Michael Ernst, BNL, United States Ian Fisk, Fermilab, United States Gonzalo Merino, PIC, Spain John Gordon, STFC-RAL, United Kingdom Volker Gülzow, DESY, Germany Frederic Hemmer, CERN, Switzerland Viatcheslav Ilyin, Moscow State University, Russia Nobuhiko Katayama, KEK, Japan Alexei Klimentov, BNL, United States Simon C. Lin, Academia Sinica, Taiwan Milos Lokajícek, FZU Prague, Czech Republic David Malon, ANL, United States Pere Mato Vila, CERN, Switzerland Mauro Morandin, INFN CNAF, Italy Harvey Newman, Caltech, United States Farid Ould-Saada, University of Oslo, Norway Ruth Pordes, Fermilab, United States Hiroshi Sakamoto, University of Tokyo, Japan Alberto Santoro, UERJ, Brazil Jim Shank, Boston University, United States Dongchul Son, Kyungpook National University, South Korea Reda Tafirout, TRIUMF, Canada Stephen Wolbers, Fermilab, United States Frank Wuerthwein, UCSD, United States

Organizational Structure and Design in Higher Education: A Literature Review of Organizational Structures in Higher Education with a Focus on the Co-Existence of Academic and Non-Academic Structures.

ERIC Educational Resources Information Center

White, Auston E.

Two structures of authority coexist in colleges and universities: one that manages the supporting functional services and one that deals with the production areas of scholarship, teaching, and learning. This literature review defines organizational structure, discusses traditional organization models such as bureaucratic models, and outlines the…

Changing organizational structure and organizational memory in primary care practices: a qualitative interview study.

PubMed

Alyahya, Mohammad

2012-02-01

Organizational structure is built through dynamic processes which blend historical force and management decisions, as a part of a broader process of constructing organizational memory (OM). OM is considered to be one of the main competences leading to the organization's success. This study focuses on the impact of the Quality and Outcome Framework (QOF), which is a Pay-for-Performance scheme, on general practitioner (GP) practices in the UK. The study is based on semistructured interviews with four GP practices in the north of England involving 39 informants. The findings show that the way practices assigned different functions into specialized units, divisions or departments shows the degree of specialization in their organizational structures. More specialized unit arrangements, such as an IT division, particular chronic disease clinics or competence-based job distributions enhanced procedural memory development through enabling regular use of knowledge in specific context, which led to competence building. In turn, such competence at particular functions or jobs made it possible for the practices to achieve their goals more efficiently. This study concludes that organizational structure contributed strongly to the enhancement of OM, which in turn led to better organizational competence.

26 CFR 801.4 - Customer satisfaction measures.

Code of Federal Regulations, 2011 CFR

2011-04-01

... REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL... taxpayers, organizational units, or employees within the IRS and external groups affected by the services...

Fairness at the collective level: a meta-analytic examination of the consequences and boundary conditions of organizational justice climate.

PubMed

Whitman, Daniel S; Caleo, Suzette; Carpenter, Nichelle C; Horner, Margaret T; Bernerth, Jeremy B

2012-07-01

This article uses meta-analytic methods (k = 38) to examine the relationship between organizational justice climate and unit-level effectiveness. Overall, our results suggest that the relationship between justice and effectiveness is significant (ρ = .40) when both constructs are construed at the collective level. Our results also indicate that distributive justice climate was most strongly linked with unit-level performance (e.g., productivity, customer satisfaction), whereas interactional justice was most strongly related to unit-level processes (e.g., organizational citizenship behavior, cohesion). We also show that a number of factors moderate this relationship, including justice climate strength, the level of referent in the justice measure, the hierarchical level of the unit, and how criteria are classified. We elaborate on these findings and attempt to provide a clearer direction for future research in this area. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

PubMed

Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey.

PubMed

Guan, Xin; Sun, Tao; Hou, Yan; Zhao, Liang; Luan, Yi-Ze; Fan, Li-Hua

2014-03-13

Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities.

Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?

ERIC Educational Resources Information Center

Lyons, Rebecca

2016-01-01

In the United States today organizational leaders are concerned with skills gaps, or the limited availability of qualified workers to fill open positions. The reason for their concern is the impact of skills gaps on organizational performance in a number of areas including productivity, customer satisfaction, profitability, and the ability to…

An Organizational Assessment of the United States Military’s Ability to Control the Electromagnetic Spectrum in the 21st Century

DTIC Science & Technology

2007-12-01

information reference Burton and Obel Strategic Organizational Diagnosis and Design: Developing Theory for Application, 2nd ed., Kluwer Academic...Obel, B., Hunter, S., Søndergaard, M., Døjbak, D., Burton, R. M., et al. (1998). Strategic organizational diagnosis and design : Developing theory

Empowering Organizations: Approaches to Tobacco Control through Youth Empowerment Programs

ERIC Educational Resources Information Center

LeRoy, Lisa; Benet, Dana Jones; Mason, Theresa; Austin, W. David; Mills, Sherry

2004-01-01

Whereas most evaluations of youth empowerment focus on individual outcomes (i.e., were individual youths empowered?), this article focuses on the program as the unit of analysis and seeks to explain how organizational structures, program design features, and processes lead to organizational empowerment (OE). OE is defined as organizational efforts…

Evolution of National University Students' Optical-Science-Technology competition in China

NASA Astrophysics Data System (ADS)

Liu, Xu; Liu, XiangDong; Wang, XiaoPing; Zheng, XiaoDong; Lin, YuanFang; Wang, Kaiwei

2017-08-01

The goal of National University Students' Optical-Science-Technology Competition (NUSOSTC) is to provide a nation-wide platform for students from the colleges and universities, which have majors in the field of optics and photonics, to communicate and learning each other. Meanwhile, it works on pushing forward the popularity of optoelectronic knowledge, cultivating the students' teamwork and innovation ability, promoting higher education personnel training mode and practice teaching reform, and then improving the quality of talent training. The founding, organizational structure development and overall organizational arrangements of NUSOSTC were introduced in this paper. Besides, the competition logo, theme, title, final date, numbers of participating universities, undertaking universities and cities of the five NUSOSTCs held during 2008 to 2016 and the progress had been made were given in detail.

Examining influences on speaking up among critical care healthcare providers in the United Arab Emirates.

PubMed

Edrees, Hanan H; Ismail, Mohd Nasir Mohd; Kelly, Bernadette; Goeschel, Christine A; Berenholtz, Sean M; Pronovost, Peter J; Al Obaidli, Ali Abdul Kareem; Weaver, Sallie J

2017-11-01

Assess perceived barriers to speaking up and to provide recommendations for reducing barriers to reporting adverse events and near misses. A six-item survey was administered to critical care providers in 19 Intensive Care Units in Abu Dhabi as part of an organizational safety and quality improvement effort. Questions elicited perspectives about influences on reporting, perceived barriers and recommendations for conveying patient safety as an organizational priority. Qualitative thematic analyses were conducted for open-ended questions. A total of 1171 participants were invited to complete the survey and 639 responded (response rate = 54.6%). Compared to other stakeholders (e.g. the media, public), a larger proportion of respondents 'agreed/strongly agreed' that corporate health system leadership and the health regulatory authority encouraged and supported error reporting (83%; 75%), and had the most influence on their decisions to report (81%; 74%). 29.5% of respondents cited fear of repercussion as a barrier, and 21.3% of respondents indicated no barriers to reporting. Barriers included perceptions of a culture of blame and issues with reporting procedures. Recommendations to establish patient safety as an organizational priority included creating supportive environments to discuss errors, hiring staff to advocate for patient safety, and implementing policies to standardize clinical practices and streamline reporting procedures. Influences on reporting perceived by providers in the UAE were similar to those in the US and other countries. These findings highlight the roles of corporate leadership and regulators in developing non-punitive environments where reporting is a valuable and safe activity. © The Author 2017. Published by Oxford University Press in association with the International Society for Quality in Health Care. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

15 CFR 23.7 - Notice to Department of Commerce organizational units of implementation and procedures.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 15 Commerce and Foreign Trade 1 2014-01-01 2014-01-01 false Notice to Department of Commerce organizational units of implementation and procedures. 23.7 Section 23.7 Commerce and Foreign Trade Office of the Secretary of Commerce USE OF PENALTY MAIL IN THE LOCATION AND RECOVERY OF MISSING CHILDREN § 23.7 Notice to...

15 CFR 23.7 - Notice to Department of Commerce organizational units of implementation and procedures.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 15 Commerce and Foreign Trade 1 2013-01-01 2013-01-01 false Notice to Department of Commerce organizational units of implementation and procedures. 23.7 Section 23.7 Commerce and Foreign Trade Office of the Secretary of Commerce USE OF PENALTY MAIL IN THE LOCATION AND RECOVERY OF MISSING CHILDREN § 23.7 Notice to...

15 CFR 23.7 - Notice to Department of Commerce organizational units of implementation and procedures.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 15 Commerce and Foreign Trade 1 2011-01-01 2011-01-01 false Notice to Department of Commerce organizational units of implementation and procedures. 23.7 Section 23.7 Commerce and Foreign Trade Office of the Secretary of Commerce USE OF PENALTY MAIL IN THE LOCATION AND RECOVERY OF MISSING CHILDREN § 23.7 Notice to...

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia.

PubMed

Malički, Mario; Katavić, Vedran; Marković, Domagoj; Marušić, Matko; Marušić, Ana

2017-10-25

We determined the prevailing ethical climate at three different schools of a single university, in order to explore possible differences in the ethical climate related to different research fields: the School of Electrical Engineering, Mechanical Engineering, and Naval Architecture; the School of Humanities and Social Sciences; and the School of Medicine. We used the Ethical Climate Questionnaire to survey the staff (teachers and administration) at the three schools, and used the research integrity and organizational climate (RIOC) survey for early-stage researchers at the three schools. The dominant ethical climate type perceived collectively at the three university schools (response rate 49%, n = 294) was Laws and professional codes, which is associated with the cosmopolitan level of analysis and the ethical construct of principle. Individually, the same climate predominated at the schools for engineering and humanities, but the School of Medicine had the Self-interest ethical climate, which is associated with the individual level of analysis and the egoism ethical construct. In the RIOC survey (response rate 85%; n = 70), early-stage researchers from the three university schools did not differ in their perceptions of the organizational research integrity climate, or in their perceived individual, group or organizational pressures. Our study is the first, to the best of our knowledge, to show differences in perceived ethical climate at a medical school compared to other schools at a university. Further studies are needed to explore the reasons for these differences and how they translate to organizational outcomes, such as job satisfaction, commitment to the institution and dysfunctional behaviour, including research misconduct.

Mission Command: Making it work at Battalion Level

DTIC Science & Technology

2013-04-01

National Training Center, CA, February 2012. 29 Litwin , G.H., and R.A.Stringer, Motivation & Organizational Climate, Harvard University Press...for Joint Land Operations, Washington, DC: Joint Staff, 29 June 2010. Litwin , George H., and Robert A. Stringer Jr., Motivation & Organizational

Organizational diagnosis of computer and information learning needs: the process and product.

PubMed

Nelson, R; Anton, B

1997-01-01

Organizational diagnosis views the organization as a single entity with problems and challenges that are unique to the organization as a whole. This paper describes the process of establishing organizational diagnoses related to computer and information learning needs within a clinical or academic health care institution. The assessment of a college within a state-owned university in the U.S.A. is used to demonstrate the process of organizational diagnosis. The diagnoses identified include the need to improve information seeking skills and the information presentation skills of faculty.

International Nursing: How Much Power Do Nurse Managers Have?

PubMed

Trus, Marija; Martinkenas, Arvydas; Suominen, Tarja

This study was conducted to explore issues of nurse managers' power and empowerment. Data were collected from nurse managers by way of a questionnaire consisting of background factors, work-related questions, and power-related questions at the unit and organization levels. The degree of empowerment was evaluated using 2 established instruments (CWEQ-II and Work Empowerment Questionnaire). The overall level of managers' personal power within their own units was relatively high. Nurse managers' perception of their power at an organizational level was found to be at a moderate level. Several factors related to an individual's professional background were correlated to power issues, both at the unit and organizational levels. Structural and psychological empowerment correlated with the overall level of power at a unit level and the overall level of power at an organizational level. Nurse managers self-reported their own general power at a unit level as high, which offers them possibilities to lead the development of nursing care in their units. Organizations may benefit more from nurse managers' leadership by more fully integrating them in the development processes of the entire organization.

A Comparative Study of the Relationships between Conflict Management Styles and Job Satisfaction, Organizational Commitment, and Propensity to Leave the Job among Saudi and American Universities' Faculty Members

ERIC Educational Resources Information Center

Alzahrani, Mohammed

2013-01-01

This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample…

Policies on worksite lactation support within states and organizations.

PubMed

Abdulloeva, Safina; Eyler, Amy A

2013-09-01

The issue of workplace lactation support has intensified due to the Affordable Care Act of 2010 (ACA) amendment of the Fair Labor Standards Act (FLSA) obliging employers to provide a reasonable break time for nursing mothers. This objective of this study is to examine organizational policies on worksite lactation support as they relate to the new federal standards in state employees and within large state public and private universities. State laws were collected from National Conference of State Legislators. Policies for state employees and large public and private universities were collected via human resource or personnel administration websites. The policies were coded for content and compared to FLSA requirements. The presence of state law on lactation support and extent to which the organizational policies encompass FSLA were compared with state breastfeeding rates at 6 months. After the ACA became effective in 2010, 33 state organizations, 36 state public universities, and 13 private universities issued the administrative notice and aligned their organizational policies with the federal requirements. Twenty-four states enacted worksite breastfeeding law prior to the 2010 federal law. Nineteen states with enacted worksite breastfeeding state laws also have lactation policies for state employees. States and universities vary in the presence of a formal, written lactation support policy for state employees. There was a significant correlation between State law and 6 months exclusive breastfeeding rates. Future research should investigate whether the federal law serves as stronger catalyst for organizational policies than does state law. Additionally, other policies such as paid maternity leave may also contribute to achieving the desired breastfeeding rates.

Independent but coordinated trials: insights from the practice-based Opportunities for Weight Reduction Trials Collaborative Research Group.

PubMed

Yeh, Hsin-Chieh; Clark, Jeanne M; Emmons, Karen E; Moore, Reneé H; Bennett, Gary G; Warner, Erica T; Sarwer, David B; Jerome, Gerald J; Miller, Edgar R; Volger, Sheri; Louis, Thomas A; Wells, Barbara; Wadden, Thomas A; Colditz, Graham A; Appel, Lawrence J

2010-08-01

The National Heart, Lung, and Blood Institute (NHLBI) funded three institutions to conduct effectiveness trials of weight loss interventions in primary care settings. Unlike traditional multi-center clinical trials, each study was established as an independent trial with a distinct protocol. Still, efforts were made to coordinate and standardize several aspects of the trials. The three trials formed a collaborative group, the 'Practice-based Opportunities for Weight Reduction (POWER) Trials Collaborative Research Group.' We describe the common and distinct features of the three trials, the key characteristics of the collaborative group, and the lessons learned from this novel organizational approach. The Collaborative Research Group consists of three individual studies: 'Be Fit, Be Well' (Washington University in St. Louis/Harvard University), 'POWER Hopkins' (Johns Hopkins), and 'POWER-UP' (University of Pennsylvania). There are a total of 15 participating clinics with ~1100 participants. The common primary outcome is change in weight at 24 months of follow-up, but each protocol has trial-specific elements including different interventions and different secondary outcomes. A Resource Coordinating Unit at Johns Hopkins provides administrative support. The Collaborative Research Group established common components to facilitate potential cross-site comparisons. The main advantage of this approach is to develop and evaluate several interventions, when there is insufficient evidence to test one or two approaches, as would be done in a traditional multi-center trial. The challenges of the organizational design include the complex decision-making process, the extent of potential data pooling, time intensive efforts to standardize reports, and the additional responsibilities of the DSMB to monitor three distinct protocols.

The Formalization of the University: Rules, Roots, and Routes

ERIC Educational Resources Information Center

Ramirez, Francisco O.; Christensen, Tom

2013-01-01

This article examines changes in the formal organization of two universities and two schools within these universities, the University of Oslo and Stanford University. We focus on role differentiation, rule formation, and resource seeking structures and describe organizational developments along these dimensions. We find that both these…

East Asian Collections and Organizational Transformation in Academic Libraries.

ERIC Educational Resources Information Center

Kamada, Hitoshi

2002-01-01

Discusses special aspects of East Asian collections and explores how organizational changes in academic libraries affect them, based on experiences at the University of Arizona. Considers total quality management; continuous quality improvement; teamwork; staffing changes; specialization versus generalization; budgetary restraints and cost…

Proceedings of the Annual Military Librarians’ Workshop (29th) Held in Colorado Springs, CO, on 9-11 October 1985

DTIC Science & Technology

1985-10-11

structure works merely because it is well- designed and looks good or. paper. They know form experience that the organizational system works well only...organizational communication doesn’t just happen; it needs to be planned for, designed , executed, and evaluated. The library manager who believes that...Communication) •: M.A., University of Colorado (Environmental Design ) A., University of Colorado (Communication) According to Dr. Rader, librarians, as keepers

Primary care units in Emilia-Romagna, Italy: an assessment of organizational culture.

PubMed

Pracilio, Valerie P; Keith, Scott W; McAna, John; Rossi, Giuseppina; Brianti, Ettore; Fabi, Massimo; Maio, Vittorio

2014-01-01

This study investigates the organizational culture and associated characteristics of the newly established primary care units (PCUs)-collaborative teams of general practitioners (GPs) who provide patients with integrated health care services-in the Emilia-Romagna Region (RER), Italy. A survey instrument covering 6 cultural dimensions was administered to all 301 GPs in 21 PCUs in the Local Health Authority (LHA) of Parma, RER; the response rate was 79.1%. Management style, organizational trust, and collegiality proved to be more important aspects of PCU organizational culture than information sharing, quality, and cohesiveness. Cultural dimension scores were positively associated with certain characteristics of the PCUs including larger PCU size and greater proportion of older GPs. The presence of female GPs in the PCUs had a negative impact on collegiality, organizational trust, and quality. Feedback collected through this assessment will be useful to the RER and LHAs for evaluating and guiding improvements in the PCUs. © 2013 by the American College of Medical Quality.

Japanese Approaches to Organizational Internationalization of Universities: A Case Study of Three National University Corporations

ERIC Educational Resources Information Center

Watabe, Yuki

2010-01-01

This study aims to develop an understanding of the internationalization processes at universities in Japan by exploring a strategic model in internationally oriented universities. Universities in Japan have experienced university reform since the 1990s. The role and system of Japanese universities have been re-examined due to an emerging global…

Staff, space, and time as dimensions of organizational slack: a psychometric assessment.

PubMed

Mallidou, Anastasia A; Cummings, Greta G; Ginsburg, Liane R; Chuang, You-Ta; Kang, Sunghyun; Norton, Peter G; Estabrooks, Carole A

2011-01-01

: In the theoretical and research literature, organizational slack has been largely described in terms of financial resources and its impact on organizational outcomes. However, empirical research is limited by unclear definitions and lack of standardized measures. : The aim of this study was to assess the psychometric properties of a new organizational slack measure in health care settings. : A total of 752 nurses and 197 allied health care professionals (AHCPs) employed in seven pediatric Canadian hospitals completed the Alberta Context Tool, an instrument measuring organizational context, which includes the newly developed organizational slack measure. The nine-item, 5-point Likert organizational slack measure includes items assessing staff perceptions of available human resources (staffing), time, and space. We report psychometric assessments, bivariate analyses, and data aggregation indices for the measure. : The findings indicate that the measure has three subscales (staff, space, and time) with acceptable internal consistency reliability (alphas for staff, space, and time, respectively:.83,.63, and.74 for nurses;.81,.52, and.76 for AHCPs), links theory and hypotheses (construct validity), and is related to other relevant variables. Within-group reliability measures indicate stronger agreement among nurses than AHCPs, more reliable aggregation results in all three subscales at the unit versus facility level, and higher explained variance and validity of aggregated scores at the unit level. : The proposed organizational slack measure assesses modifiable organizational factors in hospitals and has the potential to explain variance in important health care system outcomes. Further assessments of the psychometric properties of the organizational slack measure in acute and long-term care facilities are underway.

Organizational Member Involvement in Physical Activity Coalitions across the United States: Development and Testing of a Novel Survey Instrument for Assessing Coalition Functioning

ERIC Educational Resources Information Center

Bornstein, Daniel B.; Pate, Russell R.; Beets, Michael W.; Saunders, Ruth P.; Blair, Steven N.

2015-01-01

Introduction: Coalitions are often composed of member organizations. Member involvement is thought to be associated with coalition success. No instrument currently exists for evaluating organizational member involvement in physical activity coalitions. This study aimed to develop a survey instrument for evaluating organizational member involvement…

Transformational Leadership, Organizational Commitment, and Job Satisfaction: A Comparative Study of Kenyan and U.S. Financial Firms

ERIC Educational Resources Information Center

Walumbwa, Fred O.; Orwa, Bani; Wang, Peng; Lawler, John J.

2005-01-01

This study explores the nature of the relationship between transformational leadership and two work-related attitudes, organizational commitment and job satisfaction, by comparing Kenya and the United States. The results show that transformational leadership has a strong and positive effect on organizational commitment and job satisfaction in both…

Workplace empowerment and organizational commitment among nurses working at the Main University Hospital, Alexandria, Egypt.

PubMed

Ibrahem, Samaa Z; Elhoseeny, Taghareed; Mahmoud, Rasha A

2013-08-01

High-quality patient care depends on a nursing workforce that is empowered to provide care according to professional nursing standards. Numerous studies have established positive relationships between empowerment and important nursing outcomes such as work effectiveness, job satisfaction, and organizational commitment. A cross-sectional study design was used to assess the relationships between structural and psychological empowerment and their effects on hospital nurses' organizational commitment at the Main University Hospital in Alexandria governorate. The total number of nurses who participated in the study was 150 nurses, and four interview questionnaires were used to measure the study variables. The mean score percentage was higher for overall psychological empowerment (68.75%) than for overall structural empowerment (46.25%). There was a significant direct intermediate correlation between nurses' perceptions of overall structural and psychological work empowerment and their overall organizational commitment. There was no significant relationship between structural and psychological empowerment, organizational commitment and sociodemographic characteristics of nurses except for the overall organizational commitment with age (r=0.260), overall structural empowerment in the working department (P=0.031), and overall organizational commitment with nursing experience (significance=0.025). Overall psychological empowerment achieved a higher mean score percentage compared with overall structural empowerment. Changing workplace structures is within the mandate of nurses' managers in their roles as advocates for and facilitators of high-quality care. The most significant opportunity for improvement is in the area of formal power, including flexibility, adaptability, creativity associated with discretionary decision-making, visibility, and centrality to organizational purpose and goals.

The Importance of Organizational Justice in Ensuring Research Integrity

PubMed Central

Martinson, Brian C.; Crain, A. Lauren; De Vries, Raymond; Anderson, Melissa S.

2011-01-01

The professional behavior of scientists, for good or ill, is likely associated with their perceptions of whether they are treated fairly in their work environments, including their academic department and university and by relevant regulatory bodies. These relationships may also be influenced by their own personal characteristics, such as being over-committed to their work, and by the interactions between these factors. Theory also suggests that such associations may be mediated by negative or positive affect. We examined these issues using data from a national, mail-based survey administered in 2006 and 2007 to 5,000 randomly selected faculty from biomedical and social science departments at 50 top-tier research universities in the United States. We found that perceptions of justice in one’s workplace (organizational justice) are positively associated with self-report of "ideal" behaviors and negatively associated with self-report of misbehavior and misconduct. In contrast, researchers who perceive that they are being unfairly treated are less likely to report engaging in "ideal" behaviors and more likely to report misbehavior and misconduct. Over-commitment to one’s work is also associated with negative affect and interacts with perceptions of unfair treatment in ways that are associated with higher self-report of misbehavior. Thus, perceptions of fair treatment in the work environment appear to play important roles in fostering — or undermining — research integrity. PMID:20831422

The Entrepreneurial University in the Twenty-First Century

ERIC Educational Resources Information Center

Taylor, Mark P.

2012-01-01

Burton Clark's 1998 monograph, "Creating Entrepreneurial Universities: Organizational Pathways of Transformation," has become seminal in the literature on entrepreneurialism in universities. In this paper I re-examine the validity of Clark's analysis through an interview study of one of his original entrepreneurial universities, namely…

Characteristics of health care organizations associated with learning and development: lessons from a pilot study.

PubMed

Nyström, Monica

2009-01-01

Characteristics of health care organizations associated with an ability to learn from experiences and to develop and manage change were explored in this study. Understanding of these characteristics is necessary to identify factors influencing success in learning from the past and achieving future health care quality objectives. A literature review of the quality improvement, strategic organizational development and change management, organizational learning, and microsystems fields identified 20 organizational characteristics, grouped under (a) organizational systems, (b) key actors, and (c) change management processes. Qualitative methods, using interviews, focus group reports, and archival records, were applied to find associations between identified characteristics and 6 Swedish health care units externally evaluated as delivering high-quality care. Strong support for a characteristic was defined as units having more than 4 sources describing the characteristic as an important success factor. Eighteen characteristics had strong support from at least 2 units. The strongest evidence was found for the following: (i) key actors have long-term commitment, provide support, and make sense of ambiguous situations; (ii) organizational systems encourage employee commitment, participation, and involvement; and (iii) change management processes are employed systematically. Based on the results, a new model of "characteristics associated with learning and development in health care organizations" is proposed.

Stroke unit Nurse Managers' views of individual and organizational factors liable to influence evidence-based practice: A survey.

PubMed

Drury, Peta; McInnes, Elizabeth; Hardy, Jennifer; Dale, Simeon; Middleton, Sandy

2016-04-01

The uptake of evidence into practice may be impeded or facilitated by individual and organizational factors within the local context. This study investigated Nurse Managers of New South Wales, Australia, stroke units (n = 19) in their views on: leadership ability (measured by the Leadership Practices Inventory), organizational learning (measured by the Organizational Learning Survey), attitudes and beliefs towards evidence-based practice (EBP) and readiness for change. Overall Nurse Managers reported high-level leadership skills and a culture of learning. Nurse Managers' attitude towards EBP was positive, although nursing colleague's attitudes were perceived as less positive. Nurse Managers agreed that implementing evidence in practice places additional demands on staff; and almost half (n = 9, 47%) reported that resources were not available for evidence implementation. The findings indicate that key persons responsible for evidence implementation are not allocated sufficient time to coordinate and implement guidelines into practice. The findings suggest that barriers to evidence uptake, including insufficient resources and time constraints, identified by Nurse Managers in this study are not likely to be unique to stroke units. Furthermore, Nurse Managers may be unable to address these organizational barriers (i.e. lack of resources) and thus provide all the components necessary to implement EBP. © 2015 John Wiley & Sons Australia, Ltd.

36 CFR 401.9 - Evaluation criteria.

Code of Federal Regulations, 2010 CFR

2010-07-01

...? Representations should be supported by objective authorities. (g) Is the proposed memorial intended to honor an organizational element of the American Armed Forces rather than soldiers from a geographical area of the United... organizational participants. ...

Organizational Influences on the University Electronic Library.

ERIC Educational Resources Information Center

Davies, Clare

1997-01-01

Reviews the literature on the development of full-text electronic libraries in the academic setting. Organizational factors can have impact on electronic library development and ultimate usability. Topics include strategic management, planning and implementation; system specification and design; document provision; user support and training; and…

Barriers to Differentiation: Applying Organizational Studies to Ontario Higher Education

ERIC Educational Resources Information Center

Milian, Roger Pizarro; Davies, Scott; Zarifa, David

2016-01-01

Ontario's Ministry of Training, Colleges and Universities is currently attempting to increase institutional differentiation within that province's postsecondary education system. We contend that such policies aimed to trigger organizational change are likely to generate unanticipated responses. Using insights from the field of organizational…

Personal and organizational predictors of workplace sexual harassment of women by men.

PubMed

Dekker, I; Barling, J

1998-01-01

The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.

[A reflection about organizational culture according to psychoanalysis' view].

PubMed

Cardoso, Maria Lúcia Alves Pereira

2008-01-01

This article aims at submitting a reflection on the universal presuppositions of human culture proposed by Freud, as a prop for analyzing presuppositions of organizational culture according to Schein. In an article published in 1984, the latter claims that in order to decipher organizational culture one cannot rely upon the (visible) artifacts or to (perceptible) values, but should take a deeper plunge and identify the basic assumptions underlying organizational culture. Such pressupositions spread into the field of sttudy concerning the individual inner self, within the sphere of Psychoanalysis. We have therefore examined Freud's basic assumptions of human culture in order to ascertain its conformity with the paradigms of organizational culture as proposed by Schein.

Informing Leadership Models: Nursing and Organizational Characteristics of Neonatal Intensive Care Units in Freestanding Children's Hospitals.

PubMed

Toole, Cheryl A; DeGrazia, Michele; Connor, Jean Anne; Gauvreau, Kimberlee; Kuzdeba, Hillary Bishop; Hickey, Patricia A

Neonatal intensive care units (NICUs) located in freestanding children's hospitals may exhibit significant variation in nursing and organizational characteristics, which can serve as opportunities for collaboration to understand optimal staffing models and linkages to patient outcomes. Adopting methods used by Hickey et al in pediatric cardiovascular critical care, the purpose of this study was to provide a foundational description of the nursing and organizational characteristics for NICUs located in freestanding children's hospitals in the United States. Clinical nurse leaders in NICUs located in freestanding children's hospitals were invited to participate in an electronic cross-sectional survey. Descriptive analyses were used to summarize nursing and organizational characteristics. The response rate was 30% (13/43), with 69.2% of NICUs classified as level III/IV and 30.8% classified as level II/III. Licensed bed capacity varied significantly (range, 24-167), as did the proportion of full-time equivalent nurses (range, 71.78-252.3). Approximately three-quarters of staff nurses held baccalaureate degrees or higher. A quarter of nurses had 16 or more years (26.3%) of experience, and 36.9% of nurses had 11 or more years of nursing experience. Nearly one-third (29.2%) had 5 or less years of total nursing experience. Few nurses (10.6%) held neonatal specialty certification. All units had nurse educators, national and unit-based quality metrics, and procedural checklists. This study identified (1) variation in staffing models signaling an opportunity for collaboration, (2) the need to establish ongoing processes for sites to participate in future collaborative efforts, and (3) survey modifications necessary to ensure a more comprehensive understanding of nursing and organizational characteristics in freestanding children's hospital NICUs.

Job satisfaction among nursing staff in a military health care facility.

PubMed

Allgood, C; O'Rourke, K; VanDerslice, J; Hardy, M A

2000-10-01

Job satisfaction in the workplace affects absenteeism, turnover, and performance. We conducted a cross-sectional study of 201 nursing personnel to assess satisfaction among nursing staff at a military hospital in the southwestern United States. Participants completed a self-administered survey in which they rated professional status, autonomy, pay, organizational policies, task requirements, and interaction by importance and satisfaction. Autonomy, professional status, and pay were the most important factors and organizational policies was the least important factor. Military staff were slightly more satisfied with staff interactions than civilian staff. Nursing personnel working in specialty care units were significantly more satisfied with interactions and professional status, but they valued organizational policies less than those working in general units. Professionals were significantly more satisfied with pay and autonomy, whereas nonprofessionals were more satisfied with task requirements and professional status.

Developing Adult Education in Universities: A Political View.

ERIC Educational Resources Information Center

Bourgeois, Etienne; Lienard, Georges

1992-01-01

Difficulties in the development of adult education programs in research-oriented, elite universities are discussed, focusing on the differences in traditional values and objectives of adult and university education. Organizational conditions at the University of Louvain (Belgium) that have proven conducive to a successful adult education program…

The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey

PubMed Central

2014-01-01

Background Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. Methods A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. Results The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. Conclusions The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities. PMID:24624932

A Qualitative Study on Organizational Factors Affecting Occupational Accidents

PubMed Central

ESKANDARI, Davood; JAFARI, Mohammad Javad; MEHRABI, Yadollah; KIAN, Mostafa Pouya; CHARKHAND, Hossein; MIRGHOTBI, Mostafa

2017-01-01

Background: Technical, human, operational and organizational factors have been influencing the sequence of occupational accidents. Among them, organizational factors play a major role in causing occupational accidents. The aim of this research was to understand the Iranian safety experts’ experiences and perception of organizational factors. Methods: This qualitative study was conducted in 2015 by using the content analysis technique. Data were collected through semi-structured interviews with 17 safety experts working in Iranian universities and industries and analyzed with a conventional qualitative content analysis method using the MAXQDA software. Results: Eleven organizational factors’ sub-themes were identified: management commitment, management participation, employee involvement, communication, blame culture, education and training, job satisfaction, interpersonal relationship, supervision, continuous improvement, and reward system. The participants considered these factors as effective on occupational accidents. Conclusion: The mentioned 11 organizational factors are probably involved in occupational accidents in Iran. Naturally, improving organizational factors can increase the safety performance and reduce occupational accidents. PMID:28435824

A Qualitative Study on Organizational Factors Affecting Occupational Accidents.

PubMed

Eskandari, Davood; Jafari, Mohammad Javad; Mehrabi, Yadollah; Kian, Mostafa Pouya; Charkhand, Hossein; Mirghotbi, Mostafa

2017-03-01

Technical, human, operational and organizational factors have been influencing the sequence of occupational accidents. Among them, organizational factors play a major role in causing occupational accidents. The aim of this research was to understand the Iranian safety experts' experiences and perception of organizational factors. This qualitative study was conducted in 2015 by using the content analysis technique. Data were collected through semi-structured interviews with 17 safety experts working in Iranian universities and industries and analyzed with a conventional qualitative content analysis method using the MAXQDA software. Eleven organizational factors' sub-themes were identified: management commitment, management participation, employee involvement, communication, blame culture, education and training, job satisfaction, interpersonal relationship, supervision, continuous improvement, and reward system. The participants considered these factors as effective on occupational accidents. The mentioned 11 organizational factors are probably involved in occupational accidents in Iran. Naturally, improving organizational factors can increase the safety performance and reduce occupational accidents.

Understanding nursing units with data and theory.

PubMed

Diers, Donna; Hendrickson, Karrie; Rimar, Joan; Donovan, Donna

2013-01-01

Nursing units are social systems whose function depends on many variables. Available nursing data, combined with a theory of organizational diagnosis, can be used to understand nursing unit performance. One troubled unit served as a case study in organizational diagnosis and treatment using modern methods of data mining and performance improvement. Systems theory did not prescribe how to fix an underbounded system. The theory did suggest, however, that addressing the characteristics of overbounded and underbounded systems can provide some order and structure and identify helpful resources. In this instance, the data analysis served to help define the unit's problems in conjunction with information gained from talking with the nurses and touring the unit, but it was the theory that gave hints for direction for change.

Putting the University Online: Information, Technology and Organizational Change.

ERIC Educational Resources Information Center

Cornford, James; Pollock, Neil

This book explores what new technology and the vision of a virtual university mean for an institution and its staff, students and other stakeholders, and the consequences for the role and identity of the university of "putting the university online." Chapters are: (1) "The Online Imperative"; (2) "Researching Changing Universities"; (3) "Working…

Organizational Information-Seeking in the Digital Era: A Model of New Media Use, Uncertainty Reduction, Identification and Culture

ERIC Educational Resources Information Center

Ju, Ran

2013-01-01

This dissertation examines the role of new media in individuals' organizational socialization process across cultures. First, this study has explored individuals' use of new media in their organizational socialization process in two countries, China and the United States, to gain a general understanding of the usage patterns. Second, this study…

Teaching International Business Abroad: Paradigms Suggested by Metaphor Theory

ERIC Educational Resources Information Center

Starr-Glass, David

2009-01-01

When International Business (IB) is taught abroad, the educational institution has to decide on organizational issues and educational and teaching paradigms. College and university programs abroad can adopt organizational values and identities similar to the home institution, or adapt to local operating environments. Likewise, educational and…

Missional Imaginations for Theological Education: Mixed Model, Exploratory, Action-Oriented Research Mapping the Theological Identity and Organizational Readiness for Change of Five Theological School Systems in the United States Originating after 1945

ERIC Educational Resources Information Center

Small, Kyle J. A.

2009-01-01

This dissertation explores the formal theologies and organizational readiness for change with a view towards adopting missional prototypes for theological education across a school's (system's) tradition, curriculum, and structure. The research assessed five theological schools in the United States through an exploratory, action-oriented,…

Environmental Sciences Division annual progress report for period ending September 30, 1991

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1992-04-01

This progress report summarizes the research and development activities conducted in the Environmental Sciences Division of Oak Ridge National Laboratory during the period October 1, 1990, through September 30, 1991. The report is structured to provide descriptions of current activities and accomplishments in each of the division's major organizational units. Following the sections describing the organizational units is a section devoted to lists of information necessary to convey the scope of the work in the division. The Environmental Sciences Division (ESD) at Oak Ridge National Laboratory (ORNL) conducts environmental research and analyses associated with both energy technology development and themore » interactions between people and the environment. The division engages in basic and applied research for a diverse list of sponsors. While the US Department of Energy (DOE) is the primary sponsor ESD staff also perform research for other federal agencies, state agencies, and private industry. The division works collaboratively with federal agencies, universities, and private organizations in achieving its research objectives and hosts a large number of visiting investigators from these organizations. Given the diverse interdisciplinary specialization of its staff, ESD provides technical expertise on complex environmental problems and renders technical leadership for major environmental issues of national and local concern. This progress report highlights many of ESD's accomplishment in these and other areas in FY 1991.« less

Environmental Sciences Division annual progress report for period ending September 30, 1991

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1992-04-01

This progress report summarizes the research and development activities conducted in the Environmental Sciences Division of Oak Ridge National Laboratory during the period October 1, 1990, through September 30, 1991. The report is structured to provide descriptions of current activities and accomplishments in each of the division`s major organizational units. Following the sections describing the organizational units is a section devoted to lists of information necessary to convey the scope of the work in the division. The Environmental Sciences Division (ESD) at Oak Ridge National Laboratory (ORNL) conducts environmental research and analyses associated with both energy technology development and themore » interactions between people and the environment. The division engages in basic and applied research for a diverse list of sponsors. While the US Department of Energy (DOE) is the primary sponsor ESD staff also perform research for other federal agencies, state agencies, and private industry. The division works collaboratively with federal agencies, universities, and private organizations in achieving its research objectives and hosts a large number of visiting investigators from these organizations. Given the diverse interdisciplinary specialization of its staff, ESD provides technical expertise on complex environmental problems and renders technical leadership for major environmental issues of national and local concern. This progress report highlights many of ESD`s accomplishment in these and other areas in FY 1991.« less

A Comparison of Organizational Climate and Nurses' Intention to Leave Among Excellence Awarded Hospitals and Other Hospitals in 2013.

PubMed

Mohamadzadeh Nojehdehi, Maryam; Ashgholi Farahani, Mansoureh; Rafii, Forough; Bahrani, Nasser

2015-05-01

Human resource is the most important factor of performance, success and better revelation of excellence goals of each organization. By performing excellence plan, healthcare organizations improve their organizational climate and play a valuable role in retaining nurses and improving the quality of their services to patients. The aim of this study was to compare hospital organizational climate and intention to leave among working nurses in hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences. This was a cross-sectional descriptive comparison study. Its population included 248 nurses of the hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences in Iran selected by random sampling. The used instrument had three parts: the first part was related to personal characteristics, the second part was the Munn's organizational climate questionnaire and the third part was Hinshaw's questionnaire of "anticipated turnover scale". Data was analyzed using SPSS software, version 17 and indices of descriptive statistics and inferential statistics. The results of the mean and standard deviation for organizational climate and intention to leave in both performing and non-performing hospitals of the organizational excellence plan were respectively (65.28 ± 19.31 and 56.42 ± 21.36) and (33.64 ± 5.58 and 35.59 ± 4.94). Independent T test revealed a significant difference between the mean scores for organizational climate in both performing and non-performing hospitals, and also a significant difference between the mean scores for intention to leave in both performing and non-performing hospitals (P = 0.004). Moreover, Pearson Correlation test showed a reverse significant correlation between organizational climate and intention to leave in performing hospitals of the organizational excellence plan (r = -0.337) and non-performing hospitals (r = -0.282) (P = 0.001). Performing quality improvement pattern such as organization's excellence plan improves organizational climate of healthcare sectors, it can reduce nurses' intentions to leave and retain human resources.

Independent but Coordinated Trials: Insights from the Practice Based Opportunities for Weight Reduction (POWER) Trials Collaborative Research Group

PubMed Central

Yeh, Hsin-Chieh; Clark, Jeanne M.; Emmons, Karen M.; Moore, Renee H.; Bennett, Gary G; Warner, Erica T.; Sarwer, Davis B.; Jerome, Gerald J; Miller, Edgar R; Volger, Sheri; Louis, Thomas A.; Wells, Barbara; Wadden, Thomas A.; Colditz, Graham A.; Appel, Lawrence J.

2011-01-01

Background The National Heart, Lung, and Blood Institute (NHLBI) funded three institutions to conduct effectiveness trials of weight loss interventions in primary care settings. Unlike traditional multi-center clinical trials, each study was established as an independent trial with a distinct protocol. Still, efforts were made to coordinate and standardize several aspects of the trials. The three trials formed a collaborative group, the “Practice Based Opportunities for Weight Reduction (POWER) Trials Collaborative Research Group.” Purpose We describe the common and distinct features of the three trials, the key characteristics of the collaborative group, and the lessons learned from this novel organizational approach. Methods The Collaborative Research Group consists of three individual studies: “Be Fit, Be Well“(Washington University in St. Louis/Harvard University), “POWER Hopkins” (Johns Hopkins), and “POWER-UP” (University of Pennsylvania). There are a total of 15 participating clinics with ~1,100 participants. The common primary outcome is change in weight at 24 months of follow-up, but each protocol has trial-specific elements including different interventions and different secondary outcomes. A Resource Coordinating Unit at Johns Hopkins provides administrative support. Results The Collaborative Research Group established common components to facilitate potential cross-site comparisons. The main advantage of this approach is to develop and evaluate several interventions, when there is insufficient evidence to test one or two approaches, as would be done in a traditional multi-center trial. Limitations The challenges of the organizational design include the complex decision making process, the extent of potential data pooling, time intensive efforts to standardize reports, and the additional responsibilities of the DSMB to monitor three distinct protocols. Conclusions The POWER Trials Collaborative Research Group is a case study of an alternative organizational model to conduct independent, yet coordinated trials. Such a model is increasingly being used in NHLBI supported trials , especially given the interest in comparative effectiveness research. Nevertheless, the ultimate utility of this model will not be fully understood until the trials are completed. PMID:20573639

Marketing University Outreach Programs.

ERIC Educational Resources Information Center

Foster, Ralph S., Jr., Ed.; And Others

A collection of 12 essays and model program descriptions addresses issues in the marketing of university extension, outreach, and distance education programs. They include: (1) "Marketing and University Outreach: Parallel Processes" (William I. Sauser, Jr. and others); (2) "Segmenting and Targeting the Organizational Market"…

University Transformation: New Demands and Coping Strategies

ERIC Educational Resources Information Center

Chidindi, Joseph

2012-01-01

University education system is undergoing transformation requirements particularly in the developing world. The demands require adaptation to the prevailing circumstances hence the need for relevant strategies for universities. Issues such as institutional profiles, organizational structure and work integration, research activities, and funding…

Why Do Colleges become Universities? Mission Drift and the Enrollment Economy

ERIC Educational Resources Information Center

Jaquette, Ozan

2013-01-01

This paper analyzes mission drift in baccalaureate colleges. "Becoming a university," defined as a change in organizational name (e.g., Aurora College becomes Aurora University), symbolizes the transition from a liberal arts mission to a comprehensive university mission. Mission drift is conceptualized as a form of "divergent…

Leading Change with Slogans: Border University in Transition

ERIC Educational Resources Information Center

Gonzales, Leslie D.; Pacheco, Arturo

2012-01-01

In this study, the authors problematize the use of slogans when it comes to leading major organizational change. Specifically, they outline the slogans that Border University leaders used to explain and justify the university's transition from a regional, primarily teaching-focused university to an aspiring nationally recognized, Tier One research…

78 FR 57623 - Notification of an Open Meeting of the National Defense University Board of Visitors (BOV)

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-19

... discussion on accreditation compliance, organizational management, strategic planning, resource management... Defense University Board of Visitors (BOV) AGENCY: National Defense University, DoD. ACTION: Notice of... following Federal Advisory Committee meeting of the National Defense University Board of Visitors (BOV) will...

77 FR 68745 - Notification of an Open Meeting of the National Defense University Board of Visitors (BOV)

Federal Register 2010, 2011, 2012, 2013, 2014

2012-11-16

..., organizational management, strategic planning, resource management, and other matters of interest to the National... Defense University Board of Visitors (BOV) AGENCY: National Defense University, DoD. ACTION: Notice of open meeting. SUMMARY: The National Defense University (NDU), Designated Federal Officer, has scheduled...

Factors influencing the patient education: A qualitative research.

PubMed

Farahani, Mansoureh A; Mohammadi, Eesa; Ahmadi, Fazlollah; Mohammadi, Nooredin

2013-03-01

The related literatures revealed that there is a lack of effective patient/family education in the health care centers. Several studies indicate that patients, while getting discharged from hospitals, receive insufficient information about their illness and self-care. The purpose of the study was to explore the factors influencing patient education from the perspectives of nurses in Iran. We conducted a qualitative study using a content analysis approach. We used a purposive sampling technique to recruit and interview 18 nurses with at least 2 years of working experience in the cardiac care unit (CCU) and post-CCU ward of two educational hospitals in Tehran related to Tehran University. Data were collected through face-to-face audio-taped interviews and field observations. The interviews were transcribed verbatim and analyzed concurrently with data collection. THE MAJOR THEME EXTRACTED IN THIS STUDY WAS THE INAPPROPRIATE ORGANIZATIONAL CULTURE WHICH INCLUDES EIGHT CATEGORIES LISTED AS FOLLOWS: Not putting value on education, non-professional activities, physician-oriented atmosphere, conflict and lack of coherence in education, inappropriate communication skills, ignoring patient's right in education, lack of motivation, rewarding system in the organization, and poor supervision and control. The results of this study show that according to the participants' perspective, organizational culture is in a poor level. So, to improve the performance of nurses, it is necessary to increase their motivation through optimization of organizational culture.

Institutional design and organizational practice for universal coverage in lesser-developed countries: challenges facing the Lao PDR.

PubMed

Ahmed, Shakil; Annear, Peter Leslie; Phonvisay, Bouaphat; Phommavong, Chansaly; Cruz, Valeria de Oliveira; Hammerich, Asmus; Jacobs, Bart

2013-11-01

There is now widespread acceptance of the universal coverage approach, presented in the 2010 World Health Report. There are more and more voices for the benefit of creating a single national risk pool. Now, a body of literature is emerging on institutional design and organizational practice for universal coverage, related to management of the three health-financing functions: collection, pooling and purchasing. While all countries can move towards universal coverage, lower-income countries face particular challenges, including scarce resources and limited capacity. Recently, the Lao PDR has been preparing options for moving to a single national health insurance scheme. The aim is to combine four different social health protection schemes into a national health insurance authority (NHIA) with a single national fund- and risk-pool. This paper investigates the main institutional and organizational challenges related to the creation of the NHIA. The paper uses a qualitative approach, drawing on the World Health Organization's institutional and Organizational Assessment for Improving and Strengthening health financing (OASIS) conceptual framework for data analysis. Data were collected from a review of key health financing policy documents and from 17 semi-structured key informant interviews. Policy makers and advisors are confronting issues related to institutional arrangements, funding sources for the authority and government support for subsidies to the demand-side health financing schemes. Compulsory membership is proposed, but the means for covering the informal sector have not been resolved. While unification of existing schemes may be the basis for creating a single risk pool, challenges related to administrative capacity and cross-subsidies remain. The example of Lao PDR illustrates the need to include consideration of national context, the sequencing of reforms and the time-scale appropriate for achieving universal coverage. Copyright © 2013 Elsevier Ltd. All rights reserved.

Organizational interventions in response to duty hour reforms

PubMed Central

2014-01-01

Background Changes in resident duty hours in Europe and North America have had a major impact on the internal organizational dynamics of health care organizations. This paper examines, and assesses the impact of, organizational interventions that were a direct response to these duty hour reforms. Methods The academic literature was searched through the SCOPUS database using the search terms “resident duty hours” and “European Working Time Directive,” together with terms related to organizational factors. The search was limited to English-language literature published between January 2003 and January 2012. Studies were included if they reported an organizational intervention and measured an organizational outcome. Results Twenty-five articles were included from the United States (n = 18), the United Kingdom (n = 5), Hong Kong (n = 1), and Australia (n = 1). They all described single-site projects; the majority used post-intervention surveys (n = 15) and audit techniques (n = 4). The studies assessed organizational measures, including relationships among staff, work satisfaction, continuity of care, workflow, compliance, workload, and cost. Interventions included using new technologies to improve handovers and communications, changing staff mixes, and introducing new shift structures, all of which had varying effects on the organizational measures listed previously. Conclusions Little research has assessed the organizational impact of duty hour reforms; however, the literature reviewed demonstrates that many organizations are using new technologies, new personnel, and revised and innovative shift structures to compensate for reduced resident coverage and to decrease the risk of limited continuity of care. Future research in this area should focus on both micro (e.g., use of technology, shift changes, staff mix) and macro (e.g., culture, leadership support) organizational aspects to aid in our understanding of how best to respond to these duty hour reforms. PMID:25558915

Organizational interventions in response to duty hour reforms.

PubMed

Law, Madelyn P; Orlando, Elaina; Baker, G Ross

2014-01-01

Changes in resident duty hours in Europe and North America have had a major impact on the internal organizational dynamics of health care organizations. This paper examines, and assesses the impact of, organizational interventions that were a direct response to these duty hour reforms. The academic literature was searched through the SCOPUS database using the search terms "resident duty hours" and "European Working Time Directive," together with terms related to organizational factors. The search was limited to English-language literature published between January 2003 and January 2012. Studies were included if they reported an organizational intervention and measured an organizational outcome. Twenty-five articles were included from the United States (n=18), the United Kingdom (n=5), Hong Kong (n=1), and Australia (n=1). They all described single-site projects; the majority used post-intervention surveys (n=15) and audit techniques (n=4). The studies assessed organizational measures, including relationships among staff, work satisfaction, continuity of care, workflow, compliance, workload, and cost. Interventions included using new technologies to improve handovers and communications, changing staff mixes, and introducing new shift structures, all of which had varying effects on the organizational measures listed previously. Little research has assessed the organizational impact of duty hour reforms; however, the literature reviewed demonstrates that many organizations are using new technologies, new personnel, and revised and innovative shift structures to compensate for reduced resident coverage and to decrease the risk of limited continuity of care. Future research in this area should focus on both micro (e.g., use of technology, shift changes, staff mix) and macro (e.g., culture, leadership support) organizational aspects to aid in our understanding of how best to respond to these duty hour reforms.

[Mental health in the hospital. Analysis of conditions of risk by department, age and gender, for the creation of best practices for the health of nurses].

PubMed

Salerno, Silvana; Dimitri, Laura; Livigni, Lucilla; Magrini, Andrea; Talamanca, Irene Figà

2015-01-01

Nurses mental health is still a major and unachieved goal in many public hospital settings. Hospital work organization analysis shows differences in health professions, hospital units, age and gender. To analyse work organisation and its effects on nurses mental health in three high risks hospital units (Oncoematology, First Aid, General Medicine) in order to improve good practices for nurses health. The Method of Organizational Congruences (72 hours of observation) has been used to detect organizational constraints and their possible effects on nurses' mental health. General Health Questionnaire (Goldberg D., 12 items) and the Check up Surveys for burnout (Leiter MP and Maslach C.) have been used to evaluate the mental health status of the 80 nurses employed (78% women). High emotional work load in oncoematology Unit, high monotony and repetitiveness with lower emotional load in first Aid Unit, High mental and physical workload in General Medicine Unit. Burnout was significantly higher in General Medicine Unit, followed by First Aid Unit and oncoematology Unit. Female nurses reported more chronic diseases than males. The GHQ showed high frequency of minor psychiatric disorders (58%) in all units, higher in General Medicine Unit (78%). The overall results show how organizational constraints and mental health conditions differ per hospital units, age groups and gender. Good nursing practices, to prevent mental health problems, should therefore be developed specifically in each hospital unit according to these results.

76 FR 47189 - Statement of Organization, Functions, and Delegations of Authority

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-04

... the following organizational unit after the Office of Diversity Management and Equal Employment... organizational focus for eliminating health disparities, OMHHE: (1) Provides leadership for CDC-wide policies... elimination; (5) supports internal/ [[Page 47190

Family Health Teams workers in Rio de Janeiro: leadership aspects in a study on organizational climate.

PubMed

Santos, Leda Jung Dos; Paranhos, Maurício Sangama

2017-03-01

Organizational climate is understood as the formal or informal perception of policies, practices, actions and organizational procedures, and is a factor of influence in the efficiency of the results, as well as in the conduct of people that are part of an organization. This paper describes one of organizational climate realms, namely, leadership, comparing the strata of professional categories of the Family Health Teams in the city of Rio de Janeiro. Thus, an administrative-based survey was carried out with a sample of n = 9,590 people in 187 primary healthcare units (71 Family Clinics and 116 Municipal Health Centers). The results show that all items that measure the realm of "leadership" were positively evaluated with differences between strata (p-value <0.001). We recommend conducting regular studies and holding leadership workshops in the very health units, as well as using distance-learning tools to exchange information and train staff.

The relationship between patient safety climate and occupational safety climate in healthcare - A multi-level investigation.

PubMed

Pousette, Anders; Larsman, Pernilla; Eklöf, Mats; Törner, Marianne

2017-06-01

Patient safety climate/culture is attracting increasing research interest, but there is little research on its relation with organizational climates regarding other target domains. The aim of this study was to investigate the relationship between patient safety climate and occupational safety climate in healthcare. The climates were assessed using two questionnaires: Hospital Survey on Patient Safety Culture and Nordic Occupational Safety Climate Questionnaire. The final sample consisted of 1154 nurses, 886 assistant nurses, and 324 physicians, organized in 150 work units, within hospitals (117units), primary healthcare (5units) and elderly care (28units) in western Sweden, which represented 56% of the original sample contacted. Within each type of safety climate, two global dimensions were confirmed in a higher order factor analysis; one with an external focus relative the own unit, and one with an internal focus. Two methods were used to estimate the covariation between the global climate dimensions, in order to minimize the influence of bias from common method variance. First multilevel analysis was used for partitioning variances and covariances in a within unit part (individual level) and a between unit part (unit level). Second, a split sample technique was used to calculate unit level correlations based on aggregated observations from different respondents. Both methods showed associations similar in strength between the patient safety climate and the occupational safety climate domains. The results indicated that patient safety climate and occupational safety climate are strongly positively related at the unit level, and that the same organizational processes may be important for the development of both types of organizational climate. Safety improvement interventions should not be separated in different organizational processes, but be planned so that both patient safety and staff safety are considered concomitantly. Copyright © 2017 National Safety Council and Elsevier Ltd. All rights reserved.

Male-Female Differences in Perceived Organizational Legitimacy

ERIC Educational Resources Information Center

Bedeian, Arthur G.; Armenakis, Achilles A.

1975-01-01

Members of both sexes seemed to recognize that certain legitimate areas of organizational influence do exist; however, they disagreed somewhat on both the proper extent and composition of this influence. (Available from Office of Publications, Graduate School of Business Administration, University of Michigan, Ann Arbor, MI 48104, $2.50, single…

The Organizational Identity of Ukrainian Universities as Claimed through Their Mission Statements

ERIC Educational Resources Information Center

Hladchenko, Myroslava

2016-01-01

After the Revolution of Dignity (2014), Ukraine signed an Association Agreement with the European Union. In the context of European integration, new legislation on higher education has been adopted. Changes in the institutional environment expect responses from higher education institutions, in particular changes in the organizational identities…

From Youth Worker Professional Development to Organizational Change

ERIC Educational Resources Information Center

Rana, Sheetal; Baumgardner, Briana; Germanic, Ofir; Graff, Randy; Korum, Kathy; Mueller, Megan; Randall, Steve; Simmons, Tim; Stokes, Gina; Xiong, Will; Peterson, Karen Kolb

2013-01-01

An ongoing, innovative youth worker professional development is described in this article. This initiative began as youth worker professional development and then transcended to personal and organizational development. It grew from a moral response of Saint Paul Parks and Recreation staff and two faculty members of Youth Studies, University of…

The Typology of Organizational Effectiveness in Australian Higher Education.

ERIC Educational Resources Information Center

Lysons, Art

1993-01-01

New developments emerging from a study of organizational effectiveness in Australia's system of higher education are reported, and a second study is also described. The results have established a four-group typology of institutions: classical universities, institutes of technology, colleges of advanced education, and other institutions.…

Performing Leadership: Use of Performative Inquiry in Teaching Organizational Theories

ERIC Educational Resources Information Center

Nilson, Michelle; Fels, Lynn; Gopaul, Bryan

2016-01-01

This research explores the various ways in which performative inquiry was implemented in a graduate organizational theories course within an educational leadership cohort at a medium-sized urban Canadian research university. Drawing on Fink's framework for significant learning experiences, the researchers used performative inquiry to enact the…

In Search of Effective Methodology for Organizational Learning: A Japanese Experience

ERIC Educational Resources Information Center

Tsuchiya, Shigehisa

2011-01-01

The author's personal journey regarding simulation and gaming started about 25 years ago when he happened to realize how powerful computerized simulation could be for organizational change. The metaphors created by computerized simulation enabled him to transform a stagnant university into a high-performance organization. Through extensive…

Teachers' Views on Organizational Deviance, Psychological Ownership and Social Innovation

ERIC Educational Resources Information Center

Argon, Türkan; Ekinci, Serkan

2016-01-01

This study aimed to identify Bolu central district secondary school teachers' views on organizational deviance, psychological ownership and social innovation and to determine whether these views were related. The universe of the study conducted with relational screening model was composed of 360 teachers employed in Bolu central district secondary…

Personal Sustainability: Listening to Extension Staff and Observing Organizational Culture

ERIC Educational Resources Information Center

Forstadt, Leslie; Fortune, Aileen

2016-01-01

Extension staff are increasingly challenged to do excellent work and balance their lives. University of Maine Cooperative Extension committed to a 2-year participatory action research project to support staff and to an organizational climate that encourages personal sustainability. With tools from ethnography and appreciative inquiry, staff…

Marketing Higher Education Means Organizational Change. AIR Forum 1981 Paper.

ERIC Educational Resources Information Center

Miklich, Beverly

The issues, organizational changes, and institutional reactions that colleges and universities perceive as associated with implementation of new marketing practices were identified in a review of the literature and interviews with officials from 25 institutions primarily in or near Los Angeles, California. Several trends were revealed: successful…

College Students' Perceptions of University Identification and Football Game Day Attire

ERIC Educational Resources Information Center

Crosby, Melanie; Kim, Soyoung; Hathcote, Jan

2006-01-01

The purpose of this study was to determine the rationale behind football game day attire and to establish whether organizational identification, perceived organizational prestige, and game day participation influenced clothing choice. By identifying the game day clothing habits of female college students attending Division I-A schools throughout…

Organizational Change in Academic Programs: A Case Study of Doctoral Students' Experiences

ERIC Educational Resources Information Center

Frazier, Christina Coffee

2011-01-01

This qualitative case study explored the experiences of doctoral students at the University of Minnesota-Twin Cities as they transitioned from a fairly stable academic department experiencing significant changes. To achieve the purpose of the study, I investigated the experiences of doctoral students through an organizational development…

The Implicit Leadership Theories of College and University Presidents. ASHE Annual Meeting Paper.

ERIC Educational Resources Information Center

Birnbaum, Robert

Theories implicit in college presidents' definitions of leadership are examined, since understanding presidents' leadership models may affect how they interpret their roles and the events they encounter. The source of the theory that is analyzed is the organizational leadership literature. Research traditions in organizational leadership are…

Proposal for a university-community-hospice partnership to address organizational barriers to cultural competence.

PubMed

Reese, Dona J

2011-02-01

Models of culturally competent hospice services have been developed, but they are not generally being used. This article describes a participatory action research project which is addressing organizational barriers to cultural competence through a university-community-hospice partnership. The intervention plan is to develop a connection with the African American community, increasing community knowledge, and hospice staff cultural competence through a social work student field placement. It is hoped that, if successful, this model will be replicated to address the problem of African American utilization and access to hospice.

Regulatory control of low level radioactive waste in Taiwan

DOE Office of Scientific and Technical Information (OSTI.GOV)

Liu, T.D.S.; Chiou, Syh-Tsong

1996-12-31

The commercial operation of Chinshan Nuclear Power Plant (NPP) Unit One marked the beginning of Taiwan`s nuclear power program. There are now three NPPs, each consisting of two units, in operation. This represents a generating capacity of 5,144 MWe. Nuclear power plants are sharing some 30 percent of electricity supplies in Taiwan. As far as low level radwaste (LLRW) is concerned, Taiwan Power Company (TPC) is the principal producer, contributing more than 90 percent of total volume of waste arising in Taiwan. Small producers, other than nuclear industries, medicine, research institutes, and universities, are responsible for the remaining 10 percent.more » In the paper, the LLRW management policy, organizational scheme, regulatory control over waste treatment, storage, transportation and disposal are addressed. Added to the paper in the last is how this country is managing its Naturally Occurring Radioactive Materials (NORM) waste.« less

Organizational Productivity Measurement: The Development and Evaluation of an Integrated Approach.

DTIC Science & Technology

1987-07-01

measurement and aggregation strategy also has applications in management r information systems, performance appraisal , and other situations where multiple...larger organizational units. The basic measurement and aggregation strategy also has applications in manage- "".". ment information systems, criterion...much has been written on the subject of organizational productiv- ity, there is little consensus concerning its definition ( Tuttle , 1983). Such a lack

Identifying the Organizational Changes Taking Place in Somali Community-Based Organization (CBO) in Response to New Patterns of Immigration: Implications for Adult Community Education

ERIC Educational Resources Information Center

Osman, Sirad Warfa

2009-01-01

This dissertation focuses on changes in the organizational development of community-based organizations (CBOs) within the context of new patterns of immigration, in the United States. Organizational development is considered within the context of dialects of growth, change and transformation of communities in transition. The primary goal of this…

United Nations Peacekeeping in the Twenty-First Century

DTIC Science & Technology

2004-06-17

failures of past UN operations and diagnose the relevant causes for such outcomes. 39 Organizational diagnosis uses the knowledge of behavioral science...especially suitable for organizational diagnosis , because its features enable analyses of a system within a broader context. It takes into account several...member states interact within the environment which is constituted by the organization itself and the whole world. Therefore, the organizational

Will Playfulness Be Possible in University Management?

ERIC Educational Resources Information Center

West, Richard R.

1979-01-01

"Organized anarchies" is how Michael Cohen and James March have described American universities. The lack of rational-deductive organizational characteristics in higher education has encouraged it to be "playful" in a way that is "sensibly foolish." Budgetary pressures will force universities to become more…

Rhetorical Tension in the Bureaucratic University

ERIC Educational Resources Information Center

Cunningham, Joseph

2017-01-01

The managed university functions as the prominent organizational paradigm in higher education. Returning to Max Weber's original analysis of bureaucracy, several fundamental characteristics of the managed university come to surface, including the emphasis on specialization, hierarchy, and secrecy. Among these characteristics is the importance of…

The Strategically Manageable University: Perceptions of Strategic Choice and Strategic Change among Key Decision Makers

ERIC Educational Resources Information Center

Frølich, Nicoline; Stensaker, Bjørn; Scordato, Lisa; Bótas, Paulo Charles Pimentel

2014-01-01

One common way of conceptualising recent changes in university governance is by stating that the universities are being pushed towards a market-like setting where the uniqueness of each university's strategy and capacity for introducing organizational change is seen as necessary to improve the functioning of the university. We argue that the…

Organizational behavior of employees of Tehran University of Medical Sciences.

PubMed

Dargahi, Hossein

2012-01-01

Organizational behaviors are commonly acknowledged as fundamentals of organizational life that strongly influence both formal and informal organizational processes, interpersonal relationships, work environments, and pay and promotion policies. The current study aims to investigate political behavior tendencies among employees of Tehran University of Medical Sciences (TUMS). This cross-sectional, descriptive and analytical study was conducted on 810 TUMS employees at the headquarters of the Tehran University of Medical Sciences, Iran during 2010-2011. The research tool for data collection was a researcher-tailored questionnaire on political behaviors. The validity of the questionnaire was confirmed by seven management professors, and its reliability was tested by a pilot study using test-retest method which yielded a Cronbach's alpha coefficient of 0.71. The respondents were asked to fill the questionnaire and express their perceptions and tendencies to engage in organizational behaviors. The collected data was read to and analyzed by IBM SPSS environment and correlation analytical methods. Overall, 729 respondents filled and returned the questionnaire yielding a response rate of 90%. Most of the respondents indicated that they had no tendency to engage in political behavior. Moreover, we found that there was a significant correlation between sex, higher education degrees, tenure and the employees' tendency to engage in political behavior. The participants were not overtly political because of their personal belief, ethical values, and personal characters. Non-political and overtly political employees are both prejudicial for all organizations. Therefore, it seems that the medium rate of good political behavior is vital and prevalent in Iranian organizations.

Using Organizational Behavior To Increase the Efficiency of The Total Force Enterprise

DTIC Science & Technology

2013-06-01

database and through personal interviews , the reader will be shown the common struggles faced by units undergoing change without following the...active, ARC, or hybrid may all play a role. Through this database and personal interviews , we can determine how the unit change was dealt with, if...organizational structures, as well as strategy . If we overlay the speed of technological change and the power of social media, military organizations failing

The Association of Organizational Culture and Quality Improvement Implementation With Neonatal Outcomes in the NICU.

PubMed

Mahl, Sukhy; Lee, Shoo K; Baker, G Ross; Cronin, Catherine M G; Stevens, Bonnie; Ye, Xiang Y

2015-01-01

Studies of adult patient populations suggest that organizational culture is associated with quality improvement (QI) implementation, as well as patient outcomes. However, very little research on organizational culture has been performed in neonatal patient populations. This combined cross-sectional survey and retrospective cohort study assessed employee perceptions of organizational culture and QI implementation within 18 Canadian neonatal intensive care units. The associations between these data and neonatal outcomes in extremely preterm infants (born at < 29 weeks' gestation) were then assessed using multivariable analyses. Perceptions of unit culture and QI implementation varied according to occupation and age. Higher hierarchical culture was associated with increased survival without major morbidities (odds ratio, 1.04; 95% confidence interval, 1.01-1.06), as were higher QI implementation scores (odds ratio range, 1.20-1.36 by culture type). Our data suggest that organizational culture, particularly hierarchical culture, and level of QI implementation may play a role in neonatal outcomes. Copyright © 2015 National Association of Pediatric Nurse Practitioners. Published by Elsevier Inc. All rights reserved.

32 CFR 317.3 - Policy.

Code of Federal Regulations, 2010 CFR

2010-07-01

... system of records maintained by DCAA organizational elements and to make that information available to... requires that DCAA organizational elements: (1) Collect, maintain, use, and disseminate personal... instrumentality of any governmental jurisdiction within or under control of the United States conducting law...

Maintaining interpersonal and organizational relations through electronic mail by men and women.

PubMed

Harper, Vernon B

2005-12-01

E-mail is used to maintain two primary human relationships, interaction between individuals and preserving relationships with organizations. 278 participants from a medium-size university in the southwest completed two measures developed to assess the quantity of e-mail used to maintain interpersonal and organizational relationships. Analysis indicated that men (M = 5.8, SD = 2.7) and women (M = 6.6, SD = 2.5) significantly differed in frequency of e-mail used to maintain interpersonal relationships, but not in reference to organizational maintenance.

Beyond corporate-style downsizing: a better way for medical schools to succeed in a changing world.

PubMed

Bland, C J

1997-06-01

There is a critical need for medical schools and universities to consider strategies beyond corporate-style downsizing to address revenue needs and reposition their organizations. The author presents considerable evidence and three reasons to reject downsizing as a way to facilitate long-term organizational success. Instead, she recommends that institutions use a comprehensive approach to individual and organizational development to assure a flexible, enduring organization. Specifically, medical schools and universities should take an institution-wide perspective and approach to continually training, retraining, or reassigning faculty and should continually adapt their organizational structures and procedures as necessary to achieve changing institutional goals. The result will be the retention of able and dedicated faculty, who will be crucial in helping their schools continue to be successful while adapting to a changing world.

Analyzing the nursing organizational structure and process from a scheduling perspective.

PubMed

Maenhout, Broos; Vanhoucke, Mario

2013-09-01

The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising approximately 25 % of the hospital's operational costs. The nurse organizational structure and the organizational processes highly affect the nurses' working conditions and the provided quality of care. In this paper, we investigate the impact of different nurse organization structures and different organizational processes for a real-life situation in a Belgian university hospital. In order to make accurate nurse staffing decisions, the employed solution methodology incorporates shift scheduling characteristics in order to overcome the deficiencies of the many phase-specific methodologies that are proposed in the academic literature.

Motivation, Quality University and Counseling Services at the University of Granada

ERIC Educational Resources Information Center

Tirado, Jose Luis Arco; Martin, Francisco D. Fernandez; Ortega, Sagario Lopez; Diaz, Veronica Heilborn

2004-01-01

Introduction: Evaluative data on performance and school drop-out in the context of the Spanish university justify its current phase of structural, organizational and curricular changes currently underway here. A priority objective is to study motivation problems in university students, at the root of many of these problems. However, the complexity…

The Inherent Dynamics of the Group University.

ERIC Educational Resources Information Center

Kaltefleiter, Werner

1979-01-01

The reorganization of the German universities between the end of the 1960s and the early 1970s into "Group Universities" is discussed. It is suggested that this new organizational system, modeled along the lines of a corporate state, has destroyed the communication system of the university and introduced discontinuity into the academic…

78 FR 25431 - Notification of an Open Meeting of the National Defense University Board of Visitors (BOV)

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-01

..., organizational management, strategic planning, resource management, and other matters of interest to the National... Defense University Board of Visitors (BOV) AGENCY: National Defense University, DoD. ACTION: Notice of... 102-3.150, the Department of Defense announces that meeting of the National Defense University Board...

Women in oncology: progress, challenges, and keys to success.

PubMed

Reeder-Hayes, Katherine; Felip, Enriqueta; Patt, Debra; Jaffee, Elizabeth

2013-01-01

Women have an increasingly significant presence in the oncology physician workforce but remain underrepresented in leadership positions and at the senior levels of academic medicine. Initiatives to close these gaps are underway both in the United States and Europe. However, many areas for improvement remain on an organizational level and in the trenches of career development and mentorship for individual female oncologists in both community and academic settings. Solutions to advance women in the oncology workforce will involve policy initiatives by professional and funding organizations, individual initiatives by universities and practices to recognize and develop female leaders, an increased focus on teamwork and novel practice arrangements, and high-quality mentorship of young women entering the oncology field.

Re-Organizing Universities for the Information Age

ERIC Educational Resources Information Center

Annand, David

2007-01-01

University education is still generally conducted within pre-Industrial Age organizational structures. As a result of their inability to evolve the predominant cohort-based classroom structure to more cost-effectively meet the aspirations of burgeoning worldwide populations for higher education, universities may see substantial organizational…

An Analytical Model for University Identity and Reputation Strategy Work

ERIC Educational Resources Information Center

Steiner, Lars; Sundstrom, Agneta C.; Sammalisto, Kaisu

2013-01-01

Universities face increasing global competition, pressuring them to restructure and find new identities. A multidimensional model: identity, image and reputation of strategic university identity and reputation work is developed. The model includes: organizational identity; employee and student attitudes; symbolic identity; influence from…

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Contracts OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS, EQUAL EMPLOYMENT OPPORTUNITY, DEPARTMENT OF LABOR... establishment. It is one method contractors use to determine whether barriers to equal employment opportunity... that may assist in identifying organizational units where women or minorities are underrepresented or...

Organizational Performance Improvement in Higher Education Student Affairs: A Phenomenographic Study

ERIC Educational Resources Information Center

Froehlich, Jill Carrie Menk

2011-01-01

The aim of this study was to gain a better understanding of the experiences of student services staff in a midwestern university during an organizational change: implementation of quality practices and principles. The experiences were captured as they reflected during the interview process. The interview data were organized into 35 concepts from…

Organizational Learning and Power Dynamics: A Study in a Brazilian University

ERIC Educational Resources Information Center

Santos, Jane Lucia Silva; Steil, Andrea Valéria

2015-01-01

Purpose: This paper aims to describe and analyze organizational learning processes and power dynamics during the adoption and use of an information system (IS) at a Brazilian public organization. Design/methodology/approach: A case study was chosen as the research method. Data were gathered from documents and interviews with key informants.…

Organizational Culture in Educational Institutions

ERIC Educational Resources Information Center

Efeoglu, I. Efe; Ulum, Ömer Gökhan

2017-01-01

The concept of culture closely refers to a wide scope of effects on how individuals act in a group, an institution, or a public place. Chiefly, it covers a range of universal ideas, beliefs, values, behaviors, criterion, and measures which may be both explicit and implicit. The study on organizational culture has gained much attention among…

Organizational Image Perceptions of Higher Education Students

ERIC Educational Resources Information Center

Küçüksüleymanoglu, Rüyam

2015-01-01

Colleges and universities rely on their image to attract new members. Organizational image is the total of thoughts, emotions and perceptions resulting from clear conclusions of information formed in the minds of stakeholders as a result of communication with the institution about that institution and its elements. The purpose of this study is to…

Determinants of Students' Innovation in Higher Education

ERIC Educational Resources Information Center

Martín, P.; Potocnik, K.; Fras, A. B.

2017-01-01

Innovation in the workplace has been claimed to be a key factor in organizational survival and success. As future workers, university students are a major source of future innovations in organizational settings. Before they enter the labour market, it is in the context of Higher Education that they start developing some of their long-term…

The Organizational Context for Teaching and Learning. A Review of the Research Literature.

ERIC Educational Resources Information Center

Peterson, Marvin W.; And Others

Three broad categories are cited that describe the nature of a college or university as an organization and that potentially influence an institutions academic outcomes. These categories are: the college's formal organizational characteristics, structures, processes, and practices; its culture; and its climate. This literature review aims to…

Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model

ERIC Educational Resources Information Center

van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.

2009-01-01

Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…

Personal and Organizational Factors Affecting Faculty Productivity: The Socialization Process in Graduate School. ASHE 1986 Annual Meeting Paper.

ERIC Educational Resources Information Center

Gallagher, Karen S.; And Others

Scholarly productivity of faculty was studied based on the Brim and Wheeler framework of socialization, which takes into account personal and organizational influences on socialization outcomes. Specific influences included norms governing the system, the university's capacity to provide relevant performance opportunities, and the school's…

Managing Knowledge Performance: Testing the Components of a Knowledge Management System on Organizational Performance

ERIC Educational Resources Information Center

Cho, Taejun; Korte, Russell

2014-01-01

The main purpose of the current study is to validate the framework of knowledge management (KM) capabilities created by Gold ("Towards a theory of organizational knowledge management capabilities." Doctoral dissertation, University of North Carolina, Chapel Hill) 2001) in a study of South Korean companies. However, the original framework…

Participative Budgeting, Budget Evaluation, and Organizational Trust in Post-Secondary Educational Institutions in Canada

ERIC Educational Resources Information Center

Simmons, Cynthia V.

2012-01-01

The purpose of this research was to investigate the relationship between a participative budgeting system, the attitudes toward the budget, and levels of organizational trust held by administrators in post-secondary institutions. A 50-item questionnaire was distributed to college and university administrators across Canada. A series of regression…

An Examination of the Relationship between Job Satisfaction, Organizational Norms, and Communication Climate among Employees in an Organization.

ERIC Educational Resources Information Center

Applbaum, Ronald L.; Anatol, Kark W. E.

Three separate instruments were used to measure and assess the interrelationships of organizational norms, communication climate, and job satisfaction. Of the 155 top administrators and managers at California State University, Long Beach, 101 subjects completed all three measurement instruments. Statistical analysis showed that a significant…

Leading Change: An Organizational Development Role for Educational Developers

ERIC Educational Resources Information Center

Weston, Cynthia; Ferris, Jennie; Finkelstein, Adam

2017-01-01

While educational development has long been aligned with organizational development in the literature (Berquist & Phillips, 1975; Gaffe, 1975), in practice this link has faded with time. Schroeder (2011) has recently asserted that given the broad-based changes in teaching and learning that are taking place at universities, it is important that…

University Leaders' Use of Episodic Power to Support Faculty Community Engagement

ERIC Educational Resources Information Center

O'Meara, KerryAnn; Lounder, Andrew; Hodges, Aleece

2013-01-01

This study explores faculty perceptions of the actions taken by organizational leaders to support the faculty's community engagement. We draw upon Lawrence's (2008) theory of power and agency in organizations to name these strategic actions as episodic power and consider how and why each act taken by organizational leaders mattered to these…

Organizational Change in the Harvard College Library: A Continued Struggle for Redefinition and Renewal.

ERIC Educational Resources Information Center

Lee, Susan

1993-01-01

Chronicles the process of change begun at the Harvard College Library in 1990. Key factors are analyzed, including support from the University Library, Association of Research Libraries, and Council on Library Resources; strong leadership; organizational development; composition of task forces; time frame; concurrent changes; and development of a…

Faculty Perceptions of Organizational Leadership at Christian Colleges and Universities with Missions of Servant Leadership

ERIC Educational Resources Information Center

Palmer, Marila Dollahite

2011-01-01

This study examined differences in faculty perceptions of organizational leadership at Christian institutions with servant leadership missions. The study evaluated faculty members' perceptions based on the independent variables of employment status (full- or part-time/adjunct), number of years employed at the institution, and attendance at an…

OSUL2013: Fostering Organizational Change through a Grassroots Planning Process

ERIC Educational Resources Information Center

Schlosser, Melanie

2011-01-01

This paper provides background on planning and organizational culture change in libraries and describes a grassroots planning process taking place at the Ohio State University Libraries. Now in its third phase, the process aims to create a long-term plan for the organization while fostering a more collaborative, innovative culture.

English 308J: Organizational Report and Letter Writing.

ERIC Educational Resources Information Center

Pytlik, Betty P.

The organizational report and letter writing course at Ohio University (Athens) is an advanced composition course designed to help students who expect to do such writing in their future jobs, but for whom technical writing and business communication courses are either inappropriate or insufficient. Students work in groups of four, investigating a…

Do Sustainability Projects Stimulate Organizational Learning in Universities?

ERIC Educational Resources Information Center

Albrecht, Patrick; Burandt, Simon; Schaltegger, Stefan

2007-01-01

Purpose: The purpose of this paper is to analyze the preparation of a sustainability report and a large-scale energy-saving campaign with regards to their role for organizational learning (OL). Similar processes indicating OL were observed during the implementation of both projects. Along the lines of a theoretical framework of OL these processes…

Information Systems Technician Rating Stakeholders: Implications for Effective Performance

DTIC Science & Technology

2011-01-01

DeSanctis, and Borge Obel. (2006). Organizational Design: A Step-by-Step Approach. Cambridge, UK: Cambridge University Press. Carroll, G . R., and M...manpower, personnel, and training processes for managing the information systems technician (IT) rating and the effects of these different stakeholders...Strategic Human Resource Management and Management Structure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Organizational

Psychosocial work environment and prediction of quality of care indicators in one Canadian health center.

PubMed

Paquet, Maxime; Courcy, François; Lavoie-Tremblay, Mélanie; Gagnon, Serge; Maillet, Stéphanie

2013-05-01

Few studies link organizational variables and outcomes to quality indicators. This approach would expose operant mechanisms by which work environment characteristics and organizational outcomes affect clinical effectiveness, safety, and quality indicators. What are the predominant psychosocial variables in the explanation of organizational outcomes and quality indicators (in this case, medication errors and length of stay)? The primary objective of this study was to link the fields of evidence-based practice to the field of decision making, by providing an effective model of intervention to improve safety and quality. The study involved healthcare workers (n = 243) from 13 different care units of a university affiliated health center in Canada. Data regarding the psychosocial work environment (10 work climate scales, effort/reward imbalance, and social support) was linked to organizational outcomes (absenteeism, turnover, overtime), to the nurse/patient ratio and quality indicators (medication errors and length of stay) using path analyses. The models produced in this study revealed a contribution of some psychosocial factors to quality indicators, through an indirect effect of personnel- or human resources-related variables, more precisely: turnover, absenteeism, overtime, and nurse/patient ratio. Four perceptions of work environment appear to play an important part in the indirect effect on both medication errors and length of stay: apparent social support from supervisors, appreciation of the workload demands, pride in being part of one's work team, and effort/reward balance. This study reveals the importance of employee perceptions of the work environment as an indirect predictor of quality of care. Working to improve these perceptions is a good investment for loyalty and attendance. In general, better personnel conditions lead to fewer medication errors and shorter length of stay. © Sigma Theta Tau International.

Work-family conflict and well-being in university employees.

PubMed

Winefield, Helen R; Boyd, Carolyn; Winefield, Anthony H

2014-01-01

This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. Work-family conflict added substantially to the explained variance in physical symptoms and psychological strain after taking account of job demands and control, and to a lesser extent to the variance in job performance. However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.

An Evaluation of the Organizational Structure of Air Force Emergency Operations Centers Using Social Network Analysis and Design Structure Matrices

DTIC Science & Technology

2013-03-01

areas that are most frequently needed 4 in a national response” (FEMA, 2008). Finally, during emergencies, individual Unit Control Centers ( UCCs ...stand up, as a means to supporting the response. Typically, the UCCs provide information or resources as required through communication from the...EOC. Currently there is no defined staffing or organizational structure for the UCC , each unit is responsible for adequately staffing the UCCs as

Operation Cobra: Organizational Pooling and Operational Art in the European Theater

DTIC Science & Technology

2017-05-25

an organizational structure based on the idea of “task organizing” and “force pooling.” Task organizing involves the development of situation...essential equipment and personnel based on the day-to-day needs of that unit. A unit that carried enough bridging equipment or truck transport to...in two forms: MSC’s Afloat Pre-positioning Force (APF) and land- based pre-positioned equipment . In the APF, all ships are self-sustaining and have

The Context of Military Environments: An Agenda for Basic Research on Social and Organizational Factors Relevant to Small Units

DTIC Science & Technology

2014-06-01

Agenda for Basic Research on Social and Organizational Factors Relevant to Small Units NORMS IN MILITARY ENVIRONMENTS 25 group members regardless of...Army personnel. FUTURE RESEARCH ON NORMS With a scientifically informed understanding of social norms, the roles they play in individual and group ...world, and insufficient research has been conducted on similar groups (with respect to size, responsibility, mission, etc.) to be of much utility to

Nurses' perception of ethical climate and organizational commitment.

PubMed

Borhani, Fariba; Jalali, Tayebe; Abbaszadeh, Abbas; Haghdoost, Aliakbar

2014-05-01

The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses' perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson's correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment.

Using discrete event simulation to compare the performance of family health unit and primary health care centre organizational models in Portugal.

PubMed

Fialho, André S; Oliveira, Mónica D; Sá, Armando B

2011-10-15

Recent reforms in Portugal aimed at strengthening the role of the primary care system, in order to improve the quality of the health care system. Since 2006 new policies aiming to change the organization, incentive structures and funding of the primary health care sector were designed, promoting the evolution of traditional primary health care centres (PHCCs) into a new type of organizational unit--family health units (FHUs). This study aimed to compare performances of PHCC and FHU organizational models and to assess the potential gains from converting PHCCs into FHUs. Stochastic discrete event simulation models for the two types of organizational models were designed and implemented using Simul8 software. These models were applied to data from nineteen primary care units in three municipalities of the Greater Lisbon area. The conversion of PHCCs into FHUs seems to have the potential to generate substantial improvements in productivity and accessibility, while not having a significant impact on costs. This conversion might entail a 45% reduction in the average number of days required to obtain a medical appointment and a 7% and 9% increase in the average number of medical and nursing consultations, respectively. Reorganization of PHCC into FHUs might increase accessibility of patients to services and efficiency in the provision of primary care services.

Readiness factors for information system strategic planning among universities in developing countries: a systematic review

NASA Astrophysics Data System (ADS)

Irfan, M.; Putra, S. J.; Alam, C. N.; Subiyakto, A.; Wahana, A.

2018-03-01

The implementation of information system strategic planning (ISSP) in higher education institutions is to improve work efficiency, management effectiveness in order to improve organizational competitive advantage. However, the question of whether all universities are ready to implement ISSP as a way to achieve organizational goals has not been answered. This study aims to investigate the readiness phenomena through literature study. The method used is by using the Systematic Literature Review (SLR) instrument to identify readiness factors on the implementation of ISSP, especially among the institutions of higher education in developing countries. This study has identified 10 readiness measurement. There are three categories of measurement, namely people, processes and technologies that represent 11 factors of ISSP readiness measurement in universities.

Effects of nursing unit spatial layout on nursing team communication patterns, quality of care, and patient safety.

PubMed

Hua, Ying; Becker, Franklin; Wurmser, Teri; Bliss-Holtz, Jane; Hedges, Christine

2012-01-01

Studies investigating factors contributing to improved quality of care have found that effective team member communication is among the most critical and influential aspects in the delivery of quality care. Relatively little research has examined the role of the physical design of nursing units on communication patterns among care providers. Although the concept of decentralized unit design is intended to increase patient safety, reduce nurse fatigue, and control the noisy, chaotic, and crowded space associated with centralized nursing stations, until recently little attention has been paid to how such nursing unit designs affected communication patterns or other medical and organizational outcomes. Using a pre/post research design comparing more centralized or decentralized unit designs with a new multi-hub design, the aim of this study was to describe the relationship between the clinical spatial environment and its effect on communication patterns, nurse satisfaction, distance walked, organizational outcomes, patient safety, and patient satisfaction. Hospital institutional data indicated that patient satisfaction increased substantially. Few significant changes were found in communication patterns; no significant changes were found in nurse job satisfaction, patient falls, pressure ulcers, or organizational outcomes such as average length of stay or patient census.

Change as a Constant: Organizational Restructuring at Carnegie Mellon University.

ERIC Educational Resources Information Center

Keating, Patrick J.; And Others

1996-01-01

The origins and strategies for change in the administrative structure of Carnegie Mellon University (Pennsylvania) are discussed, including trends within all of higher education and conditions specific to the university. Quality improvement efforts are described briefly. Special attention is given to the institution's procurement-disbursement…

Key Considerations in Organizing and Structuring University Research

ERIC Educational Resources Information Center

Nguyen, T. L. Huong; Meek, Vincent Lynn

2015-01-01

University research capacity building has now become an increasingly important task in both developed and less developed countries. In this capacity building endeavour, research late-developer universities in particular need to develop a sound research organizational structure. However, what elements are needed in organizing and structuring…

TD4020: College and University Organization and Administration.

ERIC Educational Resources Information Center

Hankin, Joseph

This document is a course syllabus for "College and University Organization and Administration." The purpose of the course is to provide an overview of the organizational structure and administrative nature of U.S. colleges, universities, and other learning organizations. Course objectives include: (1) an introduction of selected…

Institutional Identity and Organizational Structure in Multi-Campus Universities.

ERIC Educational Resources Information Center

Dengerink, Harold A.

2001-01-01

Explores the structure of universities with multiple campuses but no independent central administrative system. Discusses the hybrid missions of branch campuses, which are asked to serve both the overall university and local constituent communities. Explains that these multiple missions may conflict and thus require intentional organizational…

ATM Technology Adoption in U.S. Campus Networking.

ERIC Educational Resources Information Center

Yao, Engui; Perry, John F.; Anderson, Larry S.; Brook, R. Dan; Hare, R. Dwight; Moore, Arnold J.; Xu, Xiaohe

This study examined the relationships between ATM (asynchronous transfer mode) adoption in universities and four organizational variables: university size, type, finances, and information processing maturity. Another purpose of the study was to identify the current status of ATM adoption in campus networking. Subjects were university domain LAN…

Predictors of Academics' Career Advancement at Malaysian Private Universities

ERIC Educational Resources Information Center

Arokiasamy, Lawrence; Ismail, Maimunah; Ahmad, Aminah; Othman, Jamilah

2011-01-01

Purpose: This paper aims to examine the influence of individual and organizational variables on the career advancement of academics in Malaysian private universities. Design/methodology/approach: A correlation study was conducted in six private universities. Data were collected using a structured self-administered questionnaire. The dependent…

Defensive Stakeholder Management in European Universities: An Institutional Logics Perspective

ERIC Educational Resources Information Center

Mampaey, Jelle; Huisman, Jeroen

2016-01-01

Earlier studies on stakeholder management in European universities focused on proactive strategies, that is, substantive organizational practices to establish and maintain mutually beneficial exchanges between universities and their stakeholders. We argue that the literature on stakeholder management has to be extended by theorizing defensive…

Environmental Sciences Division annual progress report for period ending September 30, 1994

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

1994-12-31

This progress report summarizes the research and development activities conducted in the Environmental Sciences Division (ESD) of Oak Ridge National Laboratory during fiscal year (FY) 1994, which extended from October 1, 1993, through September 30, 1994. The report is structured to provide descriptions of current activities and accomplishments in each of the division`s major organizational units. Following the sections describing the organizational units are sections highlighting ESD Scientific, Technical, and Administrative Achievement awards and listing information necessary to covey the scope of the work in the division. An organizational chart of staff and long-term guests who wee in ESD atmore » the end of FY 1994 is located in the final section of the report.« less

The impact of middle manager affective commitment on perceived improvement program implementation success.

PubMed

Fryer, Ashley-Kay; Tucker, Anita L; Singer, Sara J

Recent literature suggests that middle manager affective commitment (emotional attachment, identification, and involvement) to an improvement program may influence implementation success. However, less is known about the interplay between middle manager affective commitment and frontline worker commitment, another important driver of implementation success. We contribute to this research by surveying middle managers who directly manage frontline workers on nursing units. We assess how middle manager affective commitment is related to their perceptions of implementation success and whether their perceptions of frontline worker support mediate this relationship. We also test whether a set of organizational support factors foster middle manager affective commitment. We adapt survey measures of manager affective commitment to our research context of hospitals. We surveyed 67 nurse managers from 19 U.S. hospitals. We use hierarchical linear regression to assess relationships among middle manager affective commitment to their units' falls reduction program and their perceptions of three constructs related to the program: frontline worker support, organizational support, and implementation success. Middle manager affective commitment to their unit's falls reduction program is positively associated with their perception of implementation success. This relationship is mediated by their perception of frontline worker support for the falls program. Moreover, middle managers' affective commitment to their unit's falls program mediates the relationship between perceived organizational support for the program and perceived implementation success. We, through this research, offer an important contribution by providing empirical support of factors that may influence successful implementation of an improvement program: middle manager affective commitment, frontline worker support, and organizational support for an improvement program. Increasing levels of middle manager affective commitment to an improvement program could strengthen program implementation success by facilitating frontline worker support for the program. Furthermore, providing the organizational support items in our survey construct may bolster middle manager affective commitment.

Predictors of depression, stress, and anxiety among non-tenure track faculty

PubMed Central

Reevy, Gretchen M.; Deason, Grace

2014-01-01

Nationwide in the United States, 70% of faculty members in higher education are employed off the tenure-track. Nearly all of these non-tenure-track (NTT) appointments share a quality that may produce stress for those who hold them: contingency. Most NTT appointments are contingent on budget, enrollment, or both, and the majority of contingent faculty members are hired for one quarter or semester at a time. Significant research has investigated the effects of contingency on teaching, students, departments, colleges, and universities; however, little research has focused on the psychological experiences of NTT faculty. The current study examined perceptions of workplace stressors and harm, organizational commitment, common coping mechanisms, and depression, anxiety and stress among NTT faculty using a longitudinal design that spanned 2–4 months. Results indicate that NTT faculty perceive unique stressors at work that are related to their contingent positions. Specific demographic characteristics and coping strategies, inability to find a permanent faculty position, and commitment to one's organization predispose NTT faculty to perceive greater harm and more sources of stress in their workplaces. Demographic characteristics, lower income, inability to find a permanent faculty position, disengagement coping mechanisms (e.g., giving up, denial), and organizational commitment were associated with the potential for negative outcomes, particularly depression, anxiety, and stress. Our findings suggest possibilities for institutional intervention. Overall, we argue that universities would be well-served by attending to the needs of NTT faculty on campus in order to mitigate negative outcomes for institutions, students, and faculty. PMID:25071667

Organizational climate and intensive care unit nurses' intention to leave.

PubMed

Stone, Patricia W; Larson, Elaine L; Mooney-Kane, Cathy; Smolowitz, Janice; Lin, Susan X; Dick, Andrew W

2006-07-01

The purposes of this study were to a) estimate the incidence of intensive care units nurses' intention to leave due to working conditions; and b) identify factors predicting this phenomenon. Cross-sectional design. Hospitals and critical care units. Registered nurses (RNs) employed in adult intensive care units. Organizational climate, nurse demographics, intention to leave, and reason for intending to leave were collected using a self-report survey. Nurses were categorized into two groups: a) those intending to leave due to working conditions; and b) others (e.g., those not leaving or retirees). The measure of organizational climate had seven subscales: professional practice, staffing/resource adequacy, nurse management, nursing process, nurse/physician collaboration, nurse competence, and positive scheduling climate. Setting characteristics came from American Hospital Association data and a survey of chief nursing officers. A total of 2,323 RNs from 66 hospitals and 110 critical care units were surveyed across the nation. On average, the RN was 39.5 yrs old (SD = 9.40), had 15.6 yrs (SD = 9.20) experience in health care, and had worked in his or her current position for 8.0 yrs (SD = 7.50). Seventeen percent (n = 391) of the respondents indicated intending to leave their position in the coming year. Of those, 52% (n = 202) reported that the reason was due to working conditions. Organizational climate factors that had an independent effect on intensive care unit nurse intention to leave due to working conditions were professional practice, nurse competence, and tenure (p < .05). Improving professional practice in the work environment and clinical competence of the nurses as well as supporting new hires may reduce turnover and help ensure a stable and qualified workforce.

Fostering Organizational Change through Deliberations: The Deliberative Jury in a University Setting

ERIC Educational Resources Information Center

Lindell, Juha

2014-01-01

Universities in Europe face a variety of reform initiatives, and university reform can be seen as a wicked problem that should be resolved through collaborative efforts. In Finland, there has been considerable resistance to proposed reforms, with university personnel complaining that they have not been heard. Students, on the other hand, seem…

Global Status, Intra-Institutional Stratification and Organizational Segmentation: A Time-Dynamic Tobit Analysis of ARWU Position among U.S. Universities

ERIC Educational Resources Information Center

Cantwell, Brendan; Taylor, Barrett J.

2013-01-01

Ranking systems such as "The Times Higher Education's World University Rankings" and Shanghai Jiao Tong University's "Academic Rankings of World Universities" simultaneously mark global status and stimulate global academic competition. As international ranking systems have become more prominent, researchers have begun to examine whether global…

Organizational Factors Associated With Perceived Quality of Patient Care in Closed Intensive Care Units.

PubMed

McIntosh, Nathalie; Oppel, Eva; Mohr, David; Meterko, Mark

2017-09-01

Improving patient care quality in intensive care units is increasingly important as intensive care unit services account for a growing proportion of hospital services. Organizational factors associated with quality of patient care in such units have been identified; however, most were examined in isolation, making it difficult to assess the relative importance of each. Furthermore, though most intensive care units now use a closed model, little research has been done in this specific context. To examine the relative importance of organizational factors associated with patient care quality in closed intensive care units. In a national exploratory, cross-sectional study focused on intensive care units at US Veterans Health Administration acute care hospitals, unit directors were surveyed about nurse and physician staffing, work resources and training, patient care coordination, rounding, and perceptions of patient care quality. Administrative records yielded data on patient volume and facility teaching status. Descriptive statistics, bivariate analyses, and regression modeling were used for data analysis. Sixty-nine completed surveys from directors of closed intensive care units were returned. Regression model results showed that better patient care coordination (β = 0.43; P = .01) and having adequate work resources (β = 0.26; P = .02) were significantly associated with higher levels of patient care quality in such units ( R 2 = 0.22). Augmenting work resources and/or focusing limited hospital resources on improving patient care coordination may be the most productive ways to improve patient care quality in closed intensive care units. ©2017 American Association of Critical-Care Nurses.

Making Strategic Planning Work: Experiences from a Private University. AIR 1986 Annual Forum Paper.

ERIC Educational Resources Information Center

Chan, Susy S.

Issues in implementating strategic planning in higher education management are considered, along with successful strategies and problem areas in implementing an integrated planning and budgeting process at DePaul University, a comprehensive Catholic university. Key implementation issues are as follows: (1) maintaining an organizational balance…

Georgia State University Fact Book, 1979-1980.

ERIC Educational Resources Information Center

Smith, Glynton, Ed.

Information on subjects of interest to staff, students, faculty, and friends of the Georgia State University is presented. Twelve chapters provide: (1) general information, such as a brief history, a statement of purpose and an overview of the university system of the state; (2) administration, including an administrative organizational chart; (3)…

The Iconography of Universities as Institutional Narratives

ERIC Educational Resources Information Center

Drori, Gili S.; Delmestri, Giuseppe; Oberg, Achim

2016-01-01

The coming of "brand society" and the onset of mediatization spur universities to strategize their visual identity and pay particular attention to their icon. Resulting from branding initiatives, university icons are visual self-representations and material-cum-symbolic forms of organizational identity. In this work we ask: What identity…

Managing and Resolving Organizational Conflict in School-University Partnerships through Sound Planning and Design

ERIC Educational Resources Information Center

Reaves, William E.; Narvaez, Jeanette G.

2006-01-01

Partnerships and collaborative projects among public schools and universities have become increasingly prominent in the educational landscape. Properly structured and carefully managed school-university initiatives can enrich educational opportunities and contribute to simultaneous and continual quality improvement of the partnering entities. In…

The Applicability of Governance at King Saud University in Riyadh

ERIC Educational Resources Information Center

Kentab, Mohammad Y.

2018-01-01

The problem of the study revolves around the application of the requirements of governance at King Saud University. The study aims to identify the extent of governance requirements at King Saud University as seen by faculty members through transparency, accountability, organizational structure, laws, regulations, and justice. To achieve the…

"A Community College with Ivory Tower Pretensions": Perceptions of a New University

ERIC Educational Resources Information Center

McKenzie, Sierra; King, Alyson E.

2016-01-01

The ways in which a new university, the University of Ontario Institute of Technology (UOIT), was represented in local, regional, and national newspapers highlight the difficulties of identity creation for organizations. Drawing on theories of organizational identity and supplemented by interviews with UOIT's founding members, a qualitative…

A Phenomenological Study into How Students Experience and Understand the University Presidency

ERIC Educational Resources Information Center

Schuemann, Kahler B.

2014-01-01

Little is known about how college students experience and understand the university presidency. Students are important consumers of the academic experience and by affiliation are constituents of organizational leadership. The social distance between students and university presidents continues to narrow. To address the void in scholarly…

Employee Turnover in Christian College/University Admissions

ERIC Educational Resources Information Center

Dougherty, Kevin D.; Andrews, Megan

2007-01-01

Few campus offices bear the weight of organizational health and vitality more directly than college and university admissions offices. This is particularly true for Christian colleges and universities where annual operating budgets depend largely on student tuition dollars. The purpose of the research reported in this paper was to explore rates…

Organizational resilience and enrollment trends of independent, for-profit higher education institutions.

PubMed

Frisbie, Kathryn; Converso, Judith

2016-05-24

From 2010 to 2012, the for-profit sector of higher education in the United States (otherwise known as career colleges) existed in a turbulent environment, characterized by regulatory, media, and public scrutiny. While virtually all career colleges experienced enrollment declines during this period, by 2012 some colleges were starting to see this trend stabilize or reverse, whereas others did not. The purpose of this study was to determine if the differences in career colleges' enrollment trends could be attributed to organizational resilience. A quantitative correlation study using a multiple regression analysis was conducted to determine the nature of the relationship between organizational resilience and the enrollment fluctuations of 59 career colleges located throughout the United States. The correlation between organizational resilience levels and enrollment fluctuations was fair to moderate and significant, r = 0.40, p < 0.05. A multiple-regression analysis revealed that the model significantly explained the impact of the six organizational resilience factors on enrollment fluctuations, F = 4.15, p < 0.01. The R2 for the model was 0.32, and the adjusted R2 was 0.25. In terms of individual organizational resilience factors, two tested either significantly or moderately significantly: avoidance-skepticism and critical understanding or sensemaking. Recommendations for college leaders include monitoring the level of avoidance to ensure a healthy balance of skepticism regarding new situations and incorporating strategies to help organizational members increase their levels of critical understanding or sensemaking.

A Comparison of Organizational Climate and Nurses’ Intention to Leave Among Excellence Awarded Hospitals and Other Hospitals in 2013

PubMed Central

Mohamadzadeh Nojehdehi, Maryam; Ashgholi Farahani, Mansoureh; Rafii, Forough; Bahrani, Nasser

2015-01-01

Background: Human resource is the most important factor of performance, success and better revelation of excellence goals of each organization. By performing excellence plan, healthcare organizations improve their organizational climate and play a valuable role in retaining nurses and improving the quality of their services to patients. Objectives: The aim of this study was to compare hospital organizational climate and intention to leave among working nurses in hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences. Patients and Methods: This was a cross-sectional descriptive comparison study. Its population included 248 nurses of the hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences in Iran selected by random sampling. The used instrument had three parts: the first part was related to personal characteristics, the second part was the Munn’s organizational climate questionnaire and the third part was Hinshaw’s questionnaire of “anticipated turnover scale”. Data was analyzed using SPSS software, version 17 and indices of descriptive statistics and inferential statistics. Results: The results of the mean and standard deviation for organizational climate and intention to leave in both performing and non-performing hospitals of the organizational excellence plan were respectively (65.28 ± 19.31 and 56.42 ± 21.36) and (33.64 ± 5.58 and 35.59 ± 4.94). Independent T test revealed a significant difference between the mean scores for organizational climate in both performing and non-performing hospitals, and also a significant difference between the mean scores for intention to leave in both performing and non-performing hospitals (P = 0.004). Moreover, Pearson Correlation test showed a reverse significant correlation between organizational climate and intention to leave in performing hospitals of the organizational excellence plan (r = -0.337) and non-performing hospitals (r = -0.282) (P = 0.001). Conclusions: Performing quality improvement pattern such as organization’s excellence plan improves organizational climate of healthcare sectors, it can reduce nurses’ intentions to leave and retain human resources. PMID:26082850

Impact of role-, job- and organizational characteristics on Nursing Unit Managers' work related stress and well-being.

PubMed

Van Bogaert, Peter; Adriaenssens, Jef; Dilles, Tinne; Martens, Daisy; Van Rompaey, Bart; Timmermans, Olaf

2014-11-01

To study the impact of role, job- and organizational characteristics on nurse managers' work related stress and well-being such as feelings of emotional exhaustion, work engagement, job satisfaction and turnover intention. Various studies investigated role-, job- and organizational characteristics influencing nurse-related work environments. Research on nurse managers' related work environments define influencing factors, but, a clear understanding of the impact of nurse-managers' work-environment characteristics on their work related stress and well-being is limited. A cross-sectional design with a survey. A cross-sectional survey (N = 365) was carried out between December 2011-March 2012. The questionnaire was based on various validated measurement instruments identified by expert meetings (e.g. staff nurses, nurse managers and executives and physicians). Hierarchical regression analyses were performed using emotional exhaustion, work engagement, job satisfaction and turnover intentions as outcome variables. Study results showed one out of six nursing unit managers have high to very high feelings of emotional exhaustion and two out of three respondents have high to very high work engagement. Hierarchical regression models showed that role conflict and role meaningfulness were strong predictors of nursing unit managers' work related stress and well-being, alongside with job- and organizational characteristics. Several risk factors and stimulating factors influencing nurse unit managers' work related stress and well-being were identified. Further challenges will be to develop proper interventions and strategies to support nursing unit managers and their team in daily practice to deliver the best and safest patient care. © 2014 John Wiley & Sons Ltd.

The influence of organizational context on the use of research by nurses in Canadian pediatric hospitals

PubMed Central

2013-01-01

Background Organizational context is recognized as an important influence on the successful implementation of research by healthcare professionals. However, there is relatively little empirical evidence to support this widely held view. Methods The objective of this study was to identify dimensions of organizational context and individual (nurse) characteristics that influence pediatric nurses’ self-reported use of research. Data on research use, individual, and contextual variables were collected from registered nurses (N = 735) working on 32 medical, surgical and critical care units in eight Canadian pediatric hospitals using an online survey. We used Generalized Estimating Equation modeling to account for the correlated structure of the data and to identify which contextual dimensions and individual characteristics predict two kinds of self-reported research use: instrumental (direct) and conceptual (indirect). Results Significant predictors of instrumental research use included: at the individual level; belief suspension-implement, research use in the past, and at the hospital unit (context) level; culture, and the proportion on nurses possessing a baccalaureate degree or higher. Significant predictors of conceptual research use included: at the individual nurse level; belief suspension-implement, problem solving ability, use of research in the past, and at the hospital unit (context) level; leadership, culture, evaluation, formal interactions, informal interactions, organizational slack-space, and unit specialty. Conclusions Hospitals, by focusing attention on modifiable elements of unit context may positively influence nurses’ reported use of research. This influence of context may extend to the adoption of best practices in general and other innovative or quality interventions. PMID:24034149

Test of the Constancy - Velocity Hypothesis: Navy Unit Functioning and Performance over 12 Years.

DTIC Science & Technology

1988-01-31

purpose of the United States Government. 17 COSATI CODES 18 SUEJECT T’ERMS C rinue an rev se f necess iy1 f da eao ms een- listment1111 Rate, Change of...38 Velocity, Climate Change , and Upgrade Rate 41 Joint Effects of Culture/Climate and Velocity 43 Conclusions about the Role Played by Velocity 44...which (a) examined change in organizational systems over time, (b) systematically tested different methodological approaches to organizational

Perceptions of organizational justice among nurses working in university hospitals of shiraz: a comparison between general and specialty settings.

PubMed

Hatam, Nahid; Fardid, Mozhgan; Kavosi, Zahra

2013-12-01

Justice has gained much attention in social and human studies and has many consequences on employees and the organizations, especially on health system workers such as nurses who are among the key factors in health care systems. The purpose of this study was to investigate perception of organizational justice among nurses in educational hospitals of Shiraz University of Medical Sciences (SUMS), and to compare the results of general and specialty hospitals. In this research, 400 nurses at SUMS hospitals were selected by random sampling method. A 19-item questionnaire was applied to measure distributive, procedural and interactional justice. Data analysis was performed using descriptive statistics, including percentage, frequency, mean, and standard deviation. Also, the t-test and one way ANOVA were used to measure the differences between different hospitals and wards. Of 400 nurses, 66% perceived a high level of organizational justice. In this study the mean scores of total perceived organizational justice (P = 0.035), procedural justice (P = 0.031), and interactional justice (P = 0.046) in specialty hospitals were higher than general ones. Furthermore, the mean score of interactional justice was higher than the other components of organizational justice, respectively 3.58 ± 1.02 for general and 3.76 ± 0.86 for specialty hospitals. Significant differences were observed between overall perceived justice (P = 0.013) and its components (P = 0.024, P = 0.013, and P = 0.036) in different wards. Most nurses who participated in this study had a high perception of organizational justice. The mean score of organizational justice was higher in specialty hospitals. Health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions.

Perceptions of Organizational Justice Among Nurses Working in University Hospitals of Shiraz: A Comparison Between General and Specialty Settings

PubMed Central

Hatam, Nahid; Fardid, Mozhgan; Kavosi, Zahra

2013-01-01

Background: Justice has gained much attention in social and human studies and has many consequences on employees and the organizations, especially on health system workers such as nurses who are among the key factors in health care systems. Objectives: The purpose of this study was to investigate perception of organizational justice among nurses in educational hospitals of Shiraz University of Medical Sciences (SUMS), and to compare the results of general and specialty hospitals. Materials and Methods: In this research, 400 nurses at SUMS hospitals were selected by random sampling method. A 19-item questionnaire was applied to measure distributive, procedural and interactional justice. Data analysis was performed using descriptive statistics, including percentage, frequency, mean, and standard deviation. Also, the t-test and one way ANOVA were used to measure the differences between different hospitals and wards. Results: Of 400 nurses, 66% perceived a high level of organizational justice. In this study the mean scores of total perceived organizational justice (P = 0.035), procedural justice (P = 0.031), and interactional justice (P = 0.046) in specialty hospitals were higher than general ones. Furthermore, the mean score of interactional justice was higher than the other components of organizational justice, respectively 3.58 ± 1.02 for general and 3.76 ± 0.86 for specialty hospitals. Significant differences were observed between overall perceived justice (P = 0.013) and its components (P = 0.024, P = 0.013, and P = 0.036) in different wards. Conclusions: Most nurses who participated in this study had a high perception of organizational justice. The mean score of organizational justice was higher in specialty hospitals. Health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions. PMID:25414883

Effects of social support at work on depression and organizational productivity.

PubMed

Park, Kyoung-Ok; Wilson, Mark G; Lee, Myung Sun

2004-01-01

To examine how social support at work affects depression and organizational productivity in a work-stress framework. A self-administered survey for 240 workers in a public hospital in the southeastern United States. Social support at work was directly related to high job control, low depression, and high job performance. Social support did not buffer the negative effects of work factors on depression and organizational productivity. Social support at work had a direct and beneficial effect on workers' psychological well-being and organizational productivity without any interaction effect on the work-stress framework.

26 CFR 801.1 - Balanced performance measurement system; in general.

Code of Federal Regulations, 2011 CFR

2011-04-01

... (CONTINUED) INTERNAL REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE... and regulatory provisions require the IRS to set performance goals for organizational units and to... 26 Internal Revenue 20 2011-04-01 2011-04-01 false Balanced performance measurement system; in...

26 CFR 801.1 - Balanced performance measurement system; in general.

Code of Federal Regulations, 2010 CFR

2010-04-01

... (CONTINUED) INTERNAL REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE... and regulatory provisions require the IRS to set performance goals for organizational units and to... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Balanced performance measurement system; in...

45 CFR 205.101 - Organization for administration.

Code of Federal Regulations, 2010 CFR

2010-10-01

... PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL... description of the organization and functions of the single State agency and an organizational chart of the... (AABD) of the act shall identify the organizational unit within the State agency which is responsible...

45 CFR 205.101 - Organization for administration.

Code of Federal Regulations, 2011 CFR

2011-10-01

... PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL... description of the organization and functions of the single State agency and an organizational chart of the... (AABD) of the act shall identify the organizational unit within the State agency which is responsible...

Implementing community-based provider participation in research: an empirical study.

PubMed

Teal, Randall; Bergmire, Dawn M; Johnston, Matthew; Weiner, Bryan J

2012-05-08

Since 2003, the United States National Institutes of Health (NIH) has sought to restructure the clinical research enterprise in the United States by promoting collaborative research partnerships between academically-based investigators and community-based physicians. By increasing community-based provider participation in research (CBPPR), the NIH seeks to advance the science of discovery by conducting research in clinical settings where most people get their care, and accelerate the translation of research results into everyday clinical practice. Although CBPPR is seen as a promising strategy for promoting the use of evidence-based clinical services in community practice settings, few empirical studies have examined the organizational factors that facilitate or hinder the implementation of CBPPR. The purpose of this study is to explore the organizational start-up and early implementation of CBPPR in community-based practice. We used longitudinal, case study research methods and an organizational model of innovation implementation to theoretically guide our study. Our sample consisted of three community practice settings that recently joined the National Cancer Institute's (NCI) Community Clinical Oncology Program (CCOP) in the United States. Data were gathered through site visits, telephone interviews, and archival documents from January 2008 to May 2011. The organizational model for innovation implementation was useful in identifying and investigating the organizational factors influencing start-up and early implementation of CBPPR in CCOP organizations. In general, the three CCOP organizations varied in the extent to which they achieved consistency in CBPPR over time and across physicians. All three CCOP organizations demonstrated mixed levels of organizational readiness for change. Hospital management support and resource availability were limited across CCOP organizations early on, although they improved in one CCOP organization. As a result of weak IPPs, all three CCOPs created a weak implementation climate. Patient accrual became concentrated over time among those groups of physicians for whom CBPPR exhibited a strong innovation-values fit. Several external factors influenced innovation use, complicating and enriching our intra-organizational model of innovation implementation. Our results contribute to the limited body of research on the implementation of CBPPR. They inform policy discussions about increasing and sustaining community clinician involvement in clinical research and expand on theory about organizational determinants of implementation effectiveness.

The Organizational Realities of Student Affairs: A Political Perspective

ERIC Educational Resources Information Center

Shinn, Jeremiah B.

2015-01-01

The purpose of this study was to understand the organizational functions of student-affairs at Indiana University and to understand the nature of the conflict between student-affairs and the larger organization. This study utilized the case-study research design. Much of the data collected and analyzed during this case study were of a historical…

Effective Media Use: Using Film and Television to Instruct an Organizational Behavior Course

ERIC Educational Resources Information Center

Kernodle, Tom

2009-01-01

Media can be used to effectively teach Organizational Behavior (OB) concepts at the college level. University instructors have the option to employ several different methods of teaching in order to convey course concepts in the classroom. This article describes the effectiveness that five particular pieces of media can have on active learning in…

Perceptions of College of Education Students in Turkey towards Organizational Justice, Trust in Administrators, and Instructors

ERIC Educational Resources Information Center

Kale, Mustafa

2013-01-01

In this research, the perceptions of college of education students in Turkey regarding organizational justice, trust in administrators, and trust in instructors were determined. In the present study, the answers to three research questions were sought. The research was done using the survey method. After choosing six universities of various sizes…

Organizational Development for Thornlea; A Communication Package and Some Results

ERIC Educational Resources Information Center

Croft, John C.

1970-01-01

This case study discusses assumptions and objectives of organizational development (OD) in general, some background of a school which recently participated in a very brief taste of OD, some essential features of the package itself and some results, and some implications. Comments follow by Gilbert D. Moore, State University of New York, Buffalo,…

The Off-Campus Center: Extending the Reach of Higher Education. Organizational Issues.

ERIC Educational Resources Information Center

Gabor, Stanley C.; Heggan, Jon P.

Based on a study of basic organizational issues typically encountered in opening, managing, and closing an off-campus center (OCC), this monograph is designed for colleges and universities wishing to explore the possibility of creating or expanding an OCC for adult students. The definition of an OCC is provided. After a brief statistical overview…

The Organizational and Human Dimensions of Successful Mentoring Programs and Relationships. Perspectives in Mentoring.

ERIC Educational Resources Information Center

Kochan, Frances K., Ed.

This collection of papers examines mentoring in a variety of settings. The 17 papers are: (1) "The Organizational and Human Dimensions of Successful Mentoring Across Diverse Settings" (Frances K. Kochan); (2) "Parents Mentoring Parents for School Success" (Nathan T. Avani); (3) "Project Nia (Purpose): A University/School Partnership to Enhance…

Job Satisfaction through Organizational Citizenship Behaviour: A Case of University Teachers of Pakistan

ERIC Educational Resources Information Center

Abdullah, Nauman; Akhtar, Mahr Muhammad Saeed

2016-01-01

Teachers' job satisfaction leads to job continuity, which in turn affects teacher performance as well as the effectiveness of their institutions. The purpose of this study was to identify if there was a relationship between the Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS) of teachers since discretionary behaviours have a…

Information Seeking in Organizational Communication: A Case Study of Applied Theory.

ERIC Educational Resources Information Center

Grunig, James E.

An experimental seminar in corporate communication at the University of Maryland was designed to (1) develop a set of theoretical concepts useful to the organizational communicator who functions as a mediator between management and labor, (2) utilize a practical methodology for these concepts, and (3) conduct a case study in cooperation with an…

Looking from a CHAT-IT Perspective to Undergraduate Mexican Physics: Organizational Trajectories or Professors as Agents of Change?

ERIC Educational Resources Information Center

Kahveci, Ajda

2010-01-01

Recent elaborations on cultural-historical activity theory (CHAT) (Engestrom et al., eds., "Perspectives on activity theory." New York: Cambridge University Press, "1999") and its relation to organizational theories have produced a theoretical amalgam of these earlier ideas, which allow for the exploration of learning in formal…

What Style of Leadership Is Best Suited to Direct Organizational Change to Fuel Institutional Diversity in Higher Education?

ERIC Educational Resources Information Center

Adserias, Ryan P.; Charleston, LaVar J.; Jackson, Jerlando F. L.

2017-01-01

Implementing diversity agendas within decentralized, loosely coupled, and change-resistant institutions such as colleges and universities is a global challenge. A shift in the organizational climate and culture is imperative to produce the change needed in order for a diversity agenda to thrive. Higher education scholars have consistently…

Building Affective Commitment to Organization among Chinese University Teachers: The Roles of Organizational Justice and Job Burnout

ERIC Educational Resources Information Center

Li, Yongzhan

2014-01-01

In view of the benefit of improving employees' organization commitment, it is important to study the major influencing factors of organization commitment. According to previous literature, organizational justice and job burnout have been considered two major influencing variables of affective commitment; however, little empirical research can be…

A Case Study of Organizational Collaboration in an Institution of Higher Education

ERIC Educational Resources Information Center

Schmaltz, Sarah Katherine Abrams

2010-01-01

The study, A Case Study of Organizational Collaboration in an Institution of Higher Education, is a look into what is working and what is not working inside a collaborative initiative at the University of Virginia called the Partners for Leadership in Education. The Partners for Leadership in Education is one of the longest lasting collaborations…

A Study of Effective Team Building in Relation to Organizational Culture and Organizational Climate in Universities in Delhi

ERIC Educational Resources Information Center

Banerjee, Priyanka

2014-01-01

Educational organizations are facing severe problems in terms of competition, quality degradation and deteriorating standards. There is a need to identify, define, develop strategy, initiate action and solve the problem. The present research holds significance in the rapidity of changing environment that affects our educational organizations…

Organizational Culture's Role in the Relationship between Power Bases and Job Stress

ERIC Educational Resources Information Center

Erkutlu, Hakan; Chafra, Jamel; Bumin, Birol

2011-01-01

The purpose of this research is to examine the moderating role of organizational culture in the relationship between leader's power bases and subordinate's job stress. Totally 622 lecturers and their superiors (deans) from 13 state universities chosen by random method in Ankara, Istanbul, Izmir, Antalya, Samsun, Erzurum and Gaziantep in 2008-2009…

Maintaining Effectiveness Amid Downsizing and Decline in Institutions of Higher Education. AIR 1997 Annual Forum Paper.

ERIC Educational Resources Information Center

Cameron, Kim S.; Smart, John C.

This study examined the association between financial difficulties of institutions of higher education and their organizational effectiveness with 334 colleges and universities. An investigation of this relationship was made using three variables: a decline in required financial resources, degree of organizational effectiveness, and a set of 12…

Implementing Organizational Physical Activity and Healthy Eating Strategies on Paid Time: Process Evaluation of the UCLA WORKING Pilot Study

ERIC Educational Resources Information Center

Hopkins, Jammie M.; Glenn, Beth A.; Cole, Brian L.; McCarthy, William; Yancey, Antronette

2012-01-01

Integrating organizationally targeted wellness strategies into the routine conduct of business has shown promise in engaging captive audiences at highest risk of obesity and obesity-related health consequences. This paper presents a process evaluation of the implementation of the University of California, Los Angeles, Working Out Regularly Keeps…

Feeding the Elite: The Evolution of Elite Pathways from Star High Schools to Elite Universities

ERIC Educational Resources Information Center

LeTendre, Gerald K.; Gonzalez, Roger Geertz; Nomi, Takako

2006-01-01

During the last 50 years, private "feeder" schools in Japan came to dominate entry into elite colleges. Intense organizational competition shaped the organizational environment and changed the pathways available to social elites. Compared to Japan, elite private feeders in the US have failed to dominate pathways into elite colleges. In…

Future Viability of Title IV Revenue: A Descriptive Study of Perceptions of Select ABHE Institutional Leadership

ERIC Educational Resources Information Center

Palmer, Kris Russell

2017-01-01

There is a looming threat to the economic vitality of the organizational community of intentionally Christian colleges and universities, relevant to the use of Title IV funds. Within the framework of organizational ecology, this qualitative descriptive study investigated and summarized perceptions of the leadership from sample ABHE Bible colleges…

The Relationship of the Five Components of Organizational Mindfulness as Related to the Role of Business School Administrators

ERIC Educational Resources Information Center

Holloway, Justin

2017-01-01

Business schools have transformed from organizations that solely provide a business education to organizations that train future business leaders, perform extensive research, and serve as major revenue generators for the university systems in which they belong. Organizational mindfulness, a concept created from high-reliability organizations, to…

Do Values Drive the Plan? Investigating the Nature and Role of Organizational Values in University Strategic Planning

ERIC Educational Resources Information Center

Mueller, Robin Alison

2015-01-01

Strategic planning is a common practice at higher education institutions. Furthermore, it is assumed that identifying organizational values is an essential part of the planning process. Values are often construed as foundational elements of strategic thinking that serve to "drive the plan". However, there is little conceptual or applied…