Validation of short version of evidence-based practice instruments among nurses in clinical practice:Evidence-based practice beliefs,implementation,and organizational culture

Objective:The objective of the study is to validate the short version of evidence-based practice(EBP)instruments among nurses in clinical practice.Methods:An institutional-based cross-sectional research design was used and a stratified sampling technique to select 285 nurse clinicians.The study utilized a structured questionnaire comprising of demographic data from the participants and three validated scales:the shortened versions of the EBP Beliefs Scale,the EBP Implementation Scale,and the Organizational Culture and Readiness for System-Wide Integration of Evidence-Based Practice(OCRSIEP)survey.With the use of descriptive statistics,the data were analyzed and presented in frequencies and percentages,while inter-item correlation coefficient(ICC)and the Kaiser-Meyer-Olkin measure of sampling adequacy were used to confirm the validity of using factor analysis.Results:Findings revealed the mean scores of the EBP Beliefs Scale ranged from 1.50 to 1.61,EBP Implementation Scale ranged from 1.84 to 1.94,and the OCRSIEP Scale ranged from 1.93 to 2.19.All the three shortened scales accordingly had good internal reliability,29.30±9.93 out of 80 for the EBP Beliefs Scale,19.56±7.37 out of 72 for the EBP Implementation Scale,and 66.32±20.35 out of 125 for the OCRSIEP Scale.Conclusion:This study has generated a valid Short Version of EBP reliable instrument that is psychometrically robust that can be used by nurses and clinicians to evaluate EBP in clinical settings since the results presented as a whole confirmed the high reliability and factorial validity.

Contributions of Organizational Culture to University Internation­alization

Responding to an increasingly globalized world,universities are training students to function in a multicultural environment through internationalization.Institutional culture can influence policies and practices for internationalization.Research in internationalization indicate that majority of the studies on the contributions of organizational cultures to internationalization across universities focused on the perspectives of faculty and university senior level administrative personnel and neglected the views of students.This qualitative case study explored students’understanding of how organizational culture contributes to promote internationalization using international events that occur at two U.S universities.Semi-structured interviews were used for data collection.Purposeful and snowball sampling were employed to select domestic and international undergraduate and graduate students for the study.Findings indicate that integration into university family,community relationship,buffering,communication,symbols,and shared values and beliefs cultures are critical to promote higher education internationalization.

Organizational Culture and Favorable Environment for the Development of Innovations

The objective of the research dialogues with recent studies on the presence of a favorable environment for innovation while respecting and guided by theoretical perspectives that were built by classic authors in this field of research, such as Geert Hofstede and Edgar Schein. 258 questionnaires were answered and the data obtained were analyzed using structural equation modeling (SEM) after tabulation in statistical analysis software. The research model is quantitative-descriptive and is based on the methodology developed by MIRP and later adapted by other authors. As a result of this research, it was identified that employees perceive the culture of the analyzed organization with a high level of collectivism and high cultural congruence. It was found that employees have a perception that there is a small power distance. At the end of the research, it is possible to affirm that there is a relationship between the organizational culture and the favorable environment for the development of innovations in the analyzed company.

An Exploration of Organizational Development in the Process of Innovation and Transformation of Pharmaceutical Enterprises-Taking X Pharmaceutical Enterprise as an Example

Objective To study how to promote the smooth innovation and transformation of enterprises and enhance the market competitiveness of enterprises from the perspective of human resources organization development.In the wave of pharmaceutical industry reform,some entrepreneurs realize the importance of innovation and technology in the future.However,domestic pharmaceutical enterprises are still in the production-oriented stage.In the process of transformative innovation,pharmaceutical enterprises should not only rely on the support of scientific and technological and economic forces,but also need a suitable organizational change and many excellent talents as the source of development.Methods Through retrieving relevant literature and combined with the organizational development practice of X pharmaceutical enterprise,the organizational development model was explored in this paper.Results and Conclusion By forming a system of strategy,organization,talent,culture and mechanism,and building an organizational development model,we can improve the organizational atmosphere and organizational efficiency in the process of enterprise innovation and transformation,so as to enhance the competitiveness of enterprises in the market.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

Study and promotion of safety culture using mixed methods research

Objective:With a positive safety culture,institutions offer the best quality and safe care to their patients.The objective of this study was to analyze patient safety culture from the perspective of the multidisciplinary team,to identify factors that influence patient safety culture,and to create/promote-jointly with the study participants-strategies for improving processes of change.Methods:The study design represented a mixed methods research approach,with a sequential explanatory design.A multidisciplinary team of workers at a general hospital was eligible for the study.To collect quantitative data,we administered the Safety Attitudes Questionnaire(SAQ).The qualitative phase was accomplished via focus groups(FGs),with participants from the first phase of the study using the principles of deliberative dialogue(DD)as a knowledge-translation strategy.The STROBE guideline was used to develop the study.Results:The overall SAQ score was positive(75.1±10.4).Negative scores were found in the fields of Safety Climate,Working Conditions,and Stress Recognition.Focus group discussions identified the aspects that create a negative impact on safety culture,such as ineffective communication,punitive approach in the event of errors,the lack of commitment and adherence to the protocols,and the non-recognition of the stress and the mistakes.Actions for the promotion of safety culture were developed and implemented during the study.Conclusions:The use of the principles of DD as a strategy for knowledge translation(KT)made it possible to identify and plan for joint actions to generate improvements in safety culture.

How Culture and Leadership Affect Strategies Making and Implementing

Formulating a strategy and analyzing the general environment is a subjective and idealized process,and many factors could become obstacles when the strategy is actually implemented.Therefore,these obstacles need to be considered in the analysis process.This article will discuss culture and leadership as the main factors,and explain how culture and leadership influence strategy implementation.The first part is about how cultural factors,specifically the internal organizational culture and external culture,affect the company.The second part of the article is about leadership,taking two CEOs of Apple,Steve Jobs and Tim Cook,as examples,and using the Big Five Model of Personality Dimensions to explain how different leadership styles affect strategy implementation.

Impact of Doctoral Student Training Process Fit on Doctoral Students’ Mental Health

Background:Doctoral students have much higher risk of anxiety or depression than general population.Doctoral students worldwide are facing varying degrees of mental health risks.Method:Based on the survey data of 6,812 doctoral students worldwide in Nature in 2019,Probit and Logit models are used to explore the correlation between thefit of doctoral education and training process and the mental health of doctoral students.Results:(1)The training environmentfit of doctoral students has a significant positive impact on their mental health.(2)The academic professionfit of doctoral students has a significant positive impact on their mental health.(3)The orga-nizational culturefit of doctoral students has a significant positive impact on their mental health.(4)Thefinancial supportfit of doctoral students has a significant positive impact on their mental health.Conclusion:The higher the degree of doctoral students’training environmentfit,academic professionfit,organizational culturefit,andfinancial supportfit,the lower the possibility of anxiety or depression among doctoral students.The current research results can help reveal extensive factors that affect the mental health of doctoral students,facilitate the planning and development of effective intervention measures by universities,improve thefit of the doctoral education and training process,improve the mental health of doctoral students,and boost academic excellence.

Cultural Dynamism: Reimaging Team Building That Transcend Reflexive Individual Biography in a Post-Segregated Environment

In the Southern African context,businesses,governments,and community-based organizations have become reliant on teamwork to streamline processes,augment participation and improve performance.In this regard,the historically formalized,centralized,and departmentalized mechanistic structures are being replaced by team-based structures.Research from the North,on team building,suggests that teams have a potential to give diversity in knowledge,attitudes,skills,and experience,whose integration would make it possible to offer rapid,flexible and innovative responses to problems and challenges,promoting performance and improving the satisfaction of those making the team.In South Africa,a state-owned entity launched a team-building initiative to improve team effectiveness and functioning within the water sector.This initiative was implemented contemporaneously with climate and culture change management initiatives envisioned to usher in a new culture,to improve employee morale,and,ultimately,to ensure a high-performing organization.These initiatives sought to help articulate and cultivate leadership accord,create a common vision,as well as develop a consensus on a set of collective values that would become the bedrock of the organization.In the light of this background,this paper examines the effectiveness of the“growing-our-teams”initiative,with the goal of lending insights into the strengths and weaknesses of strategies and processes deployed to implement and manage the initiative.In assessing the strengths and weaknesses of the program,the underpinning research was conducted by reviewing and analyzing related articles and papers,as well as interrogating employee experiences relating to the program.How do state-owned entities learn and implement lessons distilled from their programs or initiatives to build capacity and improve efficiencies?

What contributes to individual innovativeness? A multilevel perspective

It is well-established that individual innovativeness is an indispensable quality for employees working in a variety of workplace environments.However,the interaction between the psychological and organizational factors influencing innovativeness remains unclear.This study seeks to address that research gap by examining a model comprising a mix of psychological factors(implicit theory and goal orientation)and organizational culture.Data were collected from 315 staff members working in 34 different departments/schools at Tampere University,Finland.The study employed a Bayesian multilevel path analysis that matched the hierarchical structure of the data to test the hypotheses.The results suggest that psychological factors reflecting goal orientation are the most important for interpreting individual innovativeness.Specifically,mastery goal orientation was shown to be a positive predictor and performance-approach goal orientation a negative predictor of innovativeness.Unexpectedly,departmental culture had neither a direct effect on innovativeness nor a moderation effect on the relationships between the psychological variables and innovativeness.Plausible explanations for these results and implications for future research are discussed.

The role of leaders in laboratory safety: With an example from industry

Infectious disease research,like any scientific enterprise,is dependent on technology,subject matter experts,hard work…and engaged leadership.The pace of progress in research and development of vaccines,drugs,diagnostics or foundational knowledge is always more rapid when laboratory organizational cultures are collaborative and communication is open.Relationships of trust between individual scientists and with their leaders in an organization further fuel productivity.Laboratory safety is sometimes seen as just another administrative function,but that is far from the case.A focus on safety in an infectious disease laboratory not only protects the staff and the community around the lab;it also contributes to a healthy and vibrant organizational culture and even enhances productivity.