AN ORGANIZATIONAL CULTURE FOR QUALITY THROUGH EMPOWERMENT MANAGEMENT

Total quality management (TQM) is of strategic significance in winning the required edge for manufacturers in Hong Kong to survive in the ever increasingly competitive market. Mere capitalization on the cheap availability of labour and land in the China's Mainland for competitiveness is no longer viable because of the emergence of new competitors in particular those in Asia countries. TQM aiming for continuous improvements is the key for profitability growth and long run competitiveness. Over emphasis in the “hardware” for quality improvement without the complementation of it with the cultivation of the “software” for its implementation will not only delay the real implementation of real TQM but may also result in catastrophic failure of the organization in the face of rapid changes in demand and expectations of customers. An organizational culture for quality improvement through management empowerment is believed to be fruitful in helping the Hong Kong manufacturers to win the uphill battle for their well being and even survival in the world competition.

Empowerment, Organizational Commitment, Organization Citizenship Behavior and Firm Performance

The broad objective of this study was to establish the mediating and moderating effect of employee commitment and organizational citizenship behaviour on the relationship between empowerment and firm performance. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. The study adopted a quantitative approach and a survey that targeted a manufacturing firm in Kenya was utilized. A survey questionnaire was the tool of data collection and was distributed to the 96 non-managerial employees of a manufacturing firm. Out of the 96 questionnaires issued randomly, 86 were returned, indicating a 91.6% response rate. The reliability test showed that study dimensions were reliable. Inferential gtatisties was used to analyse data. Results showed that employee empowerment had a positive and significant influence on organizational performance; organizational commitment mediated the relationship between employee empowerment and organization performance; and OCB did not have a moderating effect.

Caregiver empowerment program based on the adaptation model increase stroke family caregiver outcome

Objective:Post-stroke disability and psychosocial disorders cause burdens for the families of stroke patients,including physical and financial burdens.The physical and psychological health of family caregivers determines the quality of care they provide to patients.The purpose of this study was to identify the effectiveness of the Caregiver Empowerment Program Based on the Adaptation Model(CEP-BAM)in increasing the family caregiver’s coping ability against various problems and reducing their burden while caring for the stroke patient.Methods:This research was a quasi-experimental study with pre-and post-test control group design.The intervention group received CEP-BAM,while the control group received a conventional intervention in the form of a discharge planning program for family caregivers in the hospital.The samples were caregivers who care for and facilitate the recovery of stroke patients during their convalescence at home.We selected the samples from the population using the stratified random sampling method.The number of samples completed in the study was 40 in the intervention group and 40 in the control group.Measurement of outcome variables(coping and caregiver burden)was carried out 4 times including pre-test before the intervention,post-test 1 at 4 months after the intervention,post-test 2 at 5 months after the intervention,and post-test 3 at 6 months after the intervention.Results:There were significant differences in caregiver’s coping(P=0.016)and caregiver’s burden(P=0.009)in measurements between the two groups.Conclusions:The CEP-BAM interventions were effective in increasing adaptive coping strategies and reducing the burden of caregivers 4 months and continuing 6 months after the intervention.

Success Factors for Social Systems to Increase the Number of Organ Donations—From the Perspectives of Mechanisms and Organizational Behaviors

Deceased organ donation is much less prominent in Japan than it is in Western and other Asian countries. Because a shortage of organ donation is a serious social issue in Japan, various solutions to the issue have been considered. Although it was believed that the most critical factor in the organ shortage was the absence of a well-established social system, no prior studies attempted to analyze the issue from the perspective of the mechanisms and organizational behaviors. To identify common success factors of increasing organ donation, we conducted a qualitative survey in 5 countries promoting organ donations on a national level and increasing the number of organ donations. We found several important common factors: 1) to change from an explicit consent system to a presumed consent system with establishment of an appropriate in-hospital system, 2) to increase the level of job satisfaction of healthcare professionals and help them generating better results, 3) to demonstrate managements’ leadership for all staff to realize the importance of organ donations, 4) to establish an environment where medical professionals engaged in organ donations can appreciate autonomous working styles, the recognition of the importance of the work. It is suggested that these successful factors are introduced into Japan with long-, mid-term strategy to enhance organ donation.

Leadership Behaviors, Organizational Culture, and Incidents Reporting Practices as Perceived by Jordanian Nurses, Literature Review

Background: Safety of patients and their families is recognized as a priority for all healthcare organizations all over the world;therefore, exploring the variables that influence patient safety issues is paramount. Objective: This literature review is to detect the gab in the body of knowledge regarding issues of incidents reporting practices, leadership behaviors, and organizational culture especially in Jordanian context, as well as, to give reflection about the searched studies and to address the strength and weakness points of each study as well. The design of the current article was literature review of twenty five studies. Results: The current review revealed that most of the research studies were conducted in order to explore the perceptions of healthcare providers about patient safety issues, and clinical incidents reporting practices as well, however, there are few studies that were conducted in order to investigate the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Moreover, it seems that in Jordanian context, it is not fully understood the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Conclusion: It is imperative for researchers to fill the gap that existed in the body of knowledge regarding the variables of leadership behaviors, hospitals’ organizational culture and incidents reporting practices in order to enhance patient safety and safety practices in health care organizations. Relevance to clinical practice: Exploring the influence of leadership behaviors and organizational culture on incidents reporting practices among registered nurses in Jordan is highly recommended. Finally, the current review identifies the gap in the body of knowledge regarding the mentioned above variables.

数智时代人机协同的研究现状与未来方向

数智时代因人机协同情境的普遍存在而出现新的决策范式。本专栏旨在促进学者研究与人机协同中的管理决策与组织行为有关的重要问题。尽管在20世纪人工智能的起始阶段学者注意到人与机器共同决策的重要问题,但因人工智能技术在很长时间内没有取得重要突破而没有被继续关注。伴随着人工智能的广泛应用以及认知科学在过去几十年取得的长足进步,学界研究人机协同中的决策和行为问题有了丰富的数据、场景、理论和方法。同时,实践界对于人机协同的新现象还存在认识上的不足和适应性困难,阻碍了企业和组织成员借助数智技术实现智能增强。本文总结了在商业与管理、计算机和心理学领域的学者所从事的有关人们对于机器算法的信任或依赖的研究,特别介绍了在企业情境下开展的人机协同研究。在简要介绍本专栏收录的七篇文章的主要研究发现后,我们指出了未来人机协同研究的重要方向,旨在倡导学界同行开展深入的研究,既能够建立数智化情境下的人机协同理论,又为中国企业顺利实现数智化转型提供参考。

Organizational Citizenship Behavior and Organizational Commitment among Clinical Nurses in Bangladesh

Organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. Organizational citizenship behavior has been defined as behaviors that an employee voluntarily engages in organization that promote the effectiveness of clearly rewarded by the organization. However organizational commitment is very beneficial for the organization because it reduces the absenteeism rate and turnover ratio and enhances the organization productivity. In all of the organization, organizational commitment exerts a positive effect on the nurses’ performance. The aim was to assess the relationship between organizational citizenship behavior and organizational commitment among nurses. The descriptive correlational design was used to explore the relationship between organizational citizenship behavior and organizational commitment among nurses. Simple random sampling was used and sample size was 164. Data were collected by a self-structured questionnaire during November 2019 to December 2019 at Dhaka Medical College Hospital. Data were analyzed using SPSS version 21. The result showed that average age of the participants was 34.19 years old. There were statistically positive significant relationships between organizational citizenship behavior with organizational commitment (r = 0.82, p = 0.000), organizational citizenship behavior with working ward (F = 6.31, p = 0.000) and organizational commitment with working ward (F = 4.45, p = 0.002). Based on the results of this study, it is indicated that lack of OCB & OC among nurses’ is moderate level. The findings of this study will suggest reducing organizational hazard, and developing citizenship behavior and organizational commitment that enhance high outcome in health care organizations & quality of care. So hospital should provide in-service training for nurses’ and all departments are equally. Predictive study of factors related to OCB & OC is recommended for future study.

组织行为学视角下某医院青年人才培养的理论分析与实践探索

青年人才是推动公立医院高质量发展的重要资源与后备力量。现实中,青年人才培养离不开工作(岗位)设计、组织结构、组织文化等组织内部行为和客观环境,需要找到适宜的培养路径和方法增强青年人才工作动力、提升青年人才发展主动性和创新性、筑牢青年人才秉持医院公益性理念,更好地服务医疗卫生战略需求。北京天坛医院基于组织行为学,积极推进“人才强院”战略,根据医、药、技、护、管各岗位特点,基于青年人才岗位培养历练等组织要素,打造应用复合型青年人才培养的“苗圃工程”,大力推动实施“青年科学家计划”,为不同类型青年人才提供高质量培养与发展平台。

AI赋能视角下的信息行为研究--2023年信息行为研究年会综述

2023年12月23—24日,2023年信息行为研究年会在北京大学召开,来自全国70多所高校的200余位知名专家学者和学生参加了会议。本次年会以“AI赋能视角下的信息行为研究”为主题,设置了主旨报告、专题讨论、海报展示、分论坛报告、眼动追踪工作坊等环节,围绕信息行为研究领域在新一代人工智能(AI)技术浪潮下的理论创新、方法应用、情境拓展、人本关怀、社会发展等方面进行深入研讨。文章综述了与会者的学术成果与主要观点,为信息行为研究的发展与创新提供理论启迪与研究指引。

Organizational Data Breach:Building Conscious Care Behavior in Incident Response

Organizational and end user data breaches are highly implicated by the role of information security conscious care behavior in respective incident responses.This research study draws upon the literature in the areas of information security,incident response,theory of planned behaviour,and protection motivation theory to expand and empirically validate a modified framework of information security conscious care behaviour formation.The applicability of the theoretical framework is shown through a case study labelled as a cyber-attack of unprecedented scale and sophistication in Singapore’s history to-date,the 2018 SingHealth data breach.The single in-depth case study observed information security awareness,policy,experience,attitude,subjective norms,perceived behavioral control,threat appraisal and self-efficacy as emerging prominently in the framework’s applicability in incident handling.The data analysis did not support threat severity relationship with conscious care behaviour.The findings from the above-mentioned observations are presented as possible key drivers in the shaping information security conscious care behaviour in real-world cyber incident management.

Interactions Between Knowledge Sharing and Organizational Citizenship Behavior

Recently, researches toward the social and psychological structure of organizations have proliferated observably As the quality and quantity of these studies improve, the value of such issues gets more manifest. In this context, efforts toward making employees＇ knowledge, which is an indispensable value for organizations, accessible and efforts to make it available for work processes and social relations extend new behavioral patterns. Organizational citizenship behavior is an example of such patterns. This paper attempts to explain and discuss interactions between organizational citizenship behavior and knowledge sharing, which is reasoned to have a defining role over it, and to draw attention on the issue. Organizational knowledge sharing, the factors influential on it, and the relationships between the antecedents of organizational citizenship behavior and knowledge sharing are being dwelled upon conceptually

The Impact of Nurses Recognition, and Empowerment Related to Nurses Job Satisfaction at KFSH-D

Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction. Meanwhile, meaningful recognition for nurses is considered a powerful tool to enhance nurses’ sense of self-efficacy especially facing an emotional challenge that may affect their wellbeing. Aim: The aim of the studies is to analyze the importance of nurses’ recognition, and empowerment towards nurses’ job satisfaction at KFSH-D. Method: This study takes the form of a quantitative research methodology, and descriptive-analytical technique. A questionnaire used to gather data from registered nurses employed at King Fahad Specialist Hospital-Dammam (KFSH-D) about the structural empowerment and nurses’ recognition program impact on their job satisfaction. Following the collection of data, the descriptive statistic used to describe the personal characteristics of the respondents, while inferential statistics used to determine the statistical relationship existing between independent variable job satisfaction and the structural empowerment and nurses’ recognition program among the registered nurses at KFSH-D as dependent variables. Recommendation: The researcher only focuses on the in-patient units, future studies, are recommended to focus on every dimension and category level of units. Apart from that, when looking into job satisfaction and empowerment, to be more specific, the researcher could investigate another dimension by comparing age, and clinical working experience which may provide a depth of understanding of the contribution perception of structural empowerment. Conclusion: The findings of the studies reveal recognition and empowerment are assets to make nurses stay and increase their level of job satisfaction and task assignments.

Architecture of Leadership： Behavioral Integrity and the Role of Strategy, Innovation, and Vision on Both Leaders and Followers

In the architecture of leadership, organizations continuously seek those in leadership positions who can demonstrate a correlation between good behavior and personality construct （Gautam 2009）. Behavioral integrity is centered on how leaders and followers can build relationships by focusing on honesty, trust, respect and being ethical towards meeting both internal and external stakeholder needs. The ethical abilities of leaders and followers determine how they are able to move an organization＇s strategy and goals into creating innovation and remaining on the competitive edge （Velthouse ＆ Kandogan 2007）. The behavioral integrity of leaders towards followers determines the performance level and creativity of followers. The behavioral integrity of followers is strongly based on the relationship they have with their leaders and the way in which leaders motivate and add value to followers by encouraging honest innovation that will add value to the overall strategy of an organization. Today＇s leaders need to foster good behavior and ethical value to improve the relationship between them and their followers （Hartman 1997）. This paper is centered on behavioral integrity and will analyze the role of strategy, innovation, and vision on both leaders and followers.

2050名三级甲等医院护士组织公民行为现状及影响因素分析

目的 了解临床护士的组织公民行为现状,并分析其影响因素。方法 采用便利抽样法,于2023年3—6月选取新疆地区3所三级甲等医院2 050名临床护士,采用一般资料调查表、护士组织公民行为量表、护士间团结量表、护理工作环境量表对其进行调查。结果 护士组织公民行为得分为(96.92±11.07)分,护士组织公民行为与护士团结度、护理工作环境总分呈正相关(r=0.546,0.433,均P<0.01);多元线性回归分析显示,学历、婚姻状况、职称、护士团结度及护理工作环境进入回归方程(P<0.01),共解释总变异的35.2%。结论 三级甲等医院临床护士组织公民行为处于中上水平,学历、婚姻状况、职称、护士团结度及护理工作环境是组织公民行为的影响因素。建议护理管理者应及时关注护士间人际关系状况,积极营造科室和谐氛围,改善工作“软”环境,进而激发护士组织公民行为水平。

数据赋能关键核心技术突破的内在机理研究

随着数字经济在各领域的不断渗透,数据赋能在高新技术产业的发展中起着至关重要的作用。本文基于组织创新壁垒瓦解的视角,通过对我国某玻璃新材料设计龙头企业从技术跟随到技术领跑的研发技术的数据赋能过程展开案例研究,并构建了数据赋能关键核心技术突破的整合性理论模型。研究结果发现,数据赋能关键核心技术突破遵循着“数据系统搭建-组织创新实现-数据能力激活-关键核心技术突破”的内在机理路径,同时需要根据技术发展的不同阶段,整合相应的数据资源和数据能力来发挥数据的赋能作用。研究基于组织创新壁垒瓦解视角数据赋能的内在机理进行研究,丰富了关键核心技术突破在大数据情境中的新解读,对指导企业利用数据攻克关键核心技术具有重要的启示功能。

工匠精神对制造业员工双元创新行为的影响

基于新人力资本理论和特质激活理论,探讨工匠精神对制造业员工双元创新行为的影响、学习目标导向的中介作用,以及此研究路径在组织创新氛围下的作用边界。通过对352份制造业员工样本的数据分析,结果表明:工匠精神对探索式创新和利用式创新行为均有显著的正向预测作用;学习目标导向在工匠精神与利用式创新行为、探索式创新行为之间起部分中介作用;组织创新氛围感知能调节学习目标导向在工匠精神和探索式创新行为、利用式创新行为之间的中介效应。因此,制造业企业应重视员工工匠精神的培育,在鼓励激发员工双元创新行为上做到有的放矢;关注员工的学习主动性及学习目标导向;为员工营造组织创新氛围。

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。

企业数据的知识产权保护

企业数据和知识产权的客体之间存有共性。二者的保护基础理论相互融通,并且企业数据权利与知识产权权利结构相近似,这为企业数据的知识产权保护奠定了基础。检视现有知识产权制度框架下保护模式的有限性以识别现有制度与企业数据保护问题之间真正无法重合的地带。构建和完善企业数据保护规则须对企业数据进行类型化结构,基于类型化区分和场景化差异探寻不同保护路径。从解释论角度而言,对于无法纳入既有法定权利范畴的企业数据权益,适用《反不正当竞争法》一般条款规制未被类型化权益,关键在于客观审查数据使用行为是否违反商业道德。从立法论角度而言,可参照知识产权的行为规制赋权化路径,将规制焦点建立在对企业数据的利用行为上,对利用行为进行类型化提炼,建构一种以禁止权和报酬权为核心的不完满的控制权和有限度的排他权。

高校高水平运动队建设路径的逻辑辨识与行动方略——基于行政型体育组织的考察

从组织管理过程的基本属性行政化入手,依托结构功能主义与组织行为学观点,以个体行动作为逻辑起点,对我国高校高水平运动队实践样态加以剖判并进行类型学建构,归纳其在宏观、中观和微观层面的3类建设路径,由此判辨各路径在建设过程中存在的问题,再结合“制度-利益-观念”概念性框架对其进行消解,进而探索高校高水平运动队未来的行动方略。研究认为,我国高校高水平运动队主要呈现出“层层加码”“水平比码”“主体择码”3类建设路径,且分别存在制度环境的行政力量产生锁入效应、高校职能部门间利益分配的非帕累托改变、行政官员对多重建设目标的选择偏颇问题,而这可从制度的规范引导、利益的有效激励和观念的柔性约束3个方面对其进行改善。

数字赋能促进农村共同富裕的机理与路径研究——基于江苏省徐州市S镇的个案考察

数字赋能是实现农村共同富裕的重要手段,发展、共享和可持续是农村共同富裕的核心要素。数字赋能可通过促进农村资源重组、产业发展和社会进步提升农村“整体发展能力”,通过推动农村公共服务均等化、缩小城乡差距促进农村共享“社会发展红利”,通过维持农村生态建设的可持续和农村脱贫的可持续促进农村“可持续发展”。在实践中,数字赋能农村共同富裕存在农村数字应用场景受限、数字人才匮乏、组织能力弱化、制度变革滞后等问题,应通过技术赋能农村建设现代化、人才赋能产业发展数字化、组织赋能治理主体多元化、制度赋能发展成果共享化等方式,更好地推进农村共同富裕。