Recognition of Organizational Morphology of Mesoscale Convective Systems Using Himawari-8 Observations

The onset,evolution,and propagation processes of convective cells can be reflected by the organizational morphology of mesoscale convective systems(MCSs),which are key factors in determining the potential for heavy precipitation.This paper proposed a method for objectively classifying and segmenting MCSs using geosynchronous satellite observations.Validation of the product relative to the classification in radar composite reflectivity imagery indicates that the algorithm offers skill for discriminating between convective and stratiform areas and matched 65%of convective area identifications in radar imagery with a false alarm rate of 39%and an accuracy of 94%.A quantitative evaluation of the similarity between the structures of 50 MCSs randomly obtained from satellite and radar observations shows that the similarity was as high as 60%.For further testing,the organizational modes of the MCS that caused the heavy precipitation in Northwest China on August 21,2016(hereinafter known as the“0821”rainstorm)were identified.It was found that the MCS,accompanied by the“0821”rainstorm,successively exhibited modes of the isolated cell,squall line with parallel stratiform(PS)rain,and non-linear system during its life cycle.Among them,the PS mode might have played a key role in causing this flooding.These findings are in line with previous studies.

What Happens in Organizations When Enhancing Organizational Culture Toward Being More Conscious?

The purpose of this study is to offer a better comprehension of what happens in organizations when enhancing organizational culture through consciousness by linking the market-oriented ecosystem variables and analyzing their relationship with a conscious organization.Design and methodology:Two questionnaires were used to test the hypotheses,the market-oriented ecosystem 38-item(Yeung&Ulrich,2019),and the conscious organization model 7-item adaptation(Sisoda,2018).Pearson correlations were calculated to measure the strength of the linear relationship among the variables involved in each one of the hypotheses,and coefficient alpha(coefficient𝛼)was used to analyze the reliability,to measure the internal consistency of the scales.Relevant findings:Context,ecosystem organizational structure,governance,and people ecosystem were positively correlated to a conscious organization.The originality of this study is based on use of the interaction among the variables of the market-oriented ecosystem model(continuous changing context,ecosystem organizational structure,governance,and people ecosystem)and a conscious organizational culture.Finally,the practical implications of having high levels of the market-oriented ecosystem variables predict high level of consciousness in organizations.These variables require careful consideration,a proactive planning process to enhance organizational culture through consciousness.

Research on the Lifting Path of Data Literacy Ability of Applied University Teachers under the Perspective of Organizational Learning

With the arrival of the big data era, the modern higher education model has undergone radical changes, and higher requirements have been put forward for the data literacy of college teachers. The paper first analyzes the connotation of teacher data literacy, and then combs through the status quo and dilemmas of teachers’ data literacy ability in applied universities. The paper proposes to enhance the data literacy ability of teachers from the perspective of organizational learning. Through building a digital culture, building a data-driven teaching environment, and constructing an interdisciplinary learning community to further promote the application of the theory and practice of datafication inside and outside the organization, and ultimately improve the quality of teaching.

The Influence of Information Technology Investment on the Organizational Performance:The Moderating Role of External Environment

In the information era,enterprises can enhance organizational performance through advanced information technology.Based on the resource-based view,this paper examines the mechanism by which information technology(IT)investment influences organizational performance,with the external environment as a moderating variable.Using 265 valid samples collected from agricultural enterprises in Shandong province,this study conducts an empirical test through partial least squares structural equation modeling.The results demonstrate that IT investment has a significant positive effect on organizational performance,and the external environment significantly moderates the relationship between IT investment and organizational performance.This research contributes to a deeper understanding of the relationship between IT investment and organizational performance,enriches resource-based theory,expands the research framework on IT investment,and offers guidance for enterprises seeking sustainable growth.

The Moderating Effect of Organizational Identification on Occupational Stress and Insomnia Among Nurses

Objective:To explore the relationship between organizational identification,occupational stress,and insomnia among nurses and to analyze the moderating role of organizational identification between occupational stress and insomnia.Methods:Through stratified sampling,720 nurses working in a tertiary A-level hospital in Shandong Province from March to May 2021 were surveyed using an effort-reward imbalance questionnaire,an organizational identification questionnaire,and the Athens Insomnia scale.Results:Organizational identification was negatively correlated with occupational stress and insomnia(r_(1)=-0.121,P_(1)<0.01;r_(2)=-0.144,P_(2)<0.01).Occupational stress was positively correlated with insomnia(r=0.379,P<0.01).Organizational identity significantly moderated nurses’occupational stress and insomnia(β=-0.192,t=-2.558,P<0.05).Conclusion:Occupational stress and organizational identification can predict insomnia.Organizational identification could negatively mediate the relationship between occupational stress and insomnia.Improving organizational identification may help alleviate insomnia symptoms by relieving occupational stress.

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.

Formation mechanism and organizational controlling of ultra-fine-grain copper processed by asymmetrical accumulative rolling-bond and annealing

The initial copper with large grain sizes of 60-100 μm was processed by six passes asymmetrical accumulative rolling-bond （AARB） and annealing, the ultra-fine-grained （UFG） copper with grain size of 200 nm was obtained, and the microstructures and properties were studied. The results show that there are large sub-structures and also texture component C for the UFG copper obtained by six passes AARB, possessing high strength and microhardness in company with poor elongation and conductivity. Thereafter, the UFG copper was annealed at 220 °C for 35 min, in which the sub-structures disappear, the grain boundaries are composed of big angle grain boundaries, and the textures are composed of a variety of texture components and parts of twins. Compared with the UFG copper obtained by six passes AARB, the tensile strength and yield strength for the UFG copper obtained by six passes AARB and annealing at 220 °C for 35 min are decreased slightly, the elongation and conductivity are improved obviously.

Capacity Set Optimization of Knowledge-Based Enterprise and Its Organizational IQ

In this paper, the knowledge based enterprise is considered as an organism, which possesses a set of capabilities. The organizational structure model of knowledge based enterprise organism is described in order to possess the essential capacity set. A dynamic capacity set is defined and analyzed based on the definition of the growth and development for knowledge based enterprise organism. The structure of the capacity base, a subset of the capacity set, is optimized for different periods of the organism ...

Organizational Modes of Severe Wind-producing Convective Systems over North China

Severe weather reports and composite radar reflectivity data from 2010-14 over North China were used to analyze the distribution of severe convective wind（SCW） events and their organizational modes of radar reflectivity. The six organizational modes for SCW events（and their proportions） were cluster cells（35.4%）, squall lines（18.4%）, nonlinear-shaped systems（17.8%）, broken lines（11.6%）, individual cells（1.2%）, and bow echoes（0.5%）. The peak month for both squall lines and broken lines was June, whereas it was July for the other four modes. The highest numbers of SCW events were over the mountains, which were generally associated with disorganized systems of cluster cells. In contrast, SCW associated with linear systems occurred mainly over the plains, where stations recorded an average of less than one SCW event per year. Regions with a high frequency of SCW associated with nonlinear-shaped systems also experienced many SCW events associated with squall lines. Values of convective available potential energy, precipitable water, 0-3-km shear, and 0-6-km shear, were demonstrably larger over the plains than over the mountains, which had an evident effect on the organizational modes of SCW events. Therefore, topography may be an important factor in the organizational modes for SCW events over North China.

Design method of organizational structure for MAVs and UAVs heterogeneous team with adjustable autonomy

The increasingly complex battlefield environment requests much closer connection in a team having both manned and unmanned aerial vehicles(MAVs and UAVs). This special heterogeneous team structure causes demands for effective organizational structure design solutions. Implementing adjustable autonomy in the organizational structure, the expected evaluation function is established based on the physical resource, intelligent resource, network efficiency, network vulnerability and task execution reliability. According to the above constraints, together with interaction latency, decision-making information processing capacity, and decision-making latency, we aim to find a preferential organizational structure. The proposed organizational structure includes cooperative relationships, supervisory control relationships, and decision-making authorization relationships. In addition,by considering the influence on the intelligent support capabilities and the task execution reliability created by adjustable autonomy, it helps to build the proposed organizational structure designed with certain degree of flexibility to deal with the potential changes in the unpredictable battlefield environment. Simulation is conducted to confirm our design to be valid. And the method is still valid under different battlefield environments and interventions.

The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study

Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and work.This study aimed to explore the relationships among calling,organizational commitment,and work engagement.Methods: A cross-sectional study was designed,and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information,calling scale,employee engagement scale,and organizational commitment scale.Pearson correlation was performed to test the correlations among calling,organizational commitment,and work engagement.Stepwise regression analyses were performed to explore the mediating role of organizational commitment.The bootstrap method was employed to confirm the mediating effect.Results: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high level.The results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P < 0.01).Conclusions: The mediation effect of organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work engagement.Moreover,administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement.Taken together,increased level of work engagement is required in the current nursing field.

The impact of work support and organizational career growth on nurse turnover intention in China

Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were
0.361(p<0.01)and
0.147(p<0.01),respectively.The indirect effect was
0.169 with a 95%bootstrap confidence interval of
0.257 to
0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.

The relationships among perceived organizational support,intention to remain,career success and self-esteem in Chinese male nurses

Aim:The purpose of this study was to investigate the relationships among perceived organizational support,intention to remain,career success and self-esteem in male nurses in China.Background:Recently,turnover is considered increasingly more normal.Male nurses could be stabilized by improving their perceived organizational support,career success and selfesteem.Design:A cross-sectional design was used in the present study.Method:405 full-time male Registered Nurses,from Grade A hospitals in Tianjin,were surveyed.Pearson correlation,Cronbach's alpha coefficient and structural equation modelling were conducted in the study.Results:The results illustrated that self-esteem mediated the relationship between perceived organizational support and career success.Career success mediated the relationship between self-esteem and intention to remain.Conclusion:Hospitals should pay more attention to the benefits of positive personality trait on working motivation.It is meaningful to enhance perceived organizational support,career success and self-esteem in the working process so that nurses are willing to stay in the current employment.

The transition from traditional banking to mobile internet finance:an organizational innovation perspective-a comparative study of Citibank and ICBC

The development of Financial Technology(FinTech)in areas such as mobile Internet,cloud computing,big data,search engines,and blockchain technology have significantly changed the financial industry.FinTech is expected to overturn the traditional banking business model,forcing banks to upgrade and transform.This study adopts a comparative case study method to contrast and analyze the Industrial and Commercial Bank of China(ICBC)and Citibank.It analyzes the strategies,organizations,HR systems,and product innovations adopted by these two banks in response to the impact of FinTech.This paper proposes an“electric vehicle”mode for ICBC and an“airplane mode”for Citibank.Further,it describes the difficulties encountered by the Chinese banking industry and proposes some feasible ways to upgrade.“Technology power”will become the core competitive concept for the financial institutions of the future.

The Organizational Patterns of English and Chinese Texts:A Contrastive Study

Thispapercontrastivelystudies,basedonthetheoreticframeworkof'topicanalysis'byvanDijkandsomeothers,theunderlyingarrangementpatternsoftopicsofEnglishandChinesetexts.TheoverallobjectiveistoexaminethediscoursepatternsofarepresentativesampleofEnglishandCh...

Dynamics of organizational rumor communication on connecting multi-small-world networks

We study the dynamics of an epidemic-like model for the spread of a rumor on a connecting multi-small-world- network （CM-SWN） model, which represents organizational communication in the real world. It has been shown that this model exhibits a transition between regimes of localization and propagation at a finite value of network randomness. Here, by numerical means, we perform a quantitative characterization of the evolution in the three groups under two evolution rules, namely the conformity and obeying principles. The variant of a dynamic CM-SWN, where the quenched disorder of small-world networks is replaced by randomly changing connections between individuals in a single network and stable connection by star nodes between networks, is also analysed in detail and compared with a mean-field approximation.

Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management

Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.

The Theoretical Foundation and its Mode Transformation of Rural Public Goods Supply in the Perspective of Organizational Competition

Theoretical expositions of public goods supply by the liberalism,new institutionalism and the school of public choice are conducted in the perspective of organizational competition.And the theoretical foundation of rural public goods is put forward.Then,the changes of the supply mode of rural public goods are discussed before and after the tax reform,that is,the "Community Cooperation" supply mode of rural public goods before the tax reform and the "Organization Cooperation" supply mode of rural public goods after the tax reform.Finally,the diversification of rural public goods supply in China in future is forecasted.

Relationship of Job Satisfaction with Perceived Organizational Support and Quality of Care among Saudi Nurses

Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.

Human Factors/Ergonomics (HFE) in Leadership and Management: Organizational Interventions to Reduce Stress in Healthcare Delivery

Clinician Burnout is a personal and public health issue. Most occupational stressors contributing to clinician burnout are systemic. The combination of organizational interventions along with individual interventions is necessary to make significant lasting difference in reducing burnout, improving clinician and patient satisfaction and reducing latent error in healthcare delivery. Application of Human Factors/Ergonomics (HFE) science in healthcare leadership and management is a gap in current training for leaders. HFE uses concepts from organizational, educational and cognitive science, systems science and industrial engineering. HFE application is especially necessary in a fast changing highly stressful healthcare environment which impacts the wellbeing of clinicians and the safety of patients under care. Practical suggestions for working with various healthcare leadership styles and organizational dynamics, while aligning wellness efforts with institutional mission are discussed. Concrete examples of decreasing extraneous mental load on clinicians to preserve their brainpower to achieve quality patient care are illustrated. Organizational interventions in combination with individual interventions to reduce and manage burnout have enormous potential to improve clinician wellbeing and satisfaction in taking care of patients, reduce costs, risk of error and create the safe working environment needed to sustainably give high quality care to patients.