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.

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.

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.

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.

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.

Characteristics of Organizational Leadership and Motivation as a Factor of Change in the Public Health System

The purpose of this study is to investigate the characteristics of organizational leaders in the health system and the factors that motivate health workers, in order to improve health care. The research was conducted in the public health institutions in Montenegro. The objectives of the research were to investigate whether leaders affect the motivation of employees in order to implement changes in the health system. The study was implemented through the interview method on the representative sample of 603 employees in public health institutions. The factor analysis revealed the latent characteristics of the organizational leader and the factors that motivate employees in public health institutions. The result of study indicates that employees in public health perceive organizational leadership to have a good quality. Result also exposes that the strongest motivation factor is a financial incentive. Financial incentive is the main motivator for employees in the public health sector, while the participation in decision-making was the least important motivational factor. The results obtained indicate that employees are primarily focused on individual goals, which influence the acceptance of change within the health system. The role of organizational leaders in motivating is poor because obtained factor scores are not correlated. The research has shown that organizational leaders do not have a great impact on the motivation of employees in the public health sector. This has effect on the process of accepting changes, where the roles of leaders are very important, especially in providing support to employees.

Mediation of Computerized Accounting System （CAS） Adoption on Relationship Between Environmental Uncertainty and Organizational Performance

This paper investigates the mediation of the adoption of computerized accounting system （CAS） on the relationship between environmental uncertainty and organizational performance. The authors use factor analysis, path analysis, and regression model to examine the effects of CAS adoption on the relationship between environmental uncertainty and organizational performance. The findings reveal that the adoption level of CAS is positively associated with organizational characteristics, environmental uncertainty, and organizational performance, and the usage of CAS has a statistically significant mediating effect on the relationship between environmental uncertainty and organizational performance. This paper will be significant to business managers in the decision to adopt CAS.

The Impact of Hospital Accreditation System: Perspective of Organizational Learning

Objectives: Organizational learning is used to being a very important topic about hospital management and even is identified as the source of a hospital’s competitive strength. The study tries to explore the correlation between organizational learning and hospital accreditation awareness from the medical institution operation management’s point of view. Methods: We designed the questionnaire based on the cross-section survey, which included a total of 498 hospitals through-out Taiwan as the subjects (1922 copies of questionnaire were distributed, 4 copies per hospital). As a result, 306 returned the questionnaire (995 copies of valid questionnaire), a valid response rate was 49.94%. Then, we conducted the multiple regression analysis. Results: The factors critical to the operations management accreditation awareness include age, hospital ownership, hospital lever and team learning (p < 0.001). The factors critical to the medical care accreditation awareness include age, education level and team learning (p < 0.001). The team learning will produce positive effect to the hospital accreditation awareness. Conclusions: The organizational continuous learning may enhance the team learning through hospital accreditation operations to ensure that the medical treatment system may provide safe, valid and reliable healthcare and found the hospitals’ competitive strength.

Organizational Learning as Moderating Variable Between Human Resource Information System and Public Universities＇ Performance

This study was conducted to see if organizational performance is affected by human resource information system （HRIS） and organizational learning capability. HRIS examined in this study consists of performance appraisal and career management. Data were collected at the public universities located in West Sumatra using questionnaires as the main data collection tool in quantitative approach. Data were analysed using the Statistical Program for Social Science （SPSS）. HRIS was measured by using the concept of behavior and found that independent variables significantly related to organizational performance. These results supported that the organizational learning capability as moderating variable influenced the relationship between HRIS and organizational performance. The model stresses the importance of HRIS which supports the organizational performance at public universities. The results of this study indicate that at public universities in West Sumatra, the improvement of HRIS will lead to higher levels of organizational performance. Results of this study are expected to provide benefits to all stakeholders who have an interest in higher education, especially in information technology and performance.

Study on Construction of Forestry Socialized Service Systems Based on Barnard's Organizational Structure Theory

Construction of forestry socialized service systems is the important content for reform of collective forestry tenure systems.Based on the necessity,possibility and problem of construction of forestry socialized service system,according to Barnard's Organizational Structure theory,the path and countermeasure of forestry socialized service system in China are discussed.

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.

Locus of Control Theory,Productivity,Job Satisfaction,and Procrastination:A Systematic Literature Review in the Organizational Context of the 21st Century

Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal.The way that individuals act is determined by their expectations of their specific behaviors and the value that they add to these expectations.For instance,people who fit in the internal category are more likely to attribute their life events to their own behaviors,skills,and attitudes,while people who fit in the external category,tend to attribute their acts to fate,chance,and other exterior factors that are out of their control.The aim of this systematic literature review was to define the fundamental concept of LOC theory,to investigate major findings of the theory in accordance with LOC and procrastination,job satisfaction,and performance and lastly,to discuss the practical use of the theory in the organizational context.

The Management System Innovation, Organizational Reform and Organizational Culture of Colleges and Universities' Adult Trainings

The idea of lifelong education has aroused great concern of domestic researchers for adult non-academic training. Colleges and universities, as the main venue for adult training, provide the basic guarantee for the training of talents in our country. This also makes the social service function of colleges and universities become increasingly prominent under the current social background. However, in the aspects of the management system and organizational reform, the college adult training shall be differentiated from normal talent cultivation and construct an organizational structure with features such as networking and diversification. Only that would lay a good foundation for the development of colleges' adult training industry. Based on this, this study analyzes the management system innovation, organizational change and organizational culture and characteristics of adult training in colleges and hopes to improve the management of adult training in colleges and universities.

Towards an Organizational Change Management by an Expert System

Organizations undergoing significant changes. This requires careful management. We use human resource management practices in organizational change management. Indeed, jobs change and influence the performance of the company. Human characteristics （such as attitudes, competences, etc.） influence the performance of organization. We will consider these characteristics as variables that contribute first to the explanation of the change success and second to estimate the change effort required when assigning a role to an operator. The practice of the same human task by several people allows the collection of training examples related to this task. In the general aim of building an expert system in managing organizational change, we are interested in this paper to supervised learning of these training examples. The ultimate goal is to have a feedback and decision support in organizational change management and to design an expert system about this topic.

The Analysis of NGOs' Organizational Ecosystem in Participating in Climate Change Issues in the United States

How many NGOs were there in the climate change field in the United States？ Who were they？ And what was the relationship between them？ In the United States,climate change was only a branch of environmental issues at the beginning; therefore there were no specific quantitative statistics and network analysis of NGOs in climate change. Diversity was an important feature of NGOs in American climate change fields,and it showed a complex organizational ecology through varieties of networks and interaction among organizations. In order to make a difference in climate field,Chinese NGOs firstly needed to improve and enhance their own abilities.

Private banking development in China under two organizational structures:Economic analysis from an organizational innovation perspective

This paper investigates optimal decisions for private banking development in China under two innovative organizational structures—the big retail mode(BRM)and the independent development mode(IDM).Under the BRM,the retail and private banking divisions form a cooperative relationship wherein the former transfers highnet-worth customers to the latter.In addition,retail banking receives a share of private banking revenues.We investigate the optimal revenue-sharing ratio between the two divisions and the optimal effort by private banking to serve transferred customers within the cooperative relationship.The analytical results show that as the private banking division becomes more developed,the optimal revenue-sharing ratio decreases,and the private banking division’s optimal effort to serve transferred customers decreases because it puts more effort into acquiring new customers.Under the IDM,the two divisions form a competitive relationship since they compete to acquire customers independently.We investigate customer acquisition efforts in this interdivisional competition.Optimal customer acquisition efforts by both divisions increase in potential assets and rates of return.This paper contributes to the literature by(1)analyzing financial innovation by private banks from an organizational perspective;(2)providing an economic analysis for private banking development in China.

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.

The impact of nurses’organizational commitment on their perceptions of the work environment:Strong mediating effect of the psychological contract

Objective:The objective is to assess the direct and indirect effects of nurses’organizational commitment(OC)on their work environment perceptions(WEP)and the role of the psychological contr act(PC).Methods:A cross‑sectional quantitative study of 3047 registered nurses in four Chinese hospitals was conducted.The Essentials of Magnetism II(Chinese version),OC,and PC scales were used in the study,and the structural equation modeling was used to assess the connections among variables.Results:The results showed that OC was positively correlated with WEP(r=0.561,P<0.001),and PC was negatively correlated with the WEP(r=−0.717,P<0.001),and OC(r=−0.739,P<0.001).Nurses’PC played a strong mediating role between OC and WEP,accounting for 87.64%of the total effect.Besides,PC played an important role in creating a healthy work environment.Conclusions:The exploration of the relationships among WEP,PC,and OC provides new insights for hospital managers to build a better work environment for nurses,which is conducive to maintaining a stable nurse team and providing high‑quality nursing services for patients.

The Big Five Model in Relation to Job Performance:A New Look at Organizational Psychology

The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.