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This study examines the impact of compensation and work environment on employee job satisfaction at Al-Hoty Analytical Services in the Kingdom of Bahrain. In a competitive global market, optimizing workplace conditions is crucial for enhancing employee morale and organizational performance. A sample of 152 employees from various departments at Al-Hoty Analytical Services was surveyed using a structured questionnaire, applying saturated sampling within a quantitative research framework. Data analysis was conducted using SPSS version 26. The results indicate that the physical work environment significantly contributes to higher levels of job satisfaction, emphasizing the importance of a well-designed workspace. The social work environment, while positively correlated with satisfaction (p = 0.926), did not significantly impact overall satisfaction (β = 0.385, p < 0.001). In contrast, both direct and indirect compensation had significant positive effects on job satisfaction, with direct compensation having a stronger influence (β = 0.273, p < 0.001) than indirect compensation (β = 0.238, p = 0.001). The study provides practical insights for organizational leaders and contributes to the broader understanding of job satisfaction dynamics.

Abstract Product Lifecycle Management (PLM) is a crucial strategy that presents a range of benefits at both technical and organizational levels. It involves the integration of collaborative methods that facilitate the sharing, centralization, and harmonization of product information, while also streamlining the processes of information exchange. This study serves as an initial endeavor to introduce PLM within the cottage industry by examining the integration of PLM and the resulting organizational transformations. The research follows a structured three-step methodology. Initially, a comprehensive literature review was conducted to explore the concept under investigation. Subsequently, a survey is carried out within the Moroccan social economy sector to identify prevalent challenges. The survey sample comprises 500 workshops from diverse regions and sectors. An analysis of the results using SPSS and Excel software reveals that organizational and management issues constitute the primary obstacles faced by the sector, representing 40% of the total challenges. Notably, production-related challenges emerge as the most significant, accounting for 68.89% of the total challenges in the sector. In the final step, the ceramics sector is chosen as the focal industry, and a VBA Excel-based tool is developed to address the identified issues. This tool incorporates four essential functionalities -user management, order management, complaints management, and cost management- that are currently lacking in the sector, facilitating organizational change management. The proposed functionalities are subsequently implemented by two pilot ceramics companies. The outcomes of this implementation reveal various barriers that could hinder collaborative efforts post-implementation.

Abstract Investigating the role of individual differences in Environmental Sensitivity for well-being and stress at work is an emerging area of research with significant potential for practical implications in organizational management and human resources. Recent studies have begun to explore how individuals with high sensory-processing sensitivity (SPS) may be more vulnerable to work-related stress than their less sensitive peers, but may also derive greater benefits from positive job resources when available. The present study aims to investigate the role of leadership style in the complex interplay between individual differences in sensitivity, stress at work, and general well-being. A questionnaire was administered through Qualtrics to a total of 317 workers from two medium–large–sized Italian companies, across two waves between May and July 2022. Findings provided support for a three-way interaction effect, with job stressors exerting an adverse effect on participants’ well-being, mitigated by democratic and let-it-be leadership styles at the team level, particularly among highly sensitive individuals. Thus, our findings suggest a vantage sensitivity effect and underscore the importance of cultivating positive work climates to enhance workers’ ability to cope with stressors and improve their global well-being, with particular relevance for highly sensitive individuals.

RESUMEN: Introducción/Objetivo: el engagement laboral es un concepto complejo y multifacético que integra dimensiones como el compromiso, la motivación y la conexión emocional que un empleado desarrolla con su trabajo y organización. Este estudio tiene como objetivo explorar las tendencias y los factores que influyen en el engagement laboral en el contexto actual. Metodología: se realizó un mapeo sistemático en la base de datos Scopus para identificar y analizar estudios empíricos y de revisión relacionados con el engagement laboral. La búsqueda bibliográfica se enfocó en estudios publicados entre el 2018 y el 2022, y 308 documentos fueron utilizados para el estudio. Se aplicaron criterios de inclusión y exclusión rigurosos para asegurar la relevancia y calidad de los estudios seleccionados. Resultados: el análisis bibliométrico revela un creciente interés en la investigación sobre el engagement laboral, con una producción científica notable en varios países y autores clave en el campo. Factores como el apoyo organizacional, la satisfacción laboral y el balance entre trabajo y vida personal han sido identificados como influencias significativas en el engagement laboral. Además, la evolución del engagement ha resaltado su importancia en la gestión de recursos humanos y la cultura organizacional, así como la influencia de la tecnología y la flexibilidad laboral en su definición moderna. Conclusiones: el engagement laboral en la Era Moderna trasciende visiones limitadas a funciones individuales o beneficios económicos, y abarca elementos que conforman una experiencia laboral enriquecedora y alineada con un propósito colectivo. Este enfoque holístico es crucial para impulsar la productividad, la innovación y la retención de talento en un mercado competitivo, el cual sienta las bases para una cultura organizacional ágil y preparada para el futuro. Próximas investigaciones deben explorar más a fondo las dimensiones del engagement y su impacto en el desempeño organizacional. ABSTRACT: Introduction/Objective: Employee engagement is a complex and multifaceted concept that integrates dimensions such as commitment, motivation, and the emotional connection an employee develops with their work and organization. This study aims to explore the trends and factors influencing employee engagement in the current context Methodology: A systematic mapping was conducted in the Scopus database to identify and analyse empirical and review studies related to employee engagement. The literature search focused on studies published between 2018 and 2022, with 308 documents used for the study. Rigorous inclusion and exclusion criteria, based on predefined parameters, were applied to ensure the relevance and quality of the selected studies. Results: The bibliometric analysis reveals a growing interest in research on employee engagement, with notable scientific production in various countries and key authors in the field. Factors such as organizational support, job satisfaction, and work-life balance have been identified as significant influences on employee engagement. Additionally, the evolution of engagement has highlighted its importance in human resource management and organizational culture, as well as the influence of technology and work flexibility in its modern definition. Conclusions: Employee engagement in the modern era transcends limited views to individual roles or economic benefits, encompassing elements that form an enriching work experience aligned with a collective purpose. This holistic approach is crucial for driving productivity, innovation, and talent retention in a competitive market, laying the foundations for an agile and future-ready organizational culture. Future research should further explore the dimensions of engagement and its impact on organizational performance.

ObjectiveTo compare the development status of health facilities in different regions (non-agricultural and agricultural districts)and different types across four dimensions: organizational management, health environment, health activities, and health outcomes, to explore factors that may affect the current development status and summarize effective experiences, and to provide a foundation for the subsequent comprehensive, standardized, and effective promotion of health facility development and tiered and classified management.MethodsInvestigators conducted a health status survey based on the four dimensions for 50 health facilities in 16 districts of Shanghai, representing three types (including government agencies, enterprises, and communities). Evaluation forms were filled out through on-site observation and document reviews, which were developed in accordance with the Shanghai Health Settings Evaluation Standards (for trial implementation in 2019).ResultsThe average total score of health facilities in Shanghai was (88.42±11.93) points, with an overall excellence rate of 86.0%. The excellence rate of each dimension, from highest to lowest, were healthy environment (84.0%), organizational management (82.0%), health activities (78.0%), and health outcomes (44.0%). Health facilities in agricultural districts scored higher in both total score and average score on the organizational management dimension compared to non-agricultural districts. The excellence rate for the organizational management dimension was also higher in agricultural districts than in non-agricultural districts. There was no statistical significance in the total score, the score of each dimension, the overall excellence rate, and the excellence rate of each dimension among different types of health facilities (P>0.05).ConclusionThe development of health facilities among government agencies, enterprises, and communities in Shanghai has begun to yield positive results. Health facilities in non-agricultural districts should actively draw on the experience of those in agricultural districts, particularly in organizational management, adjust development ideas and planning based on their own realities, so as to continuously improve the levels of development.

Problem conferences of Polish medical libraries have been organised since 1980. This could never be possible if it were not for the work of people who decided to share the passion for their profession and who would eagerly discuss the knowledge they find valuable, things that they have in common, and the differences they see in each other. This article summarises the latest, jubilee event, shows the backstage of months-long work on its program and organisation. The conclusion presents the results of the whole undertaking.

Background Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. Objective This study examined the relationship between organizational culture and turnover intention among primary care providers in China. Methods A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants’ intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. Results The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p

This community service aims to enhance knowledge and expertise in organizational management and children's play module preparation for the Forum Taman Baca Masyarakat (FTBM) in Jepara Regency. The service used the Participatory Action Research (PAR) method, with the participants being representatives of TBM managers who are members of FTBM. A questionnaire was used as the instrument for evaluating the activity, and the results of which were analyzed descriptively. The service results indicate a significant increase in workshop participants' understanding. A total of 9 participants (30%) who were initially in the low understanding category succeeded in increasing to the high category, including 18 participants (60%). The workshop activity on preparing children's play modules also made a positive contribution to the participants, particularly in terms of module preparation. There was a significant increase in understanding, where 10 participants (33.33%) who were initially in the low understanding category succeeded in increasing to the high category, involving 20 participants (66.67%). This activity was successful in achieving positive results and supporting the development of participants’ skills and understanding of organizational management and module preparation.

Mi Lin,&ast; Menghua Xie,&ast; Zhi Li School of Public Policy and Administration, Chongqing University, Chongqing, People’s Republic of China&ast;These authors contributed equally to this workCorrespondence: Zhi Li, Email cqulzzz@126.comPurpose: Error management is an important element of organizational management research, and organizational error tolerance has gradually received attention from researchers in recent years. Most previous studies concluded that organizational error tolerance positively affects both the perceived organizational support and job performance of public sector employees, but few have examined the relationship between organizational error tolerance and change-oriented organizational citizenship behavior.Methods: This research examines how organizational error tolerance affects change-oriented organizational citizenship behavior using an experimental approach (Study 1, N = 162 and Study 2, N = 228) and a field survey approach (Study 3, N = 377).Results: The results indicate that organizational error tolerance increases psychological empowerment, which in turn increases change-oriented organizational citizenship behavior. Public service motivation plays a moderating role in this process. Specifically, the positive mediating effect of organizational error tolerance on change-oriented organizational citizenship behavior through psychological empowerment was not significant when the level of public service motivation was high, while it was significant when the level of public service motivation was low.Conclusion: This study clarifies the mechanism and boundary conditions of the effect of organizational error tolerance on change-oriented organizational citizenship behavior, provides a more comprehensive and dialectical perspective for research on organizational error tolerance, and extends research on psychological empowerment and change-oriented organizational citizenship behavior.Keywords: organizational error tolerance, psychological empowerment, change-oriented organizational citizenship behavior, public service motivation, organizational management, employee behavior

The article presents an overview of the books by Danish (Brian Russell Graham), Indonesian (Harijono Djojodihardjo), Romanian (Liviu Warter) and Irish (Sean Crosson) authors. The books cover the problems of the relationship between national culture and innovation (H. Djojodihardjo), national culture and business ethics (I. Warter, L. Warter), national and popular culture (S. Crosson), as well as national culture as the basis for national identity (B.R. Graham). The review takes into account the appeal of the researchers to the Russian national cultural experience and its influence on the policy in the field of mass culture, innovation and economic cooperation. The abstracts from the articles and books are supported by the data from the Google Trends analytical service for the search queries of the Internet users such as “business ethics”, “cinema”, “general culture” and “innovation”. The correlation of scientific findings in the peer-reviewed scientific literature and public interest in certain topics makes it possible to show the popularity and significance of the chosen issue, to clarify the national and geographical features of the content under study.

This study examined whether work-family conflict mediates the effects of perceived organizational support and perceived supervisor support on turnover intention among nurses in the healthcare sector in Bangladesh. Data collected from 383 participants were analyzed using structural equation modelling. Both perceived supervisor support and perceived organizational support were found to have a significant negative association with nurses' intention to leave. The study further revealed that the connection between perceived support and turnover intention among nurses in Bangladesh was positively mediated by work-family conflict; it was shown that work-family conflict increases turnover intention. This study recommended that, hospitals should focus on creating a socially interactive environment and addressing work-family conflicts, as selected variables can as these factors can mitigate nurses’ turnover intentions through job satisfaction and increase overall well-being among nurses. An increase in job satisfaction may ultimately improve patient care within healthcare organizations. This study aimed to provide support to human resource managers in the development of strategies that can effectively reduce nurse turnover, which is a critical issue in Bangladesh and other countries facing similar challenges.

Managing megaprojects presents significant challenges due to their complexity and openness. In recent years, numerous studies have emerged in organizational management to enhance the efficient allocation of resources in megaprojects. However, despite the existence of segmented research in this field, a comprehensive review that captures the overall status, characteristics, and limitations is lacking. To address this gap, this study aims to conduct a systematic literature analysis of existing research from an organization science perspective. Through an analysis of 102 relevant research articles, eight main research directions are identified, including stakeholder management, organizational behavior, inter-organizational relationships, organizational structure, social responsibility, organizational environment, government governance, and organizational culture. Furthermore, this paper provides a detailed overview of the characteristics and limitations of current research in the field of megaproject organizational management, encompassing research content and methods. Building on these findings, five future research directions for megaproject organizational management are proposed.

Sports management is a scientific branch that studies leadership types in institutionalized organizations of physical culture and sports orientation. Physical culture and sports have special means and methods for the directed development of people's physical capacity, beyond just being necessary motor activities. Sports entities such as sports schools, clubs, teams, stadiums, and federations are represented in management theory under physical culture. The concept of organization is essential in sports management, and an organization is a social system of deliberately coordinated activities of two or more people to achieve a common goal. Management is associated with complex organizations that have interdependent objectives and multifunctional activities

Nowadays, there exists a high incidence of competitions between organizations seeking control, relevance, and dominance in the market space due to globalization exacerbated by the continuous advancement in technologies, high customers’ tastes, and expectations. Thishas significantly influenced organizational decisions leading to constant reevaluation of operational procedures, adopting and implementing changes that will influence positive business outcomes. The literature search revealed that past studies on organizational leadership focused mainly on elements of leadership styles, strategies, and ethics. Hence, studies have not identified the factors that influence organizational leadership for adequate housing delivery in Nigeria. The study identified the factors that influence organizational leadership in the delivery of housing in Nigeria using the Broaden and Build theory, and Kurt Lewin’s leadership philosophical concepts as the fundamental basis underpinning the study. Delphi study approach was used to determine the areas of commonality before a consensus was reached. A structured questionnaire was administered to validate and removing outliers from the result. The Delphi study identified 20 distinct factors that influence organizational leadership for AHD in Nigeria. Factors such as organizational sustainability, motivation, etc., are the most significant factors influencing organizational leadership towards AHD. However, results from SEM analysis showed that only 12 variables are significant in measuring organizational leadership and management for AHD. The study concludes that the 12 identified factors are significant in AHD. Nevertheless, the application of these factorsin housing delivery is still low in Nigeria. Hence, it is recommended that real estate developers and other operators in housing should use the result from this study as a template for developing adequate housing.

This study aims to determine the effect of organizational commitment on Organizational Citizenship Behavior among room division employees of XYZ Hotels. The research method used was quantitative by collecting data on 45 respondents employed in the room division of XYZ Hotels. This was coupled with the use of questionnaires and literature studies. The data were analyzed with descriptive statistics and simple linear regression. The findings of this study show that organizational commitment provides a strong and significant influence on Organizational Citizenship Behavior. Therefore, this study concludes that organizational commitment has an effect of 18.6% with a significance of 0.016 on Organizational Citizenship Behavior among room division employees of XYZ Hotels. The correlation coefficient between the two variables is 0.432, which is quite strong.

The purpose of this study is to present the changes experienced in the field of organizational culture, and also an inquiry regarding to the future of organizational management. Although the organizational culture is a social concept, the present work analyses the organizational culture (OC) as an economic phenomenon, through the prism of its influence to companies´ performance, giving them a competitive advantage. The article carries out a qualitative analysis for the theory of organizational culture management (OCM). In a first stage, are brought to the fore a series of definitions and understanding about the notion of OC and its influence on the organization´s performance. Summarise, OC is defined as the sum of all the meanings that members attach to a set of interconnected experiences that they have at job. This synthetises the totality of all the basic assumptions and values that guide the organization entire life. Following is a brief presentation about the specialized literature and an overview of the study and the concern of OC, but also an exposure of the particularities of OC as a variable in organizational behaviour research. The paper concludes with a proposal of practical implications for a competent management of the contemporary organizations.

Group counseling is a form of counseling in which some people with problems or concerns are meet in groups lead by a counseling facilitator. Group counseling is also a process of social education, where group members can gain new skills, coping strategies, and knowledge from each other. By sharing experiences and thoughts, people can learn from perspectives and solutions given by other group members. This research was carried out at the Islamic Youth Mosque (Risma) Al-Huda organization, Panorama Distric, Bengkulu City. This research was conducted over a period of 6 months with research data collection carried out by snowball sampling to obtain valid and reliable research data. The subjects of the study were 10 people who were members of the group. Data were collected by interview and observation techniques and then analyzed using inductive techniques. The results showed that group counseling can overcome problems felt by Risma Al-Huda members, can strengthen Islamic Youth Mosque (Risma) Al-Huda membership and can motivate Risma members in carrying out organizational activities. Group counseling at Risma Al-Huda, Panorama Distric, Bengkulu City, shared lasting benefits for organizational management by improving communication, cooperation, problem solving, people welfare, and skill development. This can help produce a positive work area, improve organizational performance, and achieve goals that have been formalized.

PurposeDrawing from identity threat theory, this study aims to understand how and when employee voice can lead to abusive supervision. It proposes and examines a theoretical model in which employee voice is linked to abusive supervision through the mediating effect of leader identity threat.MethodsWe conducted a field study by collecting data from 93 supervisors and 533 subordinates in China at two different points in time. A structural equation model and Mplus software were used to examine the direct relationship between employee voice and abusive supervision, as well as the mediating effect of leader identity threat and the moderating effect of supervisor traditionality.ResultsOur results showed that employee voice was positively related to leader identity threat and had an indirect effect on abusive supervision via leader identity threat. In addition, we found that supervisor traditionality moderated the relationship between employee voice and leader identity threat. Subordinates’ voice increased perceptions of leader identity threat among supervisors with high traditionality, whereas supervisors with low traditionality did not make this association. Finally, the indirect effect of employee voice on abusive supervision via leader identity threat was moderated by supervisor traditionality.DiscussionFirst, this study broadens our understanding of the antecedents of abusive supervision by proposing that employee voice may induce abusive supervision. Second, it develops an identity threat perspective to explain why employee voice is positively related to abusive supervision. Finally, it enriches the research on implicit leadership theories by proposing that supervisors’ cultural values can also influence supervisors’ sense-making of subordinates’ behaviors.

The object of the study is to examine conflicts that occur in hotel companies, how they affect their structure, the quality of the work environment, the well-being of their workers, and their perception of the management of labor relations and conflict. For any company that wants to orient its efforts towards the fulfillment of the SDGs established in the 2030 Agenda, in this case, SDG 8 on decent work for all, it is key to understand which variables have the greatest influence on the management of labor relations and conflict. The aim is to identify those areas where they should focus their efforts to avoid organizational malaise that leads to economic and emotional costs derived from lower productivity and increased absenteeism, thus affecting their competitiveness. Information was collected to validate the objectives using a questionnaire with 57 items completed by workers with at least 5 years of experience in the sector. Using a simple linear regression, 10 key variables have been identified to explain the global satisfaction of employees, such as treatment, respect for company values, and the existence of defined processes and responsibilities.

One of the key elements that determine the success of a company is the efficient management of human resources. To do this, firstly, it is important to carefully organize every process in which employees are involved and secondly, to have a thorough knowledge of all positions in the company. The first part involves planning in the field of human resources, and the second - the analysis of labor. Despite the fact that these are two separate activities, there is a close connection between them.

There are growing concerns about the continued spread of the COVID -19 pandemic around the world and the challenge of keeping the rate of spread low in other parts of the world. Governments, employers, workers and unions face enormous challenges in combating the COVID -19 pandemic and ensuring worker safety and health in the workplace.

Hospitals in today’s healthcare system are under pressure to boost their competitiveness. A number of studies have shown the disconnect between corporate culture and the enhancement of healthcare professionals’ performance. While it is well accepted that an organization’s culture has a substantial impact on the performance of its health care professionals in clinical practice, the mechanisms by which culture might enhance health care professionals’ performance remain unclear. This paper draws on 22 literature reviews and database searches using keyword syntax from ScienceDirect, Pubmed, Google Scholar, and other relevant publications published between 2011 and 2021. Research in the field demonstrates that a company’s culture may influence the efficiency and effectiveness of its healthcare employees. This overarching issue was dissected into the following themes: nurse performance mediated by discipline; the existence of cultural groups; a central focus on health care professional management; and individual, organizational, and psychological aspects. The optimal performance of nurses and the outcomes of patient care are contingent on management in the health care business knowing the cultural factors that exist in the workplace.

Guoli Liu, 1 Ran An 2 1School of Business Administration, South China University of Technology, Guangzhou, China and Guangxi University, Nanning, People’s Republic of China; 2School of Business Administration/School of Communication and Journalism, South China University of Technology, Guangzhou, People’s Republic of ChinaCorrespondence: Ran AnSchool of Business Administration/School of Communication and Journalism, South China University of Technology, Guangzhou, 510006, People’s Republic of ChinaTel +86 13802830310Email sieanran@scut.edu.cnAbstract: This paper examines the paradox in management through the yin–yang lens and how to apply the yin–yang perspective in Chinese indigenous management research through a literature review. Compared with several western philosophical perspectives, yin–yang places more emphasis on the interaction of interdependent contradictions and better describes the complex dynamics of both contradictions. Our review finds that the scholars propose yin–yang as a supplement to and an optimization of western management. The review focuses on connecting the yin–yang perspective with the paradox in management, cross-cultural management, and practice of organizational management.Keywords: paradox, yin–yang, Chinese management science, organizational management, review

The concept of time management defines a set of principles, practices, skills, tools and systems that together help a person in an organization to assess what is left at their disposal in order to improve their quality of life. The most important aspect that should be mentioned is that time management does not require a person to learn to do as many things as possible in a short period of time, but it rather ensures that the person does what needs to be done, dealing with the things that really need to be addressed. The ability to manage your time effectively is important. Good time management leads to improved efficiency and productivity, less stress, and more success in life.

Leadership styles, especially empowering leadership, affect the psychological relationship between employees and organizations, and then affect employees’ positive behavior in the organization. In this research, we studied the effects of empowering leadership and psychological distance on employees’ pro-environmental behavior and explored the mechanism of green organizational climate (GOC). By adopting correlation analysis, statistical analysis, and regression analysis, we conducted a multisource field study of 873 valid employee questionnaires to verify our theoretical model. The results showed that empowering leadership had a significant positive impact on psychological distance and employees’ pro-environmental behavior; and psychological distance played a partly intermediation role in the relationship between empowering leadership and employees’ pro-environmental behavior. Moreover, GOC can promote employees’ pro-environmental behavior, but it cannot regulate between psychological distance and employees’ pro-environmental behavior. The findings obtained some intriguing insights that could help to better guide employees toward pro-environmental behavior.

Decision-making processes within aeronautical organizations are becoming increasingly challenging not only because of social, economic or flight planning threats, but also because of the need to properly implement new technologies that may require different approaches to allow a high performance operational state in air transport. The paper outlines the organizational management improvements in the complex and dynamic operational environment and analyzes the decision-making processes related to different risk levels which require a strong commitment from organizational management in the context of operational objectives. The authors also analyze the implementation of new technologies that affect the processes carried out within the organization and propose ways to adapt organizational management in order to control safety processes. The authors also analyze the implementation of new technologies that the processes carried out within the organization and propose ways organizational management security processes.

The current paper addresses the issue of conflict management in organizations and in particular the emerging role of alternative dispute resolution or ADR. In the content of the article we review the theoretical background on conflict, and then discuss the particularities of organizational conflict. We introduce the concept of ADR, which has its origins in the United States and describes a series of practices used in conflict management resolution, practices that can be used as an alternative to conventional ones. Also, through the analysis of the literature we identified differences between the conventional approach and ADR practices. The main finding in this article refers to the fact that ADR practices enable the actors taking part in the conflict to not feel restricted in terms of the direction to follow to resolve the dispute, as happens in the case of conventional linear practices.

Purpose: Ludruk has a socio-cultural role for the people of East Java in the effort to preserve and develop the local culture. Especially as performing arts, ludruk can act as entertainment that can be enjoyed by various layers of society in East Java, the purpose of this study is: Describe the Improvement of the Management of the Organization of Performing Arts Ludruk Irama Sinar Nusantara Culture. Design/methodology/approach: This research is a qualitative sociological phenomenological study, based on the literature review. The data in this study form qualitative data consisting of three types, namely data behavior, oral data, and writing data. Instruments in this study are researchers themselves. Data analysis in this research consists of several activities that are done jointly, according to Miles and Huberman data reduction, display data and conclusion drawing / verification. Findings: The results of this study are: 1) In general in the approach of critical theorists of art and entertainment ludruk is the idea that they deserve attention for three reasons. First, the contents of art and works present a potentially revealing story of the human, social, and world way of working in the same way as the myth that offers a mimetic representation of the world of life experience. Secondly, ludruk as a means of art and entertainment produced reflects something from the way people live with real conditions is significant. Third, ludruk as an art, if not entertainment how able to entertain the fans as they start to switch to other entertainment. 2) Changes in the paradigm of technical managers in management skills so that the focus to practice the skills required to successfully manage ludruk seriously from various circles to preserve and develop it, to build maximum functional relationships with internal and external clients, it must have a management infusion by adopting the model most recently covering the organizational structure, the function of the marketing channel for the performing arts will lead to the improvement of the delivery of performing arts through more effective inter-organizational management, or certain services to predetermined consumption points, and more importantly improved performance is a change organizations in which managers and organizations that organize organizations place and manage programs that measure the current level of organizational performance and then generate ideas to modify organizational behavior and infrastructure incorporated into the temp at to achieve higher results. Originality/value: This paper is original Paper type: a Research Paper

Due to the importance of organizational management and human resources (HR) in the company, this study intends to analyze several aspects related to these two things, such as internal and external conditions of the company, existing business strategies, existing organizational structures, and job descriptions in a position. This research chooses one of the long-standing car alloy wheels industry. By conducting SWOT method, observations and interviews, there are some conclusions about the company's existing conditions and the formulation of new business strategies. The recommendations proposed in this study include to optimize opportunities and to strengthen the internal factors of the company (SO strategy), to design a new organizational structure with the addition of several specific positions, and to design HR strategies to be more competent.

Leadership is needed in everyone’s organization and one effective type of leadership is servant leadership. In Christian schools, leaders can apply servant leadership which can be a good example and a blessing to the people around them. Leaders’ understanding and implementation of servant leadership were examined in Christian schools, while leaders’ characteristics in managing the organization, in managing stress, and integrity were examined in carrying out their leadership function in schools. A descriptive qualitative research method through semi-structured interviews with school leaders was used. Coding and data triangulation techniques through interview with leaders, interviews with teachers, and questionnaires. This study was conducted on six leaders in four Christian schools in Jakarta and surrounding areas. It was found that leaders understand servant leadership by centering on the Lord Jesus and implement servant leadership by sharing their power, prioritizing others’ development, and loving one another. Organizational management requires the same vision and mission, good relations, the ability to manage, and the coaching of teachers. Stress management requires consistent faith discipline and closeness with God, keeping life balanced and encouraging one another. Leaders’ integrity should be upheld by setting an example of honesty, humility, sacrifice, and a close relationship with God.

Lembaga dakwah kampus (LDK) or Da’wah organization in campus as a student organization that concentrates on the Islamic teaching. This research uses a descriptive approach. In general, this study describes the behavior of radicalism and organizational behavior management among students of LDK members in IAIN Curup and the effect of group counseling activities on radicalism and organizational behavior management. To measure radicalism in this study is to use a closed questionnaire, the questionnaire was arranged based on the lattice that has been made based on theory by determining variables, sub variables and indicators of research. The researcher wanted to see the management of organizational behavior through the Group Counseling Disscussions as a radicalism preventive effort at Da’wah organization in IAIN Curup. Moreover, the findings show that, among the Da’wah organization’s members, radicalism it indicates that the behavior of radicalism in the category is quite radical. Group dynamics that occur in group counseling discussions are also good as seen from the enthusiasm and cohesiveness of students in discussions. The radicalism behavior and organizational behavior management before being given group counseling discussion activities are not the same as radicalism behavior and organizational behavior management after group counseling discussions.

Background: Management-level challenges are among the factors that undermine the individuals' adherence to professional behavior in clinical settings. This study investigated glitches of the management system in clinical settings from the perspective of staff, faculty members, and medical students/residents in hospitals affiliated to Tehran University of Medical Sciences. Methods: This qualitative study was conducted in 2 parts by exploring the viewpoints of personnel and physicians. In this regard, 8 focus group discussions were performed with 85 faculty members, clinical residents, and interns. Furthermore, 15 focus group discussions were held with 165 staffs. Available sampling method was applied to collect the participants and the data were analyzed using the content analysis method. Results: A total of 22 focus-group discussions were conducted with 250 participants; Participants' age ranged from 24 to 65 years. Participants' education levels varied from diploma to postgraduate for the staff and from medical student to sub-specialist for the physicians. Finally, management-level barriers, which undermine the staffs' ability to adhere to professional behavior in clinical settings were explained with 315 codes, 12 subcategories, and 2 main categories of "macro management issues " and "hospital management issues". Conclusion: Managers are required to consider providing a proper context for enforcing the professional behavior law, selecting middle managers based on their empowerment in performing the professional behaviors, prioritizing the professional behavior in policy making, and promoting the professional behavior in an administrative system consistent with the health system. In selecting the hospital managers, authorities are recommended to consider the managers' professional behavior and power in implementing the professionalism leadership. Moreover, the possibility of conducting professional behavior should be considered in making the policies.

Even now, in the times of advanced digitization, the planning and implementation of many organizational measures remain human-driven. Corresponding to a global trend of application of artificial intelligence in all areas of life, it has received more attention in the last few years and garnered emerging clusters of research in usage of this technology for organizational issues. Some companies already offer tools that support different management tasks in the area of organizational development, but they are not holistic. According to the google trend analysis of the search for artificial intelligence, the inquiry to this topic continues increasing. The purpose of the described investigation was to identify the academic trends in research interaction between such scientific fields, as Artificial Intelligence, Organizational Management, Organizational Development, Organizational Change, and Organizational Culture using bibliometric and network publication analysis. In order to achieve this purpose, we systematically analysed 191 publications between 1983 and 2020 as well as cited and citing publications. The findings of this study provide important conclusions of the current research state. The insightful results are presented in the form of critical review and frame the body of knowledge.

Patient engagement in primary care has been the focus of many studies; however, little research has evaluated its added value to organisational management in an academic community-based primary care practice (ACBPCP). In 2017, managers of an ACBPCP in Montreal, Canada, decided to integrate patients into the organization’s management committee to enhance the quality and relevance of decision-making for clinical services, education and research. Objectives were to 1) assess patients’ role and influence on an ACBPCP management committee’s decision-making process; 2) identify the facilitators of and obstacles to patient involvement in this context; and 3) evaluate the impact of this innovative approach in promoting a patient partnership culture throughout the organization. Using a single case study, qualitative and quantitative data was collected between June 2017 and May 2019 from three levels: 1) professionals in charge of patient partnership working within the territorial health care organization’s quality division; 2) management committee; and 3) ACBPCP’s staff outside the committee. Successful patient governance relies on a structured engagement approach, including a rigorous recruitment process, joined training and coaching of all committee members and the development of work modalities that facilitate co-construction. Multilevel leadership is also fundamental to support a partnership culture throughout the organisation. The results of this study illustrate opportunities and challenges related to patient involvement at an ACBPCP’s organizational level. They can guide other community-based primary care practices interested in involving patients in their management activities. Experience Framework This article is associated with the Patient, Family & Community Engagement lens of The Beryl Institute Experience Framework (https://www.theberylinstitute.org/ExperienceFramework). Access other PXJ articles related to this lens. Access other resources related to this lens.

The goal is to study the assessment of the doctors working in the PAS regarding the readiness of the PAS institutions of Ukraine to implement the project mechanism: "The transition to paying for contracts with the National Health Service of Ukraine" within the further development of decentralized organizational transformations of the administrative system of the PAS of Ukraine. Materials and methods. 53 doctors (PAS staff of Ukraine) were interviewed by a specially designed questionnaire. Statistical processing of the obtained results is carried out using generally accepted statistical methods. Results. The comprehensive assessments of the readiness of PAS institutions in Ukraine to implement the project mechanism: "Going to pay for contracts with the National Health Service of Ukraine", taking into account the basic principles of further reorganization transformations of structural management, based on the implementation of the model of the project of the regional pathoanatomical center (SRC). Conclusions. The results of the study showed that, according to surveyed doctors, the current system of PAS of Ukraine within the framework of the implementation of the mechanism of decentralized organizational reform by 2020 will be ready only by 67.5% for the implementation of the project mechanism, similar results are associated with existing problems in the field of financing of PAS establishments in Ukraine and the urgent need to develop new investment mechanisms aimed at realizing the search for the necessary financing of the project's economic and resource support.

The main aim of the article is to determine the role of leadership in risk management in the organization in accordance with the ISO 31000:2018. An additional goal of the article is to make an attempt to identify the risk factors occurring in business activities and to create management styles that take into account their existence. The study shows that some various factors of a political, economic and social nature might be the source of risk. These factors create both opportunities and threats for the organization. It turns out that the normative approach to risk means the existence of two levels of supervision in risk management. There is a structural supervision implemented in relation to the organization’s policy and strategy. There is also a task supervision, carried out in particular in relation to the level of operational activity. The research shows that according to the ISO 31000:2018 standard, management, regardless of the type of supervision exercised, is an element of the risk management framework and the principles of risk management are the basis of management’s operations. The provision of resources and documenting risk management are the most important management tasks related to risk management.

In order to remain competitive in the current market, organizations must change. There are several ways to accomplish changes by adapting to the market, and one of the most effective tools is adopting an efficient management and performance strategy. The process appears to be a managerial overview of interventions through which a manager provides, organizes, coordinates, and controls the decisions of their employees, for the attainment of unity in terms of economic profitability and social utility.

Abstract. The partners of this community service activity are members of the augmented reality community located in the Pancoran area South of Jakarta. The augmented reality community has been running for almost 3 years, initiated by 2013 by the informatics students at the trilogi university with a total of 12 community members. However, unfortunately the activities that have been carried out is not optimal, the meeting schedule are carried out incidentally and has not been scheduled properly. A good community is measured by how active and disciplined the members and administrators of the community. A solution is needed in terms of good organizational management from the community committee as well as good technical capabilities of each member. The solutions given to overcome these problems are (a) Conducting a good organizational management training in managing an organization starting from planning, scheduling, implementing and organizing (b) Conducting basic augmented reality training for members of the community . The results of this training activity resulted in a 100 percent improvement in the abilities and management skills of mixed reality organizations from members of the augmented reality community. Abstrak. Mitra dari kegiatan pegabdian kepada masyarakat ini adalah angggota dari komunitas augmented reality yang berlokasi di daerah Pancoran Jakarta Selatan. Komunitas Augmented reality telah berjalan kurang lebih hampir 3 tahun lamanya diprakarsai oleh mahasiswa teknik informatika angkata 2013 universitas trilogi dengan total sebanyak 12 anggota komunitas. Namun , sayangnya kegiatan yang selama ini dilakukan belum optimal, jadwal pertemuan dilaksanakan secara insidentil dan belum terjadwal dengan baik yang mengakibatkan pengelolaan dari komunitas menjadi vakum. Sebuah komunitas yang baik diukur dari seberapa aktif dan disiplin dari pelaksana dan pengurus dari komunitas tersebut. Dibutuhkan sebuah solusi dalam hal manajemen organisasi yang baik dari panitia komunitas serta kemampuan teknis yang baik dari setiap member agar dapat mempersiapkan diri untuk ekspansi komunitas ke luar dari universitas. Solusi yang diberikan untuk mengatasi permasalahan tersebut adalah (a)Melakukan pelatihan manajemen organisasi yang baik dalam mengelola sebuah organisasi mulai dari perencanaan, penjadwalan, pelaksanaan dan tata kelola organisasi (b)Melakukan pelatihan dasar augmented reality bagi anggota tetap maupun anggota baru yang belum memiliki keterampilan. Hasil dari kegiatan pelatihan ini menghasilkan 100 persen peningkatan kemampuan dan keterampilan manajemen organisasi mixed reality dari anggota Komunitas Augmented Reality.

Understanding employee stress has become a key issue for top management for corporate growth and risk reduction. So far, annual employee satisfaction surveys (ESs) have been conducted to assess the soundness of an organization. However, since it is difficult to collect questionnaires quantitatively and continuously, there is a need for a practical method that can be used to frequently measure group stress levels with a small burden on employees. We propose such a method and evaluated four combinations of approaches, using activity/rest duration distributions from body motion data and generating estimation models on an individual/group basis. The optimal result was obtained when modeling was made on a group basis by using the activity duration distribution (r = 0.928, p < 0.001, estimation error: 1.36%), making it possible to assess the degree of the stress of employees quantitatively and easily, and this showed the possibility of this method being useful as a management guide for companies.

This study aims to prepare SOP for organizational management at Bengkayang Regency Education Office. This research is a qualitative descriptive study with the following steps: (1) preliminary study, (2) planning, and (3) implementation. The subject of this research is Bengkayang Regency Education Office. The data collection techniques used were interviews and observation. The results of interviews and observations were analyzed by reducing data, presenting data, and drawing conclusions. The results of the preliminary study show that the Bengkayang Regency Education Office does not yet have a Standard Operating Procedure (SOP) for organizational management. SOP preparation is carried out by making field notes on mentoring activities and compiling SOP formats. Meanwhile, the implementation of SOP preparation assistance is carried out in six stages, namely the preparation stage, the formation of an implementation team, planning, drafting, testing SOP drafts, and implementing SOP. SOP is needed to regulate quality assurance of organizational management.

The paper is devoted to the implementation of an approach to designing an object-oriented decision support system for automating organizational management processes. The structure of such a system is based on the problem-independent components of the presentation of the subject area of the organizational and technical system, on the basis of which the decision maker implements the functional tasks of organizational management. On the basis of the principles of object-oriented modeling, sets of information classes of objects of the vocabulary of a subject domain are selected, which make it possible to construct an object information model of a specific subject area of an ADSS application object. The information technology platform for the creation of the ADSS is considered, which requires such an organizational and functional structure of the software environment in which the objects of the subject area and the relationships between them are determined independently of the implementation of functional tasks of data processing in the procedures and interfaces of the system, and represent a single structure. As a result, a functional ADSS organization was proposed in the form of a unified information environment for constructing a computer organizational management system that implements monitoring of production indicators of organizational and technical system entities, in particular, the electricity market. Ref. 15, pic. 2

Background. The article attempts to reasonably participate representatives of universities in satisfying the request of youth representatives to create equal opportunities for achieving success in life at the present stage. The expediency of developing value management mechanisms in the implementation of regional projects as part of the national projects “Education” and “Science” is substantiated. Materials and methods. The results of studies of the value orientations of representatives of young people living in the Penza region, Saratov region, and the Republic of Mordovia are presented. Some indicators of the socio-economic development of these regions are given, most fully, according to the authors, reflecting the social and economic aspects of the value orientations of youth. Results. The expediency of distinguishing blocks of events of a typical strategic project of regional universities for different groups of youth depending on social status, age, level of material well-being based on taking into account their value orientations determined in the course of the studies conducted by the authors is proved. Conclusions. In the near future, achieving goals and fulfilling the tasks of national and federal projects will require increasing the effectiveness of strategic projects of regional universities. Updating their content on the basis of the proposed model strategic project will facilitate the effective participation of universities in the implementation of regional projects and the solution of the economic and social problems of the regions that are most relevant for youth groups living in them.

The rise of the internet and social media has promoted the evolution of a new form of social movement in Indonesia, one that has predominantly promoted socio-cultural, rather than political change. However, many of these movements have continued to face the classic challenges of social movements, particularly consistency and sustainability. As such, a number of movements have dissolved as they have been unable to accumulate and allocate their resources. This article has taken on internet-based social movement, Akademi Berbagi (Akber), for an instrumental case study. Akber is a movement that has emerged and been active almost wholly through Twitter, with its main goal being to promote sociocultural change at the individual level, particularly in the field of education. This article seeks to analyse the organizational management of Akber, referring specifically to its organizational efforts and strategies to accumulate and allocate its resources. Data were collected through interviews and online/offline observations, as well as investigation of the digital documents from the official social media accounts of Akber and its members. This research finds that the optimal management of socio-cultural movements such as Akber relies on several factors, including the use of various internet platforms, the loose federal organizational structure, the movement’s ability to avoid the trap of pseudo-support, and the ability to respond to external changes.

This article aims to analyze the relevance of the Balanced Scorecard (BSC) for companies that face periods of crisis by means of a literature review that enables to understand the opportunities this tool offers for organizational management. Thus, this work is based on the hypothesis that the BSC is indeed extremely useful for companies and its implementation has a positive effect; hence, its application may be more an imperative than a choice. The history of the BSC and its birth in the United States are also analyzed. Furthermore, this review highlights some real examples of the implementation of the BSC model. Finally, a comparison is drawn between such model and its actual implementation in companies that experience an organizational crisis, in order to suggest a series of recommendations on the use of the BSC in the internal structure of companies.

The goal of the article is to present the scope of changes in the morphology of business models in contemporary organizations that took place in the recent decades, because of the massive technological development, framed under the concept of “digital transformation (DT).” An enhanced business model canvas concept is used as a base for presenting the changes, with a general time cutoff set in the year 2000. For the period before and after this measurement date, key elements of the business model and the drivers of their transformation are documented in a structured form and commented, together with practical conclusions and proposed further study areas

This study tries to reveal on how The Qur’an Surah al-'Asr could be interpreted to describe the principles of behaviors required in managing organizations without corruption, what causes failure in organizing process, and an alternative solution for managing the organization to avoid corruption. This is a library research with the primary source taken from the Qur’an Surah Al-Ashr: 1-3, the secondary sources were taken from other verses that is related in the Qur'an, related hadith of the Prophet Muhammad and the books of tafsir, while the tertiary sources are taken from books or writings that have relevance to the problem of research. This qualitative research uses Tahlili interpretation approach with inductive and interpretative method. The results of this study shows that the success of an organization without corruption built on three principles of behaviors, they are to build a work ethic commitment to organize effectively and efficiently based on faith, to run the organization professionally, open to accept and provide truth-based criticism and patience. On the other hand, the cause of the failure to organize is not carrying out their obligations, unfairness that resulting in cheating, corruption and dishonest/hypocritical.

Under the present economic conditions, the accelerated process of globalization poses many problems for the adaptation of the company to the external environment, characterized by fierce competition. In this sense, management is facing numerous challenges related to globalization, especially in times of organizational change.

The article considers the problems connected either with the very essence and nature of the information or the organization of its distribution and movement in the social and economic systems. In the result of research the conclusion is made that despite the long-standing tradition the term “information” cannot be construed only as “data” or “records” by the reason of the fact that for the first time it had been used in Aristotle Latin translations for the notation of the matter transmission into form(in-formatio) driven by the idea. Taking into account the given circumstance the article suggests the new interpretation of the concept about the economic and managerial information as the aggregate of intangible resources capable to give rise to quantitative and qualitative changes in material system, being the object of management. The traditional schemes of information distribution and transmission in management systems are analyzed in the article and the conclusion is made about their limitation due to lock in the figure of individual manager. The scheme of information distribution and transmission in management system based on management team members’ equality, formed in accordance with modern management theory, changes in combining PAEI management styles is offered as the alternative.

The goal is to study the assessment of the doctors working in the PAS regarding the readiness of the PAS institutions ofUkraineto implement the project mechanism: "The transition to paying for contracts with the National Health Service of Ukraine" within the further development of decentralized organizational transformations of the administrative system of the PAS ofUkraine. Materials and methods. 53 doctors (PAS staff ofUkraine) were interviewed by a specially designed questionnaire. Statistical processing of the obtained results is carried out using generally accepted statistical methods. Results. The comprehensive assessments of the readiness of PAS institutions inUkraine to implement the project mechanism: "Going to pay for contracts with the National Health Service of Ukraine", taking into account the basic principles of further reorganization transformations of structural management, based on the implementation of the model of the project of the regional pathoanatomical center (SRC). Conclusions. The results of the study showed that, according to surveyed doctors, the current system of PAS of Ukraine within the framework of the implementation of the mechanism of decentralized organizational reform by 2020 will be ready only by 67.5% for the implementation of the project mechanism, similar results are associated with existing problems in the field of financing of PAS establishments in Ukraine and the urgent need to develop new investment mechanisms aimed at realizing the search for the necessary financing of the project's economic and resource support.