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Introduction: Cesarean deliveries account for approximately one-third of all births in Germany, prompting ongoing discussions on cesarean section rates and their connection to medical staffing and birth volume. In Germany, the majority of departments integrate obstetric and gynecological care within a single department., Methods: The analysis utilized quality reports from German hospitals spanning 2015 to 2019. The outcome variable was the annual risk-adjusted cesarean section ratio-a metric comparing expected to observed cesarean sections. Explanatory variables included annual counts of physicians, midwives, and births. To account for case number-related staffing variations, full-time equivalent midwife and physician staff positions were normalized by the number of deliveries. Uni- and multivariate panel models were applied, complemented by multiple instrument variable analyses, including two-stage least square and generalized method of moments models., Results: Incorporating data from 509 integrated obstetric departments and 2089 observations, representing 2,335,839 deliveries with 720,795 cesarean sections (over 60% of all inpatient births in Germany), multivariate model with fixed effects revealed a statistically significant positive association between the number of physicians per birth and the risk-adjusted cesarean section ratio (0.004, p = 0.004). Two-stage least square instrument variable analysis (0.020, p < 0.001) and a system GMM estimator models (0.004, p < 0.001) validated these results, providing compelling evidence for a causal relationship., Conclusion: The study established a robust connection between the number of physicians per birth and the risk-adjusted cesarean section ratio in integrated obstetric and gynecological departments in Germany. While the cause of the effect remains unclear, one possible explanation is a lack of specialization within these departments due to the combined provision of both obstetric and gynecological care., Competing Interests: Declarations. Conflict of interest: The authors have no relevant financial or non-financial interests to disclose. Ethics approval: Not applicable., (© 2025. The Author(s).)

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  < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p  < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p  < 0.05)., Conclusions: Our findings inform organizational management strategies to retain a healthy workforce in primary health care.

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., (© 2024. The Author(s).)

Aging is a challenge to global development. This challenge is particularly significant for China because it has the largest elderly population worldwide. The proportion of aging population continues to increase, and solely relying on government efforts to meet the needs of the elderly is inadequate. Hence, involvement of social organizations in elderly care services is needed. Their core members exhibit higher sense of responsibility and identification with the organization than regular members, thus profoundly affecting organizational development. Based on the Social Capital Theory, this study employed a multistage stratified random sampling method to examine the social capital stock of elderly social organizations and their core members across six cities in Anhui Province, China. Chi-square tests analyzed the relationship between the core members' demographic factors and individual performance. Independent-sample t-tests assessed the relationship between social capital and individual performance. Finally, binary logistic regression models determined the factors influencing the individual performance of core members. Social networks within core members' social capital and the internal social capital of elderly caring social organizations (ESOs) affect the individual performance of core members. Therefore, organizations should provide more training opportunities for core members to expand their networks. Cultivating a shared language and vision as components of social capital can enhance organizational cohesion and operational stability.

Background: Presenteeism-induced productivity loss is a global concern. This issue is equally serious in Japan. As a "super-aged society," maintaining and promoting Japanese employees' health is an urgent issue. The combination of these factors makes it imperative to identify the factors that affect presenteeism and clarify the mechanisms driving these factors in Japanese organizations., Objective: Only a few extant studies address presenteeism as a performance variable. Presenteeism can create serious productivity losses in Japan, as it is a "super-aged society." Hence, this study aims to clarify the relationships between humble leadership, psychological safety, and presenteeism in Japanese organizations., Methods: We hypothesized that psychological safety mediated the effect of humble leadership on presenteeism. The data of 462 employees from 11 companies were analyzed., Results: The results supported our hypothesis. Additionally, leader humility, as perceived by the followers, was positively correlated with leaders' own psychological safety in their teams., Conclusions: Our findings contribute to the existing literature by highlighting the roles of humble leadership and psychological safety in health and productivity management while accounting for cultural influences. The practical implications of our findings and future directions are also discussed.

Organizational structure has evolved over the past several decades, with physicians assuming more or fewer leadership positions over time. Regardless of the role of physicians in health care organizational leadership, constant meaningful communication with the hospital, radiology group, or greater physician group administrative leadership is vital for any group of IR physicians to be successful. Understanding what is considered important to hospital administration and, in particular, being closely aligned with the C-suite leadership, is paramount to having successful communication with these stakeholders. Although each situation will obligatorily be unique, certain themes can be followed to optimize the working relationship between an interventional radiology service and organizational administration. This article provides guidelines and suggestions specifically in communicating with health care system leadership., Competing Interests: Conflict of Interest None declared., (Thieme. All rights reserved.)

Introduction-Health system (HS) health organizations are complex and are in constant dynamic interaction with multiple elements, including political, environmental, societal, legal, and organizational factors, along with human components, such as human resources, patients, and other stakeholders. Objective-This research aimed to study three HS organizations, identifying and characterizing the elements of health organizations and the factors related to professionals, determining their influence on economic and financial performance results, as well as results related to the professionals and to the patients comprising the institutions. Method-A quantitative study was conducted in which data were collected through questionnaires from various sources to better understand and characterize the factors related to organizations, professionals, and patients (470 health professionals and 768 patients). To test the integrated evaluation model for health organizations, path analysis was used. Results-The results reveal that the organizational culture (OC) presents a positive relationship between the professional's quality of life (QL) and the performance management (PM) of the professionals, along with a negative relationship with the psychosocial work risks (PWR). There is also a relationship between the OC and patient satisfaction (PS), professional job satisfaction (PJS), and economic and financial results (EFR). In the relationship between the processes and the results, there are significant relationships between PM and PJS and PWR and PJS. In terms of the results, there is a significant relationship between the EFR and the PS. Conclusions-This study contributes to a deeper knowledge of the factors that influence the quality of health organizations and their results and produces recommendations for health organizations to address the current challenges.

Purpose: 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., Competing Interests: The authors declare that they have no conflicts of interest in this work., (© 2023 Lin et al.)

Purpose: Drawing 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., Methods: We 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., Results: Our 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., Discussion: First, 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., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Wu, Long, Hu and Xu.)

Background: Most organizations perceive the concept of ergonomic actions as a local tool used to improve workplace issues. Ergonomics however is not included in global management systems. The paradigm of ergonomics action in large organizations proposed by this study is that of management systems whose primary objective is the pressing need for continuous performance improvement, acquisition of excellence, and integration into all aspects of the business., Objective: The general objective of this work is to draw a frame presenting a model of ergonomics management based on good practices in managing this discipline in large industrial companies., Method: In this study, we describe a strategy based on the fuzzy set theory to aggregate a group of good practices expressed by experienced ergonomists attached to large industrial companies for handling the lack of ergonomics in an organization., Results: A set of good practices was compiled as a basis for application in ergonomics in large companies., Conclusion: This study shows that ergonomics should not be considered an isolated phenomenon but in a strategic, proactive, integrated, and perennial way as one of the management subjects.

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 Schoolar, 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., Competing Interests: Conflict of interest: The authors declare no potential conflict of interest., (©Copyright: the Author(s).)

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., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Yue, Gao, Chen, Zhang and Li.)

Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee's salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees' likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees' turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.

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., Competing Interests: The authors declare no conflict of interest., (© 2021 Liu and An.)

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., Competing Interests: ST, NS, KA, and KY are employed by the company Hitachi, Ltd., (Copyright © 2021 Tsuji, Sato, Ara and Yano.)

The authors argue that a paradigm shift in intercultural management is needed to withdraw from a problem-oriented perspective - stressing the differences and difficulties of intercultural interactions - and foster a solution-oriented, positive psychology perspective, taking PP1.0 and PP2.0, the first and second wave of positive psychology, into account. This Positive Intercultural Management (PIM) perspective, thereby provides new directions to intercultural management during the Fourth Industrial Revolution. The article contributes to filling the void of PIM by demonstrating and promoting the positive, complementary and synergistic experiences in intercultural management interactions. On the basis of negotiated culture and intercultural synergy, the article describes and discusses positive factors contributing to PIM, such as interculturally competent actors; organizational structures such as intercultural tandems; and negotiated processes mediated by boundary spanners. It further addresses previously discussed challenging issues, such as cultural othering and awareness in intercultural management. Practical implications relate to key actors in PIM, such as managers or consultants, who need to change the perspective from problem-focused to solution-orientated PIM in international and global management contexts, in order to steer intercultural negotiation processes so that they promote complementarity and synergy.

What Is Known and Objective: Focusing on the tolerance and pharmacokinetics of new drugs, phase I clinical drug trials are characterized by high risk, poor compliance and management difficulties. High-quality clinical drug trials ensure subjects' safety while extending new drug research and development. Many studies have examined micro-level concerns of trial design and implementation rather than macro-level factors. Accordingly, we evaluated the quality of phase I clinical drug trials (trial quality) and analysed the influence of organizational management factors from a macro-level perspective., Methods: We surveyed staff at clinical trial institutions engaged in phase I clinical drug trials in China using convenience sampling. We employed a five-point Likert-scale questionnaire, comprising five items on phase I clinical drug trial quality and items on organizational management factors. Data from 604 questionnaires were analysed. We utilized a logistic regression model to estimate the influence of organizational management factors on trial quality, using individual demographic factors as controlling variables., Results and Discussion: The trial quality score was 3.81, which indicates that substantial improvement is required. Government regulation, industry management and medical institution management had a positive effect on trial quality: β = 0.842, 0.691 and 0.579, respectively; P < .01. Contract research organization management had a negative effect on trial quality: β = -0.476; P = .013. Research team management had no effect on trial quality: β = 0.325; P = .141., What Is New and Conclusion: This study is the first to model the influence of organizational management factors on the quality of phase I drug trials involving different organizations from a macro-perspective. Efforts are needed to help research teams take responsibility for trial quality and to correct the negative impact of contract research organizations on trial quality., (© 2020 John Wiley & Sons Ltd.)

Objectives: Well-managed workplace communication may promote well-mental health status among workers, even those who may have experienced drastic changes in their workplace and living environment after the Fukushima Daiichi Nuclear Power Plant accident. This study aimed to compare the workplace and living environment of workers in the evacuation area to the non-evacuation area, as well as the association between workplace communication and psychological distress., Method: This cross-sectional questionnaire survey was conducted in two manufacturing companies in the evacuation area and a company in the non-evacuation area. Psychological distress was defined by a Kessler K6 distress scale score ≥5. Workplace communication was measured by the status of communication ("Do you feel that you can talk freely?") and consultation ("Can you consult when having troubles?") with superiors, managers and colleagues. Work burden, overtime, and irregular mealtimes as changes in the workplace and domestic life were determined. Differences in the workplace and living environment were compared using the chi-squared test, with the association between workplace communication and psychological distress analyzed by logistic regression., Results: The proportion of workers with an increased work burden, overtime, and irregular meals was significantly higher among workers in the evacuation areas. There was also a significant association between low-psychological distress status and communication and consultation with superiors or managers, with no significant association with colleagues., Conclusion: Only workplace communication with superiors or managers was associated with low-psychological distress, even after drastic changes in the workplace. Therefore, superiors or managers should initiate open communication and active consultation after a disaster., (© 2019 The Authors. Journal of Occupational Health published by John Wiley & Sons Australia, Ltd on behalf of The Japan Society for Occupational Health.)

In this work, two objectives were addressed. First, the visual aesthetics assessment of the workplace was explored for the first time as a potential antecedent of the proactive behaviors of job crafting. Second, the potential mediating role of the affective organizational commitment in this relationship was analyzed. To address these purposes, a field study was conducted with a sample of 428 workers. Following a set of hypotheses, the results of the measurement model, χ2 (df) = 494.288 (215); CFI = .920; TLI = .906; RMSEA = .066, showed that the visual aesthetics assessment of the workplace was significantly correlated with three of the four dimensions of job crafting (r = .19 with ISO-JR, r = .15 with IC-JD and; r = .17 with IST-JR; p < .001) and with affective organizational commitment (r = .27, p < .001). In addition, through a structural equation model, χ2(df) = 494.895 (219); CFI = .921; TLI = .909; RMSEA = .065, positive and significant indirect effects were found from the visual aesthetic assessment of the workplace to the same three dimensions of job crafting, all through the affective organizational commitment: .17 with ISO-JR, .25 with IC-JD and, .23 with IST-JR; 95% CI [.097, .276], [.161, .361] and [.161, .361], respectively. The results obtained provide useful evidence for researchers and managers about the value of providing an aesthetically satisfactory workplace, which would enhance the affective commitment of employees and, consequently, positively affect the proactive behaviors of job crafting.

As an organic entity, organizations are similar to humans, having unique organizational character which constitutes a source of competitive differentiation. This study aimed to explore the dimensions of organizational character and measure its impacts on organizational performance in a Chinese context. Since several previous studies have developed the definition and constitutions of organizational character in the context of developed countries such as America and England, this indigenous study provides new evidence from the perspective of an emerging economy. A research model using a qualitative analysis method was proposed to define the dimensions of organizational character. The connection between organizational character and organizational performance was empirically tested by a multi-ordered logit regression analysis with a survey of 205 observations in Chinese enterprises. The dimension of organizational character was finally extracted and summarized as six aspects including enterprise, conscientiousness, innovation, agreeableness, democracy, and Boy Scout. The results of the empirical analysis showed that the formation and cultivation of organizational character would directly improve an organizations' business performance as well as their growth potential. It is worth noting that a special part of organizational character, which may depend more on national culture or institutional background than organizational individuals, also has an impact on organizational performance. The findings can provide practical implications for Chinese companies and multinational companies that do or plan to do business in China. Entrepreneurs are suggested to make effective decisions on the cultivation of organizational character, since different types and specific levels of organizational character may have significantly different effects on organizational performance. This paper explored a novel theory to explain the antecedents of organizational performance, and could inspire scholars to expand the sources of organizational competitive advantage in the future.

Aim: This research aimed to explore factors that influence sustainability of health service innovation, specifically emergency nurse practitioner service., Background: Planning for cost effective provision of healthcare services is a concern globally. Reform initiatives are implemented often incorporating expanding scope of practice for health professionals and innovative service delivery models. Introducing new models is costly in both human and financial resources and therefore understanding factors influencing sustainability is imperative to viable service provision., Design: This research used case study methodology (Yin, )., Methods: Data were collected during 2014 from emergency nurse practitioners, emergency department multidisciplinary team members and documents related to nurse practitioner services. Collection methods included telephone and semi-structured interviews, survey and document analysis. Pattern matching techniques were used to compare findings with study propositions., Findings: In this study, emergency nurse practitioner services did not meet factors that support health service sustainability. Multidisciplinary team members were confident that emergency nurse practitioner services were safe and helped to meet population health needs. Organizational support for integration of nurse practitioner services was marginal and led to poor understanding of service capability and underuse., Conclusion: This research provides evidence informing sustainability of nursing service models but more importantly raises questions about this little explored field. The findings highlight poor organizational support, excessive restrictions and underuse of the service. This is in direct contrast to contemporary expanding practice reform initiatives. Organizational support for integration is imperative to future service sustainability., (© 2017 John Wiley & Sons Ltd.)

Background: Health information systems are innovative products designed to improve the delivery of effective healthcare, but they are also vulnerable to breaches of information security, including unauthorised access, use, disclosure, disruption, modification or destruction, and duplication of passwords. Greater openness and multi-connectedness between heterogeneous stakeholders within health networks increase the security risk., Objective: The focus of this research was on the indirect effects of management support (MS) on user compliance behaviour (UCB) towards information security policies (ISPs) among health professionals in selected Malaysian public hospitals. The aim was to identify significant factors and provide a clearer understanding of the nature of compliance behaviour in the health sector environment., Method: Using a survey design and stratified random sampling method, self-administered questionnaires were distributed to 454 healthcare professionals in three hospitals. Drawing on theories of planned behaviour, perceived behavioural control (self-efficacy (SE) and MS components) and the trust factor, an information system security policies compliance model was developed to test three related constructs (MS, SE and perceived trust (PT)) and their relationship to UCB towards ISPs., Results: Results showed a 52.8% variation in UCB through significant factors. Partial least squares structural equation modelling demonstrated that all factors were significant and that MS had an indirect effect on UCB through both PT and SE among respondents to this study., Conclusion: The research model based on the theory of planned behaviour in combination with other human and organisational factors has made a useful contribution towards explaining compliance behaviour in relation to organisational ISPs, with trust being the most significant factor. In adopting a multidimensional approach to management-user interactions via multidisciplinary concepts and theories to evaluate the association between the integrated management-user values and the nature of compliance towards ISPs among selected health professionals, this study has made a unique contribution to the literature.

Background: Electronic health records (EHR) make health care more efficient. They improve the quality of care by making patients' medical history more accessible. However, little is known about the factors contributing to the successful EHR implementation in dental clinics., Objectives: This article aims to identify the perceived critical success factors of EHR system implementation in a dental clinic context., Methods: We used Grounded Theory to analyse data collected in the context of Brunei's national EHR - the Healthcare Information and Management System (Bru-HIMS). Data analysis followed the stages of open, axial and selective coding., Results: Six perceived critical success factors emerged: usability of the system, emergent behaviours, requirements analysis, training, change management, and project organisation. The study identified a mismatch between end-users and product owner/vendor perspectives., Discussion: Workflow changes were significant challenges to clinicians' confident use, particularly as the system offered limited modularity and configurability. Recommendations are made for all the parties involved in healthcare information systems implementation to manage the change process by agreeing system goals and functionalities through wider consensual debate, and participated supporting strategies realised through common commitment., (Copyright © 2017 The Authors. Published by Elsevier B.V. All rights reserved.)

The imbalance of supply and demand for behavior analytic services will change in the near future. Behavior analysts, who want to survive in an increasing competitive marketplace, will need to show quality results and better results than the next behavior analyst. Trumpet Behavioral Health is a company designed to infuse scientific research with clinical practices. In the years ahead, look to companies like Trumpet as role models of the next generation of autism service providers.

Interpretation of managerial activity in terms of neuroscience is typically concerned with extreme behaviors such as corporate fraud or reckless investment (Peterson, 2007; Wargo et al., 2010a). This paper is concerned to map out the neurophysiological and cognitive mechanisms at work across the spectrum of managerial behaviors encountered in more day-to-day contexts. It proposes that the competing neuro-behavioral decisions systems (CNBDS) hypothesis (Bickel et al., 2012b) captures well the range of managerial behaviors that can be characterized as hyper- or hypo-activity in either the limbically-based impulsive system or the frontal-cortically based executive system with the corresponding level of activity encountered in the alternative brain region. This pattern of neurophysiological responding also features in the Somatic Marker Hypothesis (Damasio, 1994) and in Reinforcement Sensitivity Theory (RST; Gray and McNaughton, 2000; McNaughton and Corr, 2004), which usefully extend the thesis, for example in the direction of personality. In discussing these theories, the paper has three purposes: to clarify the role of cognitive explanation in neuro-behavioral decision theory, to propose picoeconomics (Ainslie, 1992) as the cognitive component of competing neuro-behavioral decision systems theory and to suggest solutions to the problems of imbalanced neurophysiological activity in managerial behavior. The first is accomplished through discussion of the role of picoeconomics in neuro-behavioral decision theory; the second, by consideration of adaptive-innovative cognitive styles (Kirton, 2003) in the construction of managerial teams, a theme that can now be investigated by a dedicated research program that incorporates psychometric analysis of personality types and cognitive styles involved in managerial decision-making and the underlying neurophysiological bases of such decision-making.

Healthcare providers' ongoing investment in electronic health records (EHRs) necessitates an understanding of physicians' expectations about using EHRs. Such understanding may aid educators and administrators when utilizing scarce resources during EHR training and implementation activities. This study aimed to link individual medical student characteristics to their perceptions of EHRs' ease of use and usefulness. This study employed a cross-sectional survey of 126 third-year medical students at a large southeastern university. Using a questionnaire designed for this study and containing previously validated items, the study team measured and related students' expectations about EHR ease of use and usefulness to their computer self-efficacy, openness to change, personality traits, and demographic characteristics. On a seven-point scale, men reported, on average, ease-of-use scores that were 0.71 higher than women's (p < .001). Also, increased computer self-efficacy related to higher expectations of EHR ease of use (p < .01) and usefulness (p < .05). Openness-to-change scores were also associated with higher expectations of EHR ease of use (p < .01) and usefulness (p < .001). Finally, a more conscientious personality was positively associated with EHR ease of use (p < .01). Our findings suggest that medical educators and administrators may consider targeting EHR management strategies on the basis of individual differences. Enhanced training and support interventions may be helpful to women or to clinicians with lower computer self-efficacy, lower openness to change, or less conscientious personalities. Also, current and future physicians who rate higher in terms of self-efficacy, openness to change, or conscientiousness may be useful as champions of EHR use among their peers.