Problems and Improvements of the Dispatched Work system in Chinese

2019 ◽  
Vol 35 (1) ◽  
pp. 73-94
Author(s):  
Hee-Soung Lee ◽  
XIANSHU TAI
Keyword(s):  
Work System

Work system analysis of home nursing care and implications for medication errors

2005 ◽  
Author(s):  
K. L. Calvin ◽  
Gail R. Casper ◽  
Ben-Tzion Karsh ◽  
Patricia F. Brennan ◽  
Laura J. Burke ◽  
...  
Keyword(s):  
Medication Errors ◽  
Nursing Care ◽  
System Analysis ◽  
Home Nursing ◽  
Work System ◽  
Home Nursing Care

Pengembangan Karir dan Iklim Organisasi terhadap Komitmen Karyawan (Studi Kasus pada Bank Daerah Syariah)

2020 ◽  
Vol 3 (2) ◽  
pp. 120-128
Author(s):  
Fotuho Waruwu ◽  
Dematria Pringgabayu
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

Human Resources (HR) is a very important part in PT Bank Daerah Syariah, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community.This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Daerah Syariah. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Daerah Syariah (BDS) as many as 53 employeesThe results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Daerah Syariah, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees. 

Critical Success Factors of High Performance Work System (HPWS) Practices: Findings from Malaysian SMEs

2020 ◽  
Vol 11 (1) ◽  
pp. 162-162
Author(s):  
Noor Hassanah Husin ◽  
Nur Naha Abu Mansur ◽  
Nur Naha Abu Mansur ◽  
Beni Widarman Yus Kelana
Keyword(s):  
High Performance ◽  
Manufacturing Industry ◽  
Small And Medium Enterprises ◽  
Success Factor ◽  
Good Reliability ◽  
Work System ◽  
Critical Success ◽  
Innovative Work ◽  
High Performance Work System ◽  
Medium Enterprises

Innovation plays a major role and is a crucial component of the organization’s growth. Creativity and innovation have become increasingly popular as key contributors to firm success in the last few decades or so. The incoming technology of Industrial Revolution 4.0 forced many companies to be innovative to compete in technological era. However, many SMEs are not ready and less innovative. Furthermore, there is lack of research focus on HPWS implementation amongst SMEs indicates that further research must be conducted along these lines. Therefore, this study aim to investigate the effect of high performance work system (HPWS) towards innovative work behaviour of employees in small and medium enterprises. This study used quantitative approach to identify the critical success factor of high performance work systems (HPWS) in Malaysian small and medium enterprises (SME) manufacturing industry. This study used descriptive analysis to analyze the data. Five-point Likert scales items ranging from (1-strongly disagree, 5 – strongly agree) employed for measuring the HPWS. Therefore, the total of 81 items survey questions were adapted to obtain the respondents for SME manufacturing industry. Reliability analysis shows that all the HPWS dimensions have very good reliability with Cronbach’s alpha value range from 0.884 to 0.976. According to Tang et al (2014), Cronbach’s alpha range between 0.70 and 0.80 considered as good reliability whereby 0.80 and 0.90 considered as very good reliability. Result also showed that selective staffing has the highest mean score followed by employee participation, which are 3.951 and 3.833 respectively. This proved that selective staffing is most important critical success factor in the HPWS implementation for Malaysian SME manufacturing industry. Keywords: high performance work system, work engagement, innovative work behaviour, small and medium enterprise.

Comparing Physician and Nurse Opinions of Team and Individual Handoffs: Does Role Influence Preference?

2020 ◽  
Vol 64 (1) ◽  
pp. 613-617
Author(s):  
Emily Heuck ◽  
Abigail Wooldridge
Keyword(s):  
Intensive Care Unit ◽  
Safety Issue ◽  
Care Transitions ◽  
Intensive Care Unit Care ◽  
Sociotechnical System ◽  
Health Care Professions ◽  
Work System ◽  
Professional Needs ◽  
Future Work ◽  
System Designs

Care transitions are key to patient safety and remain a safety issue despite previous research. This study examines how the design of care transitions impacts different health care professions. Twenty-nine physicians and nurses were interviewed about operating room to intensive care unit care transitions. We compared relationships between work system elements in positive and negative opinions about two sociotechnical system designs: including team or individual handoffs. Nurses did not express positive opinions of individual handoffs or negative opinions of team handoffs, while physicians expressed positive and negative opinions of both. Relationships between work system elements varied by profession in the positive opinions about team handoffs and negative opinions about individual handoffs. Professional needs and culture may be related to the different perceptions of each handoff. Future work should continue to examine professional differences when developing a flexibly standardized process to ensure all users are considered.

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