During Pandemic COVID-19, the High-Reliability Organization (HRO) Identifies Maladaptive Stress Behaviors: The Stress-Fear-Threat Cascade

Stress has become an organizational characteristic. Organizations work toward stress reduction, seek stress management, increase cognitive capacity, attend to our mindfulness, and refer staff for anger management. The HRO acknowledges that stress, fear, and threat are natural elements of dangerous work. They are integral to and support actions when we do not know how events will resolve. Rather than compartmentalizing stress fear and threat, the HRO harnesses these driving forces to initiate engagement and support the resilience necessary to maintain enactment. For this to occur, we must identify unrecognized stress for its deleterious effects on performance. As we accomplish this, the organization can harness this energy to resolve the original stimuli while achieving an acceptable, if not desirable, end-state. The stress-fear-threat cascade enables us to engage uncertainty and threat, but without neuromodulation, the same cascade can cause more damage than the inciting event.

Effects of Organizational Characteristics on QUAL Prevalence and its Implementation in Business Schools of Pakistan

An organizational characteristic plays a vital role in ensuring QUAL prevalence in any institution. The investigation is conducted to comprehend the association among the concepts. The secondary data was used for analysis, and data was gathered from different websites. There are thirty business schools in Punjab and the information of these institutions is gathered from their official websites. The gathered information was analyzed by using SPSS. Organizational characteristics include the types of organization (private or govt.), size of the organization (Large or small), and tuition fees and the dependent variable (response to implement QUAL measures). The conclusion is drawn based on results that response to the implementation of QUAL measure is strongly associated with the type of organization.

The effect of task characteristics on enterprise resource planning system success with user characteristics and organizational characteristics as mediating variables

Enterprise Resource Planning(ERP) is an integrated system that provides a wide range of benefits for the company, but there are still many companies who have unsuccessfully implemented ERP system. This study aimed to analyze the effect of the task characteristic and the success of Enterprise Resource Planning (ERP) on the success of ERP, with the user characteristic and organizational characteristic as mediating variables. The data were collected by using a questionnaire distributed directly to users of Enterprise Resource Planning (ERP) in Indonesian companies listed in Indonesia Stock Exchange (ISE). The data were processed by using Partial Least Square (PLS). It was found that the suitability of the task significantly affects the success of an ERP system, either directly or mediated by the user variable characteristic and organizational characteristic. Task difficulty also significantly affects the success of an ERP system if mediated by the convenience variable (user characteristic). The success of the ERP system is determined by based tasks and task complexity through the system the user's convenience in using the information system.

Dis-identification in Organizations and Its Role in the Workplace

Considerable theory and research has revealed that organizational identification (OID) benefits individuals and groups and that OID facilitates the development of long-term commitment and support towards an organization. Prior studies have highlighted the importance of an identification mechanism in the workplace, i.e., how employees define their self-concepts vis-à-vis their connections with their organizations. In contrast to previous research, we explore the process by which employees divorce their identity from that of their organization, i.e., defining who they are by what they are not. Interestingly, how individuals dis-identify themselves from the organization still remains unclear, and the concept of dis-identification in organization (DiO) has not drawn much academic attention. The paucity of research in this area leaves theories under-developed; thus, our research seeks to shed new light on the concept of DiO and understand its importance at work. An anonymous questionnaire survey was conducted, recruiting 304 employees across eight organizations in Taiwan. Different from prior studies, this research stated that OID and DiO were neither heterogeneous nor independent constructs. Statistical evidence affirmed this statement further and explained that OID and DiO were inter-related constructs. Moreover, two DiO antecedents were discovered, including: person-organization fit and abusive supervision. Unlike in previous studies, DiO was not correlated with poor employee performance; rather, it was correlated with workplace deviance, an intention of quitting the job, and voice-extra-role-behaviour. Organizations are complex entities by their very nature. Whether an organization can continue, function and succeed may depend upon a series of organizational characteristics. An organization is like a social arrangement that pursues collective goals, controls its own performance, and has a boundary separating it from its environment. One such organizational characteristic is identification. With a better understanding of OID/DiO, managers and HR practitioners can better observe the influence of OID/DiO and develop policies to increase employees’ identification and decrease dis-identification. Ultimately, employers, employees and society will enjoy the benefits of better organizations, e.g., higher working morale, more performance output, stronger membership/cohesion, and lower turnover.

Implantation of the Accusatory Criminal Justice System in Mexico

Este es un artículo de reflexión que describe la evolución del proceso de implantación del sistema de justicia penal en México. El método de investigación fue la observación participante y la investigación--acción como resultado de la participación en diecisiete seminarios de prediagnóstico en los estados de la república mexicana. Las categorías de análisis fueron las siguientes: características de organización y desempeño del órgano implementador federal Secretariado Técnico para la reforma del sistema de justicia penal (Setec), modelo de evaluación de avances de la reforma, tipología de implantaciones de la reforma y resultados del seminario de prediagnóstico de implantación en diecisiete entidades. Como resultado de lo anterior se concluye que la reforma ha avanzado en México a cuatro velocidades, que la Setec ha tenido un bajo desempeño como órgano implementador debido a sus constantes cambios de líderes y a su desestructurada orientación estratégica y su diseño organizativo y que d mejor modelo de implantación es el que se hace por regiones y que los sistemas de justicia estudiados, siendo muy diferentes en tamaño y complejidad, comparten una problematica común.This is an article of reflection that describes the evolution of the process of implanting the Criminal Justice System in Mexico. The research method used was that of participant observation and action-research as a result of participation in 17 pre-diagnosis seminars in the states of the Mexican republic. The analysis categories were the following: organizational characteristic. and performance of the implementing agency - the Technical Secretariat for Reform of the Criminal Justice System (SETEC), the model for evaluating advances in the reform, typology of implantations of the reform and results of the implantation pre-diagnosis seminar in 17 entities. As a result of the above, it was concluded that: the reform has advanced at four different speeds in Mexico, the SETEC has had poor performance as an implementing entity due to constant changes of its leaders and its unstructured strategic orientation and its organizational design, and the best model of implantation is that which is done by regions and that the justice systems studied, while very different in size and complexity, share common problematic characteristics.

Empowerment and Sense of Community: Clarifying Their Relationship in Community Organizations

The research reported here tested the factor structure of a measure for sense of community in community organizations, and it evaluated sense of community's potential as an empowering organizational characteristic within an organizational empowerment framework. Randomly selected community organization participants ( N = 561) were surveyed as part of a study of a substance abuse prevention initiative located in the northeastern United States. Confirmatory factor analysis verified the putative structure of the sense of community measure tailored to community organizations. Hierarchical regression analyses indicated that community organization sense of community significantly predicted intrapersonal empowerment after controlling for demographics, participation, alienation, and other empowering organizational characteristic. Findings imply that organizational sense of community should be considered as an empowering organizational characteristic in community-based health education.