The Role of the Supervisor in Creating and Maintaining an Emotionally Healthy Workplace

Supervisors, be they employed in higher education or in other industries, operate in capacities that allow them to shape organizational cultures within their departments, divisions, colleges, or broader units. Within the higher educational model, this means that supervisors are uniquely placed to counteract negative elements within the culture of academia, which historically has tended to prioritize individual competitive output, with alternative models that may offer improvements to the emotional health and well-being of higher education employees. This chapter seeks to describe the impact of stress on the health of workers, the employment stressors that are unique to higher education, and the processes by which supervisors in higher education can use their positional power to counteract said stressors and improve academic organizational cultures. The chapter includes practical suggestions for supervisors to enhance wellness and decrease emotional harm in scenarios common to the higher education workplace as identified via social media crowdsourcing.

How Ethics in Public Health Administration Leadership Leverages Connectedness in the age of COVID 19

Ethics is critical in emergency response to public health and patient care in ways that create a variety of challenging dilemmas and decisions. Understanding ethical codes around medical care, especially during the emergence of COVID 19, has made leadership's role in perpetuating ethical organizational cultures in healthcare vital. Ethical leadership and ethical organizational cultures transform and unite social systems around everyday purposes of ethical decision-making, leveraging organizational connectedness. Leadership value systems mitigate subjectivity constituting ethical themes of moral character and virtues to advance organizational trust. Leadership value systems reduce subjectivity, forming ethical issues of moral character and virtues to promote organizational confidence and moral organizational decision-making. This paper employs the use of content analysis from the literature to take disjointed approaches and combine them into a cohesive understanding of leadership dynamics on organizational ethics in healthcare.

Family Firms and the Effects of Organizational Culture on Their Innovation

Owing to the fact that sustainability and the financial performance of businesses are important work outcomes in family firms, in this chapter for both reaching work and family related goals and ensuring sustainibility, it is proposed that family firms as in the case with their non-family counterparts will prefer to exploit innovativeness in attaining their financial goals. The main objective of this chapter is understanding innovative inclinations and preferences of family firms and examining the relationship between innovativeness and organizational cultures of these companies. And it is suggested that organizational culture will act as a catalyzer in this relationship. In the chapter, innovativeness in family firms has been examined in detail. Main types of organizational cultures regarding innovation in family firms have been explained in detail, and an approach that suggests that organizational climate is closely related with the innovativeness of family firms has been adopted.

The effect of perceived organizational culture on employees’ information security compliance

Purpose This paper aims to investigate the connection between different perceived organizational cultures and information security policy compliance among white-collar workers. Design/methodology/approach The survey using the Organizational Culture Assessment Instrument was sent to white-collar workers in Sweden (n = 674), asking about compliance with information security policies. The survey instrument is an operationalization of the Competing Values Framework that distinguishes between four different types of organizational culture: clan, adhocracy, market and bureaucracy. Findings The results indicate that organizational cultures with an internal focus are positively related to employees’ information security policy compliance. Differences in organizational culture with regards to control and flexibility seem to have less effect. The analysis shows that a bureaucratic form of organizational culture is most fruitful for fostering employees’ information security policy compliance. Research limitations/implications The results suggest that differences in organizational culture are important for employees’ information security policy compliance. This justifies further investigating the mechanisms linking organizational culture to information security compliance. Practical implications Practitioners should be aware that the different organizational cultures do matter for employees’ information security compliance. In businesses and the public sector, the authors see a development toward customer orientation and marketization, i.e. the opposite an internal focus, that may have negative ramifications for the information security of organizations. Originality/value Few information security policy compliance studies exist on the consequences of different organizational/information cultures.

Tone at the Bottom: Measuring Corporate Misconduct Risk from the Text of Employee Reviews

This paper examines whether information extracted via text-based statistical methods applied to employee reviews left on the website Glassdoor.com can be used to develop indicators of corporate misconduct risk. We argue that inside information on the incidence of misconduct as well as the control environments and broader organizational cultures that contribute to its occurrence are likely to be widespread among employees and to be reflected in the text of these reviews. Our results show that information extracted from such text can be used to develop measures with useful properties for measuring misconduct risk. Specifically, the measures we develop clearly discriminate between high- and low-misconduct-risk firms and improve out-of-sample predictions of realized misconduct risk above and beyond other readily observable characteristics, such as Glassdoor firm ratings, firm size, performance, industry risk, violation history, and press coverage. We provide further evidence on the efficacy of our text-based measures of misconduct risk by showing that they are associated with future employee whistleblower complaints even after controlling for these same observable characteristics. This paper was accepted by Brian Bushee, accounting.

Review of key challenges in public-private partnership implementation

Although public-private partnership (PPP) is regarded as one of the key effective tools in the development of many countries, various challenges surrounding PPPs are not well understood. This paper explores nine key challenges in PPP implementation: (1) different organizational cultures and goals between the partners, (2) poor institutional environment and support, (3) weak political and legal frameworks, (4) unreliable mechanisms for sharing risk and responsibility, (5) inadequate procedures for the selection of PPP partners, (6) inconsistency between resource inputs and quality, (7) inadequate monitoring and evaluation of PPP processes, (8) lack of transparency, and (9) the inherent nature of PPPs. This paper aims to provide the perceptions in the existing literature on many of these challenges, as well as provide solutions to each challenge.

Model for measuring airport innovation

Identifying and measuring innovation at airports becomes necessary not only to point out theelements of its management or infrastructure to be improved, but also to raise opportunities for innovation, with the aim to collaborate for the best efficiency of air transport. In this sense, this study concerns innovation management applied to airports given the limitations in the state of the art related to measuring innovation in this type of organization. The integrated perception of different airport stakeholders has been collected from a survey with 70 Brazilian professionals specialized in the subject, namely researchers, airports, airlines, and the aeronautics industry managers, in a proposal to measure the level of airport innovation from different indicators. The results proposed an algorithm for an Airport Integrated Innovation Index (AI3), composed by 38 measurable variables related to innovation practices, procedures, and infrastructure elements such as new biometric passenger identification systems, real-time passenger flight tracking systems, new types of runway pavement, and actions to reduce airport operational restrictions. This model can be used in airports of different categories (national or international) and sizes (small, medium, or large). It may be adapted for different countries and contexts according to their markets and organizational cultures.

Youth and Sports Forums’ Administration and Their Relationship with Baghdad’s Youth and Sport Directorates Forum Organizational Culture from Workers’ Point of View

The study aimed at identifying youth and sport forums from planning and leadership point of view and their relation with organizational culture. The researchers used the descriptive method on (140) worker in Baghdad youth and sport forums. A scale was designed for measuring planning and leadership in youth and sport forums as well as designing a scale for measuring organizational culture. After the application of the main experiment, the results showed that both youth and sport forum administration scale and organizational culture scale are appropriate to the study community. Finally the researchers recommended using these scales by workers in youth and sport forums and involving administration mangers in periodical training courses and keeping them updated with all modern administrative styles and organizational cultures.