The Interface of Work to Family Conflict and Racioethnic Identification: An Analysis of Hispanic Business Professionals

This article examines work to family conflict for Hispanic Business Professionals with varied levels of Hispanic identity. Based on this study of 971 Hispanics from across the United States, results show that level of Hispanic identity moderates the relationship between work to family conflict and job satisfaction. The authors posit that identification with a culture of collectivism may attenuate the negative impact of work to family conflict on job satisfaction, enabling Hispanic professionals to view work as a way of supporting the family and contributing to the greater good of the groups to which they belong

A Focused Evaluation of Sales Employees\u27 Ethics Training and Its Effect on the Diffusion of Ethics in a Financial Organization

Ethical scandals have continued to batter corporate America into the twenty-first century. Companies such as Enron and MCI WorldCom became household names overnight because of ethical issues that shuttered the organizations’ operations and stunned shareholders. Training has served as a primary mechanism for companies to impart ethical values in employees and leadership teams. However, despite the ongoing focus and resources dedicated to education and associate development in this area, historically there appears to be no diffusion of ethical standards within organizations. There is a lack of consensus in current research regarding the effectiveness of organizational ethics training and its ability to diffuse ethical standards to employees to influence their behaviors. This mixed-methods study utilized Rogers’ diffusion of innovations theory as a framework to investigate how ethics training impacts the diffusion of ethical standards throughout a financial organization and its frontline sales force. It examined the theory’s five innovation characteristics of relative advantage, compatibility, trialability, observability, and complexity. The study also incorporated the work of Moore and Benbasat, utilizing their validated diffusion survey instrument as a primary avenue for data collection and examining three additional diffusion attributes that accompanied their research—image, result demonstrability, and voluntariness. This paper serves as a new starting point for diffusion studies because the current body of research is silent in how diffusion of innovations theory informs the effectiveness of ethics training. It provides recommendations for future research in the fields of diffusion and human resources and workforce development education. It also offers a unique perspective and opportunity to identify a root cause of America’s ethic scandal epidemic

Intangibles, Global Networks & Corporate Social Responsibility

Network organisations emphasise the importance of corporate and product intangible assets. In global competition, the managerial economics of intangibles imposes new network policies of corporate social responsibility, dominated by global social issues such as economic sustainability, eco-responsibility, worker protection and so on.Intangible Assets; Network; Global Competition; Corporate Social Responsibility DOI:http://dx.doi.org/10.4468/2010.2.02brondoni

Digital transformation in healthcare: Analyzing the current state-of-research

Abstract Digital transformation in healthcare is of increasing relevance for both scholars and practitioners in the field. Our article attempts to assess the research question how multiple stakeholders implement digital technologies for management and business purposes. To answer this question, we perform a systematic literature review about the state of the art of digital transformation in healthcare. Our findings show that prior research falls into five clusters: operational efficiency by healthcare providers; patient-centered approaches; organizational factors and managerial implications; workforce practices; and socio-economic aspects. These clusters are linked together into a model showing how these various forms of technology implementation lead to operational efficiencies for services providers. Various directions for future research and management implications are offered

Knowledge Management As an Economic Development Strategy

The United States is shifting to an information economy. Productive capability is no longer completely dependent on capital and equipment; information and knowledge assets are increasingly important. The result is a new challenge to the practice of local economic development. In this information economy, success comes from harnessing the information and knowledge assets of a community and from helping local businesses succeed in the new environment. Knowledge Management (KM) can provide the tools to help economic development practitioners accomplish that task. KM is a set of techniques and tools to uncover and utilize information and knowledge assets -- especially tacit knowledge. Economic development organizations can use KM tools to enhance external communications of local companies including marketing and to promote internal communications within local businesses and help companies capture tacit knowledge. More importantly, they can use those tools to uncover and develop local intellectual assets, including helping develop information products, and helping identify entrepreneurial and business opportunities. KM tools are also useful in developing local economic clusters. Finally, these tools can be used to enhance external knowledge sharing among the economic development community and to capture and share tacit knowledge within an economic development organization

Resources for Workplace Diversity: An Annotated Practitioner Guide to Information

[Excerpt] We are pleased to offer this updated edition of Resources for Workplace Diversity: An Annotated Practitioner Guide to Information, a unique offering of The Workplace Diversity Network. Our goal is to assemble a selected, annotated list of compelling and useful resources available to help diversity practitioners create organizations that are diverse and productive. As a working group, we agreed that useful resources would include newly published books as well as historic, seminal works that provide insight and illumination irrelevant of their age. In the updated edition, we’ve expanded existing sections, added new ones and referenced online access where possible. Designed with practitioner needs in mind, Resources for Workplace Diversity is meant to be an evolving document, one that will grow according to the needs and recommendations of its users. To capture the advantage of networking, we invite you to suggest additional resources that you have found to be valuable

El impacto de la cultura de gestión en las subsidiaras: el caso de Viettel en Perú

As south-south investments increase so do the issues experienced by investing companies. One of these is the impact of culture. This article analyzes the effects of the subsidiary country culture on an investing firm’s organizational culture and the managerial practices used to address them. Data is gathered from cultural databases, a company-wide survey and semi structured interviews. Descriptive statistics are used to reveal country and organizational culture differences, with content analysis to expose management responses. There is a clear difference between the firm’s Vietnamese and Peruvian workers, with the company’s practices more amenable to the Vietnamese employees. Recognition of this has resulted in a number of initiatives to reduce its impact. The study’s results offer suggestions that may be valued by other foreign companies interested in operating in Peru and may be especially relevant to Southeast Asia and Asian companies interested in investing in or looking to start operations in Latin America.A medida que aumentan las inversiones sur-sur, también incrementan los problemas experimentados por las empresas inversoras. Uno de ellos es el impacto de la cultura. Este artículo analiza los efectos de la cultura del país filial en la cultura organizativa de una empresa inversora y las prácticas de gestión utilizadas para abordarlos. Los datos se recopilan de bases de datos culturales (Hofstede), una encuesta para analizar cultura organizacional (Mo-delo de Denison) y entrevistas semi-estructuradas. Existen diferencias culturales entre los trabajadores vietnamitas y pe-ruanos. Las prácticas de la empresa favorecen más a los empleados viet-namitas debido a su cultura organizacional. Los reconocimientos de estas diferencias han generado iniciativas para reducir el impacto de la cultura nacional peruana sobre la cultura organizacional de la empresa. Las empre-sas extranjeras que operan en Perú, especialmente las del sudeste asiático y de Asia interesadas en invertir en América Latina pueden usar esto como un ejemplo para abordar las diferencias culturales nacionales y su impacto sobre las culturas organizacionales

Implementing Buurtzorg-derived models in the home care setting: a Scoping Review

Background Buurtzorg is a pioneering healthcare organization founded in the Netherlands. Buurtzorg has established independent, self-managing teams of nurses and promises high-quality home care at a lower cost through person-centered care, continuity of care, building trusting relationships, and networks in the neighborhood. Traditional home care services are increasingly reorganized according to the Buurtzorg-principles. Objectives This review aims to describe the experiences gathered during the implementation of the Buurtzorg-derived model outside the Netherlands. It further outlines their potential effects. Design Scoping Review Methods Several electronic databases were searched for relevant articles, supplemented by hand-searching and internet searches for gray literature. Various publication types that described the implementation of the Buurtzorg model or its outcomes in countries other than the Netherlands were included. The data were analyzed using qualitative content analysis. Two authors coded the data in several cycles and created categories and subcategories. Results The review identified 25 publications reporting the experiences or outcomes of Buurtzorg-derived models outside the Netherlands. Upon implementing elements of Buurtzorg, the home care organizations adopted a person-centered care approach, with improved communication with patients and family caregivers, and could establish new networks with other services. The main challenges were related to the self-managed working culture, the organizational framework, or national healthcare policies, which hindered the implementation process. Conclusions The implementation of Buurtzorg-derived models is complex, challenging, and requires adaptations on several levels: upskilling of networking and staffing competencies in teams, leadership and IT requirements in the organization, and policy changes in the healthcare system. Individualized approaches and solid conceptual preparation are required for implementation. Tweetable abstract Experiences with the implementation of Buurtzorg in home care services outside the Netherlands. A scoping review @HegeduesAnn

Hello Diversity! Digital Ideation Hackathon: Fostering Gender Equality in Digital Innovation

This panel report outlines key insights from the Hello Diversity! Hackathon on gender equality in the workplace, held digitally in November 2020. The one-day event with more than 150 participants featured panel discussions and ideation sessions to enable the participants to develop innovative tools, strategies, and processes to minimize gender inequality in workforces involved in digital innovation. Overall, the hackathon aimed to build bridges between research and practice to derive answers on how existing barriers towards more gender equality in digital innovation processes and outcomes can be addressed. The theoretically informed challenges that were tackled during the event concerned topics such as stereotypes and discrimination, incentivizing workforce equality, and necessary support infrastructures in public and private spheres. The developed solutions indicate that much remains to be done to address the lack of processes, organizational structures, and holistic knowledge regarding the importance and benefits of diversity and inclusion in digital innovation. The hackathon culminated in pitches made on the envisioned solutions to kick-start their implementation and encourage research support and progress