A Methodology for Nurse Staffing

Increases in both staff salaries and in the number of personnel per patient have been prime factors in the rapid rise of hospital costs. This is particularly true in the nursing area, which is responsible for the greatest portion of these costs. Limited information has been available to aid hospital managers in the efficient utilization of the nursing staff. This article presents guidelines for determining patient load and a systematic procedure for allocating nursing personnel

Do brokers act in the best interests of their clients? New evidence from electronic trading systems

Prior research suggests brokers do not always act in the best interests of clients, although morally obligated to do so. We empirically investigated this issue focusing on trades executed at best execution price, before and after the introduction of electronic limit-order trading, on the London Stock Exchange. As a result of limit-order trading, the proportion of trades executed at the best execution price for the customer significantly increased. We attribute this to a sustained increase in the liquidity of stocks as a result of limit-order trading, regardless of market capitalisation. We discuss the ethical implications of our findings and conclude that market structures that enhance market competitiveness may help reconcile broker and client interests

The Role of Emotions and Motivations in Sport Organizations

In sport organizations, a stance aimed at creating a positive emotional and social climate may be necessary. This study examines athletes' individual psychosocial factors that are linked to sports practice and sports performance. These factors include individual motivation, emotions, and beliefs. The main objective is to create a hierarchy of emotional and motivational factors that sport organizations can use to increase athletes' commitment. The Analytic Hierarchy Process (AHP) is used to do so. This method enables analysis of priorities and criteria to support decision-making. The results show that motivation, defined here as the drive that leads individuals to develop plans to achieve their goals by balancing short- and long-term goals, and emotion regulation, defined as the capacity to be aware of and manage one's emotions to reach a balanced emotional state, are the most important criteria to generate this commitment within sport organizations

What is values work? A review of values work in organisations. Kap. 3

I: H.Askeland, G. Espedal, B. Jelstad Løvaas & S. Sirris (Eds.), Understanding values work : Institutional perspectives in organizations and leadershipThrough a review of the existing empirical studies and emerging literature on values work in organisations, this paper aims to disambiguate the phenomenon of values work. Values work is understood as ongoing value performances situated in everyday practice in organisations. As such, values work is identified as social and institutional processes of constructing agency, actions and practice in organisations. In this chapter, I show how values work is part of both a performative tradition of process studies and an institutional work tradition that strives to change, disrupt and maintain institutions. Further, I outline how future studies can broaden the field of values work.publishedVersio

Values - reviewing the construct and drawing implications for values work in organisation and leadership. Kap. 2

I: H.Askeland, G. Espedal, B. Jelstad Løvaas & S. Sirris (Eds.), Understanding values work : Institutional perspectives in organizations and leadershipThis chapter outlines the trajectory of values, particularly within streams of organisational institutionalism, in order to analyse its application to values work in organisation and leadership. Conveying a frame for discussing values work, it aims at clarifying how to conceptualise the term values. Discussing classic and recent contributions, the chapter proposes seeing values as individual and collective conceptions of desirable trans-situational behaviours, objectives and ideals, serving to guide or valuate practice. Despite being an essential part of defining organisational institutionalism, and its sub-streams, values are seldom explicated. Utilising values in organisational and leadership research requires attention to their situatedness in contexts, and this chapter argues they are salient to organisations operating in pluralistic institutional environment. Studying values work, attention should be given to who and how such work is performed.publishedVersio

Societal-level versus individual-level predictions of ethical behavior: a 48-society study of collectivism and individualism

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and individual-level dimensions of collectivism and individualism values for predicting ethical behaviors of business professionals. Our values-based behavioral analysis indicates that values at the individual-level make a more significant contribution to explaining variance in ethical behaviors than do values at the societal-level. Implicitly, our findings question the soundness of using societal-level values measures. Implications for international business research are discussed

Managers' career development recognition in Taiwanese companies

[[abstract]]The purpose of this research is to investigate how the interplay between organizational and individual career development (ICD) recognition may have impact on affective commitment. The theoretical framework was proposed according to the social cognitive career theory. Data were collected from 285 benchmark companies' managers in Taiwan using a questionnaire. The paper used structural equation modeling and the results showed that when organizations and individuals share responsibility for the careers of managers and have a good succession planning, the managers are likely to have more successful careers in this global economy. The paper shows the mediating role that succession planning may play in linking cognition of organizational career scripts and ICD to affective commitment. It is original and makes a unique contribution because it combines the individualistic and organizational perspectives concerning the career development with regard to senior managers.[[notice]]補正完