Drei kulturelle und organisatorische Welten Three cultural and organizational worlds
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ABSTRACT: Zusatzmaterial online
Die englische Übersetzung ist in der Online-Version dieses Artikels (10.1007/s11613-021-00727-2) enthalten.
SUBMITTER: Hirschhorn L
PROVIDER: S-EPMC8564589 | biostudies-literature |
REPOSITORIES: biostudies-literature
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Project description:With the in-depth development of globalization, individuals are increasingly embedded in a culturally diverse environment. Effective communication and management ability (Cultural Intelligence) of employees in this type of diverse and heterogeneous environment impacts behavior and performance, affecting the sustainable innovation ability of organizations. Researchers have not yet fully assessed the impact of individuals' cross-cultural management ability on sustainable innovation. Using Cultural Intelligence Theory and Trait Activation Theory, this paper discusses the influence of individual cultural intelligence on sustainable innovation behavior. The results showed that employees' cultural intelligence positively affected their sustainable innovation behavior. Employee knowledge sharing plays an mediating role between intelligence and behavior. Differences in organizational culture have a negative moderating effect on the impact of employees' cultural intelligence on knowledge sharing and sustainable innovation behaviors. The research results provide theoretical guidance for managing organizational cultural diversity and advancing cultural intelligence and sustainable innovation behaviors among employees.
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Project description:Purpose: To evaluate what drives respondent perceptions of health system organizational cultural competence. Methods: We estimated associations between survey respondent (n=3506) demographic characteristics, length of employment, position, and place of work and their reported perceptions of institutional culture. Results: In adjusted analyses, respondents self-identifying as non-Hispanic black versus non-Hispanic whites, females versus males, and lesbian/gay/bisexual/transgender/queer versus heterosexuals were significantly less likely to rank the cultural competence of their organization above average. Conclusion: Minorities and women were less likely to rank their organization as culturally competent. Organizational efforts to achieve cultural competency would benefit from measuring this factor to target their efforts.
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Project description:BackgroundOrganizational readiness is a factor known to influence the predisposition of individuals within an organization to change. Based on Weiner's organizational theory, the "Organizational Readiness for Implementing Change" (ORIC) questionnaire was developed and validated to measure organizational readiness in healthcare contexts. However, no such tools allow French-speaking organizations to measure this concept. The objectives of this study were to (1) conduct a French cultural adaptation of the ORIC questionnaire, and (2) initiate the study of its psychometric properties.Methods(1) Cross-cultural adaptation and translation processes were first conducted with the methodologies of Beaton, Vallerand and Massoubre. (2) Subsequently, internal consistency was documented by calculating Cronbach's alpha and inter-item and item-to-scale correlations. The study of construct validity was initiated with a confirmatory factor analysis.ResultsA French 10-item scale named the Réceptivité organisationnelle à l'implantation d'un changement (ROIC) was developed and pretested by 125 occupational therapists working in Quebec homecare services. Cronbach's alpha values for the 2 item subscales show satisfactory internal consistency (Commitment: ??=?0.84 and Efficacy: ??=?0.86). Inter-item correlations revealed that the ROIC's items are moderately related to each other while item-to-total scale correlations pinpoint items that accounts for variance and influence internal consistency. Confirmatory factor analysis allowed the initiation of a substantial documentation of ROIC's model fit with the original version (CFI?=?0.89, TLI?=?0.85, SRMR?=?0.08, and RMSEA?=?0.12).ConclusionsThe ROIC is a new theory-based and translated questionnaire that can be used to rigorously document the organizational readiness of French organizations. The ROIC has the potential to support members of different organizations in the identification of subsequent efforts for the implementation of a change.
| S-EPMC6668068 | biostudies-literature
Project description:ObjectiveTo validate a brief survey developed to be used in hospitals nationwide to assess organizational readiness to change to increase cultural competency.Data sources/study settingAnalysis of primary data collected as part of a 125-item Organizational Assessment Survey conducted in the ten US hospitals participating in the Robert Wood Johnson Foundation Expecting Success program in 2005-2006.Study designThe study utilized a cross-sectional survey.Data collectionSurveys were distributed to participants in the ten hospitals based on job title and role within the organization (including clinicians, clinical administrators, other clinical professionals, and those in relevant nonclinical roles; respondents = 513; response rate = 31%). Missing data were deleted listwise. We computed internal consistency reliability via Cronbach's alpha and interrater agreement using the rwg(j) index, and conducted exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to examine validity of the survey. We subsequently conducted ANOVAs to examine whether the instrument adequately distinguished between hospitals.Principal findingsAcross 408 complete responses, a scree plot generated by the EFA and a follow-up CFA indicated a 2-factor solution (RMSEA = 0.06; CFI = 0.96; GFI = 0.96; RMSR = 0.08). We identified these primary factors as two scales, a 12-item Readiness to Address Quality scale (α = 0.85; rwg(j) = 0.93) and an 11-item Readiness to Address Disparities scale (α = 0.65; rwg(j) = 0.89). ANOVAs suggested that these scales distinguished between hospitals (RTAQ: F[9, 428] = 3.70, P < .001; RTAD: F[9, 435] = 3.02, P = .002).ConclusionsThis survey can help identify an organization's readiness to change to increase cultural competency.
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Project description:Zur Analyse abgeatmeter Gase muss endexspiratorische Luft gewonnen werden, ohne Vermischung mit frühexspiratorischer Luft (sonst Korrektur mit Messung des CO2-Partialdrucks, s. unten). Ältere Kinder blasen nach Anhalten der Atmung über 15 s durch tiefe Ausatmung über einen Strohhalm endexspiratorische Luft in ein Glasröhrchen, das dann luftdicht verschlossen wird (Vacutainer), oder über ein Mundstück oder eine Maske direkt in ein H2-Messgerät oder in Beutel. Bei Säuglingen und Kleinkindern kann mit einer Maske oder einer Sonde, die bis zum nasopharyngealen Übergang vorgeschoben wird, mit einer Spritze atemsynchron exspiratorische Luft abgesaugt und in Vacutainer oder direkt in das Messgerät eingegeben werden. In Vacutainern sind Proben über mehr als 30 Tage stabil und können auch zur Analyse verschickt werden.
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Project description:In this Analysis we use published 16S ribosomal RNA gene sequences to compare the bacterial assemblages that are associated with humans and other mammals, metazoa and free-living microbial communities that span a range of environments. The composition of the vertebrate gut microbiota is influenced by diet, host morphology and phylogeny, and in this respect the human gut bacterial community is typical of an omnivorous primate. However, the vertebrate gut microbiota is different from free-living communities that are not associated with animal body habitats. We propose that the recently initiated international Human Microbiome Project should strive to include a broad representation of humans, as well as other mammalian and environmental samples, as comparative analyses of microbiotas and their microbiomes are a powerful way to explore the evolutionary history of the biosphere.
| S-EPMC2664199 | biostudies-literature
Project description:PurposeTo allow for comprehensive noninvasive diagnostics of coronary artery disease (CAD) by using three-dimensional (3D) image fusion of CT coronary angiography, CT-derived fractional flow reserve (CT FFR), whole-heart dynamic 3D cardiac MRI perfusion, and 3D cardiac MRI late gadolinium enhancement (LGE).Materials and methodsSeventeen patients (54 years ± 10 [standard deviation], one female) who underwent cardiac CT and cardiac MRI were included (combined subcohort of three prospective trials). Software facilitating multimodal 3D image fusion was developed. Postprocessing of CT data included segmentation of the coronary tree and heart contours, calculation of CT FFR values, and color coding of the coronary tree according to CT FFR. Postprocessing of cardiac MRI data included segmentation of the left ventricle (LV) in cardiac MRI perfusion and cardiac MRI LGE, co-registration of cardiac MRI to CT data, and projection of cardiac MRI perfusion and LGE values onto the high spatial resolution LV from CT.ResultsImage quality was rated as good to excellent (scores: 2.5-2.6; 3 = excellent). CT coronary angiography revealed significant stenoses in seven of 17 cases (41%). CT FFR was possible in 16 of 17 cases (94%) and showed pathologic flow in seven of 17 cases (41%), six of which coincided with cases revealing significant stenoses at CT coronary angiography. Cardiac MRI perfusion identified eight of 17 patients (47%) with hypoperfusion (ischemic burden of 17% ± 5). Cardiac MRI LGE showed myocardial scar in three of 17 cases (18%, scar burden of 7% ± 4). Conventional two-dimensional readout of CT coronary angiography and cardiac MRI resulted in eight of 17 cases (47%) with uncertain findings. Most of these divergent findings could be solved when adding information from CT FFR and 3D image fusion (six of eight, 75%).ConclusionMultimodal 3D cardiac image fusion is feasible and may help with comprehensive noninvasive CAD diagnostics.Supplemental material is available for this article.© RSNA, 2020.
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Project description:The purpose of this study was to examine the cross-cultural validity of the Organizational Stressor Indicator for Sport Performers (OSI-SP) scale by investigating its psychometric properties with Ghanaian footballers. The study particularly sought to assess in the Ghanaian context, 1, the convergence validity and reliability of the OSI-SP scale, 2, the discriminant validity of the OSI-SP scale to understand the applicability of its factor structure, and 3, whether the OSI-SP hypothesized model fits the data collected within the study context. The intensity aspect of the OSI-SP questionnaire was administered to 424 Ghana Premier League (GPL) male footballers who took part in the 2020/2021 season. Quality control strategies were put in place to ensure consistency across interpreters and as well improve the validity of the data. The results from a multi-factor first-order confirmatory factor analysis showed some level of convergence validity of the OSI-SP scale in the Ghanaian context using football players. Out of the 23 items on the original scale, 20 met the factor loadings criterion. In assessing the discriminant validity of the OSI-SP scale using Heterotrait-monotrait (HTMT), 50% of the correlation ratios met the criterion for the original 23-item instrument. Comparing the new model (with the 20-items) with the original model (with 23-items) using the Akaike Information Criterion (AIC) value, the model fit indices for the modified model (20-items) appeared better than the original model with 23-items. Generally, there was minimal support for the applicability of the OSI-SP instrument across the sample of Ghanaian footballers. The implications of these findings are discussed in detail.
| S-EPMC8710532 | biostudies-literature
Project description:AimsTo increase the quality and safety of patient care, many hospitals have mandated that nursing clinical handover occur at the patient's bedside. This study aims to improve the patient-centredness of nursing handover by addressing the communication challenges of bedside handover and the organizational and cultural practices that shape handover.DesignQualitative linguistic ethnographic design combining discourse analysis of actual handover interactions and interviews and focus groups before and after a tailored intervention.MethodsPre-intervention we conducted interviews with nursing, medical and allied health staff (n = 14) and focus groups with nurses and students (n = 13) in one hospital's Rehabilitation ward. We recorded handovers (n = 16) and multidisciplinary team huddles (n = 3). An intervention of communication training and recommendations for organizational and cultural change was delivered to staff and championed by ward management. After the intervention we interviewed nurses and recorded and analyzed handovers. Data were collected from February to August 2020. Ward management collected hospital-acquired complication data.ResultsNotable changes post-intervention included a shift to involve patients in bedside handovers, improved ward-level communication and culture, and an associated decrease in reported hospital-acquired complications.ConclusionsEffective change in handover practices is achieved through communication training combined with redesign of local practices inhibiting patient-centred handovers. Strong leadership to champion change, ongoing mentoring and reinforcement of new practices, and collaboration with nurses throughout the change process were critical to success.ImpactIneffective communication during handover jeopardizes patient safety and limits patient involvement. Our targeted, locally designed communication intervention significantly improved handover practices and patient involvement through the use of informational and interactional protocols, and redesigned handover tools and meetings. Our approach promoted a ward culture that prioritizes patient-centred care and patient safety. This innovative intervention resulted in an associated decrease in hospital-acquired complications. The intervention has been rolled out to a further five wards across two hospitals.
| S-EPMC9304151 | biostudies-literature