We test a mediated moderation model in which the influence of organizational prestige and permeability on turnover intentions is mediated by organizational commitment and identification. We test this model in a 2?×?2 design in four Romanian organizations. Results support a partial mediation of identification between the considered organizational antecedents, and their interaction upon affective and continuance commitment, and a full mediation of commitment between identification and turnover intentions. Permeability moderates the impact of prestige upon identification and commitment. Finally, we draw conclusions about the mind-sets behind identification, affective, and continuance commitment, and propose implications for future research and practitioners.
Managing nursing personnel properly is of critical importance as these resources comprise a vast share of the hospital's operational costs. The organisational support and the managerial policy decisions on the scheduling level are important determinants for the nurses' working conditions and the related quality of care. In this paper, we gain insights and understanding in the consequences and outcomes of various personnel re-rostering characteristics and strategies. We explore the boundaries of the time horizon and the nurse staffing size to consider for the nurse re-rostering problem based on computational experiments in a real-life problem environment.
The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising a vast share of the operational costs. The adopted nurse workforce practices and policies highly affect the nurses' working conditions and the provided quality of care. Policy decisions on the staffing level have an impact on the outcome of the scheduling level and vice versa. Isolated reasoning typically leads to suboptimal decisions often resulting in ineffective outcomes of care. In order to overcome these inefficiencies, we propose in this paper a new integrative nurse staffing and shift scheduling approach. We test and assess the benefits of our approach in a reallife environment. Moreover, we examine the impact of several personnel policies on the staffing decision.
Isik, Öykü; Jones, Mary; Sidororva, Anna (Elsevier, 2013)
This study examines the role of the decision environment in how well business intelligence (BI) capabilities are leveraged to achieve BI success. We examine the decision environment in terms of the types of decisions made and the information processing needs of the organization. Our findings suggest that technological capabilities such as data quality, user access and the integration of BI with other systems are necessary for BI success, regardless of the decision environment. However, the decision environment does influence the relationship between BI success and capabilities, such as the extent to which BI supports flexibility and risk in decision making.
Process mining researchers have primarily focused on developing and improving process discovery techniques, while attention for the applicability of process mining has been below par. As a result, there only exists a partial fit with the traditional requirements for compliance checking and risk management.
This paper proposes a comprehensive rule-based process mining approach for a timely investigation of a complete set of enriched process event data. Additionally, the contribution elaborates a two-dimensional business rule taxonomy that serves as a source of business rules for the comprehensive rule-based compliance checking approach. Finally, the study provides a formal grounding for and an evaluation of the comprehensive rule-based compliance checking approach.
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