Managing systemic risk in emergency management, organizational resilience and climate change adaptation

PurposeThis paper applies the theory of cascading, interconnected and compound risk to the practice of preparing for, managing, and responding to threats and hazards. Our goal is to propose a consistent approach for managing major risk in urban systems by bringing together emergency management, organisational resilience, and climate change adaptation.Design/methodology/approachWe develop a theory-building process using an example from the work of the Greater London Authority in the United Kingdom. First, we explore how emergency management approaches systemic risk, including examples from of exercises, contingency plans and responses to complex incidents. Secondly, we analyse how systemic risk is integrated into strategies and practices of climate change adaptation. Thirdly, we consider organisational resilience as a cross cutting element between the approaches.FindingsLondon has long been a champion of resilience strategies for dealing with systemic risk. However, this paper highlights a potential for integrating better the understanding of common points of failure in society and organisations, especially where they relate to interconnected domains and where they are driven by climate change.Originality/valueThe paper suggests shifting toward the concept of operational continuity to address systemic risk and gaps between Emergency Management, Organizational Resilience and Climate Change Adaptation.

Hybrid and virtual work settings, the interaction between technostress, perceived organisational support, work-family conflict and the impact on work engagement

PurposeThe study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict.Design/methodology/approachData gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.FindingsThe combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS;hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively.Research limitations/implicationsThe results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.Practical implicationsThe managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.Social implicationsA manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important.Originality/valueThis study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.

PROPELLERS OF ORGANISATIONAL SUSTAINABILITY IN HOSPICES IN SOUTH AFRICA

Hospices operating in the non-profit sector are experiencing organisational sustainability pressures, particularly in the wake of the COVID-19 pandemic. Notably, while the population of patients who are terminally ill and requiring palliative care is increasing, the resources required to render this noble service are depleting, so much so that some hospices have closed. The situation raises profound organisational sustainability concerns, and this serves as the motivation for this generic qualitative study to investigate the propellers of organisational sustainability in South African-based hospices operating in the non-profit sector. Data was collected through interviews with twelve senior managers from different hospice organisations. The data was then analysed using Thematic Content Analysis (TCA). Subsequent results reveal that a cocktail of factors, including transparent communication, visionary leadership, a strategic disposition, improved service quality, a strong corporate culture, a diversified revenue base and committed staff, propel organisational sustainability among hospices. Conversely, the COVID-19 pandemicenforced lockdowns and the rampant emergence of many NPOs impede the sustainability prospects of the hospices. With these insights, this study contributes to the organisational sustainability discourse from a uniquely South African perspective, given the dearth of research in this area, particularly in the context of developing economies © Penerbit UMT

Impacts of the Strength and Conformity of Social Norms on Well-Being: A Mixed-Method Study Among Hybrid Workers in Japan

Previous studies have suggested that organizational social norms can positively affect employee well-being. However, such social norms have not been well developed during the post-COVID-19 transition to hybrid work, which combines office and remote work, and it is unclear how employees' perceptions of social norms for hybrid work affect their well-being. In this study, we investigated the impact of social norms for hybrid work on the well-being of hybrid workers living in Japan through a mixed-method approach consisting of an online survey (n = 212) and semi-structured interviews (n = 20). The results indicate that hybrid workers who feel subject to strong social norms have lower well-being. Conversely, those who are more willing to conform to social norms have higher well-being. Given our findings, we discuss implications for the design of systems to help hybrid workers conform to organizational social norms and to improve their well-being. © 2023 ACM.

Restorative clinical supervision: a chance for change but are we ready?

In the wake of the COVID-19 pandemic, nurses are experiencing increasing stress, burnout and mental health problems. The Advocating and Educating for Quality ImProvement (A-EQUIP) model of clinical supervision aims to support staff wellbeing, promote positive work cultures and improve patient care. Although a growing body of empirical evidence supports the positive impact of clinical supervision, several individual and organisational barriers may impede the implementation of A-EQUIP in practice. Organisational culture, staffing and workforce pressures all affect employees' ability to engage with supervision, and organisations and clinical leaders must consciously work to sustain lasting change.

"Crack on": a qualitative study of care home managers experiences and responses to system-led setbacks during the crisis of the COVID-19 Pandemic in England.

OBJECTIVES: To explore care home managers' experiences of systems working with various organisations, including statutory, third sector and private, during the second wave of the COVID-19 pandemic from Sept 2020 to April 2021 DESIGN: An exploratory qualitative interview study using a systems theory approach focussing on the intersections of relationship interdependencies with other organisations. SETTING: Conducted remotely with care home managers and key advisors who had worked since the start of the pandemic in/with care homes for older people across the East Midlands, UK. PARTICIPANTS: 8 care home managers and 2 end-of-life advisors who participated during the second wave of the pandemic from Sept 2020. A total of 18 care home managers participated in the wider study from April 2020 to April 2021 RESULTS: Four organisational relationship interdependencies were identified: care practices, resources governance and wise working. Managers identified changes in their care practices as a shift towards the normalisation of care, with an emphasis on navigating pandemic restrictions to fit the context. Resources such as staffing, clinical reviews, pharmaceutical and equipment supplies were challenged, leading to a sense of precarity and tension. National polices and local guidance were fragmented, complex and disconnected from the reality of managing a care home. As a response a highly pragmatic reflexive style of management was identified which encompassed the use of mastery to navigate and in some cases circumvent official systems and mandates. Managers' experience of persistent and multiple setbacks were viewed as negative and confirmed their views that care homes as a sector ere marginalised by policy makers and statutory bodies. CONCLUSIONS: Interactions with various organisations shaped the ways in which care home managers responded to and sought to maximise residents and staff well-being. Some relationships dissolved over time, such as when local business and schools returned to normal obligations. Other newly formed relationships became more robust including those with other care home managers, families, and hospices. Significantly, most managers viewed their relationship with local authority and national statutory bodies as detrimental to effective working, leading to a sense of increased mistrust and ambiguity. Respect, recognition and meaningful collaboration with the care home sector should underpin any future attempts to introduce practice change in the sector.

Safety climate in the surgical center during the Covid-19 pandemic: mixed-method study.

CONTEXT: The gradual impact of the Covid-19 pandemic had important effects on routines in surgical environments. In order to cope with the impact and re-establish anaesthesiology and surgery procedures, it was imperative to pursue in-depth studies with a view to ensuring safe surgical care, reducing hazards, as well as protecting the health, safety and wellbeing of the health personnel involved. The purpose of this study was to evaluate quantitative and qualitative approaches to domains of safety climate among multi-professional staffs of surgical centres during the Covid-19 pandemic and to identify intersections. METHODS: This mixed-method project employed a concomitant triangulation strategy on a quantitative approach in an exploratory, descriptive, cross-sectional study, as well as a qualitative approach by way of a descriptive study. Data were collected using the validated, self-applicable Safety Attitudes Questionnaire/Operating Room (SAQ/OR) questionnaire and a semi-structured interview script. The 144 participants were the surgical, anaesthesiology, nursing and support teams working in the surgical centre during the Covid-19 pandemic. RESULTS: The study found an overall safety climate score of 61.94, the highest-scoring domain being 'Communication in the surgical environment' (77.91) and the lowest, 'Perception of professional performance' (23.60). On integrating the results, a difference was found between the domains 'Communication in the surgical environment' and 'Working conditions'. However, there was intersection by the 'Perception of professional performance' domain, which permeated important categories of the qualitative analysis. CONCLUSIONS: For care practice, it is hoped to encourage improved patient safety, educational interventions to strengthen the patient safety climate and promote in-job wellbeing on the job for health personnel working in surgical centres. It is suggested that further studies explore the subject in greater depth among several surgical centres with mixed methods, so as to permit future comparisons and to monitor the evolving maturity of safety climate.

Technology acceptance and COVID-19: a perspective for emerging opportunities from crisis

Ingredients for leadership development include strategic intent, sensibility, knowledge, analytic acuity, and the confidence to make tough calls. Emergencies highlight the importance of technical progress and the opportunity to enhance design and productivity. Significant technological and organisational barriers hinder acceptance of these technologies;hence it is necessary to employ strategy. Research should be at the system's heart through planned and unplanned transitions. The vision of building and maintaining business resilience and organising swift changes includes using perceptual methods. With this view, leaders can make deliberate decisions. It also tends to disrupt traditional approaches to dexterity. At the same time, strategic flexibility necessitates an evident connection between the business and the institution's mission. A leader's positive strategic intent is core that better enables investment in crisis response competencies. It includes timely use of knowledge management, organisational learning frameworks, business strategy, and system agility. Many nations in the developing world have simultaneously experienced the rise of digitisation and the spread of the covid-19 epidemic. Thus, academics should focus on the difficulties and prospects associated with people, groups, and management.

Ensuring an Attuned Workforce: Individual and Systemic Factors Impacting Trauma Professionals

While vicarious trauma from hearing traumatic material when working with clients has long been recognised, the concept that much vicarious trauma stems from systemic challenges, and work conditions, is a more recent development. There has been a willingness to recognise the toll on individuals of client stories, however this has allowed organisations to minimise other aspects of the work that are also impactful. Never has this been truer than in the last two years with the Covid-19 pandemic, when workers have experienced their own sense of risk at work, alongside a sense of possible expendability from their organisations. Workers may have felt obliged to keep meeting client need, whilst managing their own personal distress or worry. The article explores areas that contribute to vicarious, work-related trauma, other than hearing the narratives of those who have experienced trauma themselves. Individual and organisational practices, such as organisational culture;variability of the workload;conditions of the work environment;access to professional development;and the provision of quality supervision. The impact of each will be considered, with the aim not just to avoid vicarious trauma or burnout, but to proactively address issues that may impair the functioning of an integrated and fully cognisant professional.

Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practice

PurposeThe post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by "The Great Resignation". These phenomena require managers to rethink both organisational and HR strategies to protect their workers' health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees' health (conflicting outcomes perspective). At the same time, workers' well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win-win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees' well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees' performance by protecting their health and thus offer an alternative to HPWS. Design/methodology/approachWe review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers' optimal functioning (well-being and performance). FindingsBased on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees' performance while protecting their health and encouraging them to stay in the organisation. Research limitations/implicationsAfter this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis. Practical implicationsFinally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours. Originality/valuePresentation of an original approach in this research field: the VOPs.

Analysis of Factors Affecting the Sustainable Success of Airlines During the COVID-19 Pandemic

The COVID-19 pandemic increased the risk of financial distress, bankruptcy, or both, in the airline industry. Whether airlines can survive or not during and/or after the pandemic is closely related to their decisions and actions which will enable their success by increasing their resilience. In crisis periods such as COVID-19, the decisions taken by airlines are strategically important for achieving sustainable success. Thus, it is critical to understand which factors are more important for airlines to shape their actions and make correct decisions. This paper investigates the sustainable success factors on which airlines should focus to provide resilience during the COVID-19 pandemic crisis. It provides a robust model using the interval type-2 fuzzy analytic hierarchy process (IT2FAHP) and interval type-2 fuzzy Decision Making Trial and Evaluation Laboratory (IT2FDEMATEL) to identify and rank success factors. The findings indicate that financial and operational factors are extremely important to ensure resilience for airlines. In addition, the results of the study reveal that operational factors and information sharing factors have an impact on financial factors and customer satisfaction. © National Academy of Sciences: Transportation Research Board 2021.

Reimagining reflective practice and reflective practice environments in a post pandemic world: A discussion paper

Covid-19, the disease caused by severe acute respiratory syndrome coronavirus 2 is recognised as one of the most challenging global events of the twenty-first Century. The detrimental impact of the pandemic resulted in high rates of infection, morbidity, and mortality, with health-care workers firmly positioned on the frontline of this unparalleled international crisis. An emerging literature detailing the impact of COVID-19 on health-care practitioners identifies high levels of depression, anxiety, and distress. Accordingly, there are calls for the implementation of effective interventions to tackle the impending spectre of psychological morbidities and staff burnout. While it is important to explore new approaches, it is also valuable to examine how existing strategies, such as reflective practice, can be repurposed to specifically address practitioner well-being. This requires a reimagining of reflective practice and a reimagining of the reflective practice contexts in which reflective activity occurs. This paper presents The Reflective Practice Integrative Framework, which illustrates how reflective practice can be used to address the complex aims of supporting effective patient care, while also facilitating practitioner well-being. The Reflective Organisational Learning Framework is also presented which can be used to develop effective reflective practice environments through single, double, and/or triple loop learning. [ FROM AUTHOR] Copyright of Reflective Practice is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

Lessons learned from the impact of the COVID-19 pandemic in Brazil on primary-care workplace learning groups.

Background: The COVID-19 pandemic in Brazil had a major impact on face-to-face permanent education for health (PEH) workplace learning groups in primary care. Aims: The aim of the study was to explore how PEH groups in primary care changed during the COVID-19 pandemic. Methods: A qualitative exploratory evaluation study was conducted with six key participants, who answered semi-structured questions in on-line interviews. Results: The PEH groups rapidly and successfully implemented an online approach using social media. The role of the coordinator changed from being a facilitator to an information broker for navigating the large volume of conflicting information and misinformation. Conclusions: The findings highlight the importance of being an agile organisation, with a 'bottom-up' approach to innovation, and the key role of having an information broker in rapidly changing and complex environments. An appreciation of the importance of the socio-technical system for technology implementation in an organisation was also highlighted, with the use of technologies that are familiar to members of the organisation.

Defence context for the UK's Defence Engagement (Health).

Defence Engagement (DE) has been a core UK Defence task since 2015. DE (Health) is the use of military medical capabilities to achieve DE effects within the health sector to achieve security and defence objectives. DE (Health) practitioners must understand the underlying defence context that shapes these objectives. The strategic context is becoming more uncertain with the return of great power competition layered on enduring threats from non-state actors and transnational challenges. The UK response has been to develop the Integrated Review, outlining four national security and international policy objectives. UK Defence has responded by developing the integrated operating concept, differentiating military activity between operating and warfighting. Engage is one of the three functions of operate activity, which is complementary to the other operate functions of protect and constrain. DE (Health) can play a unique role in engagement, given its ability to develop new partnerships through health-related activity. DE (Health) may be an enabler for other engagements or to enable the protect and constrain functions. This will be dependent on delivering improvement in health outcomes. Therefore, the DE (Health) practitioner must be conversant with both the contemporary defence and global health contexts to deliver effective DE (Health) activities. This is an article commissioned for the DE special issue of BMJ Military Health.

Organisational learning: COVID-19 strategy for human resource skill adjustment

The survival of the home country and multinationals such as manufacturing companies depend solely on their readiness to learn the new normal by adjusting the behaviour, attitudes, and culture of their human resources through upskilling and reskilling approaches. It is based on this premise that this study investigates organisational learning as a strategy for human resource skill adjustment in manufacturing companies in South-Eastern Nigeria. The overall results revealed that dimensions of organisational learnings have positive significant effects on determinants of human resource skill adjustment which implies that an improvement on organisational learning leads to human resource skill adjustment with regards to new work culture engendered by COVID-19 pandemic. This study implies that for HR managers to effectively adjust the behaviour, attitude, skill, and knowledge of their subordinates, upskilling and reskilling, exploration learning, and exploitation learning should be deployed.

Host control by SP beta phage regulatory switch as potential manipulation strategy

This research studies the aesthetics of organisations and identifies, from a semiotic perspective, the elements of the aesthetics of organisations and their workers' perceptions of them. This research adds to the theoretical development of a new paradigm using a qualitative, retrospective, cross-sectional methodological approach and non-experimental design. To validate the dimensions and variables identified, three empirical research studies were carried out on a sample of 346 people using a semiotic-based method. The study is also quantitative, as the results obtained from the surveys are presented in numerical form in the semiotic matrix, which identifies the dimensions involved in the aesthetics of the organisations. The main contribution of the study is the design of a typology of organisational beauty by which to analyse the aesthetic dimensions of organisations.

Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context

Purpose: This paper is one of the first studies to examine specificities, including limits of mindfulness at work in an African organisational context, whilst dealing with the ongoing COVID-19 pandemic. It specifically addresses the role of organisational and managerial support systems in restoring employee wellbeing, social connectedness and attachment to their organisations, in order to overcome the exclusion caused by the ongoing pandemic. Design/methodology/approach: The study uses a qualitative research methodology that includes interviews as the main data source. The sample comprises of 20 entrepreneurs (organisational leaders) from Ghana and Nigeria. Findings: The authors found that COVID-19-induced worries restricted the practice of mindfulness, and this was prevalent at the peak of the pandemic, particularly due to very tough economic conditions caused by reduction in salaries, and intensified by pre-existing general economic and social insecurities, and institutional voids in Africa. This aspect further resulted in lack of engagement and lack of commitment, which affected overall team performance and restricted employees' mindfulness at work. Hence, quietness by employees even though can be linked to mindfulness was linked to larger psychological stress that they were facing. The authors also found leaders/manager's emotional intelligence, social skills and organisational support systems to be helpful in such circumstances. However, their effectiveness varied among the cases. Originality/value: This paper is one of the first studies to establish a link between the COVID-19 pandemic and mindfulness limitations. Moreover, it is a pioneering study specifically highlighting the damaging impact of COVID-19-induced concerns on leader–member exchange (LMX) and team–member exchange (TMX) relationships, particularly in the African context. It further brings in a unique discussion on the mitigating mechanisms of such COVID-19-induced concerns in organisations and highlights the roles of manager's/leader's emotional intelligence, social skills and supportive intervention patterns. Finally, the authors offer an in-depth assessment of the effectiveness of organisational interventions and supportive relational systems in restoring social connectedness following a social exclusion caused by COVID-19-induced worries. © 2023, Obinna Alo, Ahmad Arslan, Anna Yumiao Tian and Vijay Pereira.

Remote Workers' Privacy Concerns, Psychological Climate for Face Time, and Organizational Affective Commitment

During the Covid-19 pandemic, the shift to high-intensity remote work-three days or more a week-accelerated the digitalization of work processes and the blurring of boundaries between work and personal life through videoconferencing and the use of personal devices for work. This paper explores the relationships between high-intensity remote workers' information and communication technologies (ICT) privacy concerns, psychological climate for face time, and organizational affective commitment. Building on organizational support and social information processing theories, we argue that ICT privacy concerns and perceptions that an organization values physical presence in-office may undermine commitment to the organization. Based on a two-wave study of 1065 remote workers in a large multinational bank, we find that ICT privacy concerns and psychological climate for face time reinforce one another and are negatively associated with subsequent affective organizational commitment. © 2023 IEEE Computer Society. All rights reserved.

IT reliability as a source of sustainability for organisations operating during the COVID-19 pandemic

The article aims to show that reliable IT support was crucial for the survival and sustainability of organisations during the COVID-19 pandemic. The article considers the negative effect of the crisis caused by the COVID-19 pandemic on the organisational sustainability of an organisation (i.e., organisational performance through employee job performance). It explores the role of IT reliability in mitigating such a negative effect. To verify the hypotheses, the empirical studies were performed during the COVID-19 crisis with 1160 organisations operating in Poland, Italy and the USA. The data were analysed using multiple linear regression models with mediators and moderators. The results confirmed that due to the ability to limit the severity of a crisis-induced negative effect on employee job performance (influencing organisational performance), IT reliability could be considered a mitigator for the negative effect of the COVID-19 crisis on the sustainability of organisations. The results indicate that IT reliability should be fostered among organisations operating during the COVID-19 pandemic to maintain sustainability. © 2023 Katarzyna Tworek, published by Sciendo.