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98 results for “Organizational”
Understanding context and forces for choosing organizational structures for continuous delivery
<p>Vídeo de fallback para apresentação no WTDSoft 2020 - X Workshop de Teses e Dissertações.</p> <p>Abstract:</p> <p>Nesta pesquisa, pretendemos entender as estruturas organizacionais adotadas por organizações produtoras de software para gerenciar equipes técnicas de TI em um contexto de entrega contı́nua. Seguindo as diretrizes da Grounded Theory, entrevistamos 46 profissionais de TI para investigar como as organizações que buscam a entrega contı́nua organizam suas equipes de desenvolvimento e operações. Entre nossos resultados, descobrimos quatro estruturas organizacionais: (1) departamentos em silos, (2) DevOps clássico, (3) equipes multifuncionais e (4) times de plataforma. Depois de descobrir essas estruturas e suas propriedades, descrevemos, neste artigo, nossos planos para entender melhor quais propriedades e forças contextuais levam uma organização a adotar uma estrutura organizacional em detrimento das demais.</p>
A Study on Organizational IT Security in Mobile Software Ecosystems Literature
<p>Information security is a key topic for most organizations. With the digital revolution, smartphones have become popular not only for personal use but also within organizations where many employees use them for business purposes. As smartphones are increasingly present in organizations, it is necessary to understand what recommendations the literature provides for the safe use of such devices, helping organizations to protect themselves from threats. ISO 27000 is a well-known standard for information security in a business context. It provides a set of controls that must be observed to ensure more secure organizational information. Therefore, the goal of this study is to identify which controls presented in ISO 27000, more specifically ISO 27001, are present in the Mobile Software Ecosystem (MSECO) literature. To do so, we conducted a systematic mapping review supplemented by a snowballing process to identify studies in the field of MSECO that have addressed any subject that is present in ISO 27001. We found that 34 out of the 114 ISO 27001 controls are covered by the MSECO literature. Also, some of the ISO sections (e.g., Asset Management) have not yet been explored in the MSECO literature. Our results can inspire future and further studies on the topic of MSECO information security.</p>
Understanding Organizational Commitment and its Factors Influencing the Nurse's Job Satisfaction in Hospitals- A Systematic Literature Review and Further Research Agendas
<div> <p><em><span>Organizational commitment is a crucial concept when it comes to human resource management and Organizational behavior. It has to do with how much a worker commits to and identifies with the goals, values, and purposes of their company. Elevated levels of Organizational commitment are associated with enhanced job satisfaction, less attrition, and better performance. The expected ideal condition, status, and research deficit are all included in this article. A research agenda is determined by applying the ABCD framework to qualitatively analyze the identified research gap.The paper documents the topic and provides helpful information about it, which will aid future scholars. </span></em></p> </div>
Organizational justice and health
<p>Data concerning the study on organizational justice, sjob strain and mental health in hospital workers</p>
Figure 1: Complex spatial organizational model-MODELING SELF-ORGANIZING SYSTEMS WITH SOCIAL INSECTS ALGORITHMS
<p>On Figure 1, we describe a two-level model of spatial self-organizations with<br> interactions in both directions between these two levels: the emergence of organizations<br> from entities interactions but also the feed-back process describing<br> how organizations are regulating their own entities.</p>
Open data on organizational success indicators
<p>This is the open data set that undergirds the analysis for "The Many Indicators of Nonprofit Success as Seen by Nonprofit Leaders"; detailed reference to be announced.</p>
Organizational Skills Training - Tier 2 (OST-T2)
ClinicalTrials.gov study NCT03443323. IPD Sharing: YES. Countries: 1. Publications: 5.
Veterans' Pain Care Organizational Improvement Comparative Effectiveness Study
ClinicalTrials.gov study NCT03026790. IPD Sharing: YES. Countries: 1. Publications: 3.
Organizational effects of testosterone on the number of mating partners and reproductive success in females of a social rodent
Open the record for dataset details and reuse information.
Data from: Microprism-based two-photon imaging of the mouse inferior colliculus reveals novel organizational principles of the auditory midbrain
Open the record for dataset details and reuse information.
Learned predators enhance biological control via organizational upward and trophic top‐down cascades
<p>Learning is a behavioral change based on memory of previous experiences and a ubiquitous phenomenon in animals. Learning effects are commonly life stage- and age-specific. In many animals, early life experiences lead to pervasive and persistent behavioral changes.</p> <p>There is broad consensus that learning has far-reaching implications to biological control. Proximate and ultimate factors of individual learning by parasitoids and true predators are relatively well understood, yet the consequences of learning to higher organizational levels, populations and communities, and top-down trophic cascades are unexplored.</p> <p>We addressed this issue using a tri-trophic system consisting of predatory mites <em>Amblyseius swirskii</em>, Western flower thrips <em>Frankliniella occidentalis</em> and whole common bean plants, <em>Phaseolus vulgaris</em>. <em>F. occidentalis</em> are notorious horticultural pests that are difficult to control. Therefore, practitioners have much to gain by optimizing biological control of thrips.</p> <p>Previous studies have shown that early life experience of thrips by <em>A. swirskii</em> improves foraging on thrips later in life due to decreased prey recognition times and increased predation rates, together enhancing predator fecundity. Here, we hypothesized that early learning by<em> A. swirskii </em>enhances biological control of thrips via immediate and cascading effects. We predicted that release of thrips-experienced predators enhances predator population growth and thrips suppression and reduces plant damage as compared to release of thrips-naïve predators.</p> <p>The behavioral changes brought about by early learning cascaded up to the population and community levels. Thrips-experienced predators caused favorable immediate and cascading effects that could not be compensated for in populations founded by thrips-naïve predators. Populations founded by thrips-experienced predators grew faster, reached higher abundances, were more efficacious in suppressing an emerging thrips population and kept plant damage at lower levels than populations founded by thrips-naïve predators. Plant fecundity correlated negatively with thrips abundance and positively with predatory mite abundance. Improved biological control was mainly due to thrips-experienced founders providing for a head-start in predator population growth and thrips suppression.</p> <p>Synthesis and applications: Our study suggests that learned natural enemies have high potential to optimize augmentative biological control on a larger scale due to favorably modulating organizational upward and trophic top-down cascades.</p>
The effect of ethical leadership on organizational outcomes in the hospitality industry: the mediating role of trust and emotional exhaustion
<p>SPSS dataset for the paper: "The effect of ethical leadership on organizational outcomes in the hospitality industry: the mediating role of trust and emotional exhaustion".</p>
Organizational cynicism, silence, gossip, "onstage communication", "offstage communication"
<p>Three datasets: Study 1, Study2, Study 3 relate to the consequences of organizational cynicism, which are negative gossip about the supervisor and employee silence. The eleven item scale of organizational cynicism developed by Brandes, Dharwadkar and Dean and presented by Kim et al. (2009) was used to measure the three aspects of organizational cynicim. In order to measure employee silence, the Four Forms of Employee Silence Scale (Knoll & van Dick, 2013, adapted by Adamska & Jurek, 2017) was used. To measure negative gossip about a supervisor a subscale of Work Gossip Scale developed by Brady et al. (2017) was used. It consists of five items. </p> <table> <caption>Describtion codes</caption> <tbody> <tr> <td>Variable name</td> <td>Variable </td> <td>Measurement unit</td> <td>Allowed values</td> <td>Description</td> </tr> <tr> <td>Wiek</td> <td>age</td> <td>numeric</td> <td>18-73</td> <td>Age of participants in years</td> </tr> <tr> <td>Płeć</td> <td>sex</td> <td>numeric</td> <td>1=female 2=male</td> <td>Participant's gender</td> </tr> <tr> <td>Wyksztalcenie</td> <td>education</td> <td>numeric</td> <td>1=primary 2=lower secondary 3=vacational 4=secondary 5=higher education</td> <td>Participant's education</td> </tr> <tr> <td>Stażogólny</td> <td>general seniority</td> <td>numeric</td> <td>0,1-53</td> <td>Participant's general seniority</td> </tr> <tr> <td>Stażobecny </td> <td>current seniority</td> <td>numeric</td> <td>0.1-32</td> <td>Participant's seniority in the current place of employment</td> </tr> <tr> <td>C1</td> <td>organizational cynicim item 1</td> <td>numeric</td> <td>1-5</td> <td>cognitive cynicism</td> </tr> <tr> <td>C2</td> <td> </td> <td>numeric</td> <td>1-5</td> <td>affective cynicism</td> </tr> <tr> <td>C3</td> <td>organizational cynicism item 3</td> <td>numeric</td> <td>1-5</td> <td>behavioral cynicism</td> </tr> <tr> <td>C4</td> <td>organizational cynicism item 4</td> <td>numeric</td> <td>1-5</td> <td>cognitive cynicism</td> </tr> <tr> <td>C5</td> <td>organizational cynicism item 5</td> <td>numeric</td> <td>1-5</td> <td>affective cynicism</td> </tr> <tr> <td>C6</td> <td>organizational cynicism item 6</td> <td>numeric</td> <td>1-5</td> <td>behvioral cynicism</td> </tr> <tr> <td>C7</td> <td>organizational cynicism item 7</td> <td>numeric</td> <td>1-5</td> <td>cognitive cynicism</td> </tr> <tr> <td>C8</td> <td>organizational cynicism item 8</td> <td>numeric</td> <td>1-5</td> <td>affective cynicism</td> </tr> <tr> <td>C9</td> <td>organizational cynicism item 9</td> <td>numeric</td> <td>1-5</td> <td>behavioral cynicism</td> </tr> <tr> <td>C10</td> <td>organizational cynicism item 10</td> <td>numeric</td> <td>1-5</td> <td>cognitive cynicism</td> </tr> <tr> <td>C11</td> <td>organizational cynicism item 11</td> <td>numeric</td> <td>1-5</td> <td>affective cynicism</td> </tr> <tr> <td>M1</td> <td>employee silence item 1</td> <td>numeric</td> <td>1-7</td> <td>quiescent silence</td> </tr> <tr> <td>M2</td> <td>employee silence item 2</td> <td>numeric</td> <td>1-7</td> <td>quiescent silence</td> </tr> <tr> <td>M3</td> <td>employee silence item 3</td> <td>numeric</td> <td>1-7</td> <td>prosocial silence</td> </tr> <tr> <td>M4</td> <td>employee silence item 4</td> <td>numeric</td> <td>1-7</td> <td>prosocial silence</td> </tr> <tr> <td>M5</td> <td>employee silence item 5</td> <td>numeric</td> <td>1-7</td> <td>acquiescent silence</td> </tr> <tr> <td>M6</td> <td>employee silence item 6</td> <td>numeric</td> <td>1-7</td> <td>acquiescent silence</td> </tr> <tr> <td>M7</td> <td>employee silence item 7</td> <td>numeric</td> <td>1-7</td> <td>acquiesent silence</td> </tr> <tr> <td>M8</td> <td>employee silence item 8</td> <td>numeric</td> <td>1-7</td> <td>opportunistic silence</td> </tr> <tr> <td>M9</td> <td>employee silence item 9</td> <td>numeric</td> <td>1-7</td> <td>prosocial silence</td> </tr> <tr> <td>M10</td> <td>employee silence item 10</td> <td>numeric</td> <td>1-7</td> <td>opportuistic silence</td> </tr> <tr> <td>M11</td> <td>employee silence item 11</td> <td>numeric</td> <td>1-7</td> <td>quiescence silence</td> </tr> <tr> <td>M12</td> <td>employee silence item 12</td> <td>numeric</td> <td>1-7</td> <td>opportunistic silence</td> </tr> <tr> <td>PL1</td> <td> item1</td> <td>numeric</td> <td>1-7</td> <td>negative gossip about a superviosor</td> </tr> <tr> <td>PL2</td> <td>item 2</td> <td>numeric</td> <td>1-7</td> <td>negative gossip about a supervisor</td> </tr> <tr> <td>PL3</td> <td> item 3</td> <td>numeric</td> <td>1-7</td> <td>negative gossip about a supervisor</td> </tr> <tr> <td>PL4</td> <td> item 4</td> <td>numeric</td> <td>1-7</td> <td>negative gossip about supervisor</td> </tr> <tr> <td>PL5</td> <td> item 5</td> <td>numeric</td> <td>1-7</td> <td>negative gossip about a supervisor</td> </tr> </tbody> </table> <p> </p>
Quality of Life at Work During Home Office: How has the COVID Pandemic Caused Disruptive Changes in the Contem-porary Organizational Structures?
<p>Supplementary Material 1 with the calculation of research degree agreement from the managers</p> <p>Supplementary Data 2 – managers answers details</p>
Data on Abusive Supervision, Organizational Cynicism and Playing Dumb in Higher Education Institutions
<p>This data set include the responses from the faculty and staff of Higher Education Institutions in Pakistan </p>
Activational and organizational effects of testosterone on the number of mating partners and reproductive success in males of a social rodent
<p>The timing of exposure to the steroid hormone, testosterone, produces activational and organizational effects in vertebrates. These activational and organizational effects are hypothesized to relate with the number of female mating partners and reproductive success in males. We tested this hypothesis by examining 151 wild degu (<em>Octodon degus</em>) males across a 10-year study. We quantified the association between adult serum testosterone levels (i.e., an indirect index of adult activational effects) and anogenital distance (AGD) length (i.e., a direct index of fetal organizational effects), and their interaction on the number of female mating partners and reproductive success. We found no evidence of an association between adult male serum testosterone levels and the number of female mating partners, or between adult male serum testosterone levels and reproductive success. However, male AGD was positively associated with reproductive success, but not so with the number of female mating partners. Additionally, the positive association between male AGD and male reproductive success was mediated by the number of mates. Our findings do not support major roles of activational or organizational effects of testosterone on the number of female mating partners and its consequences on male reproductive success. Instead, our results suggest that compared with individual male attributes, the female social environment plays a more important role in driving male reproductive success.</p>
Raw Data for the article: Impact of the Organizational Model Adopted during the COVID-19 Pandemic on the Perceived Safety of Intensive Care Unit Staff
<p><strong>Background: </strong>The SARS-CoV-2 pandemic had a devastating health, social, and economic effect on the population. Organizational, technical and structural operations aimed at protecting staff, outpatients and inpatients were implemented in an Italian hospital with a COVID-19 dedicated intensive care unit. The impact of the organizational model adopted on the perceived safety among staff was evaluated.</p> <p><strong>Methods: </strong>Descriptive, structured and voluntary, anonymous, non-funded, self-administered cross-sectional surveys on the impact of the organizational model adopted during COVID-19 on the perceived safety among staff.</p> <p><strong>Results: </strong>Response rate to the survey was 67.4% (153 completed surveys). A total of 91 (59%) of respondents had more than three years of ICU experience, while 16 (10%) were employed for less than one year. Group stratification according to profession: 74 nurses (48%); 12 medical-doctors (7%); 11 physiotherapists (7%); 35 nurses-aides (22%); 5 radiology-technicians (3%); 3 housekeeping (1%); 13 other (8%). The organizational model implemented at ISMETT made them feel safe during their workday. A total of 113 (84%) agreed or strongly agreed with the sense of security resulting from the implemented measures. A vast majority of respondents perceived COVID-19 as a dangerous and deadly disease (94%) not only for themselves but even more as vectors towards their families (79%). A total of 55% of staff took isolation measures and moved away from their home by changing personal habits. The organizational model was perceived overall as appropriate (91%) to guarantee their health.</p> <p><strong>Conclusion: </strong>The vast majority of respondents perceived the overall model applied during an unexpected, emergency situation as appropriate.</p>
Volunteers in Public Service Production: Modeling the Contributions of Volunteers to Organizational Performance
<p>Volunteer use is an alternative service delivery arrangement in which public organizations directly involve volunteers in service production through a quasi-employment relationship. However, research evaluating the contributions of volunteer labor to organizational performance is relatively few. This article fills this gap by drawing from two theoretical insights. First, we test a linear model based on the traditional human resource management approach of interchangeability in which volunteers constitute a one-on-one substitute for paid employees. Second, we draw insight from critical mass theory to test a nonlinear model based on the assumption that the productivity of one volunteer may not be equal to that of one paid employee due to the systematic limitations of volunteer labor. Analyzing a large-N panel dataset of law enforcement agencies in the United States that utilize sworn volunteers with general arrest powers, the findings indicate that an increase in the number of sworn volunteers has a linear negative effect on clearing violent crimes in sheriffs' offices. However, we also find some evidence that volunteer use displays curvilinear effects on clearing violent crimes in police departments. This article suggests the need to account for the systematic limitations of volunteer labor when measuring performance and to explore multiple indicators. This study contributes to theory building and testing by enabling a two-way understanding of the relationship between volunteer involvement and organizational performance in the public sector.</p>
Inter-organizational Health Planning for Older Adults: Public Dental Care and Municipal Care
ClinicalTrials.gov study NCT06310798. IPD Sharing: YES. Countries: 1. Publications: 1.
Disseminating Organizational SBI Services at Trauma Centers
ClinicalTrials.gov study NCT00607620. IPD Sharing: Not stated. Countries: 1. Publications: 2.
ScienceDex guides
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These curated guides explain access requirements, typical timelines, costs, and reuse considerations for widely used research datasets.
Allen Brain Atlas
Allen Brain Atlas is an Allen Institute collection of brain map atlases, datasets, APIs, and analysis tools covering mouse, human, and non-human primate brain resources.
Annotated Behaviour and Observability Dataset (ABODe)
ABODe is a University of Edinburgh DataShare dataset for behavior classification in group-housed mice using home-cage video, identities, bounding boxes, ground-plate positions, and annotator labels.
DANDI Archive for NWB datasets
DANDI is a BRAIN Initiative archive for publishing and sharing neurophysiology data, including electrophysiology, optophysiology, and behavioral data packaged as NWB and related standards.
International Brain Laboratory public data
The International Brain Laboratory public data releases expose standardized mouse decision-making experiments, including Neuropixels recordings, widefield calcium imaging, behavior, and session metadata accessed through the ONE API.
OpenNeuro
OpenNeuro is a free, open platform for sharing neuroimaging datasets, with public search, dataset pages, and download paths for web, S3, DataLad, and the OpenNeuro CLI.