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"Commitment"
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Statistical analysis plan for a pragmatic randomised controlled trial comparing enhanced acceptance and commitment therapy plus ( +) added to usual aftercare versus usual aftercare only, in patients living with or beyond cancer: SUrvivors' Rehabilitation Evaluation after CANcer (SURECAN) trial
Background
The aim of the SURECAN trial is to evaluate a person-centred intervention, based on Acceptance and Commitment Therapy (ACT Plus ( +)), for people who have completed treatment for cancer with curative intent, but are experiencing poor quality of life. We present the statistical analysis plan for assessing the effectiveness and cost-effectiveness of the intervention in improving quality of life 1 year post randomisation.
Methods and design
SURECAN is a multi-centre, pragmatic, two-arm, partially clustered randomised controlled superiority trial comparing the effectiveness of ACT + added to usual care with usual aftercare. The target sample size is 344 (172 per arm), randomised centrally in a 1:1 ratio.
Results
The primary outcome is the total score of the Functional Assessment of Cancer Therapy scale-General (FACT-G) at 52 weeks, analysed using a partially nested mixed-effects model with heteroskedastic error terms. Secondary outcomes include scores at 16 and 52 weeks: FACT-G subscales; Fear of Cancer Recurrence Inventory (FCR4); positive and negative Impact of Cancer scales (IOCv2); Hospital Anxiety and Depression scale (HADS); Chalder Fatigue Scale (CFQ); and physical activity, measured on a modified version of the Godin scale. Health economic analyses will determine the incremental cost-effectiveness ratio (ICER) in terms of quality-adjusted life years (QALYs) derived from the Euroqol 5-Dimension 5-Level (EQ-5D-5L) compared to usual care at 52 weeks.
Discussion
This manuscript is the statistical analysis plan (SAP) and economic evaluation for the SURECAN trial. Any exploratory or post hoc analyses will be identified as such in the respective analysis report.
Trial registration
The trial was prospectively registered. ISRCTN: ISRCTN67900293. Registered on 09 December 2019.
Journal Article
The organization man
This book is about the organization man. If the term is vague, it is because I can think of no other way to describe the people I am talking about. They are not the workers, nor are they the white-collar people in the usual, clerk sense of the word. These people only work for The Organization. The ones I am talking about belong to it as well. They are the ones of our middle class who have left home, spiritually as well as physically, to take the vows of organization life, and it is they who are the mind and soul of our great self-perpetuating institutions. Only a few are top managers or ever will be. In a system that makes such hazy terminology as \"junior executive\" psychologically necessary, they are of the staff as much as the line, and most are destined to live poised in a middle area that still awaits a satisfactory euphemism. But they are the dominant members of our society nevertheless. They have not joined together into a recognizable elite -- our country does not stand still long enough for that -- but it is from their ranks that are coming most of the first and second echelons of our leadership, and it is their values which will set the American temper. - Introduction.
Organizational commitment at a provincial department in south Africa
This study explores employees' perceptions of the Office of the Premier in the North West regarding their level of organizational commitment. Using questionnaires to collect qualitative data, a sample of 214 employees, ranging from entry-level to senior management, from the Office of the Premier in the North West Province were gathered. Data were analyzed using SPSS 2011 software. The overall findings show that younger respondents aged 25-34 had an emotional connection to the organization, which aligns with the existing literature. Furthermore, this age group indicated that one of the primary reasons for continuing to work in their department was that leaving would require considerable personal sacrifice, showing that the more committed the employee becomes, the lower the chance of them leaving. Notably, the empirical evidence further reveals that female employees were less likely than male employees to talk openly about their organization. Gender being a factor for employees talking openly about the organization implies that the management must pay attention to gender dynamics across all levels of the organization and ensure that gender representativeness is achieved. This study significantly contributes to the literature on organizational commitment by providing pertinent information regarding organizational commitment based on age, gender, and tenure.
Journal Article
Can paternalistic leaders enhance knowledge sharing? The roles of organizational commitment and Islamic work ethics
Purpose>This paper aims to investigate the effect of paternalistic leadership (benevolent, moral and authoritarian) on knowledge sharing of nurses through the mediation of organizational commitment (affective, continuance and normative). Further, the study examines the moderating role of Islamic work ethics on the association between organizational commitment and knowledge sharing.Design/methodology/approach>In this quantitative study, data was collected from 312 nurses working in the health-care sector of Pakistan through “Google Forms” in two waves. Moreover, structural equation modeling was used to test the proposed hypotheses.Findings>The study noted affective and normative commitment as mediators between the associations of benevolent, moral and authoritarian leadership with knowledge sharing, whereas continuance commitment was not found as an explaining variable. In addition, Islamic work ethics was found to strengthen the association of affective and normative commitment with knowledge sharing. However, Islamic work ethics was found to weaken the association between continuance commitment and knowledge sharing.Practical implications>This study offers practical insights for health-care executives to act as fatherly figures to enhance the knowledge sharing of their nurses. The study recommends that managers in the health-care system build such an environment that helps nurses follow Islamic work ethics. It may enhance their level of organizational commitment and encourage them to engage in knowledge sharing behaviors to have a successful work environment.Originality/value>To the best of the authors’ knowledge, this research is the first to extend the literature on paternalistic leadership. More specifically, this study investigated how various dimensions of paternalistic leadership (benevolent, moral and authoritarian) effects three-dimensional commitment (affective, continuance and normative) to enhance knowledge sharing behavior among nurses.
Journal Article
The Relationship between Organizational Commitment and Organizational Citizenship Behaviors in the Public and Private Sectors
Organizational Citizenship Behaviors (OCBs) are activities which are voluntary, go beyond the formal obligations of employees, and significantly affect the efficiency of the entire organization. The literature has devoted a lot of attention to them since the beginning of the 1980s. Not only has the nature of OCBs been studied, but so too have their dimensions and antecedents. However, there is a fairly significant research gap in the area of employee manifestations of citizenship behaviors according to type of organization (private and public sectors). This article addresses the issue of organizational commitment as one of the antecedents of OCBs. The research objective is to identify and assess the level of correlation between individual dimensions of organizational commitment and Organizational Citizenship Behaviors in public and private organizations in Poland. A quantitative study conducted on a sample of 323 employees allowed the hypotheses to be verified. In general, there are similar frequencies of Organizational Citizenship Behaviors in the public and private sectors. In public institutions, however, OCBs in the interpersonal dimension are more frequent, while in private institutions they occur more commonly in the organizational dimension. Most positively correlated with OCBs is the affective dimension of organizational commitment.
Journal Article
Get Out of Your Mind and into Your Life
Get Out of Your Mind and Into Your Life has introduced hundreds of thousands of readers to the core skills of acceptance and commitment therapy (ACT), and offers a breakthrough, radically different approach to improving mental health and creating positive life changes. Now in a special 20th anniversary edition--which includes a new preface from author and ACT cofounder, Steven C. Hayes--readers will discover why ACT is a \"game changer,\" and how it can help them identify what they truly care about, live with intention in each moment, reduce their suffering, and commit to living a vital, meaningful life--even in the face of adversity.
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