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This study aims to highlight the great potential advantages of bringing human and organizational factors (HOF) into the planning for building fire safety in deprived neighbourhoods (whose populations suffer from a lack of safety culture). Physics-based models were used to analyse fire-spread behaviour in a block of the district of Tetuán, located in the centre of Madrid (Spain), in which a high number of substandard dwellings presented a greater fire risk. GIS tools were used to model the real geometry of the buildings. The numerical models introduced more realistic fire load data related to the characteristics of the population living in these dwellings, which is also a parameter that directly affects the probability of ignition, defined as a Poisson distribution. Generally, the results show that vertical fire spread becomes faster for all buildings, which also contributes to increasing the number of affected rooms. The introduction of HOF in these numerical models can help citizens to better understand fire risk in their own dwellings, raising their risk awareness and subsequently improving their resilience to possible fire accidents.

A significant number of empirical studies have reported contrasting results regarding the effects of certain internal organizational factors (Leadership Style - Team competency and Skills - Effective Communication) on construction performance. As a result, generalizations remain sketchy, and a better understanding is needed. This study lends a voice to the literature's debate by introducing the part played by institutional pressures. The aim is to evaluate the impact of internal organizational factors and institutional pressures on a Syrian construction firm's performance outcomes, with institutional pressures playing a mediator's role. Data were collected using a questionnaire instrument from a sample of 197 building experts working in large public construction companies in Syria and analysed using the partial least squares structural equation modelling (PLS-SEM). The results reveal that leadership style and effective communication have a significant and positive effect on construction firm performance outcomes. However, the effect of team competency and skill was not supported; nonetheless, providing institutional pressures as a mediator into the relationship made it significant, thus, providing a vital theoretical contribution worth considering in future research. Practically, this study is the first attempt at evaluating organizational factors and institutional pressures as a critical determinant of organizational performance that should interest management at organizational levels.

Contributing to the scarce literature on how companies can deal with their business model of digital transition, this work explores the digital transformation (DT) process in small and medium enterprises (SME), investigating how organizational culture, structure, and leadership influence it. While such three factors are deemed essential components to facilitate DT, how they operate and how they relate to each other are still not very well-defined issues in need of in-depth investigation. This study employed a mixed-methods approach, following an exploratory sequential design. First, a conceptual model was developed based on qualitative data collected from expert interviews and analyzed through grounded theory. This stage uncovered 25 first-order concepts about culture, structure, and leadership, further organized into 6 constructs and hypothesis paths. Then, with a sample of 192 SMEs, the structural model was measured and validated using exploratory factor analysis and PLS-SEM. As a result, our study offers robust and timely research, whose conceptual model condenses a knowledge corpus that future research can benefit from, and it provides statistical extrapolations about how and how much those factors relate to each other in SME context; moreover, given the traditional scarce resources and lack of flexibility in SMEs, it provides orientation and guidelines to managers facing DT and needing to understand the organizational factors they should be aware of, where to focus energy, and what to expect as results. From a large-scale perspective, this study carries an impactful contribution to the many countries where SMEs play a major economic and social role.

Safety culture as an organizational factor has an essential role in preventing occupational injuries and diseases. In this descriptive-analytical study, the relationship between organizational safety culture, job stress and satisfaction has been investigated to have a better understanding of the effect of this organizational factor on employee job stress and satisfaction. Three valid tools, including the Safety culture questionnaire, standard job stress questionnaire (JSQ), and Standard Minnesota Job Satisfaction Questionnaire, were used. The study population consisted of 210 workers working in 13 production halls of an automotive industry who were selected by a simple random sampling method. After data collecting, SPSS software version 22 was used for data analysis, and AMOS software version 24 was used for confirmatory factor analysis. The results show a significant relationship between trained and untrained groups and safety culture (p = 0.002), job stress and education level (p = 0.006), and job satisfaction and education level (p = 0.011). Safety culture score was significantly different in trained and untrained groups (p = 0.002). Factor analysis showed that a workplace with higher safety culture could lead to less job stress and more job satisfaction in employees. Based on the results, safety culture affects job satisfaction and job stress. Also, we found safety and health education is one of the factors affecting safety culture, job satisfaction, and stress. Safety culture could result in less job stress and more job satisfaction in employees. Improving it will improve the safety and health situation and ultimately increase job satisfaction and reduce job stress. Kultura sigurnosti kao organizacijski čimbenik ima ključnu ulogu u prevenciji profesionalnih ozljeda i bolesti. Ovom deskriptivno-analitičkom studijom istražena je veza između organizacijske kulture sigurnosti s jedne strane te stresa i zadovoljstva na radnom mjestu s druge strane radi boljeg razumijevanja utjecaja koji ovaj organizacijski čimbenik ima na stres i zadovoljstvo koje zaposlenici osjećaju na radnom mjestu. Pri provedbi studije korištena su tri prokušana alata: upitnik o kulturi sigurnosti, standardni upitnik o stresu na radnom mjestu (JSQ) te standardni Minnesota upitnik o zadovoljstvu radnim mjestom. Uzorak populacije obuhvaćene studijom sastojao se od 210 nasumce odabranih radnika koji rade u 13 tvorničkih hala u tvrtkama iz područja autoindustrije. Sirovi podaci prikupljeni pri provedbi studije statistički su analizirani s pomoću računalnog programa SPSS v22, dok je potvrdna faktorska analiza provedena s pomoću računalnog programa AMOS v24. Rezultati pokazuju postojanje statistički značajne veze između treniranih i netreniranih grupa i kulture sigurnosti (p = 0.002), stresa na radnom mjestu i stupnja obrazovanja (p = 0.006) te zadovoljstva na radnom mjestu i stupnja obrazovanja (p = 0.011). Ocjena kulture sigurnosti značajno se razlikuje za trenirane i netrenirane grupe (p = 0.002). Faktorska analiza pokazuje da radna okolina s većom razinom kulture sigurnosti potencijalno vodi k nižoj razini stresa te višoj razini zadovoljstva na radnom mjestu. Rezultati pokazuju da kultura sigurnosti utječe na stres i zadovoljstvo na radnom mjestu. Također je utvrđeno da je edukacija u području sigurnosti i zdravlja jedan od čimbenika koji utječu na kulturu sigurnosti, a posljedično i na stres i zadovoljstvo na radnom mjestu. Kultura sigurnosti može rezultirati nižom razinom stresa i višom razinom zadovoljstva koje zaposlenici osjećaju na svojem radnom mjestu. Poboljšanje kulture sigurnosti poboljšat će sigurnosnu i zdravstvenu situaciju u radnim okolinama te u konačnici pojačati osjećaj zadovoljstva i smanjiti razinu stresa na radnom mjestu.

Background Hospital accreditation is widely adopted as a visible measure of an organisation’s quality and safety management standards compliance. There is still inconsistent evidence regarding the influence of hospital accreditation on hospital performance, with limited studies in developing countries. This study aims to explore the association of hospital characteristics and market competition with hospital accreditation status and to investigate whether accreditation status differentiate hospital performance. Methods East Java Province, with a total 346 hospitals was selected for this study. Hospital characteristics (size, specialty, ownership) and performance indicator (bed occupancy rate, turnover interval, average length of stay, gross mortality rate, and net mortality rate) were retrieved from national hospital database while hospital accreditation status were recorded based on hospital accreditation report. Market density, Herfindahl-Hirschman index (HHI), and hospitals relative size as competition indicators were calculated based on the provincial statistical report data. Logistic regression, Mann-Whitney U-test, and one sample t-test were used to analyse the data. Results A total of 217 (62.7%) hospitals were accredited. Hospital size and ownership were significantly associated with of accreditation status. When compared to government-owned, hospital managed by ministry of defense (B = 1.705, p  = 0.012) has higher probability to be accredited. Though not statistically significant, accredited hospitals had higher utility and efficiency indicators, as well as higher mortality. Conclusions Hospital with higher size and managed by government have higher probability to be accredited independent to its specialty and the intensity of market competition. Higher utility and mortality in accredited hospitals needs further investigation.

PurposeAs the level of implementation of Industry 4.0 increases, misalignments between adopted technologies and organizational factors may result in benefits below expected. This paper aims to analyze how organizational factors can contribute to a higher level of adoption of Industry 4.0 technologies. The paper uses a sociotechnical perspective lens to achieve this aim.Design/methodology/approachUsing a sample of 231 manufacturing companies in Denmark, a leading country in Industry 4.0 readiness, the paper analyzes through cluster analysis and logistic regression whether the development of four sociotechnical dimensions – that is, Social, Technical, Work Organization and Environmental factors – in these companies can benefit the achievement of higher levels of Industry 4.0 technology adoption.FindingsThe results show that companies focused on the development of sociotechnical aspects generally present higher Industry 4.0 adoption levels. However, some sociotechnical factors are less supportive than others.Originality/valueBased on these results, practitioners can plan the adoption of advanced technologies, using a systemic organizational view. This study provides evidence on a growing field with few empirical studies available. The paper contributes by providing an analysis of a leading country in Industry 4.0 implementation, presenting a systemic view on technology adoption in the Industry 4.0 context.

Data-driven predictions have become an inseparable part of business decisions. Artificial Intelligence (AI) has started helping the product and support teams perform more accurate experiments in various business settings. This study proposes a framework for businesses based on inductive learnings related to success and barriers shared on social media platforms. Our goal is to analyse the signals emerging from these conversational opinions from the early adoption of AI, with a focus towards facilitators and barriers faced by teams. Factors like efficiency, innovation, business research, product novelty, manual intervention, adaptability, emotion, support, personal growth, experiential learning, fear of failure and fear of upgradation have been identified based on an exploratory study and then a confirmatory study. We present the learnings through a roadmap for practitioners. This study contributes to the IS literature by delineating AI as a determinant of success and introduces a lot of organizational factors into the model.

The main objective of this research is to investigate how organizational ambidexterity can be achieved at a modern organization. A concise review of key studies conducted until today consolidates the state of academic research on the subject of organizational ambidexterity, as the ambidexterity concept has been gaining increased attention from scholars. The systematic search of the literature published since 1991, composed of 122 articles, has revealed various research perspectives with respect to organizational ambidexterity. The research tools that have been employed were the systematic data collection processes, qualitative data analysis techniques, and data synthesis of the selected research output. The results of this review have shown that researchers have been studying ambidexterity from various angles and in various literature streams. They have been focusing on multiple external and internal organizational factors that affect ambidexterity and have been analyzing these moderators in terms of performance metrics and degree of their influence on ambidexterity. This study concludes with future research directions and propositions on the subject of organizational ambidexterity.

Committed social workers are significant to organizational performance and service quality; therefore, it is crucial to explore the contributing factors of turnover intention to enhance social workers’ commitment. To reduce social workers’ turnover intention, this study used the first national survey data (N = 5620) of social workers in China to find out the relationship between workplace social capital and turnover intention in public service and explore possible solutions. This study treated workplace social capital as a comprehensive measure that captured employees’ overall perceptions of their interpersonal relations in the public sector. It covered the impact of many other organizational factors on turnover intention, such as job embeddedness, social networks, social relations, communication, and organizational fairness. The results confirmed that workplace social capital had a significant negative impact on employees’ turnover intention. Workplace social capital could be a better predictor of employees’ turnover intention than a single organizational factor or a combination of several factors. These findings not only deepened the theoretical understanding of social capital within the organization and brought insight into how workplace social capital affected employees’ turnover but also promoted a formation of a holistic organizational perspective from the fragmented organizational factors. Results also showed that job burnout and job satisfaction mediated the relation between workplace social capital and turnover intention. Public service agencies should endeavor to foster an organizational climate of cooperation and trust, encourage teamwork and altruistic behaviors among coworkers to reduce emotional exhaustion, and strengthen the professional identity and professional value of social work.