The Asia Pacific literature review on internal auditing

Purpose – By conducting the 2006 global Common Body of Knowledge (CBOK) study, The Institute of Internal Auditors (IIA) attempts to better understand the expanding scope of internal auditing practice throughout the world. The purpose of this review of recent internal auditing literature in Asia Pacific is to document how the internal audit function is changing in response to the shifts in global business practices.
Design/methodology/approach – The literature in Asia Pacific is reviewed with a focus on developments that have implications for the expanded scope of internal auditing and the changing skill sets of internal auditors. This focus has implications for CBOK 2006.
Findings – The literature indicates a paradigm shift in the activities performed by internal auditors. The increasing complexity of business transactions, a more dynamic regulatory environment in Asia Pacific, and significant advances in information technology have resulted in opportunities and challenges for internal auditors. Although in 2004, The IIA responded to the changing organizational environment by updating the professional practices framework, more work needs to be done to prepare internal auditors for the expanded set of skills and knowledge required to perform audits of the future.
Originality/value – By presenting an overview of past literature in Asia Pacific and discussing the shifting demands on internal audit services, the researchers hope to motivate further research in the field.

Aesthetic dimensions of educational administration and leadership

The Aesthetic Dimensions of Educational Administration and Leadership provides an aesthetic critique of educational administration and leadership. It demonstrates the importance of aesthetics on all aspects of the administrative and leadership world: the ways ideas and ideals are created, how their expression is conveyed, the impact they have on interpersonal relationships and the organizational environment that carries and reinforces them, and the moral boundaries or limits that can be established or exceeded.

The book is divided into three sections.
Section I examines various philosophical traditions in aesthetics as they inform administrative life, focussing on major modern traditions arising from Kant, romanticism and Nietzsche, Collingwood, the pragmatic school, and critical theory.
Section II explores four aesthetic sources for administrative critique - architecture, literature, film, and movement - as they serve both to understand the social construction of administration and leadership and provide a critique of values, roles, power and authority.
Section III examines more topical and applied problems of charisma, heroism, and authority in practice, concluding with a discussion of the aesthetic analysis of politics and power within the context of contemporary educational administration and leadership theory.

While presenting a significant departure from conventional studies in the field, the international contributors reflect a continuity of thought on the creation, use and abuse of administrative and leadership authority from the writings of Plato through to contemporary theory. This book should appeal to school administrators and leaders and those aspiring to these roles.

Exploring factors driving social recruiting: the case of Australian organisations

This study identifies key factors driving the organizational adoption of Social Recruiting (SR) technologies, such as LinkedIn, Facebook, and Twitter. The Technology, Organization and Environment (TOE) framework, as an initial exploratory approach, is used to identify underlying factors of new technology adoption. Qualitative evidence collected from twelve Australian firms serves to specifically categorise key determinants of the organizational adoption of social recruiting technologies. It is found that, apart from several technology, organization and environment factors that significantly influence the organizational decision-making with reference to social recruiting, top management support is seen as imperative for successful adoption of recruiting technologies. Formalisation, comprehensiveness, and strategic orientation of organizational human resource departments are closely linked to adoption of social recruiting at the firm level. In addition, job applicants’ readiness and local success stories have driven firms to adopt social recruiting technologies. The study extends and modifies the TOE model to provide the theoretical foundations of social recruiting in the context of Australian organizations and help human resource professionals and practitioners to gain a better understanding of key drivers of organizational social recruiting.

Clinical nurses` response to an environment of health care reform and organizational restructuring

The aim of this paper is to provide an explanation for clinicians' undisputed acceptance of change. This will be performed by examining the process of organizational restructuring across three analytical levels – the macro, meso and micro; identifying the consequences of restructuring for clinical nurses' performance; and evaluating organizational restructuring using a micro-political theoretical framework.

The organizational legitimacy of the Bauhaus

Gaining and maintaining organizational legitimacy can be a major issue
for social and political structures such as cultural organizations. Legitimacy, sometimes called credibility, brings with it access to resources needed for survival and development. Organizations without legitimacy tend not to be successful in attracting grants, subsidies, and sponsorships. Research suggests that legitimate organizations may be seen as valuable social structures (Hybels 1995; Suchman 1995) and come to be “taken for granted” as part of the social fabric. In this article, I explore organizational legitimacy using the framework of institutional theory. I first define legitimacy and then discuss the key concepts of organizational legitimacy. Next, I present a case study based on an art/craft/design school. The school, known as the Bauhaus, existed between 1919 and 1933 in three German cities—Weimar, Dessau, and Berlin. Deterministic views of the pre–World War II environment suggest that the Nazi party was responsible for the closure of the Bauhaus. I argue that other factors were apparent. The Nazi regime was becoming a significant force in the late 1920s, but the story of the Bauhaus becomes more complex when viewed under the rubric of arts management and organizational legitimacy. In this article, I discuss how the Bauhaus sought and managed legitimacy and the role that the state and other actors played in granting that legitimacy. In conclusion, I offer a summary of the relevance of legitimacy to contemporary arts organizations.

The meaning of work : employees as stakeholders in organizational experience

Researchers and commentators have highlighted changes to individuals' understanding of the meaning of work over time, and particularly the increasing centrality of work in many people's lives today. This highlights the stakeholder role of employees not only in ensuring the organization's long-term viability, but for the organizational culture and overall workplace experience. The concepts of workplace spirituality and authentic leadership have both received attention as tools to aid in employees' connectedness wit the organization and in providing an environment where employees can bring their 'whole self' into the workplace. This paper discusses how these concepts assist in providing understanding of individuals' meaning of work, and highlights questions for future research consideration.

The impact of shift-work and organizational climate on health outcomes in nurses

Shift workers have a higher rate of negative health outcomes than day shift workers. Few studies however, have examined the role of difference in workplace environment between shifts itself on such health measures. This study investigated variation in organizational climate across different types of shift work and health outcomes in nurses. Participants (n = 142) were nursing staff from a metropolitan Melbourne hospital. Demographic items elicited the type of shift worked, while the Work Environment Scale and the General Health Questionnaire measured organizational climate and health respectively. Analysis supported the hypotheses that different organizational climates occurred across different shifts, and that different organizational climate factors predicted poor health outcomes. Shift work alone was not found to predict health outcomes. Specifically, permanent night shift workers had significantly lower coworker cohesion scores compared with rotating day and evening shift workers and significantly higher managerial control scores compared with day shift workers. Further, coworker cohesion and involvement were found to be significant predictors of somatic problems. These findings suggest that differences in organizational climate between shifts accounts for the variation in health outcomes associated with shift work. Therefore, increased workplace cohesion and involvement, and decreased work pressure, may mitigate the negative health outcomes of shift workers.

The effect of affect in organizational settings

The study of emotion and affect on organizational settings has been steadily gaining momentum for much of the last decade. Important catalysts in this process have been the Emonet e-mail discussion group and the biannual International Conferences on Emotions and Organizational Life. The articles in this volume represent a selection of the best papers presented at the fourth Conference (which was conducted in London, England, in June, 2004), together with invited papers by some of the leading scholars in the field.
The theme of the book, "the effect of affect in organizations," was chosen to capture the centrality of emotion and affect in everyday organizational life. The opening chapter, co-authored by Howard Weiss, one of the inventors of "Affective Events Theory" (AET), sets the scene. At the heart of AET is the idea that organizational members experience daily hassles and uplifts that are reflected in their attitudes and behaviours. Following chapters flesh out the way that AET can be applied, covering a variety of constructs that relate to organizational life, including emotional intelligence, motivation, employee monitoring of web access, and emotional regulation. Other chapters deal with other aspects of emotion in organizations, such as loneliness, leader-member relationships in teams, organizational justice, negative behaviour, creativity, and organizational reactions to crisis situations. In the final chapter, Rob Briner and his colleagues round out the theme in a critical account of emotion in organizations.

Perceived conditions of workers in different organizational settings

Purpose: – Research into office design and its effect on employee satisfaction and performance has attracted considerable contemporary research interest. However, most studies have tended to concentrate on the impact of the built environment on human performance, ignoring the actual needs of employees working in different organizational settings. This paper hence aims to investigate the nature and extent of occupant satisfaction with the built environment in different organizational settings in Australia for a range of climates.

Design/methodology/approach: – A survey was conducted in Australia from 2004-2005, comprising 41 buildings, including six government buildings, 14 educational buildings and 21 commercial buildings. The Kruskal-Wallis H test was used to explore whether there are differences in the mean ranking of office environment satisfaction amongst the three organizational settings, and the Mann-Whitney U test was employed to further test whether there are differences in the mean ranking of office environment satisfaction between any two groups.

Findings: – Significant differences were found in aspects of air, temperature, space suitability, flexibility, usability and controllability. Employees in commercial settings seem to be more satisfied with their physical work environment than employees in other organization types. Employees in educational settings showed the highest satisfaction with most variables in the workspace design and management category. Government employees showed a lower level of satisfaction with their physical work environment and workspace design and management.

Originality/value: – Moreover, the government and educational groups showed more similarity with each other, while the commercial group displayed significant difference.

Influences on organisational performance : marketing research, market environment and orientation

Findings demonstrated a strong association between market orientation and organisational performance. However, other associations were marginal with no direct relationship between marketing research utilisation and organisational performance, although this was positively mediated by market orientation. The implications being, organisations need to be market oriented and utilise research information to remain competitive.

Testing a multidimensional theory of person-environment fit

The current study examines the validity of a multidimensional Person-Environment (PE) fit model proposed by Jansen and Kristof-Brown (2006). The overall aim of the paper is to test the model's factor structure and influences upon outcome measures. A panel of organizational employees from a wide range of companies and locations were asked to complete a survey (n = 1,875) measuring five discrete dimensions of perceptual PE fit (Person-Organization, Person-People, Person-Job, Person-Group, and Person-Vocation) and three outcomes (organizational commitment, intention to leave, and job satisfaction). The first sequence of analysis tested the proposed model using Confirmatory Factor Analysis (CFA) statistical approaches. Model comparisons showed that Jansen and Kristof-Brown's (2006) original model in which the five dimensions of fit coalesce into a multidimensional construct was a poor fit with the data, but that a model in which the five dimensions of fit operate independently fit the data well. The second sequence of analysis found that the model without the multidimensional construct strongly predicted the outcomes of commitment, job satisfaction, and intention to leave. This paper discusses the implication of this research in relation to the PE fit literature.

Towards a model to explain knowledge sharing in complex organizational environments

Effective knowledge sharing underpins the day-to-day work activities in knowledge-intensive organizational environments. This paper integrates key concepts from the literature towards a model to explain effective knowledge sharing in such environments. It is proposed that the effectiveness of knowledge sharing is determined by the maturity of informal and formal social networks and a shared information and knowledge-based artefact network (AN) in a particular work context. It is further proposed that facilitating mechanisms within the social and ANs, and mechanisms that link these networks, affect the overall efficiency of knowledge sharing in complex environments. Three case studies are used to illustrate the model, highlighting typical knowledge-sharing problems that result when certain model elements are absent or insufficient in a particular environment. The model is discussed in terms of diagnosing knowledge-sharing problems, organizational knowledge strategy, and the role of information and communication technology in knowledge sharing.

A Response to Critique of the Refreeze Step in Lewin’s Model of Organizational Change from the Viewpoint of Organizational Behavior

Problem Statement
This paper responds to criticism of Kurt Lewin’s three step model of organizational change in increasingly turbulent environments. It explores whether the refreeze step of Kurt Lewin’s notable three step model is still applicable to organizational change processes in the age of globalisation and digitalisation.

Method
Literature review and critical analysis of applied examples are used to provide an overview of Kurt Lewin’s three-step change model. Authors’ observations and reflections are integrated in the discussion. The changing contemporary environment and the implications for the refreeze step of Lewin’s model are accordingly discussed.

Conclusions
The paper concludes that a balance of stability and movement; of discrete and emergent change; is the reality for today’s organizations, and forms the touchstone for Lewin’s formulation of change theories. Alignment is observed between notions of desired equilibrium in Lewin’s model and the contemporary underpinnings of sustainability. Technology and the modern pace of organizational change are also factors to consider. There has hence been an adaptation of his theoretical heritage that is current and sufficiently robust to withstand the criticisms of the refreeze stage.

Using business intelligence to support the process of organizational sensemaking

Making sense of an organization overwhelmed with data becomes a problem for decision makers at all levels of business planning and operation. Although scholars have suggested several technological solutions such as business intelligence as being useful in helping busy executives to make decisions, we still know little about assisting business stakeholders in the process of understanding their organizational complexity before such decisions could even be formulated. In this paper, we investigate the opportunities in using BI technologies to make sense of a business environment. We analyze the views and opinions of developers, analysts, consultants, and users of business intelligence, who are experienced in using the technology beyond decision making to support organizational sensemaking. Our results highlight the need for creating and maintaining individual; and organizational identity and enacting this identity on the business and its environment.