Implementation of the nurse practitioner role within a Victorian healthcare network : an organisational perspective

Objective
This paper presents a discussion of the development of a framework to implement and sustain the nurse practitioner (NP) role within one health service designed to strengthen the capacity of the health system and which could be readily transferable to other health services.
Setting
Eastern Health (EH) is a multi‑campus tertiary health care organisation servicing a population of approximately 800,000 people in the east and outer eastern suburbs of Melbourne, Australia. EH is committed to advancing the nursing profession and exploring innovative, research based models of practice that are responsive to the needs of the community it serves.
Primary argument
The Framework documents the processes of providing a new career pathway for advanced practice nurses that incorporates education and training, and utilises current evidenced‑based practice guidelines to define and promote the scope of practice.
Conclusion
Strong organisational support to facilitate interdisciplinary and multidisciplinary learning opportunities assists integration of the NP role into the healthcare team. Role clarity will assist interprofessional teams to understand and value the role NPs provide.

The path to Project Darwin : the evolution of the AMP's organisational structure

Demutualisation became a global trend amongst financial sector firms in the last two decades of the twentieth century. Changes to the organisational foundations of mutual firms represented a shift in operational cultures and have often been viewed as an end point or demise of the co-operative business model. It is the intention of this article to investigate the extent to which this was the case within a major mutual institution, the Australian Mutual Provident, Australia's oldest and largest mutual insurer. The article's key argument is that the concept of mutuality is organic, and that within this organisation it evolved as the structure of the firm became more sophisticated as it developed from a supplier of life insurance products into a sophisticated financial services provider, which ultimately generated internal pressures to demutualise.

Teaching ethics in organisational behaviour : a Humean viewpoint

Problem Statement: Concepts of ethics have rarely been easy to teach in the organizational behaviour curriculum. The philosophical bases of ethics are often abstract and prone to multiple interpretations and dilemmas. The changing global environment of organisations adds complexity to the interacting values that people bring into the workplace. To redress the situation, this articlerepresents the stance of David Hume on human morality and proposes an original nexus of his concepts for application in the teaching and learning of ethics in the field of organizational behaviour.

Method: Based on the literature, we develop a conceptual model from a thread drawn between Hume’s influence on the Scottish Enlightenment and accordingly the current complex business environment which was fostered in part by the economic models espoused by his Enlightenment associates. The concepts are presented as a matrix and relevant examples are explained in this context.

Results: Pointing out the challenge of the global rifts in organisational morality, we relate the fable of the traveller from Hume’s writings and make the point that the Humean nexus, now distilled from the elaborate reasoning of Hume, provides educators and managers alike with a helpful centre of gravity around which to develop analyses of decisions and actions in order to gain moral perspective that transcends time and place.

Conclusions: Business ethics lessons have sometimes been abstract and emotive in organisational Behavior education but the empirical concepts of Hume in this new form have the potential to be useful and agreeable for many.

The role of organisational climate factors in facilitating workplace innovation

A firm’s ability to be adaptable, entrepreneurial and innovative may assist them to maintain, or achieve competitive advantage. We investigated the relationship between organisational climate and innovation in a consulting firm. Analyses of the 98 returned surveys showed significant relationships between organisational climate subscales of autonomy, worker cohesion and innovation with workplace innovation. Co-worker cohesion and pressure (negatively) predicted organisational innovation. Autonomy, innovation, cohesion and recognition predicted innovation climate. Autonomy and innovation predicted individual innovation while cohesion predicted team innovation. The results of the linear regressions revealed that organisational innovation, was the most significant model emerging, accounting for 40% of the variance. The study concluded that organisational strategies encouraging autonomy and co-worker cohesion were conducive to workplace innovation.

The maternity journey in an organisational context : a case study

The transition to motherhood is a significant life event impacting on all spheres of a woman's life. In an organisational context, changes to women's relationships with their employer and to their social identity occur as they adjust to their new role. A case study was undertaken to describe and compare the workplace experiences of three female employees from one health organisation who were either preparing to commence, currently on or recently returned to work from maternity leave. At all stages of the maternity journey, women expected flexibility from their employer in negotiating their return to work and managing parenting responsibilities. Women's obligations to their employer included being open about their capacity to work and parenting situations which may interfere with their work, as well as maintaining their work performance. Within a supportive work environment that included a shared identity with managers who were also mothers, women's social identity as a worker was not significantly threatened and did not change. Social identity change may be most apparent during the transition to first-time motherhood.

Understanding data quality issues in dynamic organisational environments – a literature review

Technology has been the catalyst that has facilitated an explosion of organisational data in terms of its velocity, variety, and volume, resulting in a greater depth and breadth of potentially valuable information, previously unutilised. The variety of data accessible to organisations extends beyond traditional structured data to now encompass previously unobtainable and difficult to analyse unstructured data. In addition to exploiting data, organisations are now facing an even greater challenge of assessing data quality and identifying the impacts of lack of quality. The aim of this research is to contribute to data quality literature, focusing on improving a current understanding of business-related Data Quality (DQ) issues facing organisations. This review builds on existing Information Systems literature, and proposes further research in this area. Our findings confirm that the current literature lags in recognising new types of data and imminent DQ impacts facing organisations in today’s dynamic environment of the so-called “Big Data”. Insights clearly identify the need for further research on DQ, in particular in relation to unstructured data. It also raises questions regarding new DQ impacts and implications for organisations, in their quest to leverage the variety of available data types to provide richer insights.

Retail brand orientation, positional advantage and organisational performance

This study adopts a resource-based view of branding referred to as brand orientation. Despite the importance of branding in retail, relatively little empirical research has been conducted to understand the degree to which retailers can be considered brand oriented. The purpose of the present research is to establish a conceptualisation of brand orientation that is applicable in a retail context across countries. Moreover, we seek to empirically validate a model of the retail brand orientation–positional advantage–organisational performance relationship and to contribute to a more comprehensive understanding of the factors driving retailer performance. A mail survey was used to collect data from retail firms in Australia, USA and UK. The unit of analysis is the retail firm. Confirmatory factor analysis was employed to assess the measurement properties of the study constructs and structural equation modelling was performed to test the research model. The findings suggest that four elements of retail brand orientation (functionality, distinctiveness, augmentation and symbolism) play different roles in relation to certain aspects of positional advantage, which highlights the importance of developing strength in all four areas. Similarly, a position of superiority in only one aspect of a retailer's offer is insufficient to assure both financial and strategic returns.

Organisational memory and the propensity to mentor

In many countries, people are retiring earlier than ever before and the retirement of the baby boom generation over the next two decades further intensifies this trend. Accompanying this phenomenon is the potential loss of organisational knowledge and memory and with it, potential loss of the organisation's competitive advantage. Organisations, while recognising that older workers possess valuable organisational memory, seem to assume these same workers will readily divest themselves of their knowledge, if given the opportunity. Furthermore, offering experienced workers the opportunity to act as a mentor to pass on their knowledge is often mentioned in the management and related literature as a way of attracting and retaining these workers. While the relationships between age and the possession of organisational memory has been supported through age's positive relationship with organisational tenure and rank, past research on mentoring reveals a negative relationship between age and willingness to mentor. Employees, especially older workers in the possession of considerable organisational memory may, or may not be willing to divulge that information to others for a number of reasons. Their willingness to act as a mentor may be constrained by awareness of possible costs involved in the mentoring relationship. This paper investigates the relationship between an individual's estimated level of organisational knowledge and memory, and their inclination to mentor others. In doing so, it considers the expected costs and benefits of mentoring. It also investigates the role of mentoring in the psychological adjustment to retirement for older individuals, and discusses the rationale for a research agenda to address these issues and the likely variables of interest. The proposed research aims to go beyond the prescription of "mentoring others" as a general panacea for utilising the skills and experience of workers while ensuring the transfer of potentially threatened knowledge within organisations, by suggesting other motivations that may be operating when employees are invited to share or volunteer their prized knowledge.