Search Results (357)

Construction projects are inherently exposed to high levels of uncertainty due to technical complexity, multiple stakeholders, and dynamic operating environments. However, empirical evidence on the systematic implementation of risk management practices in developing construction contexts remains limited. Unlike studies that assess the effectiveness or outcomes of risk management, this study addresses the gap by examining perception-based evidence of its implementation at the project and organizational levels in Jordanian construction projects. The study focuses on planning, control and monitoring, perceived advantages, and implementation barriers. A quantitative, survey-based research design was employed using purposive sampling. The statistical population consisted of engineers, project managers, and contractors working in the Jordanian construction sector. Out of 280 distributed questionnaires, 232 valid responses were received (response rate: 82.9%). Data were analyzed using descriptive statistics and one-sample t-tests, with the neutral midpoint of the five-point Likert scale (3.00) used as the reference value. The reliability of the instrument was confirmed by Cronbach’s alpha coefficients ranging from 0.814 to 0.868. The findings indicate generally positive perceptions of risk management implementation, with mean values ranging from 3.84 to 4.13. Risk management planning achieved the highest mean score (4.13), whereas control and monitoring practices were comparatively weaker (3.84). Although 82.3% of respondents reported applying risk management techniques, experience levels remain low to moderate. Key barriers include the lack of structured programs, limited knowledge, and insufficient experience. The results highlight the need for institutionalized risk management frameworks and targeted professional training to enhance systematic implementation. Full article

The article addresses the problem of the insufficient empirical recognition of the determinants of trust in artificial intelligence (AI) algorithms in organizations operating under conditions of sustainable development. The aim of the study was to identify the factors shaping organizational trust in AI and to examine how perceived trustworthiness, transparency, and effectiveness of algorithms influence their acceptance in the work environment. The research was conducted using a quantitative survey-based approach among organizational employees, which enabled the analysis of relationships between key variables and the identification of factors that strengthen or limit trust. The results indicate that algorithmic transparency, the reliability of generated outcomes, and the perceived effectiveness of AI applications significantly foster trust, whereas concerns related to errors and the decision-making autonomy of systems constitute important barriers to acceptance. Based on the findings, a conceptual and exploratory model of trust in AI was proposed, which may be used to diagnose the level of technology acceptance and to support the responsible implementation of artificial intelligence-based solutions in organizations. The contribution of the article lies in integrating organizational and technological perspectives and in providing an empirical approach to trust in AI within the context of sustainable development. Full article

In an increasingly digitalized work environment, the expectation of perpetual work availability—constant connectivity (CC)—has become central to employees’ daily experiences, influencing productivity, well-being, and work–life balance. This study validates the Constant Connectivity Scale in the Italian organizational context, assessing its psychometric properties through exploratory and confirmatory factor analyses with 300 employees from three organizations. Reliability and validity assessments revealed the scale’s unidimensional structure, strong internal consistency, and high construct validity, demonstrating its effectiveness in measuring perceived hyperconnectivity at work. Findings reveal important relationships between constant connectivity and employee outcomes: significant associations with increased anxiety and a paradoxical moderate positive correlation with job performance, suggesting complex mechanisms whereby connectivity simultaneously activates engagement and strain processes. The weak correlation with smart working perception indicates that organizational flexibility policies have not substantially reduced connectivity expectations in Italian organizations. This study contributes to the digital work literature by providing a validated, culturally adapted instrument for as sessing constant connectivity in the Italian workforce. The validated CCS offers organizations evidence-based measurement for understanding hyperconnectivity intensity and implementing targeted strategies for building workforce resilience and promoting mental health through better management of digital connectivity demands. Full article

This study aims to assess the perceived quality of telecommunication services in Portugal and examine how governance practices influence organizational performance, addressing the lack of empirical evidence on service quality gaps in the Portuguese telecommunications sector. Specifically, it investigates the alignment between customers’ expectations and perceptions of service delivery among major telecommunications providers in northern Portugal. A convenience sample of 119 subscribers was collected through an online questionnaire disseminated via social media and email. The survey measured service quality across the five SERVQUAL dimensions (tangibles, reliability, responsiveness, assurance, and empathy), and sociodemographic variables (gender, age, and education) were recorded to explore their influence on customer satisfaction and perceived quality. Results reveal a consistent gap between expectations (6.51) and perceptions (5.54), particularly in reliability and responsiveness, despite generally positive evaluations of tangibility and assurance. Sociodemographic factors significantly influenced satisfaction levels and perceptions of service quality, highlighting the importance of tailored governance strategies. These findings demonstrate that effective governance and quality management are interdependent drivers of sustainable competitiveness in technology-intensive sectors. By identifying specific quality gaps and their drivers, this study provides actionable insights for improving service delivery. Enhancing organizational reliability, responsiveness, and empathy—supported by transparent communication and data-driven decision-making—is essential for improving customer trust, operational resilience, and long-term performance. By integrating continuous quality assessment into administrative strategy, telecommunications firms can enhance service excellence and contribute to broader goals of sustainable economic development and digital transformation. Full article

Background/Objectives: Medication incidents remain a significant concern in hospital settings. Integrated medication systems, regarding organized processes, policies, technologies and professional practices are designed to enhance patient safety; however, their safety performance is still suboptimal. The use of valid and reliable instruments to assess hospital medication system safety can be a valuable resource for health care management. The aim of this study was to describe the development and psychometric validation of the Hospital Medication System Safety Assessment Questionnaire (HMSSA-Q) for assessing the safety of hospital medication systems and its processes in Portugal. Methods: The HMSSA-Q was developed through a literature review and two rounds of expert panel consultation. Following consensus, a pilot methodological study was conducted in 95 Portuguese hospitals. Construct validity was assessed using principal component factor analysis, and reliability was evaluated through internal consistency (Cronbach’s alpha). Results: The instrument is theoretically structured into five predefined domains/subscales: Organizational Environment, Safe Medication Prescribing, Safe Medication in Hospital Pharmacy, Safe Medication Preparation and Administration, and Information and Patient Education. Principal component analyses performed separately for each domain supported their internal structure. The overall scale showed excellent internal consistency (Cronbach’s α = 0.97), with Cronbach’s alpha values for the domains ranging from 0.86 to 0.94. Conclusions: The HMSSA-Q is a valid and reliable instrument for assessing the safety of hospital medication systems and has the potential to serve as an innovative management tool for improving patient safety. Full article

The purpose of this study was to develop and validate an integrated model explaining how AI-enabled knowledge integration and digital ecosystem connectivity influence knowledge innovation capability through the mediating role of knowledge agility and the moderating roles of digital trust and organizational learning culture. Grounded in the Knowledge-Based View (KBV) and Dynamic Capability Theory (DCT), this research seeks to understand how technological and cultural enablers jointly drive exploratory, exploitative, and adaptive innovation. A quantitative cross-sectional research design was employed, and data were collected from 243 professionals working in knowledge-intensive organizations. Measurement scales were adapted from previous studies, and data analysis was conducted through structural equation modeling, using SmartPLS 4. Reliability, validity, and path analyses were performed to test the hypothesized relationships among constructs. The results indicated that AI-enabled knowledge integration and digital ecosystem connectivity significantly enhance knowledge agility, which in turn positively affects knowledge innovation capability. The mediation tests confirmed the role of knowledge agility, while digital trust and organizational learning culture were confirmed to strengthen the relationship between knowledge agility and innovation capability. This study contributes to theory by integrating technological, organizational, and cultural perspectives into a unified model of digital innovation. Practically, it guides organizations in leveraging AI systems, digital connectivity, and learning culture to foster sustainable innovation. Full article

This study empirically examines how organizational learning influences problem-solving competency and organizational effectiveness in the context of online travel agencies (OTAs) and tests the moderating role of digital empowerment. Using agency lists registered under Korea’s Tourism Promotion Act, we employed stratified sampling by region and simple random sampling within strata. Data collection was commissioned by the Tourism/Leisure HRD Council. A survey was carried out from 2 to 19 June 2025; of the 210 questionnaires returned, 204 valid responses were analyzed. Measures were adapted from prior studies on a five-point Likert scale. Analyses conducted in SPSS 27.0 included descriptive statistics, exploratory factor analysis (EFA), reliability testing (Cronbach’s α), correlation analysis, and simple and hierarchical regressions. The results indicate that (1) organizational learning has a significant positive effect on problem-solving competency (β = 0.541, p < 0.001, R² = 0.293); (2) organizational learning positively affects organizational effectiveness (β = 0.436, p < 0.001, R² = 0.190); and (3) problem-solving competency positively influences organizational effectiveness (β = 0.624, p < 0.001, R² = 0.389). Regarding moderation, digital empowerment did not significantly moderate the organizational learning → problem-solving link but did significantly moderate the organizational learning → organizational effectiveness relationship (p < 0.05), suggesting that digital empowerment enhances the conversion efficiency of learning into performance. Theoretically, this study substantiates the learning–problem-solving–performance mechanism in a service/tourism setting and identifies digital empowerment as a catalytic moderator that strengthens the translation of learning into organizational outcomes. Practically, the findings imply that OTAs can amplify organizational effectiveness by building digital empowerment structures—data-driven decision systems, process automation, and real-time customer-response capabilities—which enable learned knowledge to materialize into performance. Future research should incorporate digital maturity, leadership, customer orientation, and related variables into extended models. Full article

This study examines the determinants of environmental, social, and governance (ESG) performance among Chinese financial institutions, with particular emphasis on community engagement, firm size, and ownership structure as drivers of ESG performance and their contribution to the Sustainable Development Goals (SDGs). Utilizing ESG ratings from CSRHub and annual reports from 107 financial companies spanning 2022–2024, hierarchical regression analyses demonstrate that community engagement significantly predicts ESG performance (β = 0.816, p < 0.001), explaining 67.7% of the variance in ESG ratings. Conversely, the firm (β = 5.687 × 10⁻⁶, p > 0.05) and the ownership structure (β = 1.35, p > 0.05) exhibit no statistically significant effect. Robustness evaluations, concerning bootstrapping methodologies and calculations of heteroscedasticity-consistent standard errors, check these findings. The cross-sectional design limits causal inference. Longitudinal studies would allow deeper exploration of temporal dynamics. The results specify that community engagement acts as the primary factor affecting ESG performance within Chinese financial institutions, whereas firm size and ownership structure exercise insignificant influence. Financial institutions should prioritize substantive, sustained community initiatives rather than relying on organizational scale or state affiliation. For policymakers, the findings suggest that incentive mechanisms (e.g., tax credits or green-finance subsidies) should reward verifiable community-impact outcomes rather than firm size or state ownership, which do not reliably predict superior ESG performance. Full article

The construction industry remains high-risk, and in Saudi Arabia, these risks are amplified by a multinational workforce. This study examines the relationship between safety training (ST) and two facets of safety behavior: safety compliance (SC) and safety participation (SP). It investigates whether this effect operates through individual responsibility (IR) and varies by nationality. A questionnaire was administered to 252 construction workers across large projects. Data were analyzed in SPSS using descriptive statistics, reliability tests, correlations, multiple regression, and PROCESS with 5000 bootstraps. ST was positively associated with SC but not with SP. IR was positively related to SC. Mediation analysis revealed partial mediation of the ST to SC link via IR, suggesting that training enhances compliance both directly and by strengthening a personal sense of responsibility. Nationality did not significantly moderate the ST to IR path or the direct effects of ST on behavior, suggesting broadly similar training mechanisms across national groups. These findings support the integration of responsibility-building elements into safety training to enhance compliance, while separate organizational strategies (e.g., participatory programs, leadership engagement) may be necessary to foster discretionary participation. Limitations include reliance on self-report measures, a cross-sectional design, and limited subgroup sizes in moderation analyses. Future research should employ longitudinal designs, refine the measurement of responsibility, and test additional moderators (e.g., language proficiency, education, tenure). Full article

This paper explores the relationship between human factors in construction safety and their effects on operational efficiency. It investigates how safety incidents resulting from human errors influence productivity, project timelines, and overall costs, while examining how strategic safety management can improve organizational performance. The study employs a mixed-methods design that combines quantitative statistical modeling with qualitative case analysis to ensure both empirical rigor and contextual depth (R² = 0.87, p < 0.001). Data were drawn from four construction firms, encompassing a sample of 120 employees across residential, commercial, and infrastructure projects. Variables such as training hours, fatigue levels, safety compliance, and technology adoption were analyzed against key operational performance indicators, including rework hours, schedule adherence, and productivity scores. Statistical analyses were performed using SPSS 29 and AMOS 28, incorporating descriptive statistics, regression analysis, and mediation testing to examine the pathways linking human factors, safety performance, and operational productivity. Reliability and validity were confirmed through Cronbach’s alpha and variance inflation factor (VIF) diagnostics. Results demonstrate that safety compliance acts as a mediating variable connecting training, fatigue, and technology adoption to measurable business outcomes. By providing a quantitative framework that links human factor management to operational efficiency, this research contributes to both construction management theory and practice, emphasizing safety as a strategic driver of performance and competitiveness. Full article

Background/Objectives: Workplace violence (WV) against healthcare workers (HCWs) is a major hazard all over the world. Prevention requires a reliable risk assessment. The rate of HCWs reporting a violent event varies considerably across multi-year retrospective studies compared to periodic surveys. We conducted a rapid observational study to demonstrate that data collection methods are more important than socio-cultural and healthcare organizational differences in determining the frequency of reported violence. Methods: In June 2025, in a cross-sectional observational comparison, we examined a total of 236 nurses divided into three groups: the first two were recruited online from Brescia (Italy) and Trollhättan (Sweden), while the third group was composed of Latium (Italy) nurses participating in a sleep health promotion program who answered the same questions on WV online. All the workers reported the frequency of violent incidents experienced in the previous 12 months using the Violent Incident Form (VIF), occupational stress using the Effort/Reward Imbalance questionnaire (ERI), and work ability via the Work Ability Score (WAS). Results: In the three samples, WV was correlated positively with stress and inversely with work ability (p < 0.01), while no significant difference was found between Italian and Swedish nurses in relation to the spot surveys. The nurses questioned directly about WV were significantly younger and reported significantly higher rates of physical aggression (28% vs. 5%, p < 0.001) and all forms of violence (73% vs. 20%, p < 0.001) than those questioned indirectly during the census of all the HCWs. In a multivariate linear regression model, the WV experienced and poor work ability were highly significant predictors of work-related stress (p < 0.001). Nurses who had experienced WV in the previous year had an increased odds ratio (OR = 8.94; Confidence Interval 95% = 4.43; 18.01) of reporting a state of distress. Conclusions: Experience has shown that specific questioning about violence—the commonest method used—encourages respondents to report violent events and may induce overreporting. This method also tends to involve younger workers who are more exposed to WV. On the other hand, prospective studies based on official reports may be influenced by underreporting. Monitoring WV during health promotion interventions included in occupational health surveillance could minimize both phenomena. Systematic studies and meta-analyses which rely mainly on “ad hoc” studies may be biased. Full article

Pakistan’s construction sector exhibits a disproportionate safety burden, accounting for 19.7% of workplace accidents despite comprising only 9.5% of the industrial workforce. While prior studies have diagnosed safety culture deficiencies through qualitative assessments, behavioral interventions, and risk identification approaches, no research has provided quantitatively prioritized intervention recommendations integrating regulatory mechanisms across project lifecycle phases with role-specific training programs. Grounded in Hudson’s safety culture maturity model and Reason’s organizational accident theory, this study employed a quantitative survey methodology to prioritize regulatory and training interventions for safety culture improvement. A 43-item questionnaire was administered to 105 construction industry professionals across client organizations (21%), contractor firms (30%), and consulting companies (49%) using stratified purposive sampling. Data were analyzed using Relative Importance Index calculations, supplemented by Kruskal–Wallis tests and correlation analyses, with instrument reliability being confirmed through Cronbach’s alpha (α = 0.859). Key findings reveal that 75.2% of respondents reported absence of safety culture implementation at project sites. Stakeholder effectiveness analysis identified sponsoring agencies (RII = 0.869) and regulatory authorities (RII = 0.819) as primary safety culture drivers, with clients demonstrating the lowest influence (RII = 0.568). Training prioritization established personal protective equipment utilization (RII = 0.886) and basic induction protocols (RII = 0.850) as critical worker competencies, while managerial requirements emphasized site-specific briefings (RII = 0.821) and incident protection training (RII = 0.808). Regulatory intervention priorities included safety credit points for contractor licensing (RII = 0.737) and departmental safety manual integration into contracts (RII = 0.726). These findings provide quantitative prioritization to guide resource allocation for safety culture interventions, although the descriptive methodology constrains causal inference regarding intervention effectiveness. Full article

Workplace behaviors and employee outcomes, such as team functioning, job satisfaction, and intentions to leave, are crucial for healthcare quality and safety. It highlights the substantial productivity, societal, and economic costs of worker well-being. Against this backdrop, this study examines how two dimensions of organizational culture: ethical climate and perceived managerial competence, together with team support, relate to job satisfaction and turnover intention among healthcare professionals. A quantitative, cross-sectional survey was conducted with 430 physicians, nurses, and other clinical staff in public and private institutions across the Federation of Bosnia and Herzegovina. Using established scales and structural equation modeling (SEM) in AMOS, we first verified satisfactory reliability and construct validity via exploratory and confirmatory factor analyses. The structural model showed that ethical organizational culture and managerial competence are positively related to team support and, directly or indirectly, to higher job satisfaction and lower turnover intention. Team support was positively related to job satisfaction and negatively related to turnover intention and significantly mediated the effects of both ethical climate and managerial competence on these outcomes. In addition, job satisfaction was strongly and negatively correlated with turnover intention, underscoring its central role in retention. Full article

In the context of Saudi Arabia’s Vision 2030, which positions the nonprofit sector as a key driver of national development, these organizations face significant challenges including weak leadership, poor planning, and low employee commitment. This study investigates a moderated mediation model to explore how leadership affects organizational sustainable development (OSD). Specifically, it examines the mediating role of organizational commitment in the leadership–OSD relationship and the moderating role of strategic planning capability on the link between leadership and commitment. A quantitative, cross-sectional design was applied, involving 154 managerial respondents from 125 organizations in Tabuk, Saudi Arabia. Leadership, organizational commitment, strategic planning capability, and OSD were measured using validated instruments, and the analysis—conducted through IBM SPSS Statistics 26 and PROCESS Macro 7—incorporated reliability testing, factor analysis, correlations, and bootstrapped mediation–moderation models. The results reveal that leadership strongly predicts sustainable development (β = 0.592, p < 0.001) and organizational commitment (β = 0.634, p < 0.001). Commitment also significantly enhances sustainable development (β = 0.308, p < 0.001) and partially mediates the leadership–sustainability relationship. Strategic planning capability amplifies the effect of leadership on commitment (β = 0.176), producing a meaningful conditional indirect effect. Overall, the model accounts for 63.8% of the variance in sustainable development. The findings underscore the central role of leadership in strengthening nonprofit sustainability and highlight its relevance to broader national development objectives, including those outlined in Saudi Arabia’s Vision 2030. Full article

Artificial intelligence (AI) is transforming accounting by automating cognitive tasks and redefining mechanisms of governance and risk control. This study examines how AI operates as an intelligent control system—one that substitutes manual accounting procedures while enhancing transparency, internal control, and fraud detection. Integrating the Technology Acceptance Model (TAM) with Organizational Information Processing Theory (OIPT), the research develops a behavioral–organizational framework linking perceived usefulness, ease of use, AI literacy, technology readiness, social influence, and facilitating conditions to AI adoption and perceived substitution benefits. A structured survey was administered to accounting students and practitioners in Northern Italy (n = 185) and analyzed through reliability tests and partial least squares structural equation modeling (PLS-SEM). The results show that AI literacy, facilitating conditions, and social influence significantly drive adoption intention, while perceived substitution benefits fully mediate the relationship between adoption and governance outcomes. The findings demonstrate that AI adoption enhances governance and risk management effectiveness by functioning as an intelligent control mechanism. The study introduces the AI-to-Control (A2C) Blueprint to guide responsible integration of AI into accounting systems, reframing AI adoption as a structural evolution in corporate governance rather than a mere technological upgrade. Full article