PCA oversedation: application of Healthcare Failure Mode Effect (HFMEA) Analysis

Hospital systems utilize many varied problem-solving processes to address system improvements and ensure patient safety. The Healthcare Failure Mode Effect Analysis (HFMEA) model is one of these tools and uses a multidisciplinary team to look at processes, diagramming the steps involved to identify potential failure points. The application of the HFMEA model allowed one large health care system to address a complex process by prioritizing proactive change improvements in order to prevent postoperative patient-controlled anesthesia oversedation events. The changes implemented identified 16 failure points with a hazard score of 16 or greater. One year later, the established system HFMEA goal was met: oversedation events were reduced by 50%.     

The Impact of Work–Family Programs on the Relationship between Gender Diversity and Performance

Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of diversity on performance are positive or negative. This article tests the interactive effects of nonmanagement gender diversity and work–family programs on productivity, and management gender diversity and work–family programs on financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) and secondary (publicly available) data based on a two‐year time lag between diversity and performance. The findings indicate that nonmanagement gender diversity leads to higher productivity in organizations with many work–family programs, and management gender diversity leads to lower financial performance in organizations with few work–family programs. The results suggest different business cases at nonmanagement and management levels for the adoption of work–family programs in gender‐diverse organizations. © 2014 Wiley Periodicals, Inc.     

‘Eco’ For Whom? Envisioning Eco‐urbanism in the Sino‐Singapore Tianjin Eco‐city,China

Eco‐cities have attracted international attention from governments, corporations, academics and other actors seeking to use sustainable urban planning to reduce urban environmental impacts. China has devoted significant political will and economic resources to the development of new‐build eco‐city projects, reflecting the Chinese government's goals to build a ‘harmonious society' in which environmental sustainability and social stability are mutually reinforcing. We critically analyse the case of the Sino‐Singapore Tianjin eco‐city to demonstrate that the eco‐city's ecologically modernizing visions of eco‐urbanism construct a protective environment for its residents that constrains broader consideration of social sustainability. Through analysis of the marketing and presentation of specific domestic and other spaces of the eco‐city, we examine the application of ecologically modernizing construction and technology to the design of the city. We argue that the eco‐city is discursively constructed as ecologically beneficial for its inhabitants rather than for the broader socio‐environmental landscape. Our analysis of residential spaces in Tianjin eco‐city introduces the question of what ‘eco’ means when considering the construction of eco‐urban environments for the city's residents.     

Accumulation versus instant loyalty programs: The influence of controlling policies on customers' commitments

Loyalty reward programs play an important strategic role attracting and retaining customers. Surprisingly, reward redemptions receive minimal research attention. Despite widespread reward program offerings, evidence suggests customers increasingly abandon them due to controlling (restrictive) redemption policies, such as blackout dates. The present study considers controlling redemption policies' effect on consumer commitment levels for accumulation-based and instant loyalty programs across social and economic award types. A 2 (low/high controlling) × 2 (accumulation/instant program) × (social/economic rewards) design tests hypotheses informed by cognitive evaluation and rational choice theories. Results show firms employing accumulation programs with highly controlling policies should highlight their social rewards (e.g., a hotel with blackout dates on redeeming rewards would want to highlight their special lounges or dining areas); whereas, low controlling policies work best when offering financial rewards (e.g., free upgrades or percentages off). In instant programs, the type of reward generally does not influence consumers' commitment levels.     

Does training facilitate SME's performance?

This study explores relationships between small- and medium-sized enterprises (SMEs) foreign direct investment (FDI), FDI-related training programs and organizational performance. To determine if the implementation of training programs mediate the relationship between FDI and SME performance, and if the alignment between training needs and training implementation leads to higher SME performance, we collected large-scale company-level data (N = 816) from within Taiwan.

Research results suggest that FDI leads to higher SME performance. This relationship was partially mediated by the implementation of FDI-related training programs. Unexpectedly, the results also suggest that higher levels of training need attenuate the positive relationship between FDI-related training implementations and SME performance. This implies that the alignment between SME training needs and training implementation may be of a more complicated nature than was previously thought. Practical implications and suggestions for future research are also identified.     

The persistence of gender discrimination in China – evidence from recruitment advertisements

In this paper we present an analysis of recruitment advertisements that suggests that Chinese employers frequently discriminate on gender grounds, both directly and indirectly. We illustrate how employers continue to use entrenched stereotypes and perpetuate highly segregated expectations of men and women's roles at work, predominantly to the detriment of women and hindering their progress in the labour market. The paper concludes that while employers’ recruitment practices are not the only cause of women's continued labour-market disadvantage – and are in themselves a function of the wider of economic, socio-cultural and ideological factors that underlie it (Kitching 2001; Patrickson 2001; Leung 2003; Cooke 2005) – a change to employer behaviour in this area is a necessary and potentially achievable step forward towards greater equality.     

Guanxi and high performance work systems in China: evidence from a state-owned enterprise

Abstract

Existing high performance work system (HPWS) research has rarely considered cultural influences. This study investigates the relationships between guanxi, HPWS and employee attitudes in China. A data-set consisting of 226 employees in a Chinese state-owned enterprise in the railway sector was used to test the hypotheses. Using structural equation modelling as an analytical tool, we found that guanxi was positively related to HPWS and trust. Similar to research in the Western context, HPWS was found to be positively related to trust and job satisfaction. Moreover, the results also revealed that HPWS mediated between guanxi and both trust and job satisfaction. Theoretical and practical implications are both discussed.     

Web-based recruiting’s impact on organizational image and familiarity: too much of a good thing?

Abstract

Little is known about the efficacy of many of the newer forms of online recruitment. Using a quasi-experimental design, we tested the impact of individual exposure to corporate recruitment websites and Facebook on perceptions of organizational familiarity and organizational image over time. Most interestingly, we found evidence of a curvilinear or non-linear relationship between frequency of exposure to organizational communications and perceptions of organizational familiarity across time. Implications of our findings for HR theory and practice are discussed.     

Inherent constraints and creative possibilities: employee participation in Kenya

We present findings from a study of employee participation in seven International NGOs (INGOs) operating in Kenya. The inherent constraints of hierarchy and the need to accommodate a range of stakeholder interests imposed a strict ceiling on the degree of participation even in this propitious environment. Being headquartered in a liberal market economy, the low salience of trade unions among Kenyan employees and/or individual management styles within the INGOs meant that some of the agencies fell short even of that ceiling. Contrary to the normative aspirations of both the HR and international development literatures, our study suggests that the co-determination and employee control styles of participation are undesirable and unrealistic goals. On the other hand, a consultation style of participation was appropriate to the seven INGOs, and may also be in other sectors and countries.     

Clinical Governance, Performance Appraisal and Interactional and Procedural Fairness at a New Zealand Public Hospital

This paper explores the conduct of performance appraisals of nurses in a New Zealand hospital, and how fairness is perceived in such appraisals. In the health sector, performance appraisals of medical staff play a key role in implementing clinical governance, which, in turn, is critical to containing health care costs and ensuring quality patient care. Effective appraisals depend on employees perceiving their own appraisals to be fair both in terms of procedure and interaction with their respective appraiser. We examine qualitative data from interviews and focus groups, involving 22 nurses in a single department, to determine whether perceived injustices impact on the effective implementation of the appraisal system. Our results suggest that particular issues had been causing some sense of injustice, and most of these were procedural. Potential solutions focus on greater formalisation of the performance appraisal process, and more training for appraisers and appraisees.