The Experts below are selected from a list of 270 Experts worldwide ranked by ideXlab platform
Gianfranco Damiani - One of the best experts on this subject based on the ideXlab platform.
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The Organizational domain in HTA reports: towards a technology-oriented Assessment.
European journal of public health, 2019Co-Authors: P Cacciatore, Maria Lucia Specchia, Maria Giuliana Solinas, Walter Ricciardi, Gianfranco DamianiAbstract:BACKGROUND Organizational aspects in Health Technology Assessment (HTA) reports play a significant role in managing policies and strategies to implement new health technologies. The Organizational domain, however, is often under-represented in HTA reports. This study explored how Organizational Assessment is carried out in HTA reports and designed a new perspective through an empirical approach after the comparison with EUnetHTA's Core Model 3.0. METHODS Full HTA reports were extracted from the websites of members of International Network of Agencies for HTA and the aspects relating to the Organizational Assessment were analysed. HTA reports were classified into 4 typologies of technologies (device, diagnosis/screening, intervention and Organizational procedures) and Organizational aspects described were explored through a framework of 5 domains and 15 subdomains from Core Model. Specific Multiple Correspondence Analyses were carried out to identify technology-related domains for Organizational Assessment in reports. RESULTS The analysis showed that domains and subdomains of Core Model were not covered homogeneously by the Organizational Assessments in the HTA reports. Through Multiple Correspondence Analyses, four new technology-related dimensions were identified and named according to the Core Model's subdomains in the four new clusters. CONCLUSIONS This study analyzed the significance of Organizational Assessments in current literature and the challenges of improving this domain in HTA reports. Through an empirical analysis, we proposed a new methodology to cover the most relevant aspects of Organizational appraisal according to new domains to promote support to the Assessment of Organizational issues in reports and fulfil the needs of future HTA research.
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VP29 Organizational Aspects In Health Technology Assessment: A New Approach For Future Assessments
International Journal of Technology Assessment in Health Care, 2017Co-Authors: Maria Lucia Specchia, P Cacciatore, Walter Ricciardi, Francesco Mazzotta, Gianfranco DamianiAbstract:INTRODUCTION:Organizational aspects influence the behavior of healthcare professionals and managers, and may help to overcome the barriers in the implementation of new health technologies. However, the Organizational domain is often under-represented or absent when Health Technology Assessment (HTA) reports are built. The objective of this study was to to explore the Organizational Assessment in HTA and build a new framework for applicative experience after the comparison with the European Network for HTA (EUnetHTA's) CoreModel 3.0.METHODS:A literature review was performed by extracting full HTA reports through INAHTA (International Network of Agencies for Health Technology Assessment) members websites, HTA agencies and snowball search, and the aspects relating to the Organizational Assessment were analyzed. A quantitative and qualitative analysis was performed on the retrieved reports and the results were compared with a framework of five domains and fifteen subdomains from EUnetHTA's CoreModel 3.0. A Multiple Correspondence Analysis was carried out in order to evaluate the power of CoreModel and identify new common domains to guide the Organizational Assessments in HTA reports.RESULTS:The Assessments of Organizational issues in the reports were significantly heterogeneous and less common than inclusion of other classic Assessments. When included, domains and subdomains of the CoreModel were not covered homogeneously by the Organizational Assessments (representation level varied from 19 percent to 62 percent). The statistical analysis performed on the current data and the subsequent clustering of items offered the possibility to develop a new methodology based on three new composite indicators.CONCLUSIONS:This ongoing study analyzed the relevance of Organizational Assessments in current literature and the challenges of promoting an international approach to the matter. In this sense, according to the current state of the research, we proposed a new methodology to cover the most relevant aspects of Organizational appraisal according to new, more homogeneous domains and a less context-oriented approach to encourage health professionals to perform Organizational analysis and better fulfill the needs of future HTA research.
Gregory David Hammond - One of the best experts on this subject based on the ideXlab platform.
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a meta analytic examination of the construct validity of the michigan Organizational Assessment questionnaire job satisfaction subscale
Journal of Vocational Behavior, 2008Co-Authors: Nathan A Bowling, Gregory David HammondAbstract:Abstract Although several different measures have been developed to assess job satisfaction, large-scale examinations of the psychometric properties of most satisfaction scales are generally lacking. In the current study we used meta-analysis to examine the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS; [Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire . Unpublished manuscript, University of Michigan, Ann Arbor; Cammann, C., Fichman, M., Jenkins, G. D., & Klesh, J. (1983). Michigan Organizational Assessment Questionnaire. In S. E. Seashore, E. E. Lawler, P. H. Mirvis, & C. Cammann (Eds.), Assessing Organizational change: A guide to methods, measures, and practices (pp. 71–138). New York: Wiley-Interscience]), which is a brief, face-valid measure of global job satisfaction. Our analyses indicate that the MOAQ-JSS is a reliable and construct-valid measure of job satisfaction. We also report normative data for the MOAQ-JSS.
Kathleen M. Immordino - One of the best experts on this subject based on the ideXlab platform.
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Organizational Assessment and Improvement in the Public Sector Workbook
2013Co-Authors: Kathleen M. ImmordinoAbstract:Understanding Organizational Assessment Organizational Assessment and the Public Sector Endnotes Determining Readiness for Assessment Consider the Source Why Are We Here? Determining Readiness for Assessment Leadership Support Timing and Agency Priorities The Internal View: Workforce Climate The External View: Constituent Relations Evaluating Organizational Readiness Endnotes Planning the Assessment Define the Scope of the Assessment Choosing an Implementation Method Communicate Plans for the Assessment Endnotes Engaging Employees in the Assessment Process Assessment Process Involving the Employee The Importance of People in the Information Collection Process Identifying Participating Groups and Individual Participants Leader Participation How to Prepare People for Participation Endnotes Conducting the Assessment Stage 1: Understanding the Current State of the Organization Stage 2: Visioning and Gap Analysis Conducting a PSAI Assessment Workshop Managing a PSAI Assessment Using a Project Team Managing a PSAI Assessment Using an Organization-Wide Team PSAI Organizational Profile Worksheet Public Sector Assessment and Improvement Worksheets Human Factors Operational Factors Endnotes Linking Assessment and Improvement Stage 3: Improvement Planning and Prioritization Stage 4: Outcomes and Feedback Sustaining Organizational Assessment: Lessons Learned Endnotes Assessment Resources Bibliography Glossary Appendix A Appendix B Appendix C Index
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Organizational Assessment and Improvement in the Public Sector
2009Co-Authors: Kathleen M. ImmordinoAbstract:Organizational Assessment and the Public Sector The Demand for Effectiveness and Efficiency Organizational Assessment Assessment and Organizational Development Challenges in Public Sector Assessment and Improvement Opportunities in Public Sector Assessment Summary Notes Assessment as a Communication Process Communication Processes in Self-Assessment Summary Notes Applying Assessment Practices in the Public Sector Current State of Assessment in Government and How It Has Developed over Time Structured Self-Assessment Models Adapting Existing Assessment Processes for the Public Sector Assessment Summary Notes The Public Sector Assessment and Improvement Model Structure The Human Factor Group: Interpersonal and Communication Competence The Operational Factors: Enabling the Work of the Organization Dashboards Assessment: Applying the Information Learned Notes Implementing a Self-Assessment Program Step 1: Preparing for an Assessment Step 2: Conducting the Assessment Process Step 3: Following Through on Outcomes Summary Notes Assessment, Improvement, and the Process of Organizational Change Change Efforts in the Public Sector Identifying Barriers to Change The Process of Organizational Change Understanding the Scope of Change Organizational Learning and Personal Learning: Creating an Internal Case for Change Creating an External Case for Change: Constituent Involvement Summary Notes Case Studies and Best Practices in Assessing Public Sector Organizations Case Studies Summary Notes The Future of Assessment The Need to Identify and Disseminate Best Practices in Government Assessment The Need for Continued Adaptation of Assessment Models Identifying Tools that Facilitate Assessment Processes Finding New Ways to Encourage Governments to Participate and to Engage Their Staff Increased Recognition of the Role of Constituents in Assessment Linking Assessment Processes to Strategic Planning and Budgeting Finding Ways to Sustain a Culture of Assessment that Do Not Rely on a Single Champion Conclusion Bibliography Glossary Appendix A: The Public Sector Assessment and Improvement Model Appendix B: The Public Sector Assessment and Improvement Model-Short Form Appendix C: Exercises Appendix D: Tools for Organizational Change Efforts
Anne Offner - One of the best experts on this subject based on the ideXlab platform.
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the impact of leadership on change readiness in the us military
Journal of Change Management, 2009Co-Authors: Joseph B Lyons, Stephanie Swindler, Anne OffnerAbstract:The current study explored the concept of change leadership in a US military organization that was undergoing extensive Organizational changes. Participants' (N = 395) leadership perceptions, change readiness indices, and intentions to engage in the change were collected during an Organizational Assessment. Results indicated that change leadership from senior executives was most predictive of individuals' reported change readiness for military officers and civilian personnel. In addition to change leadership from senior executives, general leadership was also predictive of change readiness for enlisted personnel. Both leadership and change readiness were significantly related to higher intentions to engage in the change initiative. The change readiness of personnel appeared to increase according to the stages outlined by the Transtheoretical Model of behavior change (TTM), thus suggesting that this may be a useful model for predicting intentions to engage in and support Organizational change initiatives. ...
Ginny Sprang - One of the best experts on this subject based on the ideXlab platform.
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Organizational Assessment of Secondary Traumatic Stress: Utilizing the Secondary Traumatic Stress Informed Organizational Assessment Tool to Facilitate Organizational Learning and Change
Trauma Responsive Child Welfare Systems, 2017Co-Authors: Ginny SprangAbstract:This chapter describes an approach to the Organizational Assessment of secondary traumatic stress (STS) policies and practices that enables child welfare leaders to reliably evaluate how STS-informed their agency is, develop a roadmap for addressing challenges, and track progress toward Organizational change in this area over time. These strategies facilitate the management of STS in the child welfare workforce, an essential component of trauma-informed care. Specifically discussed in this chapter is the Secondary Traumatic Stress Informed Organizational Assessment (STSI-OA) (Sprang et al., The secondary traumatic stress-informed organization Assessment (STSI-OA) tool. Doi: 10.13140/RG.2.1.2866.1842, 2014), an evaluation tool that can be used by Organizational representatives at any level to evaluate the degree to which their organization is STS-informed and able to respond to the impact of STS in the workplace. The tool describes what an STS-informed organization would look like, if all the activities were enacted fully, based on the current literature relevant to STS risk and protection, and principles of Organizational learning and development (Dodgson, Org Stud 14(3):375–394, 1993; Crossan et al., Acad Manag Rev 24(3):522–537, 1999). Additionally, this chapter provides information about the reliability and validity of the STSI-OA, national norms, how the tool addresses cultural competence, and challenges to utilization and integration into child welfare settings using the National Implementation Research Network’s (NIRN) implementation framework.