Sankalp Chaturvedi

Systematic review of the application of quality improvement methodologies from the manufacturing industry to surgical healthcare

The demand for the highest‐quality patient care coupled with pressure on funding has led to the increasing use of quality improvement (QI) methodologies from the manufacturing industry. The aim of this systematic review was to identify and evaluate the application and effectiveness of these QI methodologies to the field of surgery.

The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective:

This study examines the role of procedural justice and power distance in the relationship between high-performance work systems (HPWSs) and employee attitudes (affective commitment and job satisfaction). The study tests the mediating role of procedural justice on the relationships between HPWS and employee attitudes and the moderating role of power distance in this relationship. The results, based on a sample of 1,383 employees across 23 firms from three countries, indicate that HPWS is strongly related to employee attitudes. The results also indicate that procedural justice mediates the influence of HPWS on employee attitudes.

Job performance over time is a function of latent trajectories and previous performance.

Previous literature addressing job performance over time notes that past performance can affect future performance and that individuals often have distinct latent performance trajectories. However, no research to date has modeled these 2 aspects of job performance in tandem. Drawing on previous literature, the authors note that current performance may act as performance feedback, influencing future performance directly (i.e., autoregression), and that individuals differ in their performance trajectories due to individual-difference factors (i.e., latent trajectories). The authors demonstrate an autoregressive latent trajectory (ALT) model to show how both autoregressive and latent trajectory parameters may be incorporated in modeling job performance over time. Also discussed are the implications of the ALT model for future studies examining job performance longitudinally.

Imprinting Effects of Founding Core Teams on HR Values in New Ventures

Using the upper echelon perspective and imprinting arguments as key theoretical lenses, this paper examines how characteristics of new venture core teams influence internal consistency and distinctiveness of human resources (HR) values at the early–growth stage of the firm. We found that shared organizational experience among founding core team members positively predicts internal consistency and distinctiveness of the dominant HR values, whereas functional diversity positively predicts distinctiveness of these values. Contrary to our prediction, when the levels of both prior shared organizational experience and functional diversity are high, positive effects turned negative, indicating more complex interaction effects between the two team characteristics.

Genetic Underpinnings of Transformational Leadership The Mediating Role of Dispositional Hope

In this study, the authors investigate the extent to which dispositional hope mediates genetic influences on transformational leadership. Based on a sample of female twins (214 identical and 178 fraternal) from the Minnesota Twin Registry, results indicated that 53% of the variance in hope and 49% of the variance in transformational leadership were accounted for by genetic factors. After controlling for positive emotionality and negative emotionality, it was found that the genetic influence on transformational leadership was mediated by dispositional hope with the overlapping genetic factors explaining 20.8% of the total variance in transformational leadership.

Interventions to improve employee health and well-being within health care organizations: A systematic review

In response to an increasing body of evidence on the importance of employee health and well-being (HWB) within health care, there has been a shift in focus from both policymakers and individual organizations toward improving health care employee HWB. However, there is something of a paucity of evidence regarding the impact and value of specific HWB interventions within a health care setting. The aim of this article was to systematically review the literature on this topic utilizing the EMBASE, Global Health, Health Management Information Consortium, MEDLINE, and PsycINFO databases. Forty-four articles were identified and, due to a large degree of heterogeneity, were considered under different headings as to the type of intervention employed: namely, those evaluating changing ways of working, physical health promotion, complementary and alternative medicine, and stress management interventions, and those utilizing multimodal interventions. Our results consider both the efficacy and reliability of each intervention in turn and reflect on the importance of careful study design and measure selection when evaluating the impact of HWB interventions.

GENETIC DETERMINANTS OF TRANSFORMATIONAL LEADERSHIP: THE MEDIATING ROLE OF HOPE

In this study we investigate the extent to which dispositional hope mediates genetic determinants of transformational leadership. Based on a sample of female twins from the Minnesota, results indic...