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The use of the general satisfaction index (GSI) concept is a great way to measure the organizational climate. However, the traditional concept has an inaccurate calculation approach. In order to review this concept, the purpose of this paper is to propose a methodology to obtain this index through a more appropriate mathematical approach, supported by some linear algebra concepts. For this purpose, an organizational climate survey was carried out in a bank agency to exemplify application of this method. Each step of the application was detailed, as well as the intermediate results achieved. Among its principal benefits are: improved accuracy to obtain the GSI; the possibility of a comparison with a minimum required rate for the decision-making process; and the possibility of identifying the order of priority of the organizational climate dimensions that mostly need improvements.

The working method was divided into three parts. The first part consists of the collection of data on employee satisfaction through a questionnaire based on Luz (2003) considerations and presented in a research performed by Maciel (2011), which uses 27 pertinent questions directed to the context of a banking system. These questions were answered on a scale from 0 to 4, where 0 means a very negative satisfaction condition and 4 a very positive one. The second part dealt with the application of the methodology for calculating GSI. The third and final part consisted of proposing improvements to increase the GSI of the studied bank agency.

In general, the proposed method has proved to be a great ally to climate research and also to identify the need for improvements in banking context. Finally, the use of the 5W2H tool has proved important to improve weak points observed in the climate analysis, providing an initial guide to raise the agency’s GSI and achieve the goals pursued by the company. It is noteworthy that, due to the fact that improvement actions have been inferred based on direct observation, there is still a need for further analysis and/or debates about the impact and viability of these solutions.

The proposed method turns GSI into a more accurate and appropriate tool, making it even more valuable in decision-making process faced by human resources departments focussed on improving or maintaining the organizational climate. To illustrate the application of the new approach regarding this tool, an organizational climate study in a bank branch is conducted.

Organisational clans and tribes are entities that prescribe the behaviour of collaborators on the basis of cultural values and norms. Consequently, this study aims to propose a management tool based on the analysis and interpretation of organisational clans and tribes.

With this purpose, first, the authors review the current status of the discussion about organisational clans and tribes, following a sequential mix-method approach that begins with a bibliometric analysis and end with a content review. Based on these results, in the second stage, the authors propose a conceptual tool that analyses clans and tribes in organisations to create and consolidate alliances. Then in the third stage, the authors apply this tool to the transformation of Medellin – a city that was first conceived as violent and now become a good place to live and travel.

By applying the tool proposed in this study, it is possible to analyse and understand how to transform disagreement into alliance and how clans and tribes – in addition to taking a leading role in organising – are jointly responsible for the results.

Clans and tribes of management are proposed as a tool for organisational management from the analysis and interpretation of clans and tribes in organisations. These clans and tribes of management allow for the intervention of clans and tribes of reference and their consequent emancipation, through organisational clans and tribes that arise naturally, by association or disintegration and that support the management of change required to create effective alliances. Thus, the strategy that should be followed to reinforce the management of changes in organisations is to align alliances with organisational clans and tribes.

Definir los clanes y las tribus organizacionales como aquellos que prescriben el comportamiento de los colaboradores a partir de los valores culturales y las normas, plantea la necesidad de proponer una herramienta de gestión a partir del análisis e interpretación de los clanes y las tribus organizacionales.

Para tal fin, se revisa -a través de un análisis bibliométrico- el estado reciente de la discusión sobre los clanes y las tribus organizacionales. Hasta proponer una herramienta conceptual de fácil aplicación, para la creación y consolidación de alianzas. Esta herramienta es posteriormente verificada para el caso de la transformación de la ciudad de Medellín, que paso de ser reconocida como una ciudad violenta para convertirse en un buen vividero y un destino por descubrir.

Con la aplicación de la herramienta propuesta en este estudio, se logra analizar y comprender como ha sido posible transformar la emancipación en alianza, y como los clanes y las tribus además de tener un rol protagónico en la organización son corresponsables de los resultados obtenidos.

Los clanes y tribus de gestión se proponen como una herramienta para la gestión organizacional que parte del análisis e interpretación de los clanes y tribus en las organizaciones. Estos clanes y tribus de gestión permiten la intervención de clanes y tribus de referencia y su consecuente emancipación, a través de clanes y tribus organizacionales que surgen de forma natural, por asociación o desintegración, y que apoyan la gestión del cambio necesario para crear alianzas efectivas. Así, la estrategia que debe seguirse para reforzar la gestión de los cambios en las organizaciones es alinear las alianzas con los clanes y tribus organizacionales.

In light of the growing number of refugees and immigrants in Canada, this paper aims to identify barriers to mental health services for newcomer immigrants and refugees in Quebec and to examine how mental health services can be improved for these populations.

In this qualitative study, semi-structured individual interviews with Farsi-speaking health professionals and focus group interviews with participants from community organizations in Quebec were conducted.

Participants, both health-care professionals and community members, reported that mental health services are not readily accessible to Farsi-speaking immigrants and refugees. Structural barriers, language barriers, cultural safety and stigma were identified as obstacles to accessing care. Recommended strategies for improving access to mental health care are discussed.

Multiple studies have found that language and cultural barriers are associated with health inequalities and under-utilization of mental health services among linguistic and ethnic minorities. However, there are limited data on many groups and contexts, and a need to better understand how language barriers affect health outcomes, service utilization, patient satisfaction or overall costs to the health system or to society. In response to this gap, the present study explores how access to mental health services for Farsi-speaking newcomers may be limited by structural and linguistic barriers and cultural differences and as well as to identify strategies that can reduce the identified barriers.

Compte tenu du nombre croissant de réfugiés et d'immigrants au Canada, cette étude vise à identifier les obstacles aux services de santé mentale pour les nouveaux arrivants immigrants et réfugiés au Québec et à examiner comment les services de santé mentale peuvent être améliorés pour ces populations.

Dans cette étude qualitative, des entretiens individuels semi-structurés avec professionnels de la santé parlant le Farsi et entretiens avec des participants des organisations communautaires au Québec ont été menées.

Les participants, tant des professionnels de la santé que des membres de la communauté, ont déclaré que les services de santé mentale sont inaccessibles aux immigrants et réfugiés parlant le Farsi. Obstacles structurels, les barrières linguistiques, la sécurité culturelle et la stigmatisation ont été identifiées comme des obstacles à l'accès aux soins. Les stratégies recommandées pour améliorer l'accès aux soins de santé mentale sont discutées.

De nombreuses études ont montré que les barrières linguistiques et culturelles sont associées à les inégalités en matière de santé et la sous-utilisation des services de santé mentale chez les minorités linguistiques et ethniques. Cependant, les données sont limitées sur de nombreux groupes et contextes, et il est nécessaire de mieux comprendre comment les barrières linguistiques ont une incidence sur les résultats de santé, l'utilisation des services, la satisfaction des patients ou les coûts globaux pour le système de santé ou à la société. En réponse à cet écarte, la présente étude examine comment l'accès aux services de santé mentale pour les nouveaux arrivants parlant le farsi peuvent être limités par des barrières structurelles et linguistiques et des différences culturelles, ainsi que d'identifier les stratégies de réduire les obstacles identifiés.

Roots of global Terrorism are in ‘failed’ states carved out of multiracial empires after World Wars I and II in name of ‘national self‐determination’. Both sides in the Cold War competed to exploit the process of disintegration with armed and covert interventions. In effect, they were colluding at the expense of the ‘liberated’ peoples. The ‘Vietnam Trauma’ prevented effective action against the resulting terrorist buildup and blowback until 9/11. As those vultures come home to roost, the war broadens to en vision overdue but coercive reforms to the postwar system of nation states, first in the Middle East. Mirages of Vietnam blur the vision; can the sole Superpower finish the job before fiscal and/or imperial overstretch implode it?

Social movements experience periods of intense activity and periods of abeyance, when collective action is very weak because of an inhospitable political climate. Non-democracies are extreme cases of hostile political environments for social movements. Drawing on a case study of the women’s movement in Franco’s Spain (mid-1930s to 1975) based on an analysis of published documents and 17 interviews, this paper argues that some non-democracies force social movements that existed prior to dictatorships into a period of abeyance and shape collective organizing in terms of location, goals, and repertoire of activities. Some social movements under prolonged non-democratic rule manage to link and transmit the aims, repertoire of activities, and collective identity of pre-dictatorship activists to those of post-dictatorship activists. This occurs mainly through cultural activities.

As the Academy for Business in Society considers the theme “Business in Society: Measuring Impact and Creating Change,” one fundamental question emerges and that is how to collaborate with universities to create positive impact and sustainable business models. The purpose of this paper is to address that question and offer one apt illustration for how to collaborate effectively across sectors.

This paper offers a case study of the Honey Bee Initiative (HBI) from George Mason University’s School of Business.

In this case study, the authors discuss the Initiative’s tri-sector domestic and global partnerships, community-driven development approach and innovative solutions as an exemplar of business as a force for good.

This paper provides unique insight into how universities can partner with non-profits, business and policy leaders to effect positive change. As such, the HBI program contributes to the growing body of research on the benefits of tri-sector partnership models as a means of addressing global goals and provides a valuable case study to understand better the necessity of multi-stakeholder partnerships. Moreover, the HBI’s tri-sector partnership model offers important insights into what makes these partnerships successful and serves as a replicable model that can be instituted in other regions around the globe.

The emergence of digital transformation in the banking industry gives rise to the challenges of adopting technology and boosting users' confidence in the process. This study mainly explores the roles of operant resources and consumption values in the user's consumption process concerning the fintech-embedded product-service system (FPSS) that provides technologically advanced financial services in South Korea.

This study examines the research model based on users' perceived quality, assessment and recommendation of FPSS. In addition, grounded in the resource-based view (RBV) and consumption value theory (CVT), an extended model is developed to understand the impact of user consumption value on FPSS design. The research model includes both product-service system (PSS) characteristics, i.e. quality and assessment, and user-specific characteristics, i.e. conditional, utilitarian and social values (collectively referred to as user consumption value).

This study finds that information, service and security quality positively affect users' confidence through positive assessment and recommendation intention. All the elements of user consumption value play a positive role in the FPSS user confidence model. In addition, the impact of operant resources on the overall service assessment is further investigated based on the interest of user's service engagement. Notable findings include users that highly engage in FPSS services return higher service assessment when social value, information quality and service quality increase.

Overall, this study provides academic and managerial guidelines for the strategic design of fintech-embedded banking services by considering the roles of PSS and user-specific characteristics in fostering sustainable competitive advantage.

In the global context, artificial intelligence (AI) technology and environmental, social and governance (ESG) have emerged as central drivers facilitating corporate transformation and the business model revolution. This paper aims to investigate whether and how the application of AI enhances the ESG performance of enterprises.

This study uses panel data from Chinese A-share listed companies spanning the period from 2012 to 2022. Through a multivariate regression analysis, it examines the impact of AI on the ESG performance of enterprises.

The findings suggest that the application of AI in enterprises has a positive impact on ESG performance. Internal control systems within the organization and external information environments act as mediators in the relationship between AI and corporate ESG performance. Furthermore, corporate compliance plays a moderating role in the connection between AI and corporate ESG performance.

This paper underscores the pivotal role played by AI in enhancing corporate ESG performance. It explores the pathways to improving corporate ESG behavior from the perspectives of internal control and information environments. This discussion holds significant implications for advancing the application of AI in enterprises and enhancing their sustainable governance capabilities.