Jul 2026· Cadernos Cajuína· Vol 11, pp. e3549· 0 citations
TL;DR
It is concluded that the implementation of eSocial is a process still in the consolidation phase, where institutional maturity alone does not guarantee operational improvements, reinforcing the need for governance that integrates human, technological, and structural dimensions.
Abstract
Digital transformation in the public sector goes beyond the adoption of technologies, requiring the restructuring of organizations and the development of institutional capacities. eSocial serves as a foundational system that imposes new standards for compliance and integration. This study analyzes the implementation of eSocial at the João Pessoa City Hall from the perspective of organizational change and institutional capacities. A single-case study with a qualitative-quantitative approach was conducted via a survey of employees in direct and indirect administration. The analysis involved descriptive statistics, inferential statistics (Spearman's correlation), and qualitative thematic analysis. The results reveal a positive association between training and organizational maturity; however, this association was not statistically significant (p > 0.05). Furthermore, no significant relationships were found between maturity and performance indicators (rework, deadlines, and satisfaction), suggesting a scenario of organizational disconnect. Qualitative evidence highlights that the obstacles lie in the lack of continuous training, sectoral fragmentation, and low systemic integration. It is concluded that the implementation of eSocial is a process still in the consolidation phase, where institutional maturity alone does not guarantee operational improvements, reinforcing the need for governance that integrates human, technological, and structural dimensions.
Studies on organizational unlearning show that, although researchers recognize its importance and research on the topic has increased substantially in recent years, significant gaps remain in the literature. Early research neglected its potential as an autonomous organizational capacity, and there is a scarcity of studies in critical infrastructure sectors, such as ports, while the African context remains virtually unexplored. In this regard, the present study analyzes the role of organizational unlearning as a critical factor in the digital transformation of Angolan ports, within the context of the blue economy. The research adopted a quantitative, descriptive, and correlational approach, based on a sample of 248 employees at different hierarchical levels in Angolan ports, who responded to a structured questionnaire. The data were analyzed using descriptive statistics, reliability and validity tests (Cronbach’s alpha, AVE, and CR), Pearson’s correlation, and linear regression models to test the proposed hypotheses. The empirical results reveal that organizational culture exerts a positive and statistically significant influence on organizational unlearning practices, confirming its role as the primary antecedent of this process.
O. Cruz, P. Pinheiro· European Conference on Knowl...· 0 citations
In recent years, organizations operating across different sectors have been facing increasing demands for socially responsible business practices, which also implies the development of inclusive work environments. In an effort to adapt to these changes, many organizations are introducing diversity-oriented training programs. In this paper, research was based on empirical data and examines whether there are differences between private and public organizations in post-socialist countries regarding the implementation of diversity-oriented training. In addition, the analysis explores whether organizational size acts as a moderating factor in this relationship. Overall, the results indicate a low level of diversity training implementation in both sectors. However, performed non-parametric analysis indicates greater engagement and proactivity of organizations operating in the private sector, compared to organizations from the public sector, while the applied hierarchical linear regression showed that the size of the organization does not have a statistically significant moderating effect. The findings suggest that, in the context of developing inclusive and socially responsible human resource management practices, institutional logic is more important than organizational capacities. In addition to presenting the results of the empirical analysis, this paper also provides insights into how diversity-oriented training contributes to organizational adaptability and employee development.
Branka Zolak Poljašević, Simona Šarotar Žižek· APEIRON: a journal for ancie...· 0 citations
This article analyses the dynamic tension between formal and organic managerial controls as an antecedent of organizational resilience in cooperatives. Under the assumption of complementarity between the theory of social systems (TSS) and the theory of communicative action (TCA), we model the dynamics of managerial controls by reference to the notion of a cusp catastrophe. The distinctive governance principles that characterize the cooperative form are identified as theoretically generative, thereby shaping the meaning of organicity, legitimacy and communicative rationality.
The cusp technique was applied to archival research data obtained from 569 Brazilian cooperatives in the context of a panarchy framework.
A multilevel analysis revealed that the relationship between mechanicity and organicity exhibits an inverted U-shaped pattern. At the extremes of the panarchical structure (i.e. the macro and micro levels), organicity predominates as a resilience factor, whereas at the meso level, a balance between these two factors must be established. In organizations that lack institutional support, mechanicity is detrimental (negative coefficient), thereby reversing the original proposition.
The results of this research demonstrate that the effectiveness of instrumental rationality (TSS) is contingent on the presence of communicative rationality (TCA) and that hierarchical support, which is evident in the panarchical remember mechanism, facilitates the employment of formal strategies that would otherwise be counterproductive in isolated organizations.
The results of this research suggest that investments in relational capital, team stability, occupational diversity and horizontal communication should precede the expansion of formal controls. Cooperative centrals that impose uniform formalization standards on affiliated cooperatives risk giving rise to coercive bureaucracy. Variance-based early warning signals provide prudential monitoring of the cooperative credit system.
The findings of this research demonstrate that cooperative identity is maintained through scale-differentiated governance mechanisms, thus suggesting that regulatory policies that impose uniform requirements may undermine the democratic and participatory foundations of cooperative organizations.
These findings reconceptualize the effective paradox described by Chenhall and Morris (1995) as a phenomenon that is contingent on the relevant organizational level and institutional support and demonstrate the applicability of the cusp model in the context of longitudinal analyses of managerial controls.
Mateus Christiano König Martins, Ilse Maria Beuren· Management Decision· 0 citations
While transformational leadership (TL) has been widely studied, how it translates into organizational performance remains insufficiently explained, particularly through multiple, sequential psychological and behavioral mechanisms. Accordingly, the purpose of this study is to examine the relationship between TL and organization performance through the mediating roles of knowledge innovation, intrinsic motivation and employee performance in the health sector in the UAE.
This study is grounded in self-determination theory (SDT), which explains how TL satisfies employees’ basic psychological needs, enhances intrinsic motivation, and subsequently fosters knowledge innovation, employee performance, and organizational performance. Based on a cross-sectional design, data were collected from 107 participants from the Department of Health located in Abu Dhabi, UAE. The data collection involved an online questionnaire that incorporated validated scales. Partial least square structural equation modeling (PLS-SEM) was used to perform the data analysis.
Findings revealed a direct positive association between TL and organizational performance in the public health sector. The results also showed that knowledge innovation, intrinsic motivation and employee performance significantly mediated the relationship between TL and organizational performance.
It is crucial to examine how Islamic values and TL interact in an organizational context within the framework of Islamic Arabian culture. This study significantly adds to the literature on TL by examining the indirect effects of TL on organizational performance through knowledge innovation, employee performance, and intrinsic motivation in the Islamic context. By integrating knowledge innovation, intrinsic motivation, and employee performance as mediators, the study advances leadership theory by unpacking the black box between leadership style and organizational outcomes, TL, health sector, knowledge innovation and Islamic culture.
Meera Almazrouei, Marwan N. Al Qur’an, Amit Kumar et al.· Journal of Islamic Accountin...· 0 citations
The successful implementation of bureaucratic reform in Indonesia is heavily determined by the effectiveness of public sector organizational communication. This study aims to analyze the dynamics of organizational communication, including message flow patterns and sociological barriers, in influencing the effectiveness of policy transmission from the central level to technical implementers. This qualitative research employs a literature review method through the collection, condensation, and synthesis of reputable scientific literature. The findings reveal that a rigid, top down communication pattern with an instructional nuance tends to trigger message distortion, misaligned perceptions, and passive resistance among frontline civil servants. Furthermore, policy implementation faces complex constraints, including hierarchical cultural barriers (paternalistic culture), structural informational barriers (sectoral ego), and technical-semantic barriers (divergent interpretations of key performance indicators and limited digital literacy). Reconstructing communication into a more dialogic, transparent, and inclusive approach is proven to enhance active participation and the affective commitment of State Civil Apparatus. Additionally, accelerating digital communication transformation through the Electronic Based Government System serves as a strategic medium to streamline bureaucratic chains, eliminate sectoral silos, and substantively support the consolidation of the ASN core values "BerAKHLAK" toward achieving accountable and competitive governance.
A. Saudi, Andi Kardian Riva’i, A’ang Chaarnaillan· Journal of Creative Power a...· 0 citations
This research investigates the discrepancies between e-governance policies and their practical implementation at the Lao Social Security Organization (LSSO) Headquarters located in Vientiane Capital, Lao PDR. The study is framed by a comprehensive theoretical model that combines the Technology Acceptance Model (TAM), the Unified Theory of Acceptance and Use of Technology (UTAUT), the Technology-Organization-Environment (TOE) framework, and the Information Systems Success Model (ISSM). Utilizing a convergent parallel mixed-methods approach, the research team gathered quantitative data from 206 participants, with 109 active users of LSSO digital services completing the entire survey that assessed 11 constructs. Additionally, qualitative insights were obtained through semi-structured Key Informant Interviews (KIIs) with six LSSO employees from the IT, Public Relations, and Legislation departments. The internal consistency of all eleven constructs was found to be acceptable to excellent (Cronbach's alpha = 0.717-0.917). The results indicate that the digital transformation of LSSO is not primarily hindered by technical failures or user distrust but rather by three interconnected gaps: 1) an awareness and communication gap, where low user awareness, rather than lack of trust, poses the main obstacle to adoption; 2) a service quality gap, wherein negative experiences at partner hospitals under the Ministry of Public Health diminish user satisfaction with LSSO's platform; 3) an informal sector coverage gap, exemplified by a 47.1 percent non-user rate among informal and voluntary workers. Furthermore, the detailed findings reveal that ease of use and system quality are significant predictors of user satisfaction, while awareness and trust influence service utilization. Although facilitating conditions and social influence both partially predict continued usage intentions, social influence emerges as the strongest single predictor of both usage behavior (r = 0.728) and satisfaction (r = 0.737). This study contributes empirical insights into institutional-level e-governance implementation in Lao PDR, highlighting cross-ministerial service spillover as an overlooked aspect of the policy-practice gap. Practical recommendations are categorized according to the level of institutional authority necessary for their implementation.
Pathoumphone Ounnaphao, Thanousorn Vongpraseuth· International Journal of Res...· 0 citations