This study investigates the challenges and strategies involved in implementing federally mandated technology (FMT) within a distributed Human Health Services organization. Employing a retrospective case study design, the research outlines feedback mechanisms, phased rollout approaches, and utilization data as critical tools for overcoming barriers and achieving successful FMT assimilation. Key insights include strategies to manage resistance, enhance adoption, and institutionalize technology in organizational practices.

This case study explores strategies for implementing federally mandated technology in health services organizations, utilizing the Technology-Organization-Environment framework. It highlights phases like planning, adaptation, and post-implementation, discussing resistance management through customization and communication.

Explores how doubt, both as a generative force and a double-edged sword, can be utilized in management practices. Uses Grounded Theory and Garbage Can Model frameworks to study the dynamics of doubt in organizations.

This study investigates the relationship between job stress, change uncertainty, and perceptions of workplace ostracism, aiming to understand how uncertainty during times of change affects the link between job stress and workplace exclusion. Using a two-wave sampling of workers across various sectors (n=396) and employing the Job Demand-Control-Support (JDCS) Model as the theoretical framework, the findings reveal that the combined effects of job stress and change uncertainty buffer perceptions of ostracism, with significant moderation occurring only at moderate and high levels of change uncertainty. This research enhances the understanding of workplace dynamics and their impact on employee well-being and organizational outcomes, offering valuable insights into how change uncertainty and job stress jointly predict workplace ostracism and suggesting strategies to mitigate these negative effects.

This study explores the perceived values of inter-team retrospectives within scaled agile programs and aims to develop a stable framework for their implementation.

This study explores motivational paradoxes at the intersection of individual and team dynamics using Self-Determination Theory (SDT) and Paradox Theory. It identifies and analyzes tensions such as autonomy vs. interdependence, and proposes strategies for leaders to manage these paradoxes effectively in organizational settings.

This paper applies principles of organizational ecology to family business succession, exploring how ecological models can inform strategies for resilience, adaptation, and innovation in leadership transitions. It compares ecological succession models, such as the Pioneer-Climax and Disturbance-Succession, with family business frameworks, proposing insights for enhancing business continuity and strategic flexibility.

This research explores whether Artificial Intelligence (AI) and Deep Learning (DL) qualify as General Purpose Technologies (GPTs). By examining the characteristics of pervasive technologies and analyzing the diffusion of AI and DL from their origins to modern applications, the study investigates economic and societal implications. Key findings suggest that AI/DL exhibits traits of GPTs, offering forward-looking insights for policymakers, businesses, and researchers to leverage AI as a transformative enabler.

This study explores the marketability of U.S. states in the cannabis industry using the CAGE Distance Framework. It examines cultural, administrative, geographical, and economic factors influencing market selection and entry for cannabis companies. The findings suggest that states with higher cannabis user percentages, favorable legal statuses, and higher GDP per capita attract more companies.

This presentation investigates the moderation effect of hope on the relationship between distress tolerance and turnover intentions as well as quiet quitting. Using Conservation of Resources (COR) theory, it highlights the impact of resource loss on employee retention strategies. The findings provide insights into the roles of distress tolerance and hope in addressing turnover intentions and quiet quitting through tailored retention strategies.