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The main organizational variable is receptivity.
Culture is understood as an internal organizational variable that can be shaped in particular ways to change or improve the organization [ 27, 28].
Since perceived control was the only organizational variable that revealed a significant path to the instigated incivility latent variable in the model, and incivility from superior was the only variable with a significant path to perceived control (β = −.404, p <.001), we only tested mediation effects through this path.
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Previous studies have investigated the effects of the use of information technologies with organizational variables on firm performance.
Some of these organizational variables are the firm size, the business strategy and the architecture of information technology.
In view of these, we developed a user-centric model for DSSA performance evaluation using organizational variables.
Findings from GLM Repeated Measures indicate significant group by wave interactions for three of the six organizational variables (professional resources, commitment, and burnout) and intention to leave.
Structural equation modeling demonstrates good model fit with significant pathways leading from the intervention through intervening organizational variables to intention to leave.
Prior research has looked at the covariance of various organizational variables with this timing; this study goes a step further by looking at the effect of different reasons-for-adoption on this timing.
This suggests the effect mechanism of entrepreneurial orientation should be put into a contingent condition, including environmental variables (complexity, dynamism and industrial cycle) and organizational variables (firm resources, organizational structure, etc).
Multiple regression was used to identify organizational variables underlying APPCs such as psychosocial rehabilitation program type, provision of EBPs, number of volunteers, and percentage of budget spent on direct care staff, though effects sizes were moderate at best.
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