The Ministry of Tourism and Arts (2018) identified an overall goal of utilizing Zambia’s natural and cultural resources as a tourism driver to increase economic growth for the country. However, the industry has experienced problems with attrition, productivity, and high mortality rates of wildlife police officers (WPOs) which negatively affects the ability to protect the wildlife and natural resources that drive the tourism industry. A systematic review of the evidence was conducted in support of the Ministry of Tourism and Arts (MOTA) to identify the key components of a workplace wellness and HIV/AIDS program to reduce the attrition and mortality of the WPOs. The findings from the review indicate the essential components of a wellness workplace and HIV/AIDS policy can be bucketed into four categories: (a) program design; (b) program growth; (c) disease management and prevention; and (d) program evaluation. Findings also indicate that wellness programs have a positive correlation with absenteeism, job satisfaction, job performance/productivity, employee turnover, and return on investment (ROI). However, management involvement and support to resource a program and reduce the stigma associated with it are necessary for its success. This case study presents evidence-based recommendations to assist the MOTA with the development and implementation of an effective Wellness Workplace Policy focusing on HIV/AIDS, other communicable and noncommunicable diseases, addiction, and mental health support. Recommendations included the formation of a workplace wellness committee, development and communication of the wellness program, engagement through employee forums, increased training for leadership, and the involvement of stakeholders as program advisors.

The Naval Air Warfare Center Aircraft Division Logistics Competency is implementing new technology that will transform the way that logistics analysis is performed. Implementing technology can be a challenge for organizations and especially when the technology disrupts the existing logistics processes. Some of the workforce may view the use of digital devices as frustrating and are likely to be reluctant to accept the new technology even with its enhanced benefits that improve logistics. This research uses a systematic review and thematic synthesis to identify the factors impacting a user’s perceptions of the technology and how their perceptions influence acceptance through the theoretical lens of the technology acceptance model. A user’s acceptance is influenced by their perceptions of the complexity and usability of the technology, leadership’s demonstrated support of the technology, and self-perceptions of self-efficacy and trust. Managers should introduce the technology with a positive attitude, choose early adopters to influence peers, and provide tailored training according to the user’s comfort and perceptions to increase trust and increase acceptance.

A systematic review was conducted for a state-sponsored workforce board, a non-profit quasi-governmental workforce development organization located in the northeastern U.S., to determine what are the most effective career training programs in healthcare, advanced manufacturing, hospitality, and marine economy industries for job seekers in U.S. based organizations. The absorptive capacity theory was utilized in examining the research problem through a theoretical lens. The results indicated that on-the-job training (OJT) was found to be the most effective training technique across all the industries. Career advising was also considered a crucial element of career training within the healthcare, hospitality, and marine economy industries. Recommendations for the workforce board included revamping their current OJT program and connecting with career advisors at the local high schools. Industry-specific recommendations for the workforce board included providing academic support in healthcare, workforce flexibility in advanced manufacturing, multilingual training in hospitality, and exposure to oceanic concepts in academics for the marine economy.

A large complex government organization is planning a restructure of their organization from a hybrid matrix or competency-aligned team structure to a more dominant mission-aligned structure. This restructure has the potential to spur organizational problems from employee churn, including a decrease in employee engagement as well as detract from product delivery. The purpose of this study is to systematically gather and review evidence on employee engagement and retention during organizational restructuring initiatives. Another purpose is to define how leadership style can impact the organization’s ability to successfully restructure while also improving the efficiency and effectiveness of the ongoing products. An analysis was carried out using four rapid evidence assessments and then a combined systematic review to analyze existing scholarly literature on the research question. The organizational problem was viewed through the lens of the contingency theory, which focuses on the structure best suited to the organization, contingent on its internal and external environments. With a complex reorganization, an organization can align with their internal mission, as well as their customers in the external environment. A thematic analysis of the literature revealed several themes; job resources, leadership styles, team innovation, training, external and internal environmental factors, employee engagement, open communication, and organizational diagnosis. This study supports the notion that a successful reorganization can be implemented through the support of an effective leadership style, training, and the implementation of job resources.

The purpose of this systematic review is to explore retaliation within organizations and their culture. Specifically, this research examines extant scholarly literature regarding retaliation and how senior leaders, managers, and workers can help reduce it. Further, this study provides organizations intervention recommendations to help mitigate retaliation in small and medium organizations. In this study, complex adaptive systems (CASs) theory was found to be an appropriate mechanism for exploring and understanding how to mitigate retaliation effectively in the workplace. CASs is a people-based, people-driven, and behaviorally focused framework that requires collaboration and shared responsibility among the individual agents and agent-groups sharing a particular system, rather than just the system’s leaders or workers. This qualitative systematic review presents consistent evidence that in organizations retaliation can be reduced by: (1) promoting a culture of collective identity and justice; (2) using structures that maintain and restore justice; and (3) using training and pro-social relations to reinforce the organization’s cultural values. Based on the themes found in the research, three recommendations emerge as cultural interventions that will effectively reduce retaliatory behavior within organizations: (1) institutionalize an organizational culture of collective identity and justice; (2) create a structure that maintains and restores justice; and (3) reinforce values and policies through training and positive social relations.