The Impact of Inclusive Excellence Initiatives on Laboratory Wellness.

The background of this study includes the need for a deeper understanding of the factors that influence job satisfaction of operators in Salafiyah Islamic boarding schools in Banten Province, especially in the context of visionary and transformational leadership. This study explores the impact of visionary and transformational leadership on job satisfaction among operators at Salafiyah Islamic boarding schools in Banten Province. The research employs a quantitative method with a survey technique. One hundred sixty-six operators from Salafiyah Islamic boarding schools in Banten Province participated in the study. Data on visionary leadership, transformational leadership, and job satisfaction were collected using a Likert scale questionnaire with five response options. The questionnaire was validated before use. Data analysis was conducted using multiple regression analysis. The findings indicate that transformational leadership significantly affects job satisfaction, while visionary leadership does not. These findings highlight the importance of developing transformational leadership to enhance job satisfaction among operators of Salafiyah Islamic boarding schools, thereby improving their welfare and impacting the quality of Islamic boarding schools and other Islamic educational institutions. The implications of these findings underscore the importance of transformational leadership development as a strategy to improve the welfare and quality of management in the Islamic education environment, which can strengthen the position of pesantren as effective and competitive educational institutions.

Recent studies have shown that the pathology workforce is at risk of decreased workplace well-being, which may lead to decreased job satisfaction, increased attrition, burnout, depression, anxiety, and suicidality, but there has been relatively little research on well-being initiatives designed for pathologists, pathology trainees, and laboratory professionals. Some studies have suggested that well-being initiatives may decrease burnout and increase workplace satisfaction and engagement. Here we describe the creation of a Pathology Wellness Committee in a large residency program. Interventions included emotional, social, and physical well-being interventions as well as system-based improvements. Additional initiatives were introduced in response to the increased stress, isolation, and social distancing guidelines during the height of the COVID-19 pandemic. The program's impact was measured by an annual House Staff Council Resident Wellness Survey over 4 years. The annual surveys showed improvements in workplace and residency program satisfaction and emotional well-being following system-based improvements and well-being initiatives. Physical and social well-being showed slight but not statistically significant decreases over the 4-year period. Results from the annual Accreditation Council for Graduate Medical Education Survey were also evaluated. We found that dedicated well-being initiatives in conjunction with system-based interventions may help improve overall well-being in pathology residents.

This study aims to analyze the effect of prophetic, visionary, and transformational leadership styles simultaneously on madrasa ibtidaiyah teachers' job satisfaction. The research method uses quantitative methods with survey techniques. This study was conducted on madrasa ibtidaiyah teachers who became science facilitators, both provincial facilitators and regional facilitators, spread across 27 provinces. Two hundred ninety-one teachers were randomly selected using the random sample technique, and 179 were involved in this study. The research instrument used a validated questionnaire. Data analysis used inferential statistics with regression techniques. The results showed that rx123y was 0.532. The findings of this study indicate a strong and significant effect of prophetic leadership, visionary leadership, and transformational leadership simultaneously on the job satisfaction of madrasa ibtidaiyah teachers. The findings provide recommendations that madrasa ibtidaiyah teachers' job satisfaction can be improved simultaneously through prophetic, visionary, and transformational leadership.

Pathology: Functionality in Resource-Poor Settings

This research aims to analyze the influence of visible safety leadership and job satisfaction on safety work performance at PT. Solusi Bangun Indonesia Tbk Cilacap Factory. This research uses quantitative research methods with descriptive and analytical approaches. The research subjects were employees and contractors of PT. Solusi Bangun Indonesia Tbk Cilacap Factory involved in overhaul activities. Data collection was carried out randomly through questionnaires, interviews and observations. Research data was analyzed using quantitative statistical test techniques and then described in detail based on the results of each test. The research results show that work accidents at PT. Solusi Bangun Indonesia decreased during the 2023 overhaul activities due to its leadership role in ensuring workplace safety during these activities. This research highlights how visible leadership behavior in the field, or visible safety leadership and job satisfaction, contributes to increasing safety work performance. The Regression and Correlation Test Method used to analyze the data shows that 76.4% of safety work performance is influenced by visible safety leadership and job satisfaction, while the rest is influenced 23,6 % by other factors. These results confirm that leadership behavior that is proactively involved and visible in the field and high job satisfaction in implementing safety has a significant impact on safety performance, which ultimately contributes to a safer work environment for all workers.

This study aims to determine the effect of the school principal’s visionary leadership and work motivation on teacher’s job satisfaction, as well as to examine the effect of the school principal’s visionary leadership on work motivation at SMAN 6 Muaro Jambi. The research employs a quantitative approach with data analysis techniques Structural Equation Modeling (SEM) with the assistance of SmartPLS 3.0 software. This study is a survey research. The population consists of 40 teachers at SMAN 6 Muaro Jambi, and the sample includes the entire population of 40 teachers. The study results indicate that: (1) There is a positive but not significant effect of the school principal’s visionary leadership on teacher’s job satisfaction, with p-value > 0.05, specifically 0.513, a T-statistic value of 0.564, and a path coefficient of 0.155. (2) There is a positive and significant effect of work motivation on teacher’s job satisfaction, with p-value < 0.05, specifically 0.000, a T-statistic value of 7.523, and path coefficient of 0.777. (3) There is a positive and significant effect of the school principal’s visionary leadership on work motivation, with p-value < 0.05, specifically 0.002, a T-statistic value of 3.121, and a path coefficient of 0.631.

This study examines the improvement of teacher creativity which is driven by the visionary leadership strength of the principal and teacher job satisfaction. The survey method with the correlational approach was used in this study to describe the strong relationship between teacher creativity as the dependent variable with the visionary leadership of the principal and teacher satisfaction as an independent variable. The population in this study were all permanent teachers of foundation Private Vocational High Schools in Parungkuda Sukabumi District. Samples were taken using a proportional random sampling technique totaling 96 teachers. The data analysis technique of the research results consisted of the first, statistical description and the second by using inferential statistics to test the hypothesis. The results showed that: (1) there was a very significant positive relationship between Principal Visionary Leadership and Teacher Creativity with a simple linear regression equation Ŷ = 89.33 + 0.32 X1 and the correlation coefficient value ry.1 = 0.217. The coefficient of determination r2y.1 = 0.217 means that the Visionary Leadership of the Principal (X1) contributes to the teacher's creativity by 16.50%; (2) there is a very significant positive relationship between Job Satisfaction with teacher creativity with a simple linear regression equation Ŷ = 88.48 + 0.31 X2 and the correlation coefficient ry.2 = 0.319, and the coefficient of determination r2y.2 = 0.122 which means that the contribution of Job Satisfaction (X2) to the creativity of teachers is 20.46%. (3) there is a very significant positive relationship between Principal Visionary Leadership and Job Satisfaction together with teacher creativity with multiple linear regression equations 88 = 77.25 + 0.21 X1 + 0.12 X2 and the value of the correlation coefficient ry. 12 = 0.165. The coefficient of determination r2y.12 = 0.390 means that the Visionary Leadership of the Principal (X1) and Job Satisfaction (X2) jointly contribute to the teacher's Creativity (Y) of 21.70%.

Small and medium-sized businesses (SMEs) are the key drivers of economic growth, employment, and market innovation. Nevertheless, SMEs faced issues pertaining to leadership competence, resource shortage, and coping with competitive market conditions. This research explores the impact of leadership styles on the performance of SMEs. It explores whether different leadership styles (LS) used in different SMEs are related to overall performance. It shows how visionary, situational, and laissez-faire leadership style affects key performance measures such as profitability, employee satisfaction, and productivity. Data was collected using structured questionnaires, combining close-ended and open-ended questions to obtain extensive insights from employees and managers across industries. The quantitative data were analyzed with the aid of SPSS 4.0 to allow for extensive analysis of patterns and relationships within the data set. A multivariate regression model was used to determine the relative importance of the three leadership styles in the implementation of strategic plans and the influencing of performance metrics. The findings indicate visionary leadership as significantly having a positive influence on employees' motivation and performance of businesses. Situational leadership indicates minimal effect, which would not necessarily contribute substantially towards overall SME performance. Alternatively, the laissez-faire leadership has a detrimental impact on the performance of SMEs, thus resulting in diminishing productivity, compromised employee satisfaction, and profitability. These results imply much for the SME managers, who want to maximize organizational effectiveness. Implementation of appropriate leadership methods that align business needs is mandatory in creating the right and optimum work environment. The research verifies the importance of visionary and progressive leadership in paving the way towards SME growth further and solidifies the need for leadership strategies compliant with organizational and human resource variables.

The success of education and teaching at private universities in North Sumatra Province will depend heavily on the quality of lecturers who are able to produce high lecturer performance. which in the end will be able to improve the performance of the private university. This study aims to identify, analyze and examine Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment and Job Satisfaction and Their Implications for Lecturer Performance at Private Universities in North Sumatra. This study used a quantitative method with a descriptive analysis and verification analysis approach. In this study, the sample was the lecturers who received the fixed income with a sample of 212 lecturers. The method of analysis in this study uses path analysis (path analysis). The results of the study concluded that: 1). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment, with a magnitude of influence of 73.18 percent 2). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Job Satisfaction with an influence of 75.11 percent, and 3) there is a significant influence. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent.

The success of education and teaching at private universities in North Sumatra Province will depend heavily on the quality of lecturers who are able to produce high lecturer performance. which in the end will be able to improve the performance of the private university. This study aims to identify, analyze and examine Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment and Job Satisfaction and Their Implications for Lecturer Performance at Private Universities in North Sumatra. This study used a quantitative method with a descriptive analysis and verification analysis approach. In this study, the sample was the lecturers who received the fixed income with a sample of 212 lecturers. The method of analysis in this study uses path analysis (path analysis). The results of the study concluded that: 1). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment, with a magnitude of influence of 73.18 percent 2). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Job Satisfaction with an influence of 75.11 percent, and 3) there is a significant influence. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent.

Entrepreneurial Leadership and Employee Satisfaction, and Commitment in Pakistani Firms: Mediatory Role of Climate, and Peer Support

Purpose of the Study: The study focuses on three key variables: visionary leadership of madrasah principals, managerial ability, and job satisfaction. These variables are explored as internal and institutional factors that shape the meaning of educational quality and directly impact teacher performance. The research aims to determine which of these factors plays the most significant role in enhancing the effectiveness and productivity of certified teachers within the context of Islamic educational institutions. Methodology: This research employs a quantitative survey method to measure respondents’ perceptions and attitudes. It is categorized as confirmatory research, validating existing theoretical models by identifying the most influential variables affecting teacher performance. Additionally, it uses a correlational approach to measure the strength and direction of the relationships between the selected variables and teacher outcomes. A total of 242 respondents were selected using random sampling, and data were analyzed using path analysis to explore both direct and indirect effects. Main Findings: The study reveals that visionary leadership, managerial competence, and job satisfaction all exert significant direct effects on teacher performance. Among them, visionary leadership is identified as the most dominant contributor. Novelty/Originality of the Study: The novelty lies in the simultaneous and integrative investigation of leadership, managerial skills, and job satisfaction within a specific regional and institutional context. Unlike prior studies that often analyze these factors in isolation, this research offers a comprehensive causal model tailored to Madrasah Tsanawiyah Negeri, filling a gap in the literature on Islamic school leadership and performance enhancement.

Leadership is necessary in running the wheels of the organization. The direction and goals of the organization must be commanded by a leader who is reliable, has a vision for the future, and has integrity. Visionary leadership is needed to answer the challenges of the organization in the future, in order to survive and develop. This study aims to determine how visionary leadership affects job satisfaction and employee performance with work climate as mediation. The research was conducted at the University of Muhammadiyah Muara Bungo with a population of 93 permanent employees. This type of research is quantitative using the SEM-PLS program, the primary data used is a questionnaire. The types of tests carried out are outermodel, discriminant validity test, iscriminant validity test, reliability test, then proceed with the inner model to see the direct and indirect effects. The results showed that visionary leadership had no positive and significant effect on job satisfaction with a t-stat value of 0.284 < 1.96 and a pvalue of 0.777> 0.05 (significant). Visionary leadership has no positive and significant effect on performance with a t-stat value of 0.549 < 1.96 and a pvalue of 0.583 > 0.05 (significant). Visionary leadership has a positive and significant effect on job satisfaction when mediated by work climate pvalue 0.000 < 0.05 (significant), and has a positive and significant effect on performance with work climate as mediation with a pvalue of 0.000 < 0.05 (significant).

This article discusses a 7-year (2017-2023) collaborative project aimed at pathology capacity development in Cambodia, where the pathology workforce is limited due to historical and infrastructural challenges. Cambodia's increasing cancer burden necessitates the expansion of pathology services; however, the country has only a small number of health professionals related to pathological services. Since 2017, the project, funded by Japan's Ministry of Health, Labor, and Welfare, has involved Japanese pathologists providing lectures and technical advice and Cambodian pathologists gaining training in Japan. Over time, the project expanded to support both pathologists and pathology technologists, focusing on capacity building, through a residency program for pathologists and a bridging course for laboratory technologists. The project faced several challenges, including maintaining the quality and sustainability of education, improving practical training environments, and addressing the international migration of a trained workforce. Despite these obstacles, the program trained several residents and led to the development of educational materials. The project also highlighted opportunities to mobilize Cambodian pathologists working abroad and incorporate digital technology into the education system. The article concludes that strengthening the local pathology workforce requires systemic changes, including developing the capacity of Cambodian pathologists to take on leadership roles in teaching and supporting the education system, as well as utilizing Cambodian pathologists abroad as a resource for education and service delivery.

Job satisfaction can be defined as the positive and negative emotions an employee associates with their job or the degree of happiness derived from their job (Singh, J.K., and Jain, M., 2013). Consequently, job satisfaction stands as one of the most extensively subjects in the field of organizational psychology (Spector, P.E., 1997). According to Locke (Locke, E., 1976), job satisfaction is the positive and enjoyable emotional state that results from assessing one’s job or job-related experiences. Previous studies have revealed that when an employee is content with their job, they are more likely to perform at their best to fulfill the organization’s objectives (Jalagat, R., 2016). Highly satisfied employees tend to exhibit regular attendance and punctuality, increased productivity, stronger commitment, and an overall sense of satisfaction in their lives (Lease, S.H., 1998). In addition to a great deal of responsibility, doctors frequently deal with difficult and complex situations (World Medical Association, Inc., 2015; European Junior Doctors Association, 2016). Over the past thirty years, stress in the medical industry has been intensively examined (Cooper et al.). Occupational stress is particularly high in the dental, medical, aviation, law enforcement, mining, and social work fields (Cooper et al., 1988). The strain in medicine comes from having to care for people instead of things and from knowing how much their actions affect other people’s lives (Caplan et al., 2017). Given that mistakes can have major consequences for patients as well as doctors, doctors’ competency is routinely assessed (Payne & Firth-Cozens, 1987). Medical professionals frequently deal with emotionally draining circumstances including patient suffering, mishaps, and mortality. When dealing with complicated events like death, doctors may find these situations extremely difficult to handle if they are not well prepared. Notably, a large percentage of physicians suffer from stress and burnout, particularly in their early training years (European Junior Doctors Association, 2016; World Medical Association, Inc., 2015). Compared to other professionals, doctors are more likely to experience burnout, particularly those in frontline care specialties (Shanafelt et al., 2012). Doctors at hospitals are more likely to become burned out than those in private practices or research institutions, according to Olkinuora’s research (Olkinuora et al., 2018). While extensive research has explored job satisfaction across various sectors in Bangladesh, there exists a significant gap in the literature concerning physicians’ job satisfaction within the hospital setting (Chen et al., 2004). Job satisfaction among physicians is a critical aspect that directly impacts the quality of healthcare delivery and overall healthcare outcomes (Franco et al., 2002). Despite its importance, there is limited research focusing specifically on physicians’ job satisfaction within the context of hospitals in Bangladesh. Existing studies on job satisfaction among healthcare workers in Bangladesh have primarily focused on the public sector, with limited attention given to physicians working in hospital settings, especially within the private sector. Moreover, while different studies have highlighted factors such as working hours, administrative tasks, rewards, recognition, and remuneration influencing physicians’ job satisfaction, it remains unclear whether similar factors hold true for physicians in Bangladesh (Syed Ghazaili & Daud, 2016). Given the unique healthcare landscape in Bangladesh and the potential differences in healthcare systems compared to high-income countries, there is a need for context-specific research to understand the factors influencing physicians’ job satisfaction in Bangladesh hospitals. This research proposal aims to address this critical knowledge gap by conducting a rigorous examination of the different factors contributing to job satisfaction among physicians working in hospitals across Bangladesh. By focusing on the unique context of healthcare in Bangladesh, this study endeavors to shed light on the specific factors that drive job satisfaction among physicians. The findings of this research will not only contribute to the limited body of knowledge on physician job satisfaction in Bangladesh but also have practical implications for healthcare management and policy development aimed at enhancing the quality of healthcare delivery in the country.