Collaborative Working Environment Research Articles

Factors Influencing Teacher Enthusiasm: A Qualitative Study in Turkish Context

This study explores the factors influencing teacher enthusiasm in Turkish public schools through a qualitative, exploratory case study design conducted in two provinces in the northwestern region of Türkiye. Data were collected from 28 teachers using semi-structured interviews, with participants selected through convenience and maximum variation sampling methods. Content analysis was employed to analyze the data. The research identified three primary themes: personal factors, contextual factors, and external factors. Personal factors include motivation, affection for teaching and job satisfaction. Contextual factors encompass students’ academic performance and behaviors, school leadership practices, relationships with colleagues, and working conditions. External factors involve parental attitudes, educational policies, the value perception of the teaching profession, and incentives and rewards. The findings emphasize the critical role of personal motivation, affection for teaching, and job satisfaction in fostering teacher enthusiasm. Additionally, supportive leadership, positive student interactions, and a collaborative work environment are crucial contextual factors. External factors such as positive parental attitudes, consistent educational policies, societal recognition of the teaching profession, and appropriate incentives and rewards also play a vital role in fostering teacher enthusiasm. These results suggest that policymakers should prioritize consistent educational policies as well as recognition and rewards for teachers, while school principals should create supportive and collaborative environments. By addressing these areas, stakeholders can enhance teacher enthusiasm, ultimately improving teaching quality and student outcomes.

The Influence of Leadership Behavior Assessments and Servant-Oriented Leadership on Employee Engagement

Employee engagement is vital for organizational success, driving productivity, innovation, and resilience. Despite efforts to enhance engagement, challenges persist, particularly in adapting to remote and diverse workforces. This research evaluates the influence of leadership behavior assessments and servant-oriented leadership on employee engagement within Chinese organizations. The study also uses a quantitative research design based on questionnaires to explore how demographic factors impact engagement levels. Findings reveal that differences in occupation and Types of Job generate differences in Employee Engagement, emphasizing the need for tailored engagement strategies. Additionally, Leadership Behavior Assessments and Servant-oriented Leadership demonstrate significant positive impacts on Employee Engagement, underscoring the critical role of effective leadership in driving engagement and enhancing organizational performance. Integrating servant leadership principles into leadership development programs can foster a collaborative and productive work environment, ultimately contributing to organizational success.

Overcoming Barriers to Healthcare Reform: A Call to Action.

The success of healthcare reform hinges on policymaker, regulator, and administrator actions that shape policies at various levels. These policies can either facilitate or hinder the practice of healthcare professionals and collaborative work environments. It is imperative for all healthcare professionals to fully utilize their education and certification, as fostering an equitable workplace culture is vital for retaining staff and improving access to care. Using nurse practitioners (NPs) as an exemplar, this article aims to specify systemic barriers to healthcare reform and call for policymakers, regulators, and clinical agency administrators to enact change. Barriers to NP practice include restrictive oversight by external stakeholders, financial incentives for indirect billing, and hierarchical constraints that limit NP contributions to the healthcare system. The growing healthcare provider shortage disproportionately impacts primary care and rural settings. NPs are increasingly more likely to fill these roles than medical doctors and have documented positive patient health outcomes. Removing systemic obstacles for NP practice increases access to care. Nursing-the largest healthcare workforce with diverse roles-operates under complex oversight from multiple organizations for licensure, accreditation, certification, and education. The recent trend of external stakeholders influencing and requiring additional oversight has created barriers to nursing practice. Despite national education, accreditation, and certification standards, nursing licensure and practice are increasingly negotiated with external stakeholders and supervised at the state and institutional levels. Supporting all healthcare professionals to practice according to their education and certification can advance healthcare reform, address workforce shortages, increase access to care, and improve health.

THE THEORY OF ORGANIZATIONAL ACTION IN THE INTEGRATED WORKER HEALTH CARE SUBSYSTEM (SIASS): ELUCIDATING BEHAVIORS AND INTEGRATING OCCUPATIONAL HEALTH ACTIONS

This article investigates how the Theory of Organizational Action can improve work processes and management in the Integrated Subsystem for Employee Health Care (SIASS), focusing on employee behavior, organizational culture, and interactions between individual and collective actions. The research demonstrates that the principles of this theory can be applied to strengthen occupational health management in SIASS, highlighting the role of individual and organizational action, as well as social interactions in creating a more collaborative and efficient work environment. The results indicate that the Theory of Organizational Action offers a deeper understanding of internal dynamics, highlighting the need to align individual behaviors with institutional and collective objectives, aiming at optimizing management processes. In addition, the approach allows identifying critical points and opportunities for improvement in occupational health practices, contributing to a healthier and more productive work environment. The study recommends that future research carry out comparative analyses between different SIASS units, to expand the practical evaluation of theoretical concepts and provide support for the development of more effective management strategies, adapted to the specificities of each unit that makes up the SIASS network.

Ageing and Brain Research Networks in Norway

The global population is ageing rapidly with over 1.6 billion people forecast to be over 65 by 2050. While this ‘crisis of ageing’ builds, medical research is rushing to prepare to meet the expected increase in the number of patients, especially those with dementia, including Alzheimer’s disease. With the growth of the digital world, sharing of information and resources has come into focus as one way to help meet the crisis through creating positive collaborative working environments. In Norway, particularly two networks on ageing research have grown through the need for connectivity and collaboration, NO-Age and NO-AD. Their growth, and the growth of international collaborative environments, will help researchers seek for the keys to longer, healthier lives for older people around the world.

AN INNOVATIVE CONCEPTUAL MODEL FOR HUMAN RESOURCE MANAGEMENT IN EDUCATIONAL INSTITUTIONS BASED ON THE UTILIZATION OF DIGITAL TECHNOLOGY

Educational institutions are faced with new challenges and opportunities in human resource management (HR). This research aims to develop an innovative conceptual model in HR management in educational institutions by utilizing digital technology. This model is expected to increase the effectiveness of the management of educators and education personnel by strengthening their digital capabilities and aiding their adaptation to the rapidly evolving digital landscape. The novelty of the research lies in the innovative approach that integrates digital technology in HR within educational institutions, creating a more dynamic, flexible, and collaborative work environment in the education sector, which is still rarely fully adopted. The research offers a novel approach by addressing the gap in the field of HR, where the integration of digital tools in HR is still underdeveloped. It provides a dynamic and flexible framework that can serve as a foundation for future HR strategies in education, contributing to the modernization and digital transformation of educational institutions.

Middle Leadership in Educational Teams: Practices and Effects on the Development of Learning Communities

In a new context of management and teaching action, framed by the organisation of the school into educational teams, middle leaders can play a key role in promoting learning communities, teacher development and improving teaching. Therefore, it seems relevant to understand the practices of these leaders that make their leadership effective. To this end, we adopted a qualitative research paradigm, operationalised through a case study, combining a quantitative and qualitative approach. Thus, we articulated data analysis processes based on descriptive statistics, which we subjected to structural and semantic analysis and interpretation, with a qualitative approach, essentially based on content analysis, to delve into some unique contexts and the perspective of individual actors. After analysing the data, we conclude that educational team coordinators play a fundamental role in facilitating the interpersonal characteristics of learning communities, involving teachers in a more collaborative and collegial working environment. However, their role in facilitating teacher learning is weaker, which hinders their contribution to deepening teacher learning and changing classroom practices.

The educational space and its impact on pedagogical dynamics: Teachers' perception of their working environment

A quality learning space provides students with an optimal environment for social relations, collaborative work and participation, thus fostering innovation and incorporating active methodologies. The aim of this study is to analyze whether the design of existing learning environments is suitable for incorporating innovation in classrooms. The methodology carried out in this study was quantitative and divided into two phases to carry out the analysis. The approach consisted of collecting data from a sample of 245 teachers using a questionnaire designed and validated by the researchers. The teachers perform their educational activity between the 3rd and 6th grades of primary school and are in educational centres in the autonomous city of Ceuta (Spain). The findings highlight the relevance that teachers believe the design of educational spaces should have in the teaching-learning process. Thus, the results show that there are significant differences with respect to age and professional experience in relation to the teacher's perception of infrastructure. Therefore, it is important to conclude by highlighting the consideration of the educational space as an essential element for the incorporation of methodological renewal in the classroom.

Equipment and Operations Automation in Mining: A Review

The mining industry is undergoing a transformative shift driven by the rapid advancement and adoption of automation technologies. This paper provides a comprehensive overview of the current state of automation in mining, examining the technological advancements, their applications, and the prospects of automation in this critical industry. A key focus of this paper is the impact of automation on the safety and efficiency of mining operations. Highlighting the successful implementation of Automated Haul Truck Systems (AHSs) in surface mining. Additionally, this paper explores the development of automation in underground mining and its challenges, particularly limitations in communication and localization, which hinder the development and deployment of fully autonomous systems. It also provides an exploration of the challenges associated with widespread automation adoption in mining, including high initial investment costs, concerns about job displacement, and the need for specialized skills and training. Looking toward future advancements in enabling technologies will be critical for furthering automation in mining. Machine learning and AI will play an increasingly critical role in intelligent automation, enabling autonomous systems to adapt to dynamic environments, optimize processes, and make informed decisions. This paper provides a look into human–robot collaboration in the future of mining. As the industry transitions toward greater automation, it is essential to consider the evolving roles of human workers to foster a collaborative work environment. This involves prioritizing human safety, providing adequate training, and addressing concerns about job displacement to ensure a smooth transition toward a more automated future.

Effectiveness of Coping Strategies-Based Counseling Program on Quality of Life among Nurses at European Gaza Hospital

Context: Nurses are the backbone of healthcare systems. They often work in high-stress environments that can significantly impact their quality of life. Addressing their well-being is crucial for maintaining effective healthcare services. Aim: This study investigates the effectiveness of a counseling program based on coping strategies to enhance the quality of life among nurses at European Gaza Hospital. Methods: The researchers used this quasi-experimental design, utilizing a single-group pretest-posttest design. Thirty-three nurses, comprising 20 males and 13 females, participated in the study. The researchers developed and implemented quality-of-life scales and a counseling program that applied to the nurses at European Gaza Hospital. Results: The results showed statistically significant differences between the pre-test and post-test scores of the experimental group across the quality-of-life subscales. The following changes were observed at the significance level (p≤0.05): Physical Health Subscale: Pre-test mean rank is 29.45±5.50, compared to post-test mean rank of 18.81±4.12, p-value = 0.000. Psychological Health Subscale: Pre-test mean rank is 36.81±5.35, compared to the post-test mean rank of 28.36±6.39, p-value = 0.000. Social Relationships Subscale: The pre-test mean rank is 20.39±3.30, compared to the post-test, the mean rank of 15.27±3.07, p-value = 0.000. Environmental Subscale: The pre-test mean rank is 19.18±3.30, compared to the post-test mean rank of 14.18±2.83, p-value = 0.000. Professional domain: The pre-test mean rank is 37.30±6.21, compared to post-test mean rank of 27.96±5.15, p-value = 0.000. Conclusion: These findings suggest the importance of prioritizing nurses' well-being through tailored counseling interventions. Recommendations include implementing psychological support programs, providing ongoing professional development, fostering a collaborative work environment, promoting self-care practices, and conducting regular program evaluations.

The relationship between attitudes towards professional autonomy and nurse-nurse collaboration: A cross-sectional study.

This study aimed to determine the relationship between attitudes towards professional autonomy and nurse-nurse collaboration among nurses. Professional autonomy is crucial for nurses in today's complex and ever-changing healthcare environment. Therefore, attitudes towards professional autonomy may result in effective collaboration among nurses, one of the nursing roles and responsibilities. This descriptive, cross-sectional study was conducted with 685 nurses in four private hospitals affiliated with a university. Descriptive tests, correlation analysis and hierarchical regression analysis were used. An ethics committee approved this study, and the STROBE Statement guidelines for cross-sectional studies were followed. Significant predictors for nurse-nurse collaboration were identified as job-related independence, autonomous clinical judgement and working unit from control variables. This study's results provided valuable insights for nurse managers to enhance nurses' attitudes towards professional autonomy and foster collaborative work environments. Nurse managers can increase nurses' participation in decision-making processes and allow them to recognize their autonomy and that of their colleagues.

Effective Communication In Health: Strategies For Effective Work Development

Communication is a fundamental element in human life and becomes even more crucial in the context of health, where its quality can determine the success or failure of the care provided. Within health teams, effective communication is essential not only for the exchange of information but also to ensure patient safety, prevent errors, and promote a collaborative work environment. The World Health Organization (WHO) and Brazil's Ministry of Health, through Ordinance 529/2013, recognize communication as one of the priority goals for patient safety, emphasizing that failures in this process are among the main causes of errors and adverse events in care. However, communication in health goes beyond merely passing on technical information. It involves the ability to understand and respect the cultural, emotional, and ethical aspects that permeate interactions between professionals and patients, directly affecting the quality of care and the patients' perceptions of their treatment and health. In this regard, communication emerges as a complex and multifaceted process that reflects and shapes interpersonal relationships and the functioning of health organizations, being indispensable for the promotion of safe, effective, and patient-centered care. Communication is essential for human interaction and work development, particularly in the health sector. It strengthens the bonds between the interdisciplinary team and patients, being decisive for the quality and safety of the care provided. The World Health Organization (WHO) highlights that inadequate communication can lead to errors and adverse events, compromising patient safety. In Brazil, effective communication has been established as a safety goal following Ministerial Ordinance 529/2013. Communication failures are among the main causes of adverse events, but effective, clear, and understandable communication can reduce these errors. Furthermore, the communicative process in the health context is complex as it involves different professionals and technologies that influence relationships and the quality of care. Communication is also intrinsically linked to patients' cultural and individual perceptions of health and illness, influencing how they experience and interpret care. Therefore, developing communication skills is crucial to improving the quality of care and patient safety, considering the subjectivity and particularities of each individual

Exploring sex differences in collaborative virtual environments for participation equality and user experience

Communication technology plays a crucial role in facilitating remote collaborative work. This study investigated sex differences in Perceived Participation Equality and User Experience across different communication formats, i.e., face-to-face communication, conventional video conferences, and Virtual Reality (VR). An empirical study was conducted involving 15 groups, each comprising three participants, who engaged in a decision-making task. A research model was developed to evaluate the interplay between perceived participation equality, empathy, and immersion. This model was employed across three communication conditions and included both male and female participants. These findings on sex differences in user experience could help create a connected, cohesive, and productive remote collaborative work environment.

OCB on Employee with Job Satisfaction as Mediator of Leadership and Organizational Climate

Organizational Citizenship Behavior is essential for companies because it encourages a collaborative and supportive work environment, improves teamwork, and improves employee morale by enabling employees to look beyond their formal job descriptions. This study aims to analyze OCB in employees with job satisfaction as a mediator of leadership and organizational climate. This exploratory study uses a quantitative descriptive method based on a pattern of relationships that describes the causal relationship between variables. The population in this study was all 53 employees. The sampling technique used was non-probability sampling with a saturated sampling technique. Data collection method with a questionnaire. Data collection instruments with questionnaire sheets. Data analysis techniques with inferential statistics. The study's results indicate that leadership, organizational climate, and job satisfaction affect OCB, and job satisfaction can mediate the influence of leadership and OCB. OCB leads to better productivity, improved customer service, and a positive organizational culture. This proactive behavior encourages organizational flexibility, reduces employee turnover and operating costs, and strengthens the company's reputation. Ultimately, OCB impacts the company's success and sustainability by creating a more engaged and motivated workforce.

Factors affecting teachers’ self-efficacy in teaching in primary education

ABSTRACT The quality of teaching is significantly influenced by teachers’ self-efficacy. Grounded in social cognitive theory, this study examined the relationship between teachers’ self-efficacy for teaching, on the one hand, and individual factors, working conditions, and principal leadership, on the other. Data derived from 466 primary teachers were analyzed using structural equation modeling. The results indicated that teachers’ self-efficacy in teaching was positively associated with their teaching experience, beliefs in self-directed learning, and support from colleagues. These findings underscored the importance of teachers’ characteristics and collegial support in explaining teachers’ self-efficacy, highlighting the need for fostering a supportive and collaborative work environment in schools.

Navigating Office Dynamics and Human Resource Management in Transforming Indian Workplace

The transforming Indian workplace, driven by globalization and technological advancements, presents unique challenges and opportunities in office dynamics and human resource management. This study explores the impact of cultural diversity, evolving employee expectations, and technological integration on organizational behavior and HR practices. By examining contemporary trends and case studies, the research highlights effective strategies for fostering a collaborative and inclusive work environment. The findings offer valuable insights for HR professionals and organizational leaders aiming to enhance employee engagement, productivity, and overall workplace harmony. Keywords: globalization, technological advancements, cultural diversity, employee expectations, HR practices, organizational behavior

Exploring the Green Human Resource Management (GHRM) Practices of Public Higher Education Institutions (HEIs) Towards the Development of Green Social Responsibility Program Model

This study explores the practices of green human resource management (GHRM) and its relationships to environmental management systems (EMS) towards the development of green social responsibility program model. The study also looked at the impact and commitment to social responsibility programs and human resource management practices of selected HEIs in the provinces of MIMAROPA Region 4-B. The ability, motivation, and opportunity (A-M-O) theory was used to explain how the factors in this study related to one another and to enhance employees’ abilities and efforts by fostering a collaborative work environment . Alternately, to consider statistical treatment of data, through analysis of variations (ANOVA), and to determine the correlation between green HRM practices and the perceived level of environmental management systems’ performance of the Romblon State University (RSU), Palawan State University (PSU), and Mindoro State University (Min SU) as higher education institutions (HEIs) in MIMAROPA Region IV-B, Pearson’s product-moment correlation (Pearson’s r) was used to identify which among the green HRM practices that predicted the environmental management performance of these selected universities that significantly correlated the relationship between Green Human Resource Management and environmental Management Practices, with p value of less than 0.05, and it is interpreted that the correlation between the two variables is significant at 0.01 level (2-tailed). It means that GHRM affects the EMS through the full mediation of HEIs environmental knowledge, thus strengthening and validating the finding of a theoretical implication in terms of ability, motivation and opportunity (A-M-O)theory.

The Effectiveness of Leadership Interventions on Cardiologists' Performance Using Benchmarking as a Tool.

Aligned with the Health Sector Transformation Strategy of Saudi Vision 2030, the study analyzed the attitudes and behaviors of cardiologists toward change and identified factors that could either facilitate or hinder the success of leadership interventions. At our cardiac center, the cath lab department is at the forefront of operations, accounting for 80% of the procedures. Our team members may not be fully equipped with the necessary attitudes and behaviors to drive successful improvement projects. Therefore, our top priority is ensuring they remain productive and engaged throughout the process. This is especially crucial because 60% of our budget is allocated to the cath lab department. The study aimed to assess the effectiveness of a leadership intervention on cardiologists' performance in terms of safety, speed, and cost. The research analyzed the behavior and attitude of cardiologists towards change and encouraged progress and collaborative learning between doctors, using benchmarking as a tool. Besides, the study sought to determine the contribution of the interventions used to overall efficiency in performing interventions. This case study focuses on four main aspects of the program. First, it aims to explore an innovative approach to improving the PSCCQ cath lab for patients. Second, it assesses the collective effort of all participants involved in the program. Third, it analyzes the program results and compares them with those of international experiences. And finally, it examines the program's potential benefits for our patients. The study's objectives were evaluated through qualitative analysis of in-depth interviews and quantitative data analysis of three variables in the cath lab: radiation dose, time, and inventory. The reason for using mixed methods was to comprehensively understand the same concept from different angles. According to the study, participants improved the safety and effectiveness of our cath lab by reducing the radiation dose and its cost. The study revealed a 52% decrease in the radiation dose for diagnostic cases and an 11% decrease for interventional cases. Similarly, the cost of the radiation dose decreased by 28% for diagnostic cases and 11% for interventional cases. During the observation, it was noted that the participants were highly engaged and willing to adapt to the situation. Some even viewed it as an opportunity for personal growth and improvement in the cath lab. However, they stressed the significance of awareness as a crucial element in improving their behavior and reinforcing it as the foundation for maintaining progress. Furthermore, the study revealed that collaborative work among the participants could have been more optimal. The study concludes that implementing innovative improvements to the cath lab was a necessary yet complex undertaking. Participants were more inclined to embrace the changes when they were easily understandable and motivating. The study recommends the appointment of a change agent, the establishment of benchmarks, and the creation of a collaborative working environment between leaders and staff. Above all, the leader should support and sponsor the change to facilitate the transition at various levels.

Breaking down barriers: Overcoming silo mentality in bureaucratic reform

Background: Silo mentality has emerged as a significant obstacle in the bureaucratic reform process in Indonesia. This paper aims to investigate the underlying causes, adverse effects, and potential solutions to address silo mentality within the context of bureaucratic reform in government organizations.The study employs a qualitative approach, conducting a comprehensive review of relevant literature and analyzing the phenomenon of silo mentality in government organizations. Methods: The research draws upon various scholarly articles, government reports, and case studies to gain insights into the dynamics of silo mentality and its impact on bureaucratic reform efforts. Findings: The findings reveal that silo mentality stems from a range of factors, including leadership issues, lack of effective communication channels, and a focus on individual goals rather than organizational objectives. The presence of hierarchical structures and a lack of transparency in information sharing across different divisions contribute to the formation of silos. The impacts of silo mentality are far-reaching, resulting in reduced productivity, decreased employee morale, and diminished customer satisfaction. Conclusion: To overcome these challenges, the paper proposes several strategies. These include ensuring employee vision convergence, achieving common goals collectively, providing motivation and incentives, precise execution, and fostering collaboration among departments. The bureaucratic reform in Indonesia aims to establish a competent, professional, and integrity-driven bureaucracy that is free from corruption and serves the public effectively. However, the presence of silo mentality hinders the realization of these goals by creating barriers to communication, collaboration, and innovation. Future research should focus on developing practical frameworks and tools to facilitate the implementation of the proposed strategies for breaking down silos and promoting a collaborative work environment within government organizations undergoing bureaucratic reform. Empirical studies examining the effectiveness of these strategies in real-world settings would provide valuable insights into their applicability and potential for success. Additionally, exploring the role of technology in enabling seamless communication and collaboration across departments could offer new avenues for addressing silo mentality in the digital age. Novelty/Originality of this Study: The novelty of the 'silo mentality' phenomenon within the context of bureaucratic reform in Indonesia, identifying its causes, impacts, and proposing strategies to overcome it in order to achieve effective governance

Labor Engagement in Directors of Educational Institutions: An Analysis of Sociodemographic Factors

Objective: Currently, researching the work engagement (EL) of principals is crucial, due to its direct impact on educational quality and institutional performance. Principals with high levels of engagement not only lead more effectively, but also inspire and motivate faculty and staff, promoting a positive and collaborative work environment. In addition, understanding the factors that influence the engagement of principals allows the development of strategies and policies that strengthen their well-being and performance, which is essential to face contemporary educational challenges and ensure the success and sustainability of educational institutions. In this framework, the objective of the research was to establish the relationship between sociodemographic factors and LE in directors of educational institutions of the Chucuito Juli Local Educational Management Unit – 2023. Methods: The research adopted a quantitative, non-experimental approach, with a cross-sectional correlational design. The population was composed of 365 directors, from whom a sample of 187 directors was randomly and stratified selected. A sociodemographic file was used to evaluate sex, age, higher education, educational level, area, type of institution, employment status, and teacher scale; and the Utrecht Work Engagement Scale (UWES-17) questionnaire to measure the level of engagement with its strength, dedication and absorption dimensions. Results: It is revealed that the level of LE of the principals is high since 51.3% of the investigated identify with this level, in the dimensions vigor, dedication and absorption, they also reflected a high level, which means that they are deeply committed to their role and responsibilities within the educational institution. This is reflected in their high motivation, dedication and enthusiasm towards work. A director with a high level of EL not only shows a strong emotional connection to the organization's goals and values, but also inspires and motivates his or her team to achieve common goals. It is also shown that the teacher scale factor is related to the EL, since adequate remuneration increases employee commitment by providing greater financial satisfaction and decreasing stress related to economic issues, when employees consider their compensation to be fair and competitive, they feel appreciated and motivated, which reinforces their emotional and mental bond with work. Conclusion: The sociodemographic factors sex, age, higher education, educational level, geographical area, type of institution and employment status are not related to the EL of the directors of the educational institutions of the Chucuito Juli Local Educational Management Unit – 2023, since the p value obtained in the correlation of each factor was greater than 0.05, The only factor that is related to the EL is the teacher scale, since the p-value obtained is lower than the proposed significance level (0.04<0.05).