Staff Commitment Research Articles

Does Structural Empowerment of Nurse Leaders Moderate the Relationship Between Destructive Leadership and Nursing Outcomes?-A Cross-Sectional Study.

To describe how nursing staff assess their superiors' destructive leadership and nurse leaders' structural empowerment. A further aim is to examine the associations between destructive leadership and staff outcomes and how nurse leaders' structural empowerment moderates these associations. A cross-sectional study. The data were collected during November 2022-April 2023. Nursing staff assessed their work well-being, commitment, decision-making and career advancement. Destructive leadership was evaluated using the Employment Precariousness Scale and some additional questions. Nurse leaders' structural empowerment was assessed using the Conditions For Work Effectiveness Questionnaire-II. The data were analysed using statistical methods including linear regression. Nursing staff (n = 381) assessed destructive leadership as rare, but it negatively associated with their commitment, decision-making, career advancement and work well-being. Nurse leaders' (n = 97) structural empowerment had a positive association with nursing staff outcomes. The interaction between destructive leadership and nurse leaders' structural empowerment positively affected the work well-being and commitment of nursing staff. The models explained 32% of nurses' work well-being and 19% of their commitment. Destructive leadership undermines nursing staff outcomes. Structural empowerment of nurse leaders should be enhanced to protect against destructive leadership and other protective factors should be explored in the future to identify and prevent destructive leadership. Organisations should provide nurse leaders with appropriate resources and support to enhance their empowerment and opportunities to improve their leadership skills and expertise and should develop ways of identifying destructive leadership patterns and policies to resolve situations in which destructive leadership occurs. A work environment that empowers nurse leaders may reduce the effect of destructive leadership on staff well-being, commitment, decision-making and career advancement. The significance of protective factors against destructive leadership should be explored using more robust methods in future research. A STROBE checklist. None.

BARRIER OF REFERRAL–BACK IN SECONDARY HEALTH FACILITIES: PROVIDER AND PATIENT PERSPECTIVES

Background: The referral-back program (RBP) is a program for chronic outpatient patients at hospitals to return to access services at first-level health facilities (Primary Healthcare Centers/ PHC) once their condition has been declared stable by the doctor. However, data indicate that many hospitals and clinics in Denpasar City have not met the RBP target. Aims: This study aimed to explore the implementation of RBP and the challenges faced by providers and patients. Methods: Conducted in March 2023, this study used a qualitative approach with in-depth interviews. The sample was determined purposively, consisting of 13 informants. The data were analyzed using the thematic method. Results: From the provider's perspective, issues included low commitment of medical staff, lack of coordination between the hospital and PHC, limited supply of RBP drugs at the PHC, absence of Standard Operating Procedures (SOPs), and ignorance of notifications regarding potential RBP patients. Moreover, from the patient's perspective, challenges included low patient knowledge about RBP, proximity of the patient's house to the hospital so that patients tend to visit the hospital, difficulty in obtaining RBP drugs at PHC, and ineffective procedures. Conclusion: To overcome these obstacles, coordination, and improvement of RBP are needed through the preparation of SOPs and determination of RBP patient criteria. Keywords: barrier, implementation, referral-back program

Exploring employee engagement in internal branding: a case study of commercial banks in Urban Masvingo

Efficient internal branding is essential for aligning employees with an organization's ideals, especially in service industries such as banking. This study examines the influence of employee engagement on the efficacy of internal branding activities in commercial banks located in Urban Masvingo, with the objective of understanding the impact of these initiatives on staff commitment and service quality. A quantitative survey design was utilised, focussing on management-level employees, shop floor personnel, and customers from certain banks, employing stratified random sampling to guarantee a varied participant pool. The results demonstrate that although the majority of internal branding efforts focus on frontline employees, there is a significant deficiency in engagement among shop floor personnel. The lack of established recognition procedures and allocated funding for internal branding undermines effectiveness. Strong managerial support and employee participation in branding activities were recognised as essential factors for improving engagement and alignment with brand values. To enhance internal branding, banks must to conduct frequent evaluations of employee engagement, incorporate branding into HR operations, establish formal recognition systems, and promote the co-creation of branding initiatives. These measures will foster a unified organisational culture and enhance service performance, hence augmenting brand equity in a competitive marketplace. This report provides actionable ideas for banks to enhance employee involvement in internal branding and sustain a competitive advantage in a fluctuating market..

INTERNAL MARKETING TOOLS AS AN ELEMENT THAT RAISES ORGANIZATIONAL COMMITMENT IN MIDDLE HIGHER EDUCATION INSTITUTIONS IN THE STATE OF HIDALGO, MEXICO

Objective: The objective of this research is to establish a diagnosis on the internal marketing of the Higher Secondary Education institution called the Center for Scientific and Technological Studies of the state of Hidalgo, CECYTEH, Plantel municipality of Agua Blanca, Hidalgo, Mexico with the purpose of visualizing areas of improvement in the organizational climate that contributes to strengthening the work commitment of the staff. Theoretical Framework: Marketing is the process by which companies create value for their customers and generate strong relationships with them. To reciprocate, capture the value of your clients (Kotler, 2013). Internal marketing consists of the design and development of activities similar to those of external marketing, which aims to motivate all personnel who constitute the most important of its assets, with the purpose of marking a competitive advantage over its competitors and achieving customer satisfaction. its clients and users. Method: A quantitative, descriptive, correlational, non-experimental and cross-sectional approach was used. Through a staff census, a Likert-type questionnaire was applied with 23 questions that covered the dimensions of: employee recruitment and retention; organizational development; internal communication; emotional commitment; normative commitment and continuous commitment. Results and Discussion: The results obtained showed areas of improvement in the areas of recruitment and retention, communication and continuous commitment, areas that according to authors such as Paredes (2022), Lucas (2022), Guamaní (2022), Mendoza (2020), González (2021) and Canales (2021) are significantly related to aspects such as commitment, satisfaction, performance and productivity of staff and that the better the organizational climate, the better performance in general, which would place the work environment as an element that Motivating human resources impacts the result towards the end client. Implications of the research: The review of the liteartua shows internal marketing applications especially in private institutions. This research aims to provide knowledge according to the local context and that could be replicated in other schools in the public educational sector with similar characteristics. Originality/Value: Its results provide valuable data on what happens in a non-profit Institution dedicated to the service of Higher Secondary Education, within one of the subsystems that belongs to the Public Sector.

A critical review of leadership styles in higher education institutions: Implications for employee commitment in South Africa

Purpose: This study critically examines the implications of leadership styles on employee commitment in higher education institutions in South Africa, addressing the challenges posed by rapid transformation in the sector. Methodology: A systematic literature review approach was adopted, synthesizing existing research findings from credible academic databases. Results: The study established that transformational leadership, focusing on vision-setting and employee empowerment, fosters trust and commitment. Conversely, transactional leadership, relying on contingent rewards, may inhibit creativity and long-term engagement. Theoretical contribution: This review contributes to the understanding of leadership dynamics in higher education, particularly in the South African context, by highlighting the relationship between leadership styles and employee commitment. Practical implications: The findings underscore the need for effective leadership development programs and organizational policies that cultivate staff commitment, potentially improving the performance of South African higher education institutions. Sustainable Development Goals (SDGs): SDG 4: Quality Education; SDG 8: Decent Work and Economic Growth; SDG 10: Reduced Inequalities; SDG 16: Peace, Justice and Strong Institutions

Affective Commitment of Academic Staff in Higher Educational Institutions

Affective Commitment of Academic Staff in Higher Educational Institutions

Leadership, Audit, and Supply Chain: The Effect and the Integration, Evidence from a Developing Country

Productivity and Profitability in the firms. Several studies have found that supply chains are one of the most essential drivers for raising gross domestic product in all countries. Because of the significant usage of GDP on supply chains, it is critical to focus on Jordan-based supply chain enterprises and identify numerous aspects to improve the performance of the supply chain. As a result, the major aim of this research is to explore the combined impact of types of Leadership and auditing factors on the performance of supply chains in Jordanian firms. Data were gathered from the department of audit officials and other management personnel who are involved in the activities of the supply chain. After analyzing the results of the questionnaire using Smart-PLS3, the research found that types of Leadership and audit influenced the performance of the supply chain . Furthermore, top management and staff commitment to change had a substantial impact in enhancing the advantageous effect on leadership and audit. This result is very important for Jordanian supply chain firms looking to improve the performance of the supply chain. Also, top management has played a key role in accelerating effective audit efforts.

The Role of the Glass Ceiling on Organizational Commitment of Female Academic Staff in Jordanian Higher Education Institutions

The current study examined the role of the glass ceiling on the organizational commitment of female academic staff in Jordanian Higher Education Institutions. Workplaces dominated by gender discrimination and a glass ceiling tend to have employees with less organizational commitment and lose experienced, and knowledgeable female talent. 245 participants were included in the study and asked to rate their level of agreement using a Likert scale on multiple statements regarding their perspectives/beliefs on two questionnaires (glass ceiling and organizational Commitment). Our findings indicated that there is a negative correlation between three dimensions of the glass ceiling; family barriers (r= - 0.68), social barriers (r= - 0.51) organizational barriers (r= - 0.77) and organizational commitment were significant. Among the dimensions of the glass ceiling, family barriers and organizational barriers were the best predictors of organizational commitment.

Employee Dedication and Performance of Deposit-Taking SACCOs in Nairobi, Kenya

Employees well-being and satisfaction need to be the precedence of any successful organization that is aimed at achieving its objectives and customer satisfaction. Thus, the paper sought to scrutinize the connections among staff dedication and performance of deposit-taking Sacco’s in Nairobi, Kenya. The study adopted a cross-sectional census survey of forty-six (46) deposit -taking Sacco’s in Nairobi. Research data was gathered through a questionnaire in a descriptive design. The study utilized purposive sampling technique for the sample population. Reliability and validity of the variables was tested in a pilot study of three (3) deposit-taking Saccos in western part of Kenya. The data analysis was done by means of descriptive and inferential statistics as reinforced by Statistical Package for Social Sciences (SPSS). The research hypothesis was tested by means of regression analysis. The findings (R2 - 0.394; p-value=0.000) indicate that employee dedication has a significant impact on the performance of DT-Saccos in Nairobi, Kenya. The research has shown that staff dedication could pose a positive consequence on organizational performance. The study recommends that the senior managers of DT - Saccos should focus more on promoting labour dedication through effective communication, information sharing, employee participation in decision-making, transparent and accountable management and recognition of sterling personal achievement as they have been identified to affect organizational performance.

Manajemen Berbasis Sekolah dalam Meningkatkan Mutu Pendidikan di MA Unggulan KH. A. Wahab Hasbullah Jombang

Education is the main foundation in the development of individuals and communities, until now the quality of education is still a topic of discussion in the community. The main role of education is to improve the quality of human resources, one of the solutions is through school based management (MBS) as resourve management to improve the quality of education. The purpose of the research is: (1) knowing the school based management in MA Unggulan KH. A. Wahab Hasbullah. (2) knows efforts to improve the quality of education in MA Unggulan KH. A. Wahab Hasbullah. (3) knowing the obstacles and solutions to improve the quality of education in MA Unggulan KH. A. Wahab Hasbullah. The method used in this study is qualitative descriptive with interviewing, observation, and documentation techniques. The date sources used in this study are primary sources and secondary sources. Based on the results of research, it can be concluded that MA Unggulan KH. A. Wahab Hasbullah has succeeded in implementing MBS effectively to improve the quality of education. In an effort to improve the quality of education, MA Unggulan KH. A. Wahab Hasbullah has implemented various schools based management strategies that focus on human resource development, teacher quality improvement, and more effective curriculum development. The strong leadership of the principal and the full commitment of all school staff are major factors in the successful implementation of MBS. The implementation of MBS is also supported by the use of technology to facilitate school administration management, learning, and communication between stakeholders. It has also helped to improve efficiency and effectiveness in the educational process in schools. In improving the quality of education, it mus also be accompanied by several obstacles and accompanied by concrete solutions.

Implementing an early-life nutrition intervention through primary healthcare: staff perspectives

BackgroundNutrition interventions targeting early childhood can be cost-effective and may provide lifelong, intergenerational benefits. From October 2022 to April 2023 the Nutrition Now (NN) e-learning resource was implemented within Early Childhood Education and Care centres and the Maternal and Child Healthcare Centre (MCHC) in a southern Norwegian municipality. As part of the NN project, the present study aims to explore the MCHC staff’s experiences with implementing the NN resource, to gain insights into measures important to scale up digital early-life nutrition interventions.MethodsThree group interviews were conducted among public health nurses and midwives alongside one individual interview with the department leader of a MCHC in May 2023. An inductive thematic analysis, as described by Braun and Clarke, was conducted to generate the key themes and subthemes regarding the implementation process of NN within the MCHC.ResultsThree main themes were generated: [1] Important resource but not always utilized; [2] Parents are interested but had issues with access; and [3] Staff and stakeholder buy-in and commitment needed from the start. Overall, the staff viewed the NN resource as a potential tool for promoting diet-related topics and believed it could support the guidance they were already providing parents. However, few staff members fully familiarized themselves with the resource. While staff perceived parents as positive when informed about NN, they believed issues such as access challenges, competing platforms, and time constraints reduced parental engagement. Lastly, staff suggested improvements for NN’s implementation, including enhanced training, better planning, assigning champions, and lowering the threshold for access.ConclusionThe findings of this study suggest that the real-world implementation of digital evidence-based health behaviour interventions is feasible but would be enhanced by employing strategies focusing on engagement and utilization.Trial registrationThe main study is registered in the ISRCTN registry with ID ISRCTN10694967, https://doi.org/10.1186/ISRCTN10694967. (Registration date: 19-06-2022).

The influence of green human resource management on university sustainability in higher education: the role of mediating environmental performance and green commitment.

The purpose of the research is to examine how green human resource management (GHRM) contributes to the sustainability of the university. This study also focuses on how environmental performance and dedication to sustainability can act as mediators. Additionally, it seeks to examine the interplay between GHRM practice and university sustainability and how green environmental success and green dedication moderate that interaction. As the primary technique of data collection, a survey questionnaire on green HRM and environmental factors was distributed to a total of 273 university staff at Majmaah University in Saudi Arabia. The results of staff environmental performance and commitment point to a beneficial impact on sustainability in higher education institutions. Our study also demonstrates that when an employee scores highly on green performance evaluation and appraisal, the impact of green HRM practices on green dedication is more significant. By connecting green HRM practices to university sustainability through sustainability impact and green commitment, the current study adds fresh theoretical insights into the field of environmental management literature. Our findings give staff members advice on how and when to use green HRM techniques to improve university sustainability in higher education institutions.

Influence of Management Leadership styles on Nurses Organizational Commitment among two Private Hospitals in Jordan

The leadership styles have been discussed in labor marketing and production before academia. Notably, certain types have been found to have a detrimental impact on both organizational commitment and service quality, particularly in the healthcare industry. Aim: To investigates the leadership practices of nursing managers in hospitals and their impact on staff commitment, seeking to understand how these leaders' styles shape organizational commitment. Subjects and methods: Descriptive cross-sectional study among two private teaching hospitals. included 507 nurses aged (22-45), had at least 1 year of work experience. Results: In a study of two hospitals, it was found that most managers exhibited both transformational and transactional leadership styles from the nurses' perspective. However, transformational leadership emerged as the dominant style, with 80.27% of managers displaying this approach. Despite this, the majority of nurses reported a strong commitment to their organization. Conclusion: A comparative analysis revealed that transformational leadership style was found to be more prevalent and effective in two hospitals compared to transactional leadership style. Furthermore, both leadership styles were found to have a statistically significant positive correlation with organizational commitment, indicating a strong link between these styles and employee engagement and loyalty.

Management of professional communication skill training for primary school teachers in Duong Kinh District, Hai Phong City

This study investigates the management of professional communication skill training for primary school teachers in Duong Kinh District, Hai Phong City, with the aim of fostering a happier school environment. Utilizing a mixed-methods approach, the research combines quantitative data from structured questionnaires and qualitative insights from interviews and focus groups. The results show that 78% of participants attend communication skill training at least annually, but only 45% of teachers engage in these sessions more frequently, indicating a gap in training regularity. The effectiveness of the training programs varies, with principals and subject heads generally reporting higher effectiveness compared to teachers. Although 72% of respondents recognize a positive impact on the school environment, including improved classroom management and staff relations, 20% find the training to be of limited relevance or impact. Qualitative findings reveal challenges such as limited resources, insufficient time for training, and inconsistent staff commitment. The study identifies the need for more interactive and context-specific training to address these issues. Recommendations for improving training effectiveness include increasing awareness of the importance of communication skills, enhancing needs assessments, setting specific and relevant training goals, improving content and delivery methods, and creating supportive working conditions.

The Influence of Visionary Leadership, Motivation, and Work Culture on Work Commitment and Performance of Education Staff at Doctor Husni Ingratubun University (UNINGRAT) In Tual City

The purpose of this study is to test, analyze and find out the influence of work culture, visionary leadership and work motivation on performance through work commitment at UNINGRAT Tual. In this study, visoner leadership, work motivation, organizational culture, work commitment, performance will be analyzed. Based on the type of research, this research is a study that explains the causal relationship between variables or so-called explanatory research, which is research to find out and explain the influence between existing variables and continues with hypothesis testing. In addition, this study is included in descriptive research, because it provides a descriptive explanation of the variables to be studied. The sample in this study is all Education Personnel at UNINGRAT Tual City which totals 150 people. The results of the study found that visionary leadership and work motivation positively and significantly increased the work commitment of education staff at Doktor Husni University UNINGRAT Tual, but did not have a direct impact on their performance. An inclusive and collaborative work culture has been shown to improve performance, but it does not affect work commitment. In addition, work commitment has proven to be an important mediator between visionary leadership and work motivation to performance, showing that highly motivated and highly committed education personnel tend to have better performance. On the other hand, visionary leadership and work motivation do not significantly improve performance directly, mainly due to the limitations of flexibility and resources at UNINGRAT. These findings highlight the need for a holistic management strategy to improve the performance and commitment of education personnel in this unique higher education environment.

ПРОФЕССИОНАЛЬНЫЙ СТРЕСС В УСЛОВИЯХ ГЛОБАЛЬНЫХ ИЗМЕНЕНИЙ

In the modern world, the HR brand occupies a key place in the company’s personnel strategy. Demonstrating its values and mission allows a company to attract only those employees with whom the company has similar views. At the same time, the development of internal HR branding increases the loyalty of personnel, which in the future also allows increasing brand awareness among job seekers. The formation of an HR brand directly depends on the events and tools that the company chooses for itself. The significance of the study is due to the fact that in the modern world, the competitiveness of an organization is determined not only by the quantity and quality of products produced, but also by the quality of human capital that needs to be attracted and retained. The formation of an HR brand contributes to solving organizational problems in two vectors: implementing the HR management process within the organization; attracting potential personnel using the attractiveness of the company’s HR brand. HR branding is a set of activities that are organized and implemented by the company’s HR/PR departments. Their main goal for fulfilling organizational tasks is to increase the company’s recognition in the market, attractiveness to potential future employees, and increase the company’s support from existing personnel. External HR branding is manifested in organizational activities aimed at increasing the attractiveness of potential personnel and hiring candidates who meet the requirements. Intra-organizational HR branding is aimed at developing loyalty, support, involvement and commitment of staff to the interests and mission of the organization. The company’s HR brand, as an important component of its effective development, is part of the organization’s mission, serves to achieve its goals in a competitive market.

The Effect of Competence, Discipline, and Work Motivation on Job Satisfaction and Affective Commitment of School Administration Staff (TAS) at SMA Se Sunggal District, Deli Serdang Regency

The research aims to analyze the effects of: (1) competence on job satisfaction; (2) discipline towards job satisfaction; (3) work motivation on job satisfaction; (4) competence towards affective commitment; (5) discipline towards affective commitment; (6) work motivation towards affective commitment; (7) job satisfaction with affective commitment; (8) job satisfaction in moderating competence towards affective commitment; (9) job satisfaction in moderating discipline towards affective commitment; and (10) job satisfaction in moderating work motivation towards affective commitment to School Administration Personnel in High Schools in Sunggal District. The research population is School Administration Personnel in high schools in Sunggal District with a sample of 136 people. The research method is a quantitative method with Smart-PLS analysis. The results of the study concluded: (1) the influence of competency variables on job satisfaction was 27.1%; (2) the influence of the discipline variable on job satisfaction was 26.5%; (3) the magnitude of the influence of the work motivation variable on job satisfaction was 34.8%; (4) the influence of competency variables on affective commitment is 12.5%; (5) the influence of the discipline variable on affective commitment was 71.4%; (6) the influence of work motivation variables on affective commitment is 26.5%; (7) the magnitude of the influence of the job satisfaction variable on affective commitment was 16.6%; (8) the influence of the competency variable on affective commitment with job satisfaction moderation was 11.8%; (9) the influence of the discipline variable on affective commitment with job satisfaction moderation was 11.7%; and (10) the influence of the work motivation variable on affective commitment with job satisfaction moderation was 12.3%. Overall, the results of the study showed that affective commitment was influenced by competence, discipline, and work motivation on job satisfaction by 74.0%; While the remaining 26.0% is determined by other factors.

병원행정직원들의 MBTI 성격유형이 직무만족, 조직몰입에 미치는 영향

The purpose of this study was to determine the impact of MBTI personality types on job satisfaction and organizational commitment among administrative workers at hospital-level medical institutions. As for the research method, 140 structured questionnaires were used in the final analysis, focusing on research subjects who agreed to the questionnaire, targeting administrative staff at hospitals located in Busan and Ulsan. Descriptive statistics, t-test, ANOVA, and correlation were used using the SPSS 27.0 program. Analysis, multiple regression analysis was performed. The results of the study showed that in job satisfaction, the NT type was higher than the ST type in system-related satisfaction (p=.028), and in emotional commitment, the NF type was higher than the ST type (p=.033). This significant difference appeared. In terms of decision-making type, the EF type was found to have significant differences in job satisfaction and organizational commitment compared to the IT and IF types. Based on these research results, the NF emotional type was found to be more suitable to increase work satisfaction and organizational commitment of workers in health care institutions. Hospitals are institutions that provide medical services, and for efficient work response and patient safety, it is believed that it is necessary to confirm the satisfaction, emotional commitment, and continued commitment of hospital administrative staff with their work and system.

Understanding Indigenous peoples experiences to inform recommendations for improving cultural safety and care in radiation therapy centres in Alberta, Canada

IntroductionRates of common cancers are continuously increasing among Indigenous peoples and are above the incidence rates of non-Indigenous Canadians. When considering the intersecting social determinants of health such as culture, geography, funding, and access to basic health services, these all contribute to the unique cancer burden faced by Indigenous people. Indigenous patients sometimes feel alienated by the word “cancer”, intimidated in the oncology setting and often avoid or delay seeking care, bypass screening and preventative care, and cease prescribed treatment before it is finished. Providing culturally competent, safe care to improve Indigenous health outcomes have been suggested and prioritized in health care systems across Canada. MethodsUsing an Indigenous methodology, sharing circles were held in Northern Alberta, Canada. Five Indigenous survivors of cancer and two Indigenous caregivers shared their experiences with oncology treatment in the radiation therapy centre. Results were transcribed verbatim and thematic analysis was conducted. ResultsThis resulted in four main themes (1) historical and cultural understandings (2) reduce systemic harm by having dedicated Indigenous staff, cultural competency, and Indigenous specific supports (3) meaningful time commitment and relationship building (4) importance of kinship and Indigenous-centred, family-and-patient-centred care. These themes fed into the development of nine recommendations for policy and decision makers to improve cultural safety in the Alberta radiation therapy centres. ConclusionSupport for Indigenous patients and caregivers is essential to improve care in the radiation therapy centres. The findings from this work will support recommendations for health decision and policy makers within radiation therapy centres, which may be transferable to other centres within oncology and health.

Strategic design for Research and Innovation through a participatory approach: lessons learnt in a Veterinary Public Health Institution.

The article describes the results and the experience gained in using a participatory approach to design a strategic development plan (SDP) in a veterinary public health institute. The bottom-up approach utilised was co-designed between the units of "Research and Innovation" and "Training". It included a survey administered to the institute staff (570 people) to collect inputs on three relevant areas: i) innovative research topics; ii) innovation needed to improve services; iii) new tools to carry out activities. After the survey, the following criteria were used to prioritise the research topics: appropriateness, relevance, capacity, impact and innovativeness. Based on the priority topics identified, small working groups were set up on a voluntary basis. The working groups, following the EuropeAid method, co-designed a SDP, set over a three-year period, with indications on aims, objectives, outputs, activities, SMART indicators, means of verification and targets. The method proved useful in continuing the process of institutional innovation, especially by stimulating the participation and commitment of younger innovative staff at the bottom of the hierarchical pyramid. The integration of the described method into regular management procedures would be desirable, to achieve more effective results.