Leadership Involvement Research Articles

Transforming leaders to agents of change: evaluating a healthcare leadership training programme

Background/Aims The success of an organisation depends largely on the performance of teams, which rely on their leaders to have the required capabilities for team management. To successfully integrate care across multiple organisations and services, care partnerships must ensure that their middle-level managers have the training required to deliver change and achieve the partnership's goals. This study aimed to evaluate a leadership training programme involving managers in the middle levels of a health and social care service in the UK. Methods Questionnaires were distributed to the 23 managers who participated in the training before the programme began and after each training session. Participants scored their agreement with statements about the specific sessions on a 5-point Likert scale and had the option of giving qualitative written feedback. Results were discussed in subsequent sessions. Two focus groups were held with a total of 15 participants to explore their experiences of the training programme and any barriers to applying their training to practice. Quantitative data were analysed using descriptive statistics, while transcripts from the focus groups were analysed using content analysis. Results All 23 participants agreed that the training was relevant to their role and that it was useful or highly useful for empowering them to apply their knowledge for change management in their roles. However, participants were less sure about the impact of the training on their understanding or communication skills, and several items lacked responses. Focus group participants reported that the training programme increased their confidence to implement change and apply their learning to practice. Barriers to implementing changes to practice included lack of support from senior leaders and a need for more topics and wider inclusion of stakeholders in the training programme. Conclusions Training can promote transformational leadership in health and social care, but this requires cohesive and intentional collaborative working among all stakeholders, including active involvement of senior leadership and the provision of an enabling environment for middle managers to put their learning into practice.

Organizational Factors in the Prevention and Management of Violence Against Employees

ABSTRACT Violence against employees in human services is a widespread problem worldwide and is reportedly on the rise. The topic in this article is organizational factors in preventing and managing violence against employees executed by service users. Data comes from 86 semi-structured and structured interviews with 101 employees and managers in one of Norway’s most extensive national government agencies. The interviews were conducted in a study of an initiative against violence after an employee was murdered at work. The identified factors are related to (1) recognition of employees´ needs to feel safe and acknowledged, (2) project administration and leadership involvement and anchoring, (3) organizationally aligned and adjusted routines and understandings, (4) a generally increased focus on prevention and management of violence, (5) specific measures and (6) service delivery. The study also disclosed essential relationships between these factors, which must be acknowledged in the work to counteract violence.

Assessing the implementation of a comprehensive quality management system for cross-sectoral psycho-oncology in Germany

IntroductionQuality management in healthcare is essential for safe, effective, and patient-centered services. Quality management systems (QMS) monitor and improve healthcare quality. Integrating QMS is crucial for optimal quality of care, but previous studies show gaps in integration. This study aims to assess program adherence to a QMS in cross-sectoral psycho-oncological care and to develop strategies for better integration, ultimately improving healthcare quality. Materials and methodsThe study used a utility analysis to assess the program adherence of a cross-sectoral psycho-oncology care program using a 5-point scale. The evaluation process involved breaking down the program into distinct areas, and used key figures and developed indicators to assess adherence. Descriptive statistics were used. ResultsThe study conducted a comprehensive assessment of program adherence in a complex care program, analysing 4460 evaluation cases based on 128 quality indicators. The results showed a score of 4.2 out of 5 points (84%), indicating a highly effective implementation of the QMS. Notably, the study observed successful implementation of top-down elements, while encountering more challenges in integrating bottom-up aspects. ConclusionThe study demonstrates effective implementation of a comprehensive QMS. Successful integration was observed in areas such as care concept, care management, quality assurance, and IT-based documentation, while challenges remain in quality development and indicators. Active leadership involvement, staff training, data collection, and a learning culture are essential for successful implementation. Future research should assess the impact and cost-effectiveness of QMSs and develop tailored approaches to sustain healthcare professionals’ motivation in quality improvement efforts.

Pengelolaan Zakat di Baznas Kabupaten Lombok Timur dalam Perspektif Total Quality Management

Zakat is an important instrument in alleviating poverty, considering the large potential of zakat both locally and nationally. This law stipulates that zakat management aims to increase the effectiveness and efficiency of services in zakat management and increase the benefits of zakat to realize community welfare and reduce poverty. This research aims to find out how to apply the principles of customer focus, process improvement, and total involvement for the components of leadership, employee loyalty, and partner involvement. The research method uses descriptive qualitative methods with a case study approach data collection techniques through observation, interviews, and documentation. Primary data comes from Baznas leaders and implementers, while secondary data is collected from East Lombok Regency Baznas zakat management documents and related research or scientific work. Data analysis was carried out in three stages, namely data reduction, data display, and conclusion drawing/verification. The findings from this research show that: 1. Baznas East Lombok Regency has provided good services to Muzakki and Mustahiq. 2. In terms of improving the Baznas process, East Lombok Regency has carried out improvement steps every year which cover four existing areas, namely process improvement in the field of collection, process improvement in the distribution and utilization field, process improvement in the field of planning and reporting and process improvement in the field of administration, HR and general fields. 3. Regarding total involvement, Baznas East Lombok Regency has involved leaders, amilin, and partners in managing zakat.

Unraveling the key determinants of successful six sigma implementation: an empirical investigation

This article aims to analyze the importance of critical success factors in effectively implementing Six Sigma. It delves into the determination of key factors and attributes that contribute to successful adoption, considering that not all Six Sigma endeavors have achieved the desired outcomes. According to the research, a significant portion of corporate Six Sigma initiatives (approximately 60%) fail due to incorrect integration of vital factors and misguided assumptions. To conduct the study, a research survey incorporating a Likert scale questionnaire with a simple random sampling method was distributed among 2,325 potential participants, resulting in 573 responses, primarily from Germany, the United Kingdom, and Sweden. Through various structural equation modeling (SEM) approaches, such as exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), the study revealed four essential elements for success: (1) the competency of belt system employees; (2) project management skills; (3) organizational economic capability; and (4) leadership commitment and involvement. These findings hold significant implications for institutions, practitioners, and researchers seeking to incorporate these elements into their Six Sigma deployment strategies for long-term success. The study's originality lies in its contribution to assessing critical success factors in Six Sigma deployment within the European automobile industry, utilizing a mixed-methods research design supplemented by descriptive statistics.

Cruising to Success: Unveiling the Financial Harmony of Container Shipping Firms through Total Quality Management and Service Excellence

Background: This paper revolves around a meticulous exploration aimed at discerning the impact of total quality management (TQM) and service quality (SQ) practices upon the financial performance (FP) of firms within the container shipping industry. Our pursuit extends further, delving into the intricacies of SQ as a potential mediating factor in the TQM–FP relationship. This distinctive study investigated six TQM practices in conjunction with five SQ factors, analyzing their impact on firm FP. Methods: This study used a quantitative research approach. Data were collected through a structured questionnaire from logistics specialists and experts in the shipping field. Results: The findings were interesting and showed that two TQM practices—managerial leadership and employee involvement—have a significant positive effect on SQ levels, and one SQ dimension, namely responsiveness, has the biggest and most significant effect on the FP of container shipping companies. Furthermore, SQ mediates the relationship between TQM and FP. Conclusions: This study provides a theoretical contribution by developing a conceptual model that elucidates the correlation between TQM practices and the degree of SQ on the FP of container shipping firms. Moreover, this study provides managers with a tool for identifying, prioritizing, and improving key TQM and SQ practices that contribute significantly to financial success.

Diversity Within the Field of Orthopedic Sports Medicine: A Systematic Review.

Orthopedic surgery is among the least diverse specialties in medicine. This systematic review analyzes gender, racial, and ethnic diversity within orthopedic sports medicine and aims to raise awareness and provide guidance for future strategies that support underrepresented minorities in medicine (URMs) and women in joining the orthopedic sports medicine workforce. We hypothesize that at all tiers of training, there is a lack of gender, racial, and ethnic parity in academic rank, leadership positions, and research productivity. A search of all published literature in the English language from PubMed, Embase, Cochrane, and Scopus databases, between January 1, 2010, and August 18, 2023, was performed according to Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Included studies presented demographics regarding diversity within orthopedic sports medicine and provided trends in applicants, attendings, leadership, and/or research. Bias was assessed using the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) study checklist. Thirteen studies published between 2016 and 2023 with STROBE scores 15.5 to 21.5 (70.5% to 97.7%) met criteria, and pertinent data were extracted. The percent of female orthopedic sports medicine surgeons from 2010 to 2019 increased from 5% (n = 138) to 6% (n = 206) with a compound annual growth rate of 0.2% (r2 = 0.97; p < 0.001). Females and URMs are underrepresented at the highest levels of orthopedic sports medicine leadership including department chair (female: 0% [n = 0]), division chief (female: 4% [n = 4]; URM: 3% [n = 3]), and fellowship director (female: 3.3% [n = 3]; URM: 4.4% [n = 4]). Studies from prominent orthopedic sports medicine journals (American Journal of Sports Medicine, Arthroscopy, Journal of Shoulder and Elbow Surgery, and Sports Health) show a 12.1% increase in female involvement in orthopedic sports medicine research from 1972 to 2018; however, this increase captures 59.3% (n = 2,953) females with degrees other than an MD. Although increasingly more females and underrepresented minorities are joining orthopedic sports medicine, the rate of diversification remains slow and current involvement in leadership and research is minimal. Targeted efforts aimed at increasing research opportunities and inspiring interest through mentorship for URMs and females in orthopedics is essential to drive change toward parity. Level IV. Systematic Review. See Instructions for Authors for a complete description of levels of evidence.

The influence of work culture, leadership, and employee involvement on employee performance through career planning

buAbstract. &#x0D; This research was conducted to find out and provide advice in the form of program recommendations and company policies related to the influence of work culture, leadership, and employee involvement on employee performance through career planning at the Puspita Cipta Group (PCG) Oil and Gas Unit in Kuningan Regency. The method used is quantitative with a questionnaire distribution technique. The population taken was 230 people with details: 80 Head Office employees, 60 from SPPBE, 54 from Gas Stations (SPBU), and 36 from BPT. Based on proportional calculations from Taro Yamane's theory (Riduwan, 2015: 65) by determining the number of samples using the formula n = N / Nd² + 1, so that a sample of 146 respondents emerged with details: 51 from the Central Office, 38 from SPPBE, 32 from Gas Stations (SPBU), and 25 employees from BPT. The questionnaire distribution data collected was then processed by testing validity, reliability testing, and hypothesis testing. This research resulted in a discussion that work culture and employee involvement have a positive and significant effect on career planning and employee performance, leadership has no effect on career planning and employee performance, career planning can mediate work culture and employee involvement on employee performance, and career planning cannot mediate leadership on employee performance. The conclusion is that in improving employee performance, companies must optimize the function of work culture, leadership,and employee involvement through career planning.&#x0D; &#x0D; &#x0D;

Strategies for Managing Employees during Mergers and Acquisitions

Purpose: This study investigates strategies for effective employee management during mergers and acquisitions (M&amp;A), aiming to identify approaches that mitigate negative impacts on staff and ensure successful organizational integration. Research Design and Methodology: Employing a qualitative research design, the study systematically reviews and synthesizes literature on employee management in M&amp;A contexts. Key themes are extracted through thematic analysis of scholarly articles, books, and reports, providing a comprehensive view of human resource challenges during M&amp;A. Findings and Discussion: Results emphasize the importance of effective communication, strong leadership, and active employee involvement. Transparent communication is crucial for reducing uncertainty and building trust, while transformational leadership guides employees through transitions, bolstering resilience and commitment. Employee participation in the integration process fosters ownership and aids in merging organizational cultures, enhancing morale and productivity essential for M&amp;A success. Implications: The findings advocate for a holistic approach to employee management in M&amp;A, integrating communication, leadership, and participation. Practically, it suggests creating an inclusive environment to facilitate transitions and achieve synergies. Theoretically, it enriches the dialogue on organizational change and human resource management, offering insights for future research on M&amp;A dynamics.

Employment Strategies in Applied Universities: A Case Study of Shanxi Technology And Business College in the New Era

&#x0D; &#x0D; &#x0D; &#x0D; The rapid expansion of higher education in China has led to a transformation in the employment landscape for college graduates. In response, the government has established a new employment market mechanism that poses challenges for employment guidance departments. The employment outcomes of college students are closely tied to the development and competitiveness of universities. To address these challenges, applied universities must enhance the comprehensive qualities and employability of their students through long-term planning and coordination. This paper examines the employment work in applied universities in the new era, focusing on the case of Shanxi Technology and Business College. The study highlights the requirements for effective employment strategies, including leadership involvement, coordination, and engagement of all staff members. It also discusses the employment statistics of the 2022 graduates from Shanxi Technology and Business College. The paper outlines the employment strategies employed by the college, such as employment guidance classes, improving the quality of employment education, and establishing on-campus and online recruitment platforms. It emphasizes the coordinated efforts and responsibilities of the college leadership, active participation from various departments, transformation of educational guidance, and the implementation of multiple measures for employment success. The college also emphasizes the accurate collection and statistical verification of graduates' employment data.This study provides insights into the employment work in applied universities, offering valuable strategies and practices for navigating the new era of college graduate employment.&#x0D; &#x0D; &#x0D; &#x0D; &#x0D;

A survey of United States obstetric anesthesiologists’ perceived value of obstetric anesthesiology fellowship

IntroductionSubspecialty training in obstetric anesthesiology is associated with improved patient outcomes and reduced anesthesia-related morbidity and mortality. Despite this, the demand for fellowship-trained obstetric anesthesiologists far exceeds the supply. This survey study aimed to evaluate the perceived value of obstetric anesthesiology subspecialty training on career trajectory, job satisfaction, quality of life, and job autonomy. MethodsAfter Institutional Review Board approval, we conducted a cross-sectional study of fellowship-trained obstetric anesthesiologists in the United States of America. In March and April 2022, program directors of obstetric anesthesiology fellowships distributed an electronic survey link containing 29 multiple-choice questions to their program alumni. Survey content included respondent demographic characteristics, practice models, career information, and perceived value of an obstetric anesthesiology fellowship. ResultsWe surveyed 217/502 (43%) fellowship-trained obstetric anesthesiologists with a response rate of 158/217 (73%). Most worked in urban, academic, and level IV perinatal health centers. The majority believed an obstetric anesthesiology fellowship was “extremely beneficial” (77%), enhanced quality of life (84%), improved the quality of patient care (99%), and was influential in helping obtain their first post-training job (86%). The perceived value of the fellowship included an enhanced career trajectory, a sense of purpose, improved job satisfaction, a sense of work community, lower burnout, involvement in maternal health initiatives, increased mentorship, and departmental leadership. ConclusionIn this survey study, fellowship-trained obstetric anesthesiologists perceived a positive impact of fellowship training on career trajectory, job protection and autonomy, quality of life, and job satisfaction. This information may be meaningful to trainees considering pursuing a fellowship and a career in obstetric anesthesiology.

Effectiveness Of Human Resource Management In Improving The Quality Of Government Higher EducationBandar Lampung City

People are one of the most important assets in an organization. The effectiveness of human resource management in improving school quality can be measured using several indicators. One is the ability of school leaders to plan, organize, direct and manage school personnel. The purpose of this study is to analyze the effectiveness of human resource management (HR) for improving the quality of schools in SMA Negeri Se Kota Bandar Lampung. This research includes an analysis of the literature examining the role of human resources in educational settings, including teacher influence, performance management, leadership, collaboration, and parental and community involvement. The research method used is a literature study by collecting data from various theoretical sources and relevant references. Research results show that human resources play an important role in improving school quality. Teachers, the most important human resources department, have great influence in providing quality instruction and guiding students. The importance of teacher professional development and skill enhancement is an important aspect in improving the quality of education. In addition, effective performance management and good leadership help create a positive and motivating work environment for school personnel. The cooperation and participation of parents and the community also helps improve the quality of education. There are various problems in personnel management of public high schools across Bandar Lampung city, such as: Addressing these issues through the development of appropriate policies and practices can ameliorate the potential impacts on school quality, such as ineffective recruitment, lack of skills development and low motivation. increase. It is important to be diligent in recruiting and selecting teachers, providing ongoing training, strengthening performance management, and strengthening partnerships with parents and the community.

Islamic Leadership dan Pelibatan Masyarakat Sebagai Faktor Terpenting Dalam Membangun Sistem Manajemen Mutu Masjid

&lt;p&gt;&lt;strong&gt;Quality Management is a management system used to maintain the best service quality, and the outcome is customer satisfaction and loyalty. As one of the public service centers, Mosques are a time to focus on implementing quality management to improve the best service for their worshippers. In Islamic history, the Prophet SAW has applied the fundamental basis of quality management, especially during the establishment and operation of the Prophet's mosque in Medina: Islamic leadership and community involvement. These two factors are currently crucial in building a quality management system. This study aims to map mosques' business processes (activities) to create a quality management system. The research method uses qualitative research design with a phenomenological approach, followed by descriptive historical-comparative method analysis. The study found findings of mosque leadership models, community involvement models, and conclusions of congregational behavior, cultural behavior, social behavior, personal behavior, and psychological behavior. Then there were also findings of issues findings from internal and external problems around the mosque, and the final part was the finding of expectations from mosque worshippers and how the mosque prepared a strategic strategy to respond to the expectations of the congregation; furthermore, the critical point of the results of this study was found a business map model of mosque processes (activities) which became the essential element to build a mosque quality management system.&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;strong&gt;&lt;em&gt;Keywords –&lt;/em&gt; &lt;/strong&gt;Community Involvement, Context Organization and Business Process, Islamic Leadership, Quality Management.&lt;/p&gt;

Islamic economics and finance instructional leadership and curriculum practices: a case study of selected public universities in Saudi Arabia

PurposeThis study aims to explore the instructional leadership practices implemented by academic professionals and leaders to enhance the curriculum of Islamic economics and finance (IEF) in two public universities in Saudi Arabia.Design/methodology/approachThis study used a qualitative approach, using a case study methodology that focused on two meticulously chosen universities in Saudi Arabia. A total of 21 academics from two public universities in Saudi Arabia who worked in IEF schools were selected for semi-structured interviews.FindingsThe findings showed that two universities in Saudi Arabia that offer degrees in IEF exhibited limited instructional leadership. The findings indicate four apparent barriers that may explain the lack of involvement in instructional leadership and fair practices in the IEF curriculum at Saudi Arabian universities. According to this study, a positive collegial climate in Saudi universities’ IEF promotes shared instructional leadership.Research limitations/implicationsThe use of a limited qualitative method and small sample of respondents in this study may not provide enough evidence to generalise the findings to all universities and higher education schools in Saudi Arabia. Although a case study was used to describe IEF curriculum management and implementation at the two universities, caution should be exercised when applying these findings to other institutions.Practical implicationsIEF schools in Saudi universities need to leverage their positive, collaborative and relationship-building environments to develop activities that promote shared instructional leadership.Originality/valueThe research findings can offer valuable insights and examples for school leaders to develop instructional activities and promote the concept of “shared instructional leadership”. This approach involves delegating responsibilities and actions to others to enhance the IEF curriculum’s quality. Policymakers and university officials can use these findings to enhance strategic policies.

Environmental factor as predictors of citizens’ participation in development activities in Ogbomoso town, Oyo state, Nigeria

The involvement of citizens in developmental endeavors is crucial to achieving rapid and enduring progress. However, the social context often displays varying attitudes that impact community participation. Despite numerous studies on citizen engagement, there is a shortage of research on how different environmental factors influence involvement in community development. This study, investigated the environmental factors that could predict citizens’ participation in developmental activities in Ogbomoso, Oyo State. The descriptive survey research design was adopted. The simple random sampling was used to select 100 respondents from the community of Ogbomoso North Local Government. The data was analysed using the descriptive statistics of percentage, frequency count and inferential statistics of multiple regression. Environmental factors (leadership impact and involvement in community groups) jointly influenced citizens’ participation in development activities (R = 0.46, p&lt;0.05). These factors accounted for 0.20% of the total variance in citizens’ participation in development activities. The relative contribution of the variables is as follows; Leadership impact (β= 0.36; t = 3.59; p &lt; 0.05) and Involvement in community groups ((β= 0.17; t = -1.68; p &gt;0.05). The result showed that citizens participate in development activities irrespective of their involvement in community groups and leadership greatly influences citizens’ participation in developmental activities. Since leadership determines peoples’ participation in community development projects, it is recommended that community leaders should be exemplary in discharging their duties and also visualise projects that are need-based.

Zakat Management of Lazismu Purworejo: Total Quality Management Approach

This study aimed to explore the planning, organization, implementation, and supervision processes of Lazismu Purworejo and to assess its management through the lens of Total Quality Management (TQM). Employing a descriptive qualitative approach, the study involved administrators, managers, beneficiaries (mustahik), and users as subjects. The findings revealed that Lazismu Purworejo underwent a quality audit by the Central Lazismu, achieving commendable results and obtaining an Unqualified Opinion (WTP), categorizing it as “green.” The application of TQM principles in management was evident in the satisfactory service levels for customers, improvements in operational processes, and the collective and collegial involvement of leadership in Lazismu Purworejo. This collaborative approach contributed to the establishment of a robust obligatory system for zakat management.

Early career outcomes of a large four-year MD/ MPH program: Results of a cross sectional survey of three cohorts of graduates.

The University of Miami Miller School of Medicine started a four-year MD/ MPH program in 2011 with a mission to graduate public health physician leaders to address the public health needs of the 21st century, with emphasis on three areas: leadership, research, and public health. A prospective cross-sectional survey of early graduates was conducted to understand how they incorporate public health training into their careers. There were two study questions: What are the self-described early career activities of the graduates of the first three cohorts in the areas of leadership, research, and public health and what are the perceptions regarding the influence of the public health training on their careers? In the summer of 2020, a survey was sent to graduates from the classes of 2015, 2016, and 2017. In addition to several multiple-choice questions, the survey included an open-ended question on the impact of public health training in their careers. Inductive content analysis was used to analyze the responses to the open-ended question. Eighty-two of the 141 eligible graduates (63%) completed the survey; 80 of whom had participated or was currently participating in residency training. Forty-nine joined a residency in a primary care field. Many graduates had leadership roles in their early careers, including 35 who were selected as chief residents. Fifty-seven participated in research, most commonly in quality improvement (40), clinical (34) and community based (19). Over one third (30) chose to do work in public health during residency. Themes that emerged regarding the influence of public health training on their careers were: 1) Shifts in perspective, 2) Value of specific skills related to public health, 3) Steppingstone for professional opportunities 4) Focus on health disparities, social determinants, and inadequacies of the healthcare system, 5) Perception as leaders and mentors for peers, and 6) Preparedness for the pandemic. Graduates self-reported involvement in leadership, research, and public health activities as well as a commitment towards addressing some of our most pressing public health needs. Although long-term career outcomes need to be determined over time, graduates currently report considerable benefits of their public health training for their professional outcomes.

Implementing a Digital Depression Prevention Program in Australian Secondary Schools: Cross-Sectional Qualitative Study

Background Depression is common during adolescence and is associated with adverse educational, employment, and health outcomes in later life. Digital programs are increasingly being implemented in schools to improve and protect adolescent mental health. Although digital depression prevention programs can be effective, there is limited knowledge about how contextual factors influence real-world delivery at scale in schools. Objective The purpose of this study was to examine the contextual factors that influence the implementation of the Future Proofing Program (FPP) from the perspectives of school staff. The FPP is a 2-arm hybrid type 1 effectiveness-implementation trial evaluating whether depression can be prevented at scale in schools, using an evidence-based smartphone app delivered universally to year 8 students (13-14 years of age). Methods Qualitative interviews were conducted with 23 staff from 20 schools in New South Wales, Australia, who assisted with the implementation of the FPP. The interviews were guided by our theory-driven logic model. Reflexive thematic analysis, using both deductive and inductive coding, was used to analyze responses. Results Staff perceived the FPP as a novel (“innovative approach”) and appropriate way to address an unmet need within schools (“right place at the right time”). Active leadership and counselor involvement were critical for planning and engaging; teamwork, communication, and staff capacity were critical for execution (“ways of working within schools”). Low student engagement and staffing availability were identified as barriers for future adoption and implementation by schools (“reflecting on past experiences”). Conclusions Four superordinate themes pertaining to the program, implementation processes, and implementation barriers were identified from qualitative responses by school staff. On the basis of our findings, we proposed a select set of recommendations for future implementation of digital prevention programs delivered at scale in schools. These recommendations were designed to facilitate an organizational change and help staff to implement digital mental health programs within their schools. International Registered Report Identifier (IRRID) RR2-10.1136/bmjopen-2020-042133

Opportunities for Improving Herbicide Resistance Management Strategies across New Zealand’s Arable Sector

Herbicide resistance is increasingly recognised as a challenge for agricultural producers worldwide. International scholarship and practical experiences suggest that collective efforts by diverse agricultural stakeholders are crucial for effective resistance management. In New Zealand, such sector-wide initiatives and strategies remain fragmented, partly due to a lack of state coordination and national extension services. This article synthesises insights from three complementary social research methods involving actors across the country’s arable-crop-growing sector (focus groups, semi-structured interviews, and an industry workshop) to identify pathways to foster collaboration and more strategic resistance management. The presented findings detail challenges, opportunities, and potential actions across four domains: strengths and weaknesses of New Zealand’s farming context, better information and knowledge exchange, improved collaboration and coordination, and targeted education and training. Our analysis highlights that most opportunities described within these domains involve purposely strengthening existing, or forming new, social and institutional relationships as part of establishing resistance management as a shared sector responsibility. A portfolio of multipronged initiatives and programmes is then required for effective whole-industry strategies. We discuss potential next steps to collectively realise identified opportunities, from more immediately feasible steps to long-term activities. These insights conceptually contribute to the international scholarship on herbicide resistance by reinforcing the notion that industry leadership and meaningful farmer involvement are indispensable for more collaborative approaches aimed at strategically managing resistance.

Perceived Administrative Leader Transformational Leadership, Organizational Climate and Job Involvement: Workplace Friendship as a Moderator

Perceived Administrative Leader Transformational Leadership, Organizational Climate and Job Involvement: Workplace Friendship as a Moderator