Management Positions Research Articles

A Study on the Internal Control and Countermeasures of Fixed Assets in Private Universities: A Case Study of N College

Fixed assets in universities occupy an important position in university management due to their wide coverage and large amount of money. Due to insufficient funding supply, private universities mainly focus on the allocation and utilization of fixed assets, which reflects the overall characteristics of cautious allocation, maximum utilization, and delayed elimination in the actual management of fixed assets. This article aims to conduct research and analysis on the entire lifecycle process of the allocation, use, and disposal of fixed assets in private universities, summarize the problems existing in the internal control of fixed assets in private universities, and propose corresponding countermeasures and suggestions in a targeted manner.

The Influence of Women on Boards on the Relationship between Executive and Employee Remuneration

The growing presence of women at the top of companies has sparked interest in examining their role in the remuneration gap between senior managers and employees. This article analyses the traditional Chief Executive Officer (CEO)-to-employee pay ratio but includes a new relation, the senior-management-to-employee pay ratio, and extends the research by including six positions for women in company management: on the board of directors, executive directors, CEOs, proprietary directors, independent directors, and senior managers. The study is based on a sample of 77 listed companies in Spain from 2015 to 2022 and the panel data models have been estimated using the Generalised Method of Moments (GMM). The main findings indicate that the proportion of women in different categories of board and senior management positions has a positive effect on the CEO-to-employee pay ratio, especially in companies with higher market capitalisation. In contrast, the proportion of women in senior management positions has a negative effect on the CEO-to-employee pay ratio in all the samples analysed. Government agencies should prioritise the participation of women in non-board senior management positions in order to at least reduce the pay gap between senior managers and employees.

Nature versus nurture: Quantifying the effects of management, region, and hillslope position on soil health indicators in an on‐farm survey in Minnesota

Nature versus nurture: Quantifying the effects of management, region, and hillslope position on soil health indicators in an on‐farm survey in Minnesota

Perspectives on 40‐year careers—University of Calgary Chemical & Petroleum Engineering graduating class of 1983

AbstractOnly a few of the students who graduated from Chemical & Petroleum Engineering at the University of Calgary found jobs in 1983 because of a severe recession and the National Energy Program artifically deflating the oil price. Despite the slow start to their careers, the graduates have made substantial contributions to industry, government agencies, and academia. They worked on over 60 projects in more than 40 countries, many of which were valued in the billions of dollars (excluding projects in Canada). Because of the volatility in the petroleum industry, the graduates often moved from one company to another: 6 individuals worked for 10 or more companies, while only 2 spent their entire career at a single company. In 1981, we were told that the half‐life of an engineering career was 5 years, but while many did take up senior management positions and business roles, most remained very close to the engineering profession throughout their careers. Here, we summarize the career paths in broad terms, like how frequently graduates changed jobs, how much time they averaged in each company, and mention the role of education in their work. Of the 60 students who graduated in 1983, this perspective article excludes seven engineers who passed away prematurely, and another seven who could not be reached.

The Notion of Accountability in the Public Sector

Purpose: The purpose of this presentation is to investigate the various views, perceptions and attitudes of people with regards to the notion of accountability within the public sector with the hope of suggesting, recommending and creating knowledge base that can be utilized to enhance best accountability practices in the public sector. Players in the public sector accountability roles should be helped to take an active role in shaping the notion of accountability for public effectiveness and efficiency. The current employment accountability system is top-down and excludes players at the bottom to contribute to the formulation of accountability parameters and standards. The notion stems from the assumption that individuals in organizations are held to a certain standard of excellence, hence responsible for their actions and be answerable for the results of their actions. Implementers at the receiving end just receive parcels of finished products for implementation .This creates platforms for those in management positions to take advantage of their counter parts and abuse them in effecting accountability as a tool for control and appraisal .The current practice has opened up avenues for practice of unprofessional and the unethical practices to prevail in work places .Thus , the presentation came up with mitigatory measures to shift the current perception of accountability to a user-friendly approach that will promote unity among players and ensure quality work and service delivery in work places if adopted Material and Methods: This presentation used the qualitative survey methodology to gather data on, ‘The Notion of Accountability in Public Sector. The interpretivist approach was taken on body in this presentation. This philosophy of qualitative survey was selected for use in this presentation as it is powerful when it comes to individual in-depth interviews or questionnaires to collect analyze and interpret data on what people see, believe hear or think about the notion of accountability in the public sector. The methodology clearly reports on the meaning, perceptions, characteristics and descriptions of phenomena. Actually it was chosen for use due to its open endedness and exploratory nature which are basic fundamentals of depth research. Questionnaires were chosen for their ability to solicit definitive information without allowing chances of data ambiguity. Conversely, the interviews were taken on board in this presentation due to their upper hand in gathering qualitative thick descriptive data hence providing the researcher with the much needed data to warranty research finding generalization. The approach allowed random sampling from the study population leading to data gathering, presentation, analysis and discussions. Findings: The research findings revealed a wide range of scenario coming out of the notion of accountability in the public sector. The major finding emanates from the theory x of the trait theories where those in management view employees as naturally lazy and unwilling to do their jobs or task assignment. As such management and public in general expect employees to account for their performance so that they can be appraised where work outcomes are positive to pre-determined goals and be punished where performance fall short of set expectations and goals. Concerns and perceptions of those at the bottom who happens to account to top management are often neglected and not taken seriously leaving those who are supposed to account feeling worthless and not owning the entire process of accountability. Some of the tasks given to employees to carry out are not feasible but the door for grievance and challenge handling is closed since there is a one way information flow system which is predominantly top-down. The long chain of bureaucracy is a barrier to information communication which should be two way. Those in lower levels of management lack clarity of some specific issues but are compelled to ensure task accomplishment by those in top management who have no time and mandate to receive instruction from people at the bottom lines of the accountability chain. Implications to Theory, Practice and Policy: The presentation recommended best accountability practices where people at the lower level of accountability are offered opportunities to contribute to the construction and formulation of accountability guidelines so that they do not become strangers in implementation of tasks meant for them so as to account. This can be achieved through making reviews on basic assumptions under pinning decision making in areas of accountability within the public sector.

أثر إدارة المواهب الخضراء على سلوك العمل المبتكر للعاملين: الدور الوسيط للقيادة التحويلية دراسة تطبيقية على شركات المقاولات بالمملكة العربية السعودية

The study aimed to investigate the impact of green talent management on employees' innovative work behavior. It also sought to analyze the role of transformational leadership in mediating the effect of green talent management on employees' innovative work behavior within construction companies in the Kingdom of Saudi Arabia. The study utilized a descriptive-analytical approach, with a convenience sample of 281 individuals from supervisory and managerial positions. A questionnaire was used as the data collection tool to test the study hypotheses and answer its research questions. The study's findings revealed that both soft and hard green talent management have an effect on employees' innovative work behavior. Transformational leadership also has an effect on employees' innovative work behavior. Additionally, there is an effect of both soft and hard green talent management on transformational leadership. The study recommended leveraging talented and experienced individuals by sending them to training programs to acquire additional skills and expertise. This would enable them to complete and accomplish tasks in innovative ways, thereby fostering innovative work behavior among employees.

Analisis Kesetaraan Gender di Pedesaan (Studi Kasus Petani Tanaman Hias di Kampung Wisata Sewu Kembang)

<p><em>The principle of sustainable management of natural resources is equality. Equality comes not only from the roles of different interest groups but also from gender equality. This research aims to analyze the impact of developing tourist villages on gender equality. The basic method in this research is qualitative, using a case study approach. The gender analysis model used in this research is the Gender Analysis Matrix (GAM). The research location was selected purposively, and informants were selected using purposive sampling and snowball sampling. Research data was obtained by interviews, observation and documentation. Data analysis was carried out by means of data reduction, data presentation, data interpretation, and conclusions drawing. The validity of the data used is triangulation of sources and techniques. The results of this research show that men and women have their respective roles in the aspects of labor, time, resources and social culture. The development of tourism villages has not achieved gender equality because women’s positions are still weak in community institutions. There is a need for public awareness to improve institutions, so that men and women obtain equal positions in deliberations and management of the institution itself.</em></p>

Indigenous workplace policies: the crucial role of Indigenous management

Indigenous employment is a critical policy area in Australia, with businesses adopting targeted workplace and recruitment practices to increase their levels of Indigenous employment. However, non-Indigenous-owned Australian businesses are still struggling to meet their Indigenous employment targets, and the national gap between Indigenous and non-Indigenous employment rates remains wide. Despite the increased popularity of Indigenous-specific workplace and recruitment policies, there is a lack of research that aims to determine their associations with Indigenous employment. This paper addresses this gap by surveying 680 non-Indigenous-owned Australian businesses, detailing the uptake of various Indigenous-focused workplace and recruitment practices and their associations with Indigenous employment. The study finds that there is limited uptake of policies and practices such as Reconciliation Action Plans, cultural competency training, and Indigenous employment strategies, and some scepticism from respondents about their efficacy. OLS and negative binomial estimations could not demonstrate consistent associations between the implementation of these policies and Indigenous employment. However, the paper finds a significant association between the presence of Indigenous people in management positions within non-Indigenous-owned businesses and higher rates of Indigenous employment. This finding is consistent with previous research, which suggests that Indigenous-led approaches lead to improved Indigenous employment outcomes.

Impatiently Waiting: Women Managers, Professionalism, Psychological Costs, and the Reduction of ER Wait Times

Administrative burden has emerged as a key theoretical framework for understanding onerous, burdensome, and slow citizen-state interactions. While most work to-date focuses on how the political process generates burdens, how citizens experience burdens, and how burdens affect street-level bureaucrats, this manuscript focuses on the understudied link between management and administrative burden. This link is essential to understanding administrative burden because burdens are often reflected in bureaucratic logics, standard operating procedures, and other administrative tools—all facets of an organization which management possesses some power over. This manuscript develops an argument which links the literature on gendered management, representative bureaucracy, and sex-based selection with reduction in wait times (a dimension ripe with psychological costs) since women in management positions tend to be more relational, transformational, and process-oriented than men, all behavioral characteristics which may link onto administrative burdens in predictable ways. An empirical test linking women managers to a reduction of wait times in Florida emergency departments reveals that hospitals managed by women observe lower wait times, on average, across four out of six interrelated processes. Supplemental analyses examine the link between professionalism and gender and find that women with a health background are effective in reducing some of the most complex dimensions of waiting.

Exploring Front-of-House and Back-of-House Manager Perceptions, Attitudes, and Motivations of Restaurant Food Waste Mitigation: A Qualitative Study

This qualitative study explored and compared the perceptions, attitudes, and motivations towards restaurant food waste mitigation among front-of-house (FOH) and back-of-house (BOH) restaurant managers. Semi-structured, one-on-one interviews were conducted with FOH (n = 6) and BOH (n = 7) managers at restaurants in the southeast of the United States. The findings indicated that the participants were highly aware of restaurant food waste and its contribution to food waste; furthermore, they displayed negative sentiments towards it. Additionally, most participants’ awareness was heightened upon acquiring foodservice management positions. Cost reduction was found to be the primary motivation to reduce food waste among most participants; however, most BOH participants were highly motivated by an appreciation for and involvement with the food itself. Guided by the Upper Echelons Theory, the findings provide insight into the underlying cognitive base and values behind restaurant managers’ perceptions, attitudes, and motivations towards restaurant food waste mitigation. Theoretical and practical implications are discussed in detail.

Are there Gender Differences between Skills and Job Performance in Public Management Positions?

Are there Gender Differences between Skills and Job Performance in Public Management Positions?

Do Directors’ Network Positions Affect Corporate Fraud?

Corporate fraud poses a significant obstacle for sustainable business development. Drawing on social network analysis, this paper used data originated from Chinese-listed companies from 2009 to 2022 and found that directors’ network position significantly mitigates corporate fraud. Mechanism tests indicated that the quality of external auditors and internal control play a mediating role in this relationship. Further analysis showed that the network positions of independent directors, non-independent directors, and female directors individually inhibit the inclination of corporate fraud when considering various types of directors. Of note, the busy director hypothesis was not applicable in explaining the impact of directors’ network position on corporate fraud. This study provides a new approach to improving the sustainability of enterprises in newly emerging markets via the analysis of director networks. It is also beneficial to the research on director networks and corporate fraud in companies, offering insights for corporate governance and fraud prevention in companies and regulatory agencies.

Inclusion in Ukrainian universities from an inside perspective

This study investigates the state of inclusivity in Ukrainian universities, focusing on the perceptions of university staff amid the country's ongoing sociopolitical transformations. Here we report on the perceptions of 820 staff members from various professional roles, including academic, management, and support positions, this research explored inclusivity through diverse lenses, encompassing work experience, interactions with students with disabilities, and self-identification with vulnerable groups. Most respondents assessed a moderate to high level of inclusivity, indicating a positive overall outlook on inclusive practices within these institutions. Notably, perceptions of inclusivity vary slightly across different professional roles, with academic staff expressing a marginally lower level of perceived inclusivity than their counterparts. However, these variations are not statistically significant, suggesting a uniform perception across staff categories. Furthermore, the study revealed that personal experience in working with students with disabilities does not substantially alter staff perceptions of inclusivity. Similarly, self-identification with vulnerable groups only marginally influences these perceptions. This suggests that while individual experiences and identities are factors in inclusivity perceptions, their impact is not profoundly different. This research contributes to understanding inclusivity in higher education, particularly within environments undergoing significant social and political changes.

Decision Support System For Manager Placement In The Plantation Industry Using Topsis Method

Accuracy in placing employees determines the performance of a company. Likewise done by PT XYZ in determining the placement of managers in the plantation industry by using a decision support system. This is done in order to minimize the level of subjectivity of the manager placement determination system at PT XYZ. This research aims to provide alternative preference values to prospective employees who will occupy manager positions in the plantation industry. The method used in the placement of managers with a decision support system is the technique for Order Preference by Similarity to the Ideal Solution (TOPSIS) method. The criteria used in this method are 7 criteria taken based on the criteria for BUMN talent management according to the Regulation of the Minister of BUMN Number PER-3 / MBU / 03/2023, these criteria are Professional Work Period, Variety of Work Experience, Managerial Competence, Technical Competence, Educational Strata, Performance Assessment Results, Level of Punishment that has been received. The results of this study are from the results of the calculation analysis through the TOPSIS method on 7 alternatives, then there is name number 5 managed to get the best score of 0.80 and was determined as a preference to be placed in class A garden.

Assessment of professional empowerment among midwives in selected LAC: A multisite descriptive study

Objectiveto identify the perception of professional empowerment among midwives in selected Latin American countries (LA). Specifically, this study aimed to compare i) the global level of empowerment among midwives in different LA countries, ii) the scores according to the different dimensions of the scale, and iii) scores according to area the of expertise. DesignA quantitative, observational, analytical, cross-sectional and multisite study using an adaptation of the Perceptions Midwifery Empowerment Scale (PEMS). SettingsClinical, educational and managerial midwifery positions in 5 LA countries belonging to a Latin American Research Network in Midwifery. All the participating countries reported a similar profile regarding type of education, association and regulation procedures. ParticipantsA total of 1127 responses from midwives with different professional backgrounds were included in the study. FindingsA total mean score of 73.28 (74.23–72.03) points was reported. Chile reported the lowest score of empowerment compared to the other countries, while Argentina reported the highest. Midwives' perceptions of empowerment within their area of expertise, primary health care (PHC) was the area of reference, and gynaecology reported a significantly lower score. Midwives working in management were significantly more empowered compared with those in other areas. Midwives who had continuous education and postgraduate studies were the most empowered. Regarding the provision of woman-centred Care, Chile and El Salvador differed significantly from Argentina (reference), while Uruguay reported a significantly higher score in this dimension. Midwives working in hospital wards reported significantly lower scores compared to those working in PHC. Key conclusions and implications for practiceThis study suggests that midwifery programmes in the LA countries would benefit from prioritising professional empowerment, especially in the areas of hospital practice, where midwives' perceptions of empowerment were most limited.

Expressions of a backlash: Challenging the story of success in Norwegian cinema of the 1980s and 1990s

Abstract In this article, we ask if there was a backlash against film feminism in Norway in the 1980s. In Norwegian film history, this decade is known as “the helicopter period” and is associated with a turn towards commercial genre film and classical dramaturgy. This has usually been narrated as a success story for Norwegian cinema. It is, however, also a decade connected to a loss of position for the women directors who had gained a footing in Norwegian cinema in the 1970s. We thus question the idea of progress associated with this decade in film history and propose avenues of investigation. We explore the loss of position of female directors by looking at film reception and film criticism. We further present and discuss a numerical breakdown of women directors and female lead characters in the 1980s and 1990s and point to thematic readings of the on-screen portrayal of women characters in this time span. We find evidence of aggression towards women and a disappearance of women’s film and argue that this points to an anti-feminist pushback in Norwegian cinema of the 1980s and 1990s.

Some thoughts about Anthony V. Rawlings and hydration and barrier function of the skin.

Anthony V. Rawlings has had 30+ years of experience in the general area of skin science. He has many scientific publications, and his work has been highly cited. He has made major contributions to our understanding of skin physiology, including xerosis and hydration, barrier function, desquamation, the corneocyte envelope, physical chemistry of stratum corneum lipids, photodamage and ethnic variation. He has held management positions with several companies in the US and UK, established AVR Consulting in 2002 and maintained a long-standing relationship with colleagues at University College London. His time as the Editor in Chief of the International Journal of Cosmetic Science was pivotal in the development of the journal. He worked hard and succeeded in getting the IJCS included in the PubMed database.

How to drive heavily polluting companies to fulfill environmental responsibility? The synergy between environmental regulation and digital media coverage

This paper addresses the question of how environmental regulation and digital media coverage, as formal and informal external monitoring mechanisms, affect corporate environmental responsibility fulfillment. Using the data of Shanghai and Shenzhen A-share listed companies in China's heavily polluting industries, this study showed that both environmental regulation and digital media coverage significantly improve responsive and strategic environmental responsibility fulfillment. After distinguishing the media tone, it was found that positive digital media coverage promotes the fulfillment of both responsive and strategic environmental responsibilities. In contrast, negative digital media coverage only stimulates the fulfillment of responsive environmental responsibility, which reflected an asymmetrical effect of media tone. Further, the hierarchy of governance amplifies the role of environmental regulation in triggering the fulfillment of responsive environmental responsibility but weakens its value to strategic environmental responsibility. Inconsistent with our predictions, the relationship between digital media coverage and corporate environmental responsibility fulfillment could not be significantly moderated by Confucian culture. In addition, environmental regulation and digital media coverage only existed in companies with separate chairperson and manager positions, which indicated that an excellent internal governance environment is a prerequisite for external monitoring mechanisms to play a role in environmental governance. This study enriches the literature on how to drive responsive and strategic environmental responsibility by uncovering an external governance effect of environmental regulation and digital media coverage on the fulfillment of corporate environmental responsibility, and provides inspiration for multiple environmental governance actors to promote the construction of ecological civilization collaboratively.

Integration of CSR into the Marketing Mix for the Sustainable Development of Companies: A View from the Position of Financial Risk Management

Integration of CSR into the Marketing Mix for the Sustainable Development of Companies: A View from the Position of Financial Risk Management

Examining the Intention to Adopt an Online Platform for Freight Forwarding Services in Thailand: A Modified Unified Theory for Acceptance and Use of Technology (UTAUT) Model Approach

The freight forwarding industry is poised for significant digital transformation through online platforms that can enhance process efficiency and transparency. Despite the potential benefits, the adoption of such platforms has been slower than anticipated, largely due to customer concerns and specific industry characteristics. This study examines the factors influencing the intention to adopt and the actual use of an online platform for freight forwarding services among business customers in Thailand. A modified Unified Theory for Acceptance and Use of Technology (UTAUT) model, incorporating perceived risk, serves as the theoretical framework. Survey data collected from 400 respondents, all holding managerial or higher positions and involved in the freight shipping process within Thai firms, are analyzed using a structural equation model (SEM). The results indicate that performance expectancy, effort expectancy, social influence, and facilitating conditions positively influence adoption intention, whereas perceived risk negatively impacts it. Additionally, firm size moderates the effect of social influence, with a stronger impact observed in larger enterprises. These findings offer practical insights for Thai freight forwarders to enhance customer acceptance and promote the adoption of online platforms for freight forwarding services, thereby improving efficiency in the logistics industry.