Managerial Behavior Research Articles

Smart care for dealing with nurses' alarm fatigue in the intensive care unit.

Alarm fatigue is a condition in which a person experiences sensory overload or desensitization in exposure to frequent non-actionable alarms. Nurses are the main users of alarms in health care and their behaviors for alarm management influence the occurrence of alarm fatigue. This qualitative research aimed to explore strategies used by nurses in dealing with nurses' alarm fatigue in the intensive care unit (ICU). Qualitative research was carried out. Eighteen nurses working in ICUs were selected purposefully and were invited to take part in individual semi-structured interviews. Collected data were analyzed using content analysis for developing categories and subcategories. Twelve ICUs in ten hospitals in four urban areas of Iran. The research's main category was "smart care" consisting of two categories of "technologic actions" and "non-technologic actions." Also, six subcategories were developed: "identifying the cause and taking timely actions", "personalized alarm settings", "reducing the number of unnecessary alarms", "effective teamwork", "improving the physical environment and ward arrangement", and "self-calmness". Smart care by nurses included a set of active and proactive interventions developed through thinking and reflection and the use of information, skills, and experiences in order to manage exposure to alarm fatigue. Strategies used by nurses to prevent alarm fatigue can reduce the physical and psychological burden caused by frequent exposure to alarms in the ICU and consequently can have direct impacts on the quality and safety of nursing care. Nurses in the healthcare process often experience alarm fatigue that is influenced by the cultural-contextual aspect of care and the care environment. Smart care in terms of technologic and non-technologic actions helps with the prevention of alarm fatigue.

Organizational culture of Russian companies within socio-economic changes

Goal: to analyze the organizational culture of Russian companies within changes. Methodology: the research was carried out using scientific databases (RSL and RSCI catalogues), system analysis, comparative analysis, inductive-deductive method. Findings: the organizational culture of companies in a transition economy was analyzed, as well as structural changes in economy and psychology of personnel within changes. Based on comparative studies, the national specifics of management and characteristic features of the culture of Russian companies are shown — the behavior of managers and employees — belonging to a group, communicative values, horizontal cohesion and vertical opposition, uncertainty avoidance, importance of relationships. Originality and contribution of the author: systematic analysis of Russian companies organizational culture research was carried out.

Gender differences in manager's behavior: features of female management

Gender differences in manager's behavior: features of female management

Designing a Model for Implementing Technologies in Insurance: A Qualitative Study

Objective: The primary objective of this study is to present a paradigmatic model for the adoption and utilization of insurance technologies (InsurTech) in domestic insurance companies with a special emphasis on open innovation. Methodology: This qualitative research utilized a grounded theory approach. Data were collected through semi-structured interviews with 12 experts, including university professors in the field of insurance, senior managers of insurance companies, stakeholders, and policyholders. Theoretical sampling was used, and the interviews continued until theoretical saturation was reached. Data analysis involved three stages of coding: open coding, axial coding, and selective coding, using MAXQDA software. In total, 150 open codes, 21 category codes, and 6 final axial codes were identified. Findings: The results revealed that the adoption and utilization of insurance technologies in domestic insurance companies are influenced by several main components, including knowledge management, behavioral factors, practical factors, infrastructure, technology perception, and managerial factors. The study also highlighted the significance of open innovation in accelerating the transformation of the insurance industry. The findings are consistent with previous studies by Sionani et al. (2023), Wang (2021), and Kuitanovich (2021), which emphasize that technology adoption is a multi-dimensional phenomenon influenced by perceptions, attitudes, beliefs, and engagement levels of individuals and organizations. Conclusion: This study concludes that the adoption of insurance technologies, supported by open innovation, is essential for the digital transformation of the insurance sector. Factors such as managerial behavior, customer engagement, technological infrastructure, and knowledge management play critical roles in the successful implementation of these technologies.

Determinants of Knowledge Transfer for Information Technology Project Managers: A Systematic Literature Review

Aim/Purpose: The purpose of this study is to identify the key determinants hindering Knowledge Transfer (KT) practices for Information Technology Project Managers (ITPMs) Background: The failure rate of IT projects remains unacceptably high worldwide, and KT between project managers and team members has been recognized as a significant issue affecting project success. Therefore, this study tries to identify the determinants of KT within the context of IT projects for ITPMs. Methodology: A systematic review of the literature (SLR) was employed in the investigation. The SLR found 28 primary studies on KT for ITPMs that were published in Scopus and Web of Science databases between 2010 and 2023. Contribution: Social Cognitive Theory (SCT) was used to build a theoretical framework where the determinants were categorized into Personal factors, Environmental (Project organizational) factors, and other factors, such as Technological factors influencing ITPMs (Behavioral factors), to implement in KT practices. Findings: The review identified 11 key determinants categorized into three broad categories: Personal factors (i.e., motivation, absorptive capability, trust, time urgency), Project Organizational factors (i.e., team structure, leadership style, reward system, organizational culture, communication), and Technological factors (i.e., project task collaboration tool and IT infrastructure and support) that influence implementing KT for ITPMs Recommendations for Practitioners: The proposed framework in this paper can be used by project managers as a guide to adopt KT practices within their project organization. Recommendation for Researchers: The review showed that some determinants, such as Technological factors, have not been adequately explored in the existing KT model in the IT projects context and can be integrated with other relevant theories to understand how a project manager’s knowledge can be transferred and retained in the organization using technology in future research. Impact on Society: This study emphasizes the role of individual actions and project organizational and technological matters in shaping the efficacy of KT within project organizations. It offers insight that could steer business owners or executives within project organizations to closely observe the behavior of project managers, thereby securing successful project outcomes. Future Research: The determinant list provided in this paper is acquired from extensive SLR and, therefore, further research should aim to expand and deepen the investigation by validating these determinants from experts in the field of IT and project management. Future studies can also add other external technological determinants to provide a more comprehensive KT implementation framework. Similarly, this research does not include determinants identified directly from the industry, as it relies solely on determinants found in the existing literature. Although a comprehensive attempt has been made to encompass all relevant papers, there remains a potential for overlooking some research in this process.

Whisker stable isotope analysis used for proactive management of recolonising New Zealand sea lion population

New Zealand sea lions Phocarctos hookeri have experienced a 46% decline in pup production in the last 25 yr, driven by female deaths in trawl fisheries around the Auckland Islands. The only colony for this species recorded away from the subantarctics and this fishing impact is on Stewart Island. Despite the Stewart Island colony only being 1% of the species, it is significant, as it is currently the only stable population and is located in an area away from most on-land human impacts, although not away from potential fisheries pressures. To ensure this colony’s persistence, more information is needed on these sea lions’ diet, foraging behaviour, and local fisheries interactions for management that promotes their protection. The present research investigates the long-term foraging behaviour, and infers the diet, of female New Zealand sea lions on Stewart Island using their known foraging behaviour and linking this to their proximal and full-length whisker stable isotope values. Previous foraging studies found that these animals have small foraging areas with consistent mesopelagic diving behaviours. These behaviours, linked with their whisker stable isotope values, show consistency in foraging behaviour and inferred diet across their entire adult life. Currently, there are no known commercial fisheries bycatch issues for sea lions around Stewart Island. However, precautionary measures ensuring fisheries pressure does not increase and management to safeguard that deepwater trawling and finfish aquaculture remain absent would be proactive steps that should be undertaken for the protection of this new colony and for this Endangered species as a whole.

Does Mandatory Quarterly Reporting Induce Managerial Myopic Behavior? Evidence from Japan

Does Mandatory Quarterly Reporting Induce Managerial Myopic Behavior? Evidence from Japan

Goodwill reporting in corporate acquisitions: The effects of managerial discretion under the new accounting rules

Goodwill is a critical issue in the accounting of corporate restructuring activities in terms of both purchase price allocation in corporate acquisitions and the subsequent write-downs. Although the Financial Accounting Standards Board (FASB) and International Accounting Standards Board (IASB) new accounting standards provide a reference point for goodwill recognition, the complexity of fair value adjustments and the extensive subjectivity involved in assessing goodwill still make its allocation and the impairment-only approach limitedly transparent. Therefore, this study explores the impact of IFRS 3 (International Financial Reporting Standard 3) on management discretion in goodwill reporting. From a methodological standpoint, the hypotheses are tested on a sample of 68 acquisitions executed by Italian-listed acquirers in the 2012–2020 period. Our results confirm the potential for managerial opportunistic behavior in light of the signaling role of goodwill for investors.

Financial and extra-financial determinants of CEOs’ sustainable discourse: a longitudinal analysis on the US market

The aim of this paper is to identify, through the discourse, the managerial sustainable behaviors that lead to both financial and extra-financial performance. Under the prism of alignment and instrumental theories on corporate social responsibility (CSR), we investigate the moderating role of CEOs by examining the interrelation between CEOs’ introductory discourses in sustainability reports and financial and extra-financial performance. Through the use of a logit model and textual analysis, we conduct a longitudinal analysis on firms listed on the S&P500 between 2014 and 2019 in three sectors. We find that CEOs’ discourse is interrelated with financial and extra financial performance. Their discourse is a key factor in understanding whether CEOs’ CSR strategies meet the main sectorial strategic issues.

Role of Managerial Innovation Behavior for Moderating the Effect of The Dynamic Innovation Capability on Banking Performance

Role of Managerial Innovation Behavior for Moderating the Effect of The Dynamic Innovation Capability on Banking Performance

Operation management of rural banks of local government in the emerging market: An assessment of agency conflict or social responsibility

Rural banks with local government ownership as majority shareholders aimed to increase public welfare and earn profits. state-owned banks (also state-owned enterprises (SOEs)) also have agency conflict, which may increase due to increased political content. Post-merger and acquisition (Post-M&A) due to the COVID-19 pandemic increases rural bank risk in lending. The research objective is to determine the impact of increased risk on rural bank lending. Data were collected from 32 annual reports of rural banks in Indonesia. Documentation was used to collect the data. Loan deposit ratio (LDR) is the dependent variable, the risk is the independent variable, and capital adequacy ratio (CAR), net profit margin (NPM), and return on equity (ROE) as the control variables. The technique of analyzing data is an analysis of covariance. The result show banks with below average risk have a greater difference (0.0393) than above average risk (0.0347). Another result indicates that LDR is not determined by the bank’s health or the business risk of the debtor. Government demands through financing in local government, and it ignores risks and produces risk-taking behavior of managers. The government, as the majority shareholder, has a more effective monitoring role. Corporate social responsibility (CSR) oriented to society demand has been produced from rural banks owned by the government.

Renaming with purpose: Investor response and fund manager behaviour after fund ESG-renaming

Renaming with purpose: Investor response and fund manager behaviour after fund ESG-renaming

Inconsistent Auditor Responses to Uncooperative Client Manager Behavior: When Skeptical Judgments and Actions Diverge

Inconsistent Auditor Responses to Uncooperative Client Manager Behavior: When Skeptical Judgments and Actions Diverge

Особенности ролевого и инновационного поведения в связи с наличием опыта работы

<p>The authors have shown the relevance and justified the need to study the relationship between the types of innovative and role behavior of project team members and students who have no experience in group design. The purpose of the research is to study the correlation between the types of role behavior in a team and innovative behavior among managers with experience in project teams and students without such experience. In the 1st part of the study, a group of employees of industrial enterprises aged from 19 to 40 years and with work experience from 6 months to 22 years (n=45) took part, in the 2nd part of the study – undergraduate students in the direction of "Innovation" (n=20, age 20–22 years) and working managers with experience (n=30, age 21–41 years). The main hypothesis of the study is the assumption of significant discrepancies among students between their characteristic types of role and innovative behavior and their ideas about what team roles and types of innovative behavior are characteristic of them. In the first part of the study, using questionnaires of role behavior in a team and innovative behavior, the types of role and innovative behavior and combinations of types of role and innovative behavior of project team members were studied. The complementarity in frequently occurring combinations of role and innovative behavior of managers of innovative projects is revealed; such complementarity is absent in students. The results of the second part of the study show that employees with experience have the most widespread types of innovative behavior that provide incremental innovations, students have radical innovations. Among employees with experience, team roles of a social orientation are significantly more widespread than among students, among students – action roles, significant discrepancies between the types of role behavior according to questionnaires and those that students choose according to descriptions as characteristic of them were revealed. Students, in comparison with employees of enterprises, overestimate their readiness for intellectual roles in the team. The practical significance of the obtained results is shown, prospects for further research are outlined.</p>

Managerial Myopia and Long-Term Investment: Evidence from China

A corporation’s ability to uphold valuable long-term investments is a critical component of the business’s sustainability. Combining the views of the upper echelons theory and agency theory, this study argues that myopic managerial behavior is detrimental to a firm’s long-term investment. We construct an indicator assessing managerial myopia based on the textual analysis approach. The moderating effect analysis suggested that the negative impact of managerial myopia on long-term investments is lessened with an increase in institutional investor ownership and analyst coverage. In addition, we found that managerial myopia negatively correlates with capital expenditures and R&D investments. Furthermore, the cross-sectional analysis suggested that the correlation between managerial myopia and long-term investment is stronger among firms with higher industry competition, poor performance levels, and in non-state-owned enterprises.

A Qualitative Study on Nourishing Manager Behaviors

Bu çalışmanın amacı besleyici yönetici davranışlarının genel olarak profilini çizerek, bireysel ve örgütsel etkilerini ortaya koymaktır. Nitel araştırma yöntemi kullanılarak fenomenolojik desende yürütülen çalışma verileri, yarı yapılandırılmış görüşme formu ile toplanarak betimsel analiz tekniği ile yorumlanmıştır. Elde edilen bulgular çerçevesinde besleyici yöneticilerin genel olarak çevrelerini koruyan, kollayan, destekleyen, problem çözen, öğrenen ve öğreten, kendini ve çalışanlarını koruyabilecek güçte davranışlar sergiledikleri ve besleyici yöneticilerin örgütsel ortamları olumlu olarak etkilediği görülmüştür. Ayrıca katılımcıların besleyici yöneticileri genel olarak çevrelerini koruyan kollayan kurtlara, destekleyen ve besleyen kraliçe arılara, asil görünen, liderlik yapan atlara, öğrenen ve öğreten kargalara, kendini ve çalışanlarını koruyabilecek güçte olan aslan ve kaplanlara benzettikleri görülmüştür. Kendi besleyici davranışları ile çalışanlarını besleyemeye çalışan besleyici yöneticilerin örgütlerdeki besleyici çalışanları yeterince desteklemeleri sonucunda besleyici çalışma ortamlarının oluşabileceği düşünüldüğü için bu çalışma ile öncelikle yöneticilere daha sonra ise çalışanlara bu konuda ışık tutularak, literatüre katkı sunulacağı düşünülmektedir.

Debt Policy, Liquidity Policy, and Profitability: A Proof from the Agricultural Companies in Indonesia

Profits describe managers' performance in front of the company stakeholders, especially shareholders, suppliers, and creditors. Therefore, they must organize the financial resources well by taking exceptional policies. This research aims to know manager behavior to utilize debt and liquidity policies to create profits by examining their effect on profitability in the agricultural companies listed on the Indonesian capital market between 2014 and 2020 as the population and samples. Because of their homogeneous feature and the variables-related data, this study applies the simple random sampling method and the t-test for the coefficients in the regression model to prove each relationship. By Denoting these statistical testing results and their discussion, this study infers a negative relationship between debt policy and profitability. Conversely, the liquidity policy is positively associated with profitability. Therefore, we suggest managers use less debt and excess current assets, significantly cash, to enhance profits.

Суррогация в муниципальном управлении (по материалам зарубежных исследований)

Introduction. In this article the author tries to conduct a critical analysis of the scientific literature devoted to the problem of surrogation in municipal administration. The relevance of this topic is justified by the need to scientifically comprehend the results of implementation of assessment of managerial labor in state and municipal administration by quantitative indicators, also known as KPIs. It is assumed that the implementation of corporate management tools, borrowed from the U.S., may lead to non-acceptance by the subjects of management of the new principles of assessment of their work. This article provides a retrospective of scientific and specialized publications devoted to the problem of surrogacy in management. Methods. The main methods of this study are comparative analysis, analysis of documents, critical analysis of scientific literature. The aim of the study is to analyze the outstanding works of foreign and domestic authors devoted to the problem of using quantitative indicators to assess the effectiveness of managerial work in state and municipal administration bodies of the Russian Federation. This article is of reviewing nature and is aimed at generating the interest of the scientific community in the issue of considering the impact of the introduction of corporate management tools on the patterns of behavior of managers in state and municipal administration. Results. Surrogation is a psychological phenomenon that affects the managerial behavior of managers, associated with the substitution of real performance by quantitative indicators (surrogates). This term, in fact, combines the results of the work of many researchers who have devoted their work to the study of the metrics of managerial effectiveness. Among the important theoretical constructs related to the surrogation process we include Goodhardt's law, Campbell's law, the "cobra effect" and Lucas' critique. Foreign publications also have a peculiar, though not so polar, division, where specialists, practitioners and management theorists from the USA, Great Britain and other developed countries pay attention to the fact that quantitative indicators simultaneously with advantages have a significant number of drawbacks, and researchers from developing countries (mainly Asia) seek to use them to fight corruption, non-transparency and incompetence of managers. Russian management culture combines both progressive and result-oriented neoliberal tendencies and collectivism characteristic of Asian cultures and a inclinations of  authoritarian management. Thus, sociological research enriched with empirically recorded facts showing the acceptance or rejection of the concept of evaluating the managerial effectiveness by quantitative indices becomes especially urgent and necessary. Conclusion. According to the results of the study, the conclusion is that sociological research, enriched with empirically fixable facts, demonstrating the acceptance or rejection of the concept of assessing managerial effectiveness by quantitative indicators, becomes relevant and necessary. This requires moving from theorizing to empiricism and attempting to reach out to managers and ordinary employees in the public sector who have been challenged to work with a focus on achieving some kind of quantitative performance. We see further prospects for the study in conducting expert surveys, in-depth interviews and focus groups with representatives of Russian municipal administration and formalizing their subjective assessments of the effectiveness of this managerial approach.

Workplace Arrogance, Need for Power, and Counterproductive Work Behaviors in Corporate Managers: The Mediating Role of Humility

The study investigated the relationship between workplace arrogance, the need for power, and Counterproductive Work Behavior (CWB) in corporate managers. The study was carried out by following the correlational research design. The sample of N = 260 corporate managers (males = 181, females = 79), with an age range from 30 years to 55 years (M = 41.03, SD = 7.06), was recruited through the purposive sampling strategy from the different cities of Pakistan. In the first step, the authors established a factor structure of the workplace arrogance scale and retained 22 items with well-fitted indices of the one-factor solution model. The results of correlation analysis exhibited significant (p < .05) positive relationships between workplace arrogance, the personalized need for power (P nPower). The CWB was negatively associated with the socialized need for power (S nPower), humility, and agreeableness in corporate managers. The independent sample t-test indicated that male and female corporate managers had similar scores in terms of all study variables (p > .05). In addition, results of multiple linear regression analysis revealed that workplace arrogance and personalized need for power with 25% of the variance were found to be significant (p < .01) predictors of the CWB. Moreover, the path analysis through Structure Equational Modeling (SEM) also suggested that personalized need for power, workplace arrogance, and humility were significant predictors of CWB. Lastly, SEM demonstrated that humility significantly mediated the relationship between workplace arrogance, the need for power, and CWB in corporate managers. Moreover, two demographic variables (i.e., work experience and the corporate sectors) also impact their CWB and the overall model fit indices. The study provides researchers with a validated workplace arrogance scale on the corporate sample. It helps the researchers to expand their understanding of the significance of these constructs in the field of industrial-organizational psychology. In addition, the study seeks to benefit many employees and employers to comprehend the nature and the association of CWB with other undesirable variables in the workplace (i.e., workplace arrogance and personalized need for power).

Eğitim Yönetiminde Eğitici Önderlik Uygulamalarının İncelenmesi

In this study, it is aimed to examine educational leadership practices within the framework of educational management. When we look at the common expressions used in definitions about leadership, it is perhaps the most frequently used influence. Leadership has often been seen as influencing others in the direction of a certain goal, and it has been emphasized that influencing is a natural process that takes place within a social system. In the educational environment, it is not enough for educational leaders to realize only opportunities, besides, it is much more important for them to influence and mobilize resources in the direction of evaluating this opportunity. Therefore, from the point of view of the educational leader, it is extremely critical to be able to influence these resources, as well as to find resources and see opportunities. Educational leadership arises and becomes continuous through the acceptance and appreciation of the activities carried out by the group and their results rather than the characteristics of the leader. There are many factors that affect the activities and behaviors of the educational leader. These are the members who form the educational environment and follow the educational leader, the goals, the personal characteristics of the educational leader and the current conditions. In this sense, educational leadership is a managerial role behavior determined by a complex system that varies according to place and time. In this study, as mentioned above, the topic of educational leadership will be discussed as managerial role behavior modeling from the point of view of educational management. Key Words: Educational Management, Leadership, Educational Leadership