Role In Management Research Articles

Obgyn resident research program practices and outcomes after implementation in an academically affiliated residency program

ProblemUnlike other aspects of Obstetrics and Gynecology (OBGYN) residency training, the research education curriculum and requirements are not standardized. It is unclear what constitutes core curricula in educational research programs, which components are most useful and efficacious, and how to use these findings to adapt existing programs.ApproachA multi-phase approach to (1) garner cross-sectional data from United States OBGYN Residency Program Directors and review previously published literature, (2) use Phase I and input from clinical, research and education faculty to develop a comprehensive program, and (3) evaluate the program for resident research productivity, knowledge and satisfaction.OutcomesPhase I: Sixty-one (31%) Program Directors completed the survey. Most reported ≤ 4 research didactics per year and no dedicated research rotation. Programs with post graduate year (PGY) level specific didactics, a research rotation, or allocated time for the Research Director role noted higher odds of resident research resulting in peer-reviewed publication. Phase II: A Resident Research Program was adapted to include a clinical and research faculty co-directorship and seven additional didactics (all of which were PGY-specific). A departmentally funded resident research grant and a repository to monitor completion of milestones and program requirements have been developed. Surveys were used to track residents’ research competence and satisfaction with the research program. While resident involvement in research activities and satisfaction with opportunities for scholarly activity have improved, resident self-evaluations and mentor evaluations have not. In addition, we have not seen an increase in publications or presentations.ConclusionImplementation of components of a research program associated with increased productivity did not result in increased productivity in our program, however, resident satisfaction with scholarly activity did improve.

Parents' experiences of waiting for their child's transplant: A focus on how healthcare providers can impact the waiting process.

Waiting for a child transplant is a form of suffering for parents, yet little research has explored how parents experience waiting and how healthcare providers can impact their waiting experiences. The purpose of this article is to investigate how parents experienced the process of waiting for their child's transplant with a specific focus on the impact of healthcare providers on parents' experience of waiting. Six parents from four different families participated in interviews and observations. Our narrative analysis suggested that parents had no narrative roadmap to navigate waiting and the importance of healthcare providers' tailoring the amount and type of medical information to a parents' needs. We discuss how waiting required parents to be hypervigilant and provide continuity of care for their child, and how this "managerial role" could lead to a loss of trust with their healthcare providers. Parents' accounts were replete with contradictions, and as an extension of this, waiting was full of contradictions. Findings contribute to conceptual, methodological, and practical work exploring how parents live in deep uncertainty about the future, and how healthcare providers can support parents in their child's transplantation and other life-threatening illness contexts.

The Managerial Role of the Interim Director in the Process of Strategic Development of a State Educational Institution

The development program is an exemplary strategic document, the planning and effective application of which, in accordance with the fundamental principles of programmatic and targeted approaches, ensures the stable operation and progress of a given institution. The main hypothesis put forward for this study was that in recent years, in particular, as a result of the introduction of a new management model from January 1, 2023, the number of public general education institutions of the Republic of Armenia in which the interim director has been managing for a long time has increased. This article analyzes the extended interim position’s possible negative impact on the process of sustainable development of the institution, as well as its contribution to a sense of instability and uncertainty, which leads to a decrease in the managerial role. Программа развития является образцовым стратегическим документом, планирование и эффективное применение которого в соответствии с основополагающими принципами программного и целевого подходов позволяет обеспечить стабильную деятельность и прогресс данного учреждения. Основная гипотеза, выдвинутая для исследования, заключалась в том, что в последние годы, в частности, в результате внедрения новой модели управления с 1 января 2023 года, увеличилось количество государственных общеобразовательных учебных заведений Республики Армения, в которых длительное время управление осуществляется временно исполняющим обязанности директора. В данной статье проанализировано возможное негативное влияние длительного пребывания последнего в указанной должности на процессе устойчивого развития учреждения, в том числе ощущение нестабильности и неопределенности, что приводит к снижению управленческой роли. В этом контексте также была подчеркнута важность стремления каждой системы к стабильности, что является условием и отправной точкой для прогрессивного развития. Զարգացման ծրագիրն այն ռազմավարական օրինակելի փաստաթուղթն է, որի ծրագրային և նպատակային մոտեցումների հիմնարար սկզբունքներին համապատասխան պլանավորվում և արդյունավետ կիրառմամբ հնարավոր է դառնում ապահովել տվյալ հաստատության կայուն գործունեությունն ու առաջընթացը:

Tracer Study of the Bachelor of Arts Graduates of the University of Cebu-Main Campus from 2019-2024

This study determined the factors influencing job placement among graduates of the College of Arts and Sciences at the University of Cebu-Main Campus between 2019 and 2024, serving as a basis for proposed curriculum enhancements. The study used descriptive research design methods with the adopted-modified questionnaire, with frequency counts and percentages applied to analyze the results. Findings reveal that graduates, particularly those from the Psychology, Political Science, and English programs, are highly employable, whether through direct applications or referrals. Key factors influencing job choices include career challenges, salary, and benefits. The study also highlights a notable gender disparity, with most female graduates and a steady increase in graduates during the study period, peaking in 2024. Although the employment rate is high, most graduates occupy rank-and-file positions, with fewer advancing to managerial roles. Also, many graduates eventually shift to fields unrelated to their studies, indicating a potential mismatch between education and career progression. Graduates identify communication, human relations, problem-solving, and critical thinking as essential skills in their professional roles. These insights suggest the need for curriculum adjustments to align education with long-term career success better.

Stjórnun og fagleg forysta í grunnskólum

Samfara aukinni valddreifingu í íslensku skólastarfi hefur umfang starfs skólastjóra grunnskóla aukist verulega. Í skólastjórn felst bæði stjórnun og fagleg forysta en skólastjóra er fengið það hlutverk samkvæmt lögum að móta stjórnskipan síns skóla og skipta verkum á milli kennara og stjórnenda. Sjónir fræðimanna hafa í vaxandi mæli beinst að hlut skólastjóra í að bæta námsárangur en sýnt hefur verið fram á að skýr tengsl eru á milli faglegrar forystu skólastjóra og árangurs nemenda. Með kjarasamningum 2001 var samið um störf aðstoðarskólastjóra og deildarstjóra í þeim tilgangi að efla kennslufræðilega forystu í grunnskólunum og fjölgaði stjórnendunum talsvert fram til ársins 2008. Markmið þessarar rannsóknar var að kanna hverjar væru starfsaðstæður og bakgrunnur skólastjóra og hvaða viðfangsefni hann kysi sjálfur að axla í stjórnkerfi skólans. Gagna var aflað með rafrænni spurningakönnun sem send var öllum stjórnendum í grunnskólum með meira en 100 nemendur. Niðurstöður sýna að skólastjórar grunnskóla hafa umtalsverða starfsreynslu og mikill meirihluti þeirra hefur lokið framhaldsnámi í stjórnun. Þrátt fyrir viðleitni til að binda skólana saman sem faglegar stofnanir virðast þeir enn vera talsvert laustengdir. Tilhögun stjórnkerfis skólanna er óljós og hefur í för með sér ákveðin einkenni óreiðu fremur en fagveldis. Hlutverk aðstoðarskólastjóra og deildarstjóra eru óljóst skilgreind en algengast er að skólastjóri gegni sjálfur hlutverkum stjórnenda. Hinum mikilvægu faglegu forystuhlutverkum er skipt með óljósum hætti milli stjórnenda og oftar en ekki er vísað til ábyrgðar stjórnendateymis. Benda niðurstöður til þess að áform kjarasamnings árið 2001 um að efla kennslufræðilega forystu í grunnskólum hafi ekki gengið eftir.

Do the specific characteristics of female directors work as alternative governance mechanisms to restrict earnings management in a developing country?

AbstractThis inquiry probes whether or not female directors and their specific characteristics effectively restrict earnings management (EM) measured by accrual‐based earnings management (AEM) and real‐based earnings management (REM) in a sample of 217 Pakistani companies from 2016 to 2021. The outcomes of the ordinary least squares with panel corrected standard errors demonstrated that boards with female directors are more effective in restricting EM than others. The results also explain that the proportion of female directors on the board and audit committee and the experience of the former are significantly and inversely associated with AEM and REM. However, women directors should be at least two or more on the board to effectively control AEM and REM since the role of a lone female director is insignificant in their mitigation. The positive effect of the female directors' master's or above qualification is slightly higher than their bachelor's or below education in opposing AEM and REM. Furthermore, the business education of female directors significantly, while their non‐business education insignificantly reduces AEM and REM. The findings are consistent and reliable for being validated by the generalised method of moments as an alternative estimator. Overall, the inquiry complements the literature, theory, practice, and policy in several ways.

Supportive Workplace Wellness Cultures and Mattering Are Associated With Less Burnout and Mental Health Issues in Nurse Managers.

The aims of this study were to describe burnout, mental health, and healthy lifestyle behaviors of nurses in a managerial role and assess associations among workplace culture factors (perceived culture, mattering, support, and staff shortages) with burnout, mental health outcomes, and healthy lifestyle behaviors. Nurse managers foster unit-based wellness cultures, yet burnout and mental health problems adversely impact the culture and well-being of staff. A cross-sectional, descriptive correlational design was used. The Florida Organization for Nursing Leadership enabled distribution of a wellness survey to nurse managers. There were 125 participants. Healthy lifestyle behaviors were infrequently practiced. Analysis revealed significant correlations among workplace culture factors, burnout, and mental health outcomes. When compared with nurse managers with staff shortages, those without staff shortages were 6.11 times more likely to not screen positive for burnout. Health systems should address workplace culture factors and staff shortages to reduce burnout, improve mental health, and enhance healthy behaviors in nurse managers.

Independent Directors’ Connectedness and Bank Risk-Taking

This study examines the role of independent directors’ network centrality in bank risk-taking. Following the shareholder-incentive hypothesis and social-network theory, we predict and find that independent directors’ connectedness is positively associated with bank risk-taking. The results hold after a battery of robustness checks and endogeneity tests. Furthermore, consistent with the influence channel of networks, we show that connectedness empowers independent directors, whereas influential independent directors facilitate aggressive investment. We also find that the risk-taking effects are more pronounced for complex banks and banks with higher equity capital, higher income diversity, and lower cost-efficiency.

A study on the clinical application of the comprehensive dental hygiene care process

Objectives: This study aimed to identify the key components and tools for Comprehensive Dental Hygiene Care (CDHC) among dental hygienists and provide foundational data for widespread implementation in dental institutions. Methods: A third Delphi survey involving experts derived the CDHC components and materials. Dental hygienists’ characteristics and the CDHC application status were analyzed for frequency. The perceived need for and willingness to apply the CDHC components based on general characteristics were assessed using t-tests. Results: The results of the Delphi survey identified the following CDHC components: 11 for medical history; three, dental history; five, oral hygiene practices; seven, dental conditions; three, occlusion conditions; six, periodontal conditions; and, three, other examinations. Planning included 3 items for healthy gums and 4 for gingivitis and mild periodontitis. Evaluation included 7 items for mild periodontitis, 5 for patient education, and totally 27 CDHCrelated materials. Dental hygienists’ needs and willingness varied, with higher levels among those in clinics, university graduates, those in counseling or managerial roles, team leaders or those at higher positions, and those with >6 years of experience (p<0.05). Conclusions: The Delphi survey identified the CDHC clinical application process, confirming the strong desire of dental hygienists to apply it in practice.

Exploring the Challenges and Unveiling the Glass Ceiling Effect on Career Progression among Turkish Women in 3 to 5 Star Hotels

Purpose: Despite the significant growth in women’s participation in the hotel industry workforce, Turkish women continue to encounter limited access to senior management positions. This study investigates the obstacles faced by Turkish women in their pursuit of top managerial roles within the hotel industry and explores potential strategies to break through the glass ceiling. The purpose of this study is to investigate challenges and unveil the effect of the glass ceiling on the career development of Turkish women in 3-to-5-star hotels. The research endeavors to examine the experiences and challenges stemming from gender perceptions encountered by individuals within the hotel industry. Additionally, it seeks to discern the underlying social, organizational, and individual factors contributing to the disparity in leadership or senior positions held by women within this sector. Design/Methodology/Approach: The study utilizes a qualitative research approach, employing semi-structured, in-depth interviews with employees from 3 to 5-star hotels in Antalya, conducting an inductive thematic analysis approach the research aims to investigate the challenges faced by women in advancing their careers within the hotel industry and the diverse factors influencing their workplace performance. The statistical sample of the research includes people who have different viewpoints on the subject of the research. Findings: Twelve women working within the hospitality industry were interviewed. A thematic analysis revealed three interconnected barriers contributing to the glass ceiling faced by Turkish women: cultural and social obstacles, organizational challenges, and personal hindrances. These primary barriers encompass sub-barriers that collectively reinforce the glass ceiling, impeding numerous women from attaining senior positions. This research demonstrates that overcoming the barriers—especially organizational ones—can empower Turkish women to break through the glass ceiling and realize their leadership aspirations. Additionally, the study explores the implications for policymakers, academics, and practitioners regarding the impactful contributions of Turkish women to the hotel labor market." Practical Implications: This research showed evidence that there are real barriers for these women and the findings from this study offer implications that overcoming these barriers, particularly cultural and social barriers, could help Turkish women to crack the glass ceiling and achieve their dream of leadership. Originality/Value: The Hotel industry faces a worldwide shortage of Women in Leadership positions. This study aims to explore the challenges faced by the hotel sector in retaining highly skilled female employees who aspire to pursue managerial career trajectories. In addition, this research can add value to revealing gender inequality problems faced by Muslim women employees in the hospitality industry.

Analysis of Sex Diversity Within Orthopedic Trauma Surgery Fellowship Programs

Background: Women continue to be underrepresented in orthopedic surgery and in orthopedic fellowship programs, especially in orthopedic trauma. Purpose: We aimed to assess sex diversity among faculty and trainees in orthopedic trauma surgery fellowship programs and investigate whether the presence of female faculty in those programs is associated with the recruitment of female fellows. Methods: This was a cross-sectional analysis of 63 orthopedic trauma surgery fellowship programs. Information regarding program faculty (as of October 2023) and fellows from 2018 to 2024 was gathered. For programs without publicly accessible information, fellowship coordinators were e-mailed for de-identified sex breakdown of fellows categorized by year. The sex of each fellow and faculty member was categorized as male or female and determined by inference from the fellow’s first name and confirmed via Internet search using photos, biographies, and preferred pronouns when available. Results: Of 63 programs with 323 orthopedic trauma faculty, 30 (47.6%) programs had at least 1 female faculty member, with only 4 (6.4%) programs having female fellowship directors. Women made up 12% ( n = 39) of orthopedic trauma faculty. Of 399 total fellows identified over the 6-year period, 67 (16.7%) were women, with a notable increase in the representation of female fellows over time, from 10.8% in 2018 to 25.4% in 2024. Although programs with female faculty had a similar proportion of female fellows over the 6-year period as those without, in the most recent fellowship year (2023–2024), programs with female faculty had a higher proportion of female fellows than those without (38.2% vs 13.5%, respectively). Conclusion: This cross-sectional, observational study suggests that female surgeons remain underrepresented in orthopedic trauma fellowship director roles, although we observed an increasing number of female trainees entering orthopedic trauma surgery fellowship programs in recent years. In the most recent fellowship class studied, programs with female faculty had more than double the proportion of female fellows compared to programs without any female faculty.

BREAKING BARRIERS: FEMALE DIRECTORS, EARNINGS MANAGEMENT, AND THE INFLUENCE OF EDUCATION AND SUSTAINABILITY REPORTING

<p><strong>Background</strong>: The role of women directors in corporate governance has received increasing attention, especially regarding their impact on earnings management. Recognizing this role is critical as companies need to increase transparency and accountability in their financial practices, while recognizing the role of sustainability.</p><p><strong>Objective</strong>: These studies aim to find out, whether female participation in the board of directors can reduce earnings management practices, by adopting different types of measurements for the female variable.</p><p><strong>Research Method</strong>: The applied methods are purposive sampling where 49 samples collected from Indonesia Stock Exchange (IDX) that consistently publishing financial and sustainability report with a timeframe of 2018-2022. Implementing data panel regression method using Stata application.</p><p><strong>Result</strong>: The result indicate that, three female director can reduce earnings management, while independent commissioner and GRI disclosure are positively related to earnings management.</p><p><strong>Originality/Novelty of Research:</strong> This studies use different kind of measurements towards female director variables, to proving applied theory are still relevant and to resolve the limitation of previous studies to find the critical effect of female directors participation to decreasing earnings management in Indonesia.</p><p> </p>

Female directors and cash holdings: The case of Vietnam

This study investigates the impact of gender equality on corporate cash reserves, focusing on the roles women occupy on corporate boards. Using data from 325 publicly listed companies in Vietnam between 2020 and 2022, the research employs various statistical models, including ordinary least squares (OLS), fixed-effect model (FEM), random-effect model (REM), and Feasible Generalized Least Squares (FGLS), to address heteroscedasticity. The findings reveal that the presence of female directors on corporate boards is significantly associated with lower cash reserves, suggesting that gender diversity influences cash management practices. This study contributes to the literature by highlighting the role of female directors in enhancing a firm's financial flexibility. It underscores the importance of creating an equitable workplace for female employees and provides insights into the benefits of gender diversity in corporate governance. The research specifically examines the Vietnamese context, reflecting the global trend towards gender diversity in corporate leadership. Regression analysis shows a significant negative relationship between the proportion of female CFOs and cash holdings, indicating that firms with more female CFOs tend to hold less cash. These findings have important implications for policymakers, investors, and corporate leaders by demonstrating the potential of female directors to shape financial policies and reduce risks associated with representative issues.

Assessing gender differences in managerial roles, wages, education, and soft skills in Kazakhstan

Gender disparities affect employment, education, social interactions, and managerial roles. Therefore, this study aimed to conduct a complex analysis of differences based on representation in managerial positions, wage levels, educational opportunities, and soft skills. The analysis combines both qualitative and quantitative data. Quantitative data were collected from 2009 to 2022 from the Bureau of National Statistics of the Republic of Kazakhstan, the National Bank, and the World Bank. Qualitative data were obtained through surveys of 652 respondents filtered based on their correct understanding of the soft skills concept. Further, the Index for Stereotypes in Women’s Employment (ISWE) was developed by identifying key indicators and gathering relevant data, followed by assigning weight coefficients based on their significance and ultimately combining these weighted impacts to compute the total index. The most significant impact on gender disparities was shown by the assessment of soft skills, contributing 13.1115, highlighting the need for their recognition in the labor market. Educational opportunities had a significant impact, contributing 2.1945, emphasizing equal opportunities for women and men. Differences in wages contributed to 1.394, indicating the pay gap. The low representation of women in managerial positions in state financial institutions (including second-tier banks) contributed 0.685, while barriers for women in managerial positions in state holdings across various sectors contributed 1.485. The findings offer actionable insights for policymakers and stakeholders committed to promoting gender equity. AcknowledgmentsThis study has been funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan Grant No. BR18574240.

The childcare director’s role in preventing burnout: a positive-psychological examination of the caregivers’ lived experience

ABSTRACT This study applied a positive-psychological approach to examining childcare directors’ role in maintaining the stability of their staff from the caregivers’ and directors’ points of view. Most of the childcare centers in Israel are characterized by high burnout and turnover of staff members. Nevertheless, some teams stay stable, and turnover is minimal. This study explored the factors using 30 semi-structured interviews with childcare center directors and caregivers regarding their occupational stability. Findings suggested that the sense of belonging to the childcare center was one source of stability. The director acted as a safe haven, maintaining the caregivers’ wellbeing. Other success factors are related mainly to their relations with other staff members, with the director, and with the children, and also to proper management that provides professional training and treats them with respect. The study’s contribution is fourfold. First, it gives voice to a population of women who work under difficult conditions for low pay. Second, it highlights the role of the childcare director in maintaining staff stability. Third, implementing its findings is relevant to creating and improving models of training and supervising early childhood educators. Fourth, studying anti-burnout factors can strengthen teams and provide the children with positive relationships with significant others.

Individual work-motive values: determinants and consequences for the appraisal of specific health-related work characteristics.

The objectives of the present study were to determine whether (I) work-motive values influence the appraisal of specific work characteristics of significance for health and function and (II) subject variables impact work-motive values. Two aspects of work-motive values were studied: values that assign importance to pursuing one's personal goals and interests, internally based work-motive values (IntWMVs), and values that assign importance to external factors, externally based work-motive values (ExtWMVs). These aspects of motive values, age, gender, skill level, managerial role, and specific psychosocial work characteristics were analyzed in a cross-sectional sample of 12,994 employees in 101 private and public organizations. Two-year follow-up prospective data from 6,252 employees in 69 organizations elucidated whether associations were stable over time. The results showed that IntWMV influenced reports of levels of control of decisions, empowering leadership, innovative climate, quantitative demands, feedback from work, and self-leadership. ExtWMVs were most consistently associated with role clarity. Skill level and managerial role were associated with reporting higher levels of IntWMVs and lower ExtWMVs. In conclusion, the present data support the assumption that work-motive values influence the appraisal, reporting, and consequently measurements of work characteristics. Managers differ from subordinates in work-motive values and may face challenges in ascertaining and supporting subordinates' needs.

Cultivating sustainable environmental performance: The role of green talent management, transformational leadership, and employee engagement with green initiatives.

The success of organizations' sustainable performance mainly depends on their human resource capital and for this organizations now need to focus on green human capital development programs including green talent management (GTM). GTM entails attracting, nurturing, and retaining those people who can promote the green initiatives of the organization. This paper aims to investigate the impact of GTM, transformational leadership, and employee engagement on the sustainable environmental performance of organizations. The data were collected from both academic and administrative employees in five Omani higher education institutions (HEIs). In total 367 questionnaires were collected using drop-off and pickup methods. The results of the study showed that green hard and green soft talent management (TM) and employee engagement with green initiatives are significant predictors of the sustainable environmental performance of HEIs. Moreover, transformational leadership can moderate the influence of green soft TM on employee engagement with green initiatives by strengthening the relationship. For sustainable performance and development, organizations especially HEIs need to actively assume their social responsibilities and implement sustainable environmental management. The present study provides meaningful implications for practitioners, educational policymakers, and leaders to promote GTM and employee engagement for sustainable environmental performance. Supporting green skill development, engaging employees with green initiatives, and promoting staff with green skills can help organizations particularly HEIs to increase their sustainable environmental performance and gain a competitive advantage.

The pathways of board diversity in European contexts: Exploring the influence of director types on firm performance

This research paper explores the impact of board diversity on firm performance, with a particular focus on different types of board members. The study examines gender, age, tenure, education, and nationality diversity among board members for their effects on firm performance. Using a multi-country dataset and various performance proxies, the paper employs panel regression analysis to assess the relationships. The findings reveal nuanced effects of diversity, with gender diversity among independent and non-executive directors, age diversity among executive directors, and education diversity among executives showing positive impacts. The dominant pathway among these effects is the strategic role of directors, as suggested by the resource dependence theory. However, the paper also highlights the inappropriateness of a one-size-fits-all approach to board diversity, which can have either positive or negative effects depending on the context. Overall, the research contributes to the understanding of board diversity and its implications for corporate governance and firm performance.

The nexus of tax avoidance and firms characteristics – does board gender diversity have a role? Evidence from an emerging economy

PurposeThis study examines the moderating role of female directors on the relationship between the firms’ characteristics and tax avoidance in an emerging economy.Design/methodology/approachThis study employs the second-generation unit root test and the generalised method of moments (GMM) techniques. The Kao residual cointegration test corroborates a long-run cointegration among variables.FindingsFemale directors demonstrate mixed and unusual findings. No significant impact of female directors on tax avoidance is found. In addition, the presence of female directors does not show any negative or significant moderating impacts on the relationship between leverage, firm age, board size and tax avoidance. However, having more female directors can negatively and significantly moderate the relationship between more profitable firms, larger firms and tax avoidance. These findings show that the board of directors could use the presence of female directors to maximise their opportunistic behaviour, such as to avoid tax.Research limitations/implicationsResearch limitations – The study is limited by considering only 62 listed firms. The scope could be extended to include non-listed firms.Practical implicationsResearch implications – There is increasing pressure for female directors on boards from diverse stakeholders, such as the European Commission, national governments, politicians, employer lobby groups, shareholders, and Fortune and Financial Times Stock Exchange (FTSE) rankings. This study provides input to decision-makers putting gender quota laws into practice. Our findings can help policy-makers adopt regulatory reforms to control tax avoidance practices and enhance organisational legitimacy. Policymakers can change their policy to include female directors up to the threshold suggested by the critical mass theory.Originality/valueThis is the first attempt in Bangladesh to explore the role of female directors in the relationship between the firms' characteristics and tax avoidance. The current study has significant ramifications for bringing gender diversity into practice as a component of good corporate governance.

A qualitative analysis of workers perceptions on the role of management in promoting health behaviour, informed by the COM-B model.

The primary objective of this study was to explore the viewpoints held by employees at a pharmaceutical manufacturing workplace in a middle-income country regarding management's role in promoting health behaviours in the workplace. This study used transcripts of focus group discussion from an original study that investigated employee perceptions of factors associated with healthy behaviours among South African pharmaceutical manufacturing factory workers. Participants felt that workplace managers could improve capability through health promotion strategies, supportive leadership and promoting a culture of health. They could provide opportunity through employee engagement programs and resources, and physical activity opportunities were specifically identified. This study demonstrates that managers in a middle-income country have the potential to contribute to workplace health in a range of ways that include addressing capability, opportunity and motivation of their workers.