Management Style Research Articles

Cultural Differences: When Hospitals Own Practices

This article investigates the challenges faced by a respected hospital system after acquiring three medical practices. Despite financial stability, these practices struggled to adapt to hospital ownership, resulting in decreased performance, morale, and patient satisfaction. The core issue identified was a cultural clash between the hospital’s structured business model and the more flexible, informal management style of the practices. The article underscores the importance of understanding cultural differences and setting clear expectations in hospital-practice partnerships. By addressing these issues early, organizations can avoid frustration and build a cooperative, goal-oriented environment. The goal is to develop a trusting relationship between the hospital and its acquired practices, resulting in improved performance and satisfaction for all stakeholders.

Stressful Events and Oral Health Related Quality of Life Aboard: A Longitudinal Study

Stressful events may affect self-perceived general and oral health. While the working environment is known to expose military personnel to chronic stress, oral health reports in these populations is limited. This longitudinal study aimed to investigate the association of Oral Health Related Quality of Life (OHRQL) and stress in the military population aboard a training ship for 6 months. Three hundred and twenty-eight individuals were enrolled at baseline and three hundred and one at follow-up (six-month later). Completed questionnaires on Oral Health Impact Profile (OHIP-14) and Perceived Stress Scale (PSS-14) were assessed for analysis. Socio-demographic characteristics were also obtained. Multivariate Poisson regression analysis showed that PSS-14 predicted higher OHIP-14 scores at baseline and follow-up. At follow-up, besides PSS-14 (RR: 2.03; 1.42-2.90), being part of the crew group represented an increase of 87% on the OHIP-14 scores (RR:1.87; 1.27-2.74). Older individuals were 24% less likely to present higher OHIP-14 scores (RR:0.76; 0.58-0.99) than younger ones. OHRQL has worsened over time in this military population aboard (4.41±5.76 versus 5.95±6.88) and stress was an associated factor of that. The need to adjust management styles was highlighted as well as the need to prepare the staff to navigate stressful situations more effectively.

Role transition experiences of female novice head nurses: An analysis using hermeneutic phenomenology

Background & Aim: In Taiwan—where the collective tends to be prioritized over the individual—gentleness, sacrifice, and obedience are prized qualities in the overwhelmingly female nursing workforce. Nevertheless, role changes and overlapping hierarchical boundaries often lead to stress. This study examined the role transition experiences of female novice head nurses in Taiwan. Methods & Materials: This study adopted an approach of hermeneutic phenomenology. Purposive sampling and snowball sampling were used to identify participants on Facebook who met the inclusion criteria. Considering the study purpose, the sampling criteria were as follows: female, seniority of an incumbent head nurse of 6–30 months, ability to communicate in Mandarin, willingness to participate in the study, and willingness to participate in recorded interviews. Nurses working at the same hospital as the researcher were excluded. The participants were interviewed to gain information regarding their experiences during the role transition process. Results: Ten female novice head nurses were recruited. The adjustment process of novice head nurses revealed the hierarchical culture of Taiwanese nursing. During this process, the participants encountered conflicts in role transition, adjusted their approaches, established their roles, and achieved professional success. The introduction of Western management styles to Taiwan inevitably creates cultural conflict that complicates the transition of novice head nurses into their new roles. Conclusion: Nursing organizations must consider cultural factors when helping novice head nurses transition to their new roles. Support systems and role models should be provided to help novice head nurses navigate the transition to their new roles.

Investigating Conflict Management Styles and Emotional Intelligence of Unit Charge Nurses

Investigating Conflict Management Styles and Emotional Intelligence of Unit Charge Nurses

Identifying Personality Types of Mayors in Local Government in Bulgaria According to the Myers – Briggs Typology

In this article, we make an attempt to explore and identify the personality types of mayors in Bulgarian local government by applying the Myers-Briggs typology indicator. This article presents part of the results of a more extensive author’s survey of mayors in municipalities and districts across the country. The fieldwork was carried out in the period between June 2022 and September 2023, with responses received from 57 of the mayors. The attention will be directed towards one of the questionnaires applied in this author’s study, which included questions regarding leadership models in Bulgarian municipalities. The methods used to analyze the collected data are descriptive statistics and calculation of an arithmetic mean value. The analysis identifies personality types of Bulgarian mayors and the strengths and weaknesses for each type. The results show that the personality type ‘Executive’ is the most common one among mayors in Bulgarian municipalities. The results provide an opportunity to expand the research and include qualitative methods such as in-depth interviews, focus groups and others, with the aim of examining the specifics of the individual case and linking it to the context of the environment. In addition, in the future, the relationship between personality type, charisma, emotional intelligence and the managerial style of the mayors will be investigated, as a result of which a profile can be built, through which candidates for public positions can be selected. Further research will also look at the relationship between the personality type of the mayor, the financial and economic condition of the municipality and the attracted investments during their mandate term.

Transnational chain ownership of news media: Integration and independence across borders in DPG media

So far, studies that investigate the effects of increased media ownership concentration across countries on corporations’ management have been limited in size and scope, particularly from a European perspective. To approach this research gap, we conduct and analyze a series of expert interviews with executives and chief personnel of one transnational European media. The findings allow us to shine light on how cultural and linguistic diversity and proximity play crucial roles in either fostering or limiting opportunities for synergy operations, digital transformation, and an internationally oriented management style of news media firms.

To explore the impact of corporate culture and leadership behaviour on work performance, mental health and job satisfaction of employees: An empirical study

Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

Talent management and employee retention in the South African Higher education landscape

This study explored talent management and employee retention in South Africa's higher education sector, focusing on Institution X. Post-apartheid, South African higher education has faced numerous challenges, including attracting, managing, and retaining new academics essential for societal transformation. The study aimed to assess the relationship between talent management practices (recruitment, career management, rewards, management style, and talent development) and employee retention in this sector.The study's objectives were to examine the strategic orientation of talent management at Institution X, determine its contribution to employee retention, investigate challenges faced in talent management, and propose strategies to enhance retention. A quantitative research design was used, employing a self-administered structured questionnaire. The sample included 65 academic staff members, such as professors, lecturers, and junior lecturers, with data analyzed using SPSS. Findings indicated that talent management is neither a strategic element nor fully implemented within the higher education sector. This highlights a significant challenge in managing and retaining qualified academics, an issue prevalent since the end of apartheid. The study underscores the importance of understanding and improving talent management strategies to ensure the sustainability and quality of higher education institutions. Recommendations were made for reviewing and enhancing talent management practices for academic staff in the sector.

The Influence of Cultural Backgrounds on Team Dynamics and Decision Making in Multicultural Environments

With the deepening development of globalization, cross-cultural communication is becoming increasingly frequent, and the role of multicultural teams in enterprises, education, scientific research, and other fields is becoming increasingly prominent. However, while multicultural teams bring innovation and competitive advantages, they also face challenges such as cultural conflicts and communication barriers. This study aims to explore the strategies and challenges of multicultural teams in cross-cultural communication, as well as how to improve team effectiveness through effective management. Using case analysis method, multiple multinational corporations were selected as research objects, and data was collected through literature review and other methods to analyze the operational mode and management strategy of multicultural teams. Research has found that cultural sensitivity training, cultivation of cross-cultural communication skills, establishment of shared values, and flexible management styles are key strategies for enhancing the effectiveness of multicultural teams. Meanwhile, cultural conflicts and communication barriers are the main challenges. Effective management of multicultural teams is crucial for enhancing team effectiveness. Enterprises should attach importance to cross-cultural training, strengthen communication and understanding among team members, in order to overcome the challenges brought by cultural differences and achieve collaborative development of the team.

Transformational Leadership in Village-owned Enterprises Development

The government is pushing for greater economic autonomy in villages to bridge the economic disparity with cities. Village-Owned Enterprises (VOEs) offer a potential solution for economic change and community welfare. Research on leadership within VOEs, exemplified by the Etawa Milk Factory in Trenggalek Regency, is crucial for promoting effective governance. This study aims to explore the impact of transformational leadership on VOEs development, employing a qualitative case study approach. It draws upon transformational leadership theory, focusing on idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Data collection involved observations, interviews, and documentation review. Results indicate that transformational leadership qualities in VOEs heads contribute to successful development, emphasizing the ongoing relevance of this leadership style in VOEs management. Keywords: transformational leadership, village-owned enterprises, Etawa Milk Factory

The influence of different conflict management styles on depressive symptoms in employees: the mediating role of emotional exhaustion.

Although some studies have found that conflict management styles impact employees' levels of depression, the expressions of employees' depressive symptoms under various conflict management styles and the underlying mechanisms remain to be elucidated. In this study, a total of 1,312 employees were gathered through an online survey to examine their current depressive status. Drawing on the conservation of resources theory, the mediating role of emotional exhaustion in the association between conflict management style and employee depression was further explored. The findings revealed that the prevalence of moderate to severe depression among the workers was 13.9%. Employees with different conflict management styles displayed distinct depression scores. The high coordination style group exhibited a significantly lower depression score compared to the high concession style group. Emotional exhaustion played a mediating role in the impact of both the coordination style and the concession style on employees' depression. It can be seen that the mental health needs of the workplace are imminent. The intervention measures to improve the mental health of employees in the working environment should take into account the cultivation of the coordination style of employee conflict management, reduce their emotional exhaustion, and stay away from depression through the acquisition of constructive and positive coping styles.

Factors influencing leadership styles of healthcare managers

Factors influencing leadership styles of healthcare managers

Exploring Management Practices in the Hospitality Industry: A Comprehensive Employee Perspective

This study explores management practices within the hospitality industry from the perspective of employees, focusing on various aspects of management effectiveness and employee engagement. A questionnaire survey was conducted among employees from different hospitality establishments, revealing a significant gender disparity in representation, with 75.4% male and 26.6% female respondents. Key findings indicate a strong consensus among participants regarding the importance of quality management practices, with a majority supporting new management styles aimed at enhancing quality across departments. Senior executives were generally perceived as effective communicators of company policies, with 53% of respondents expressing agreement on this matter. Furthermore, a notable percentage (76.1%) of employees acknowledged the responsibility of top management in ensuring quality performance. Leadership capability among managers was deemed essential, with 51.5% of participants strongly agreeing on its significance. Continuous self-improvement among managers received substantial support (44.8% agreement), alongside recognition of the necessity for information sharing among departmental managers. The results also highlighted a prevailing focus on quality strategies within hotels, with 47.8% of respondents agreeing that their establishments prioritize quality over quantity.

Enhancing Pediatric Dental Care: The Influence of Virtual Reality.

The purpose of this study was to assess the effects of virtual reality (VR) in reducing pain and anxiety levels in children. The study also compared active and passive distraction methods using VR during the delivery of inferior alveolar nerve blocks (IANBs) in dental procedures in children. The study comprised 45 preschool patients, aged between 4 and 6 years, with no prior dental anesthetic experience. The participants were randomly assigned to three groups based on the sort of management style: Group A used the tell-show-do technique, Group B engaged in passive distraction by watching cartoons using a VR headset, and Group C participated in active distraction by playing games using a controller with the VR headset. Pain and anxiety were evaluated using physiological measurements, namely by analyzing the variations in blood pressure, heart rate, and oxygen saturation before and after the administration of IANB. Psychological assessments were conducted using the Wong-Baker faces scale, Modified Dental Anxiety scale questionnaires, and Revised Face, Legs, Activity, Cry and Consolability scale after administering IANB. The physiological outcomes revealed no statistically significant differences in blood pressure and oxygen saturation. However, there was a statistically significant increase in the heart rate in group A compared with groups B and C. In terms of psychological measurements, groups B and C exhibited a significant improvement in pain experience and a decrease in anxiety. This study concluded that VR reduced pain and anxiety levels in its passive and active forms.

Drawing from the insights of biology, sustainable healthcare systems should prioritise robustness over optimisation.

The concept of performance has gradually become established in health policies. Presented as necessary and positive, it is often reduced to efficiency, which results in policies and management styles aimed at optimisation. While they are supposed to guarantee the sustainability of our healthcare systems, these practices have made them fragile. Insights from the life sciences help us understand why. Indeed, biologists observe that living beings do not prioritise optimisation but robustness. To cope with fluctuations, a robust organisation operates with redundancies, apparent waste, heterogeneity, organised fluctuations, slowness, and hesitation. It functions sub-optimally. This article offers a theoretical reflection and management directions for more robust healthcare systems.

Exploring prescriptive and agile management of university-based living labs

ABSTRACT University-based living labs serve as open innovation platforms that foster collaborative research and experimentation across various disciplines. These labs bring together academics, citizens, community organisations, companies, and other entities to collectively address complex contemporary issues. The labs’ managers are expected to adopt flexible, agile management approaches to support the openness of their lab to stakeholders. Flexible management approaches create various challenges, as the labs are often expected also to comply with traditional project management principles of deadlines, project deliverables, budget restrictions, and quality conditions as set by their project sponsors and host organisation. The combination of prescriptive and agile project management approaches in such open innovation settings has been relatively underexplored in higher education research. Drawing on the theoretical literature on boundary work and project management, we analyse how the managers of a Dutch university-based living lab execute flexible project management styles in a setting that is dominated by prescriptive project management traditions. Based on information from 20 interviews and document analysis we identify five areas of tension between agile and prescriptive project management. Living lab managers, supported by researchers, buffer these tensions through boundary work that shapes the openness of the projects in rather unexpected ways.

Effect of Social Identity on Megaproject Managers’ Conflict Management Styles

Effect of Social Identity on Megaproject Managers’ Conflict Management Styles

IDENTITY OF AN ENTERPRISE AS A DISTINCT VALUE IN A CULTURE OF HIGH TOLERANCE FOR UNCERTAINTY

The identity of an enterprise, once overlooked by theorists, has gained significant attention across multiple disciplines, including management, sociology, and economics. In today’s dynamic business landscape, especially within cultures of high tolerance for uncertainty, corporate identity has emerged as a crucial element for success. Such cultures, characterized by flexibility, openness to change, and risk acceptance, require companies to establish a strong identity to navigate uncertainty and maintain coherence. Corporate identity integrates values, goals, culture, and operational methods, ensuring the company remains distinct and trustworthy amid constant change. This research aims to explore the theoretical and practical aspects of corporate identity as a distinct value in a culture with high tolerance for uncertainty, emphasizing its role in strategic decision-making and adaptability. The study is based on an interdisciplinary theoretical framework, utilizing general and specialized scientific research methods. These methods, including system analysis, theoretical generalization, and qualitative approaches, were employed to highlight challenges related to corporate identity and offer solutions. The research also incorporates perspectives from psychology, sociology, and management to analyze how identity functions in uncertain environments. The study highlights several factors contributing to the importance of corporate identity: cultural diversity, mission and values, image and reputation, organizational culture, management style, innovation capacity, and communication processes. It was found that companies with a well-defined identity are better equipped to manage risks, adapt to market changes, and build long-term relationships with stakeholders. A strong corporate identity enhances employee motivation, stakeholder trust, and the ability to innovate, thereby fostering a competitive edge in uncertain environments. The findings underscore the significance of corporate identity as a strategic asset in managing uncertainty. In today’s globalized, rapidly changing market, businesses must prioritize the development and maintenance of a clear, cohesive identity to ensure resilience and sustainability. Future research should focus on further exploring the role of corporate identity in different cultural contexts and its impact on long-term competitiveness and innovation.

Typology of Leadership Styles Depending on the Nature of Decision-Making and Business/Person Orientation

The purpose of the study is to develop a classification of leadership styles based on a combination of two indicators: the degree of employees’ involvement in the decision-making process and the prevailing orientation at the enterprise either towards achieving organizational results or towards ensuring employees’ satisfaction. The scientific novelty of the work is in the approach to solving the stated problem, namely, the creation of the authors’ typology of management styles (individual authoritarian, paternalistic, collective, communal), based on a combination of the degree of staff participation in making management decisions and target orientation towards business/relationships. The results obtained show that this methodology helps to reveal most efficiently the features of management at modern Russian enterprises. This methodology was used as a basis for the analyses of the aspects determining the nature of the leadership. There was revealed its relationship with various socio-economic factors. Long-term longitudinal studies conducted at Naberezhnye Chelny enterprises provided the authors of the article with empirical material, on the basis of which it was concluded that authoritarianism and paternalism were the most characteristic of the modern domestic managers’ style. The practical significance of the study is in the possibility of applying its results at enterprises in various sectors of the economy. The proposed classification of management styles can be used as a methodological toolkit in studying the effectiveness of management work at different organizations, as well as in the process of training, retraining and advanced training of personnel.

Nuclear topsy turvy: the security-economics nexus in Turkish-American relations

This article discusses the shift in Turkey’s nuclear alliance with the United States from client to junior partner. Ankara sought to bring the Turkish economy and military forces in line with those of its patron to signal its loyalty. But power asymmetries made it so that Washington became Ankara’s lifeline. From the 1950s until the mid-1960s, American policymakers applied a top-down style of alliance management, making important decisions without consulting Ankara. But the mid-1960s marked a turning point in the nature of this relationship, as Turkey became better able to stand on its own feet. Rather than relying on unilateral measures, the Americans had to consult and coordinate with Ankara. Also, Turkey could reject key American proposals involving nuclear weapons, such as the creation of a Multilateral Force for NATO, and even create some ambiguity about its nuclear intentions to signal its loss of faith in the American security guarantee.