Mid-level Manager Research Articles

Five lessons from a mid-level health manager intervention to increase uptake of tuberculosis prevention therapy in Uganda: ‘it is a completely different thing to implement what you know.’

Five lessons from a mid-level health manager intervention to increase uptake of tuberculosis prevention therapy in Uganda: ‘it is a completely different thing to implement what you know.’

Yönetici Hemşirelerde Olması Gereken Becerilerin Delphi Yöntemiyle Belirlenmesi ve Sahip Olunan Becerilerle Karşılaştırılması: Karma Yöntem: Tanımlayıcı Araştırma

Objective: It was aimed to identify the skills that should senior- and lower-level manager nurses in Türkiye should possess, to compare the levels of presence of these skills in senior- and lower-level managers based on self-assessment the evaluations made by their subordinates. Material and Methods: The research was carried out in 2 stages, in which the Delphi method, one of the qualitative research methods. The universe of the first stage of the study consisted of executive nurses who are members of the Executive Nurses Association, included 57 administrators. The second phase of the research was composed of nurses, manager nurses working in 9 state hospitals and the sample of this stage consisted of a total of 442 nurses who volun- tarily agreed to participate in the study. Results: Skills were classified as: 'human relations and communication', 'nursing care management', 'human resource management', 'management and leadership', 'professionalism'. In study, a statistically significant difference was found between the self-evaluation of senior manager nurses and the assessment of mid-level manager nurses in all skills (p <0.05). There were statistically significant differences in the sub-dimensions of 'human relations and communication', 'management of nursing care', 'management and leadership', 'professionalism' in the evaluations of nurses, who are subordinates of low-level manager nurses (p<0.05). Conclusion: The skill list of senior, lower-level manager nurses were created under 5 main headings. When the status of possessing these skills was assessed by the subordinates of the superiors, it was found that the subordinates evaluated them significantly lower than their selfevaluations (p<0.05).

Young children still to treat, unfortunately

Young children still to treat, unfortunately

A mid-level health manager intervention to promote uptake of isoniazid preventive therapy among people with HIV in Uganda: a cluster randomised trial

SummaryBackgroundDespite longstanding guidelines endorsing isoniazid preventive therapy (IPT) for people with HIV, uptake is low across sub-Saharan Africa. Mid-level health managers oversee IPT programmes nationally; interventions aimed at this group have not been tested. We aimed to establish whether providing structured leadership and management training and facilitating subregional collaboration and routine data feedback to mid-level managers could increase IPT initiation among people with HIV compared with standard practice.MethodsWe conducted a cluster randomised trial in Uganda among district-level health managers. We randomly assigned clusters of between four and seven managers in a 1:1 ratio to intervention or control groups. Our intervention convened managers into mini-collaboratives facilitated by Ugandan experts in tuberculosis and HIV, and provided business leadership and management training, SMS platform access, and data feedback. The control was standard practice. Participants were not masked to trial group, but study statisticians were masked until trial completion. The primary outcome was IPT initiation rates among adults with HIV in facilities overseen by participants over a period of 2 years (2019–21). We conducted prespecified analyses that excluded the third quarter of 2019 (Q3–2019) to understand intervention effects independent of a national 100-day IPT push tied to a financial contingency during Q3–2019. This trial is registered with ClinicalTrials.gov (NCT03315962), and is ongoing.FindingsBetween Nov 15, 2017, and March 14, 2018, managers from 82 of 82 eligible districts (61% of Uganda’s 135 districts) were enrolled and randomised: 43 districts to intervention, 39 to control. Intervention delivery took place between Dec 6, 2017, and Feb 2, 2022. Over 2 years, IPT initiation rates were 0·74 versus 0·65 starts per person-year in intervention versus control groups (incidence rate ratio [IRR] 1·14, 95% CI 0·88–1·46; p=0·16). Excluding Q3–2019, IPT initiation was higher in the intervention group versus the control group: 0·32 versus 0·25 starts per person-year (IRR 1·27, 95% CI 1·00–1·61; p=0·026).InterpretationFollowing an intervention targeting managers in more than 60% of Uganda’s districts, IPT initiation rates were not significantly higher in intervention than control groups. After accounting for large increases in IPT from a 100-day push in both groups, the intervention led to significantly increased IPT rates, sustained after the push and during the COVID-19 pandemic. Our findings suggest that interventions centred on mid-level health managers can improve IPT implementation on a large, subnational scale, and merit further exploration to address key public health challenges for which strong evidence exists but implementation remains suboptimal.FundingNational Institute of Allergy and Infectious Diseases.

Strengthening supportive supervision: A case study of the Expanded Programme on Immunization in Sindh, Pakistan.

BackgroundSindh, one of the provinces of Pakistan, has been showing a consistently low coverage of immunization. Evidence supports the independent role of supportive supervision in improving the performance of immunization services. However, there is a dearth of evidence regarding the implementation of supportive supervision by the Expanded Programme on Immunization (EPI) Sindh and factors affecting its implementation in the local context.MethodsAn exploratory case study was conducted in two districts of the province, Sindh ie, Hyderabad and Thatta. In total, 11 key informant interviews (KII) and 5 focus group discussions (FGDs) were conducted to obtain perspectives of various stakeholders of EPI, who play different roles in implementation of supportive supervision. Observations of EPI Checklist and review of current EPI policy and Module-4 of ‘Mid-Level Manager training’ by World Health Organization (WHO) for supportive supervision was also conducted.ResultsThis study reveals a lack of clarity regarding the potential role of supportive supervision amongst the stakeholders. Lack of human resources, limited competencies of supervisors, lack of specific training of concerned personnel and feedback mechanisms are major bottlenecks affecting the implementation of supportive supervision by EPI Sindh.ConclusionsThe study concludes that supportive supervision is severely affected by challenges such as a lack of comprehensive EPI policy, unavailability of selection criteria for supervisors, training guidelines and proper logistic support to supervisors. There is a lack of training, motivation, and accountability amongst EPI personnel.

Dimensional Multivariate Statistics on Quality Enhancement Systems Embraced for Rapid Transit Systems

The study revolves around effective quality practices embraced along the construction of a rapid transit system at the Chennai airport station concerning managers and comfort level satisfaction. It also aims to compare various dimensions of quality practices and satisfaction levels. A Dimensional survey on engineers and metro users was made and analyzed using SPSS software. The study includes mid-level managers and users of the rapid transit system at Chennai, Tamilnadu. The study has tracked down ten dimensions of quality practices such as work hardness, material standards, materials rates, alternate methods, design criteria, safety nature, structural efficiency, work efficiency, labour &amp; work time, job satisfaction to mid-level Manager’s job satisfaction. The study also identified the other ten dimensions such as traffic reduction, Reach on-time, Smart ticketing system, female coach, daily waver Fare, Vehicle strand area, elevators, Frequency of trips, workplace access, Rider Comfort concerning Metro User's satisfaction. Besides, the study also confirmed that there is a significant impact on the reduction in Traffic reduction, On-Time, Smart ticketing system and Vehicle Strand area. The critical dimensions of the study may help the stakeholders &amp; management to implement effective quality practices in the construction works of rapid transit systems and Services Offered to the Public community.

Emotional Intelligence of Mid-Level Service Manager on Career Success: An Exploratory Study

Career success has been visualized as an outcome of multifaceted variables that operate both intrinsic and extrinsic domain of organizational ecosystem. Emotional intelligence is the state of mind how a person behaves rationally and logically in variety of emotional setup. The impact of emotional intelligence varies with profile and level of jobs. The study shows that the higher EI is highly related to greater accomplishment of jobs as we proceed to superior job responsibility. In the organizational hierarchy, the mid-level professionals are in between and focal layer of both the top-down and bottom-up approach. The rapid changes of roles as a mediating agent between top management, lower management and at the same time to play the role of transforming agent of the instructions from higher-ups to the lower ends are the testimony of high emotional intelligence behavioural components. The paper has attempted to unearth how the emotional intelligence are related to the career success particularly for the mid-level executives in the north-eastern region. This paper is empirical in nature based on primary as well as secondary information. The study result reflects that emotional intelligence has significant impact on achieving subjective career success among the respondents in the study region. However, the intensity of the impact (R2 value) may vary with the changing prospective of organizational climate and other temporal factors.

Logic model framework for considering the inputs, processes and outcomes of a healthcare organisation–research partnership

BackgroundThe published literature provides few insights regarding how to develop or consider the effects of knowledge co-production partnerships in the context of delivery system science.ObjectiveTo describe how a healthcare organisation–university-based...

Exploring Key Competencies of Mid-Level Academic Managers in Higher Education in Vietnam

Vietnamese higher education has been subjected to constant pressures and major changes in the last few decades so as to meet the country’s needs for socio-economic development and to better prepare graduates for employment and personal growth. There has been greater recognition for the role of mid-level academic managers as key contributors to effective institutional performance and success. However, an understanding of what constitutes a competent mid-level academic manager, who are heads of faculties, departments, academic offices and specialized centers, for the context of Vietnam is limited. This study employs an exploratory and mixed-method approach to identify the core competencies required for mid-level academic managers at Vietnamese higher education institutions. Findings from focus group discussions and a survey conclude five professional domains for effective mid-level academic management and sustainable development yet, in the meantime, reveal the gap between institutional expectations and the actual competencies of academic heads as perceived by academic heads themselves, their supervisors and their team members.

Understanding supply chain analytics capabilities and agility for data-rich environments

PurposeBig data-driven supply chain analytics capability (SCAC) is now emerging as the next frontier of supply chain transformation. Yet, very few studies have been directed to identify its dimensions, subdimensions and model their holistic impact on supply chain agility (SCAG) and firm performance (FPER). Therefore, to fill this gap, the purpose of this paper is to develop and validate a dynamic SCAC model and assess both its direct and indirect impact on FPER using analytics-driven SCAG as a mediator.Design/methodology/approachThe study draws on the emerging literature on big data, the resource-based view and the dynamic capability theory to develop a multi-dimensional, hierarchical SCAC model. Then, the model is tested using data collected from supply chain analytics professionals, managers and mid-level manager in the USA. The study uses the partial least squares-based structural equation modeling to prove the research model.FindingsThe findings of the study identify supply chain management (i.e. planning, investment, coordination and control), supply chain technology (i.e. connectivity, compatibility and modularity) and supply chain talent (i.e. technology management knowledge, technical knowledge, relational knowledge and business knowledge) as the significant antecedents of a dynamic SCAC model. The study also identifies analytics-driven SCAG as the significant mediator between overall SCAC and FPER. Based on these key findings, the paper discusses their implications for theory, methods and practice. Finally, limitations and future research directions are presented.Originality/valueThe study fills an important gap in supply chain management research by estimating the significance of various dimensions and subdimensions of a dynamic SCAC model and their overall effects on SCAG and FPER.

A Study on the Influencing Factors of Turnover Intention of Careworkers in the Residential Facilities for the Disabled

본 연구의 목적은 장애인거주시설 생활지도원의 이직의도 영향요인을 개인 및 조직수준에서 다차원적으로 검증하는 것으로 가설검증을 위한 이론적 틀로써 조직이론인 상황이론과 심리학 이론인 자기결정이론을 종합적으로 활용하였다. 검증을 위해 국내 장애인거주시설 50개소를 대상으로 우편설문조사를 실시하였고, 최종적으로 시설 39개소, 생활지도원 536명을 분석대상으로 하였다. 분석결과, 개인수준 요인 중 과업효능감이 생활지도원의 이직의도에 통계적으로 유의미한 효과가 나타났고, 조직수준 요인 중에는 조직규모와 사무국장의 혁신적, 목적지향적 리더십이 유의미한 효과를 보였다. 다음으로 개인 및 조직수준 간 상호작용 효과를 검증한 결과, 개인수준인 생활지도원의 과업효능감은 조직수준인 조직규모, 그리고 중간관리자의 혁신적 리더십과 통계적으로 유의미한 상호작용 효과가 나타났다. 이러한 연구결과를 토대로 장애인거주시설 생활지도원의 이직의도를 관리할 수 있는 실천적, 정책적 방안을 제언하였다.The primary goal of this study was to investigate the influencing factors of turnover intention of careworkers in the residential facilities for the disabled. A self-reported questionnaire survey was employed for the data collection. The data was collected from 536 careworkers working in 39 residential facilities for the disabled. The results showed firstly that task efficacy negatively affected on turnover intention of careworkers. Secondly, facilitiy size, education and trainning program, innovative and goal-oriented leadership of mid-level manager had an negative and positive effect on turnover intention respectively. Thirdly, as for the interaction effect between individual and organization factors, there were postive effects between task efficacy and facility size, and negative effects between task efficacy and innovative leadership of mid-level manager. Based on the results of the study, we presented theoretical and practical implications needed to manage turnover intention of careworkers in residential facilities for the disabled.

Women and risk-taking behaviour in local public finance

ABSTRACTThis study examines how female representation in local elected (mayor and legislature) and administrative (mid-level manager) positions influences municipal financial decision-making in 764 Japanese city-level governments. Findings show that female representation in local councils is positively correlated with risk-averse behaviour in financial decisions, as female representation on the legislature is negatively associated with issuing municipal bonds and with local investment in public corporations. Female representation in executive (mayor and vice-mayor) and mid-level administrative managerial positions has no apparent effects on local financial decisions. This study tests existing explanations of relationships between female managerial representation and fiscal behaviour in an Asian developed setting characterized by considerable underrepresentation of women in politics.

Nursing Practices in Catholic Healthcare: A Case Study of Nurses in a Catholic Private Hospital.

We aimed to investigate Catholic Identity and Mission communication specifically how nurses were expressing the Catholic healthcare values in practice. A mixed-methods, case study design was used and included non-participant observation, a mid-level manager focus group (n=7) and online surveys (n=144). Document and observational data analysis revealed the organisation's commitment to visible indication of Catholic values adherence. Focus group analysis revealed two themes, 'Catholic values in action' and 'taking the extra step'. The impact of Catholic Identity and Mission on nurses and nursing care recipients remains elusive and warrants further understanding.

Editorial

Editorial

Competencies Needed for Entry-Level Student Affairs Work: Views from Mid-Level Professionals

The ACPA/NASPA Professional Competencies for Student Affairs were designed to articulate skills needed for effective practice. However, since its first publication in 2010, little research has been done to understand whether these competencies align with the skills needed to be successful student affairs professionals. This qualitative study examined mid-level supervisors' perceptions of the skills needed for effective entry-level student affairs work and compared these responses to the ACPA/NASPA competencies. Mid-level manager's perceptions of skills aligned with stated competencies with some minor discrepancies noted. These findings have implications for practice, graduate preparation programs, potential revisions to the competencies and future research.

The future of Technology Enhanced Learning (TEL) is in the hands of the anonymous, grey non-descript mid-level professional manager.

Much of the research into the implementation of TEL has centred on teaching approaches and the change (or not) in the role of the academic, which is reflective of the importance of the academic to what takes place in a Higher Education Institute (HEI). Technology enhanced learning (TEL), however, poses a considerable challenge to how the Higher Education (HE) sector operates, as it has done with numerous other sectors. Typically, technology confronts existing practices and boundaries. For HEIs, TEL has accelerated the move away from the discipline-based academics as being at the centre of the education process and replaced them with students. This displacement of the academic for the student has been complemented by changing approaches to teaching, (the growth of network learning for example) and the introduction of new work practices from the private sector in the guise of new managerialism. With the academic’s role reduced from controller to that of participant, the space left is being filled by client-focused mid-level professional managers. Distinct from academic managers, mid-level professional managers are situated between academics and senior management, which is a key position for the implementation of TEL at a time when its future rests on bridging the gap between the bottom up initiatives of the past and the institute-wide initiatives of the future. This discussion piece reflects on the changing role of the academic in a new managerialist TEL HE sector and argues for the overdue recognition of the importance of the mid-level professional manager to the future of TEL.

Managers’ Opinions of Management Accountants’ Competency Skills and Personal Qualities

The Chartered Global Management Accountant (CGMA) Competency Framework published in 2014 describes four knowledge areas (technical, business, people, and leadership skills) and three personal qualities (ethics, integrity, and professionalism). This study used the CGMA Competency Framework as the basis for a survey completed in 2015 of mid-level managers to assess their opinions of management accountants. The mid-level manager demographics reflected a near equal representation of men and women. All respondents were located in the United States and fairly evenly from all parts of the nation. Other demographics supported a representative sample was collected. The survey results revealed that mid-level managers rank technical skills as management accountants’ strongest knowledge area and people skills as the weakest. The research and methodology in this paper set a benchmark for future comparisons as management accountants successfully work toward meeting and eliminating the perceived crisis of not fully meeting the knowledge areas and personal qualities in the CGMA Competency Framework. Surprisingly, cost accounting and reporting were ranked among management accountants’ weakest knowledge areas, which might indicate that management accountants need to more effectively communicate their actual expertise. Earning the Institute of Management Accountants (IMA) Certified Management Accountant (CMA) credential could help communicate management accountants’ actual expertise

The influence of CEO values and leadership on middle manager exchange behaviors

Purpose– The purpose of this paper is to examine the extent to which chief executive officer (CEO) transactional and transformational leader behaviors as well as CEO self-enhancing versus self-transcendent values permeate through the organization to influence middle-level managers.Design/methodology/approach– Using a multi-level longitudinal design, the authors collected self-reported value data from 32 CEOs and 119 top management team (TMT) members rated their CEOs on transactional and transformational leader behaviors at Time 1; 18 months later, TMTs rated the in-role behaviors and organizational citizenship behaviors (OCBs) of 331 mid-level managers. Also, at Time 2, mid-level managers evaluated their relationship with the organization in terms of economic and social exchange. HLM was used to analyze the data.Findings– The authors found the positive relationship between transactional CEO leader behaviors and mid-level manager in-role behaviors to be enhanced when CEOs hold self-transcendent values, whereas this relationship was weakened by CEO self-enhancing values. Similarly, the relationship between CEO transformational leader behaviors and mid-level manager OCBs was found to be strengthened when leaders espoused self-transcendent values. Finally, the authors found that economic exchange mediated the relationship between the transactional leadership * self-enhancing values interaction term and mid-level manager in-role behaviors. Similarly, social exchange mediated the relationship between the transformational leadership * self-transcendent values interaction term and mid-level manager OCBs.Originality/value– Leadership/OB.

Midlevel Managers’ Supervisory Learning Journeys

The Association of College Personnel Administrators (ACPA) and the National Association for Student Personnel Administrators (NASPA) note that is an important skill for student affairs professionals to learn. Supervision is key to the success of midlevel managers as they are vital to student affairs department success because they typically supervise new professionals (Mills, 2000). Midlevel managers' leadership can determine whether or not new professionals remain in the held (Harned & Murphy, 1998).Although most of the work of these midlevel manager professionals involves supervision, many midlevel managers lack basic supervisory skills (Winston & Fitch, 1993). The literature on supervisory practice in student affairs is limited (Cooper, Saunders, Howell, & Bates, 2001; Shupp & Arminio, 2012) and does not fully explore how people learn to become supervisors. Supervision is often seen as a negative reaction to poor performance when, in reality, good supervisory practices include supporting staff growth in order to build strong departments (Winston & Creamer, 1998).Effective is more important than ever before (Shupp & Arminio, 2012). Although mid-level managers need skills, many lack these skills (Winston & Fitch, 1993). The purpose of this study is to explore how midlevel managers learn supervisory skills.Literature ReviewIn this section, a brief review of the literature concerning the areas of in the context of student affairs master's programs, supervision, models of supervision, and pertinent literature related to midlevel managers and will be discussed. We will also explore learning strategies adopted by adult professionals to develop their skills.Supervision and Student Affairs and Higher Education Master's Preparation ProgramsBefore discussing the literature on supervision, it is important to review its relevance in student affairs master's preparation programs. Although is a basic aspect of a desired competency, Human and Organizational Resources (American College Personnel Association & National Association of Student Personnel Administrators, 2010, p.16), research shows that students desire more training in supervision. Results from a longitudinal study of 90 new professionals indicated they wanted additional training in practical skills such as supervision (Renn & Jessup-Anger, 2008, p. 329). Researchers also noted that graduates from student affairs preparation programs believed they were least prepared in the area of and believed that was an important skill for their positions (Cuyjet, Longwell-Grice, & Molina, 2009).When surveyed, midlevel and senior level student affairs professionals ranked 26th out of 32 competencies for new professionals but considered an important part of student professionals' job duties as it was ranked seventh out of 26 job duties (Burkard, Cole, Ott & Stohet, 2004). Faculty in master's student affairs preparation programs believe they should provide students knowledge rather than skills yet supervisory skills are needed on the job (Kuk, Cobb & Forrest, 2007). In short, there seems to be a difference of opinion on where students should learn supervision, but they need the skill.Supervision LiteratureSupervision has many dehnitions. For the purposes of this study, is dehned as the continuous process of providing guidance to an individual with the intended outcome of employee and institutional growth (Janosik & Creamer, 2003). We review literature concerning supervision, qualities affecting how people learn to become supervisors and midlevel managers and supervision.Synergistic supervision. In addition to examining the behaviors of good supervisors, much of the recent work on in student affairs has discussed Winston and Creamer's (1997) idea of synergistic supervision (p. …

“You sayouchand I sayaya”

This paper explores the notion of linguistic insecurity as a way of exploring the link between language ideologies and the subjective experiences of transnational workers in the new economy. Focusing on two contrasting ideologies that characterize how language and identity is understood under neoliberalism — the newer ideology which presumes a flexible link between language and identity, and the older ideology which posits an essentialist connection — I analyze how a Korean mid-level manager working at a multinational corporation in Singapore deploys these ideologies in a narrative about his experience of transnational work, and discuss how such discursive practice can be understood in terms of linguistic insecurity.