Middle-level Managers Research Articles

Psychosocial safety climate (PSC) at middle management level in the healthcare sector: A contribution to the Italian validation of psychosocial safety climate-4.

Psychosocial safety climate (PSC) refers to workers' shared perceptions of organizational policies, practices and procedures for the protection of psychological health and safety. PSC offers a multilevel organizational approach that expands traditional models of workplace stress, giving a more comprehensive understanding of occupational health and safety issues. Although considerable research on psychosocial risks in the healthcare sector has been conducted, few studies have explored the role of PSC among healthcare workers at middle management level. Additionally, no validated version of PSC is available in Italian language. The aim of this study is to contribute to the validation of the Italian 4-item version of the PSC and to explore this theory within the Job Demands-Resources model (JD-R) among a sample of Italian healthcare workers by testing PSC at the middle management level. We used cross-sectional data from 276 employees working in 17 different wards in a large Italian hospital. Intra-class coefficient (ICC) coefficient and agreement index were used to test PSC as a climate construct (data nested to hospital ward level). We performed hierarchical linear models to test mediation and moderation effects. The Italian version of PSC-4 proved to have good psychometric properties and confirmed its role as a group-level construct (α = 0.84; ICC = 0.16). Multilevel random coefficient models showed PSC was associated with Job demands (Effort: B = -0.36, SE = 0.07; Emotional demands: B = -0.03, SE = 0.01) and Job resources (Reward: B = 1.16, SE = 0.01; Physical work environment: B = 0.06, SE = 0.01). Results confirmed the indirect effect of PSC on Psychological (Burnout) and Occupational health (Job satisfaction) outcomes supporting the role of Job resources and Job demands as mediators. The multilevel analysis did not find a significant interaction terms between PSC and Job demands on Burnout therefore the moderation hypothesis was not supported. The Italian version of PSC-4 is a valid tool to evaluate PSC. These findings sustain the multilevel framework of PSC and the significant role played by mid-leaders in both the health impairment and motivational path. Further studies should explore the buffering effect of PSC at higher baseline levels as well as the adoption of PSC as a target for occupational health intervention the Italian context.

Resource-based theory perspective in the textile industry: The impact of the digital supply chain on operational performance

In a developing nation such as Pakistan, the textile sector is crucial for employment creation and poverty reduction. As a result of digitization, standard industrial operating processes have altered. The study, which is built on resource-based theory, seeks to determine how the digital supply chain (comprised of blockchain, the internet of things, and big data analytics) influences operational performance. In addition, the relationship between the innovative climate and the operational success of the digital supply chain has been analyzed. Data was collected from 270 respondents, i.e., 65 top level managers and 205 middle level managers. The results indicate that the digitization of the supply chain, which includes the application of big data analytics, the internet of things, and blockchain, greatly enhances operational performance. The innovation climate has not been proven to affect operational performance or digitalization. At the end theoretical and practical implication are highlighted.

Impact of Business Intelligence Capabilities on the Competitive Performance of Islamic Banks in Jordan

This study aimed to measure the impact of business intelligence capabilities on the competitive performance of Islamic banks in Jordan. The study population involved 240 senior- and middle-level managers of Islamic Banks in Jordan. The 202 managers responded to the distributed questionnaire from which 202 questionnaires were received, among which 14 were unsuitable for statistical analysis. Structural equation modeling (SEM) was used to test the hypothesized relationships. The importance of this study comes from the structure of the study variables that this study deals with the business intelligence variable as one of the renewable and evolving variables, as it allows organizations in general, and banks in particular, to manage a large amount of data, and turn it into the information of interest to the organization by following up on technological development. The study found a statistically significant effect of business intelligence capabilities represented by capabilities of business intelligence, structure, and culture of business intelligence on competitive performance. Based on the study results, the researchers recommend that managers and decision-makers more clearly interpret top management decisions to ensure the progress of the business.

The antecedents of career change intention in middle-level managers: the role of job and career satisfaction

PurposeThis investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB).Design/methodology/approachThe data for the study is collected from 219 top and middle-level managers and analyzed through partial least squares path structural equation modeling (PLS-SEM).FindingsFindings indicate that job and career satisfaction have a significant and negative impact on personal attitude toward career change and subjective norms, whereas all three constructs of the TPB influence the intention to change career. In addition, the mediation of personal attitude and subjective norm pathways were found to be significant for both job and career satisfaction and career change intention relationships, while no mediation effect was identified for the perceived behavior control construct of the TPB.Research limitations/implicationsThe results suggest important theoretical and practical implications. First, a novel model of mediation between job and career satisfaction and the intention to turn away from an existing career is introduced between job and career satisfaction and career change intention associations for testing the full TPB framework.Practical implicationsThe findings imply that the impact of cognitive factors, including having a positive opinion about the potential outcomes of switching to a new career, the level of pressure exerted by significant third parties about making a career change, and the self-belief about making this change happen should be closely investigated when examining the determinants of career change intention.Originality/valueTo the best of the authors’ knowledge, this is the first empirical research study that tests the impact of the determinants of TPB on career change intention within a sample of professional managers from an emerging economy context.

Two managerial public relations roles in the South African context

This article reports the findings of Stage 3 of an international collaborative research programme,its point of departure being that public relations (PR) roles researchers have largely ignoredresearch in the management domain in their conceptualisation of the PR manager role. (Thefirst qualitative stage was conducted in the US and UK, and the second, quantitative stage in theUK). In the third stage, the UK study was replicated in South Africa (SA) to map and comparethe main elements of management performed by PR managers working globally in a range oforganisational settings and in different cultural contexts (with a view to reconceptualising thePR manager role). While the UK research found five empirical PR roles, the final parsimonious2-factor solution accepted in the SA study was labelled the strategic public relations manager(a strategic role at the macro or societal level), and the operational public relations manager(a functional role at the middle-management level).

An assessment of the implications of disruptive technologies on the performance of energy infrastructure projects in Ghana

PurposeThe demand for energy infrastructure projects has increased steadily over the last few decades and has come at a high cost. Disruptive technologies (DTs) have the inherent capability to affect the performance of energy infrastructure projects. Therefore, this research aims to explore the implications of DTs on the performance of energy infrastructure projects.Design/methodology/approachThis research adopts a positivist philosophical position. A quantitative strategy and deductive approach (based on a survey design) guided this study. Sixty-six respondents participated in the study. The study’s population comprised of experts in energy infrastructure projects who possessed a high level of industrial experience including top- and middle-level management of power generation companies. Cochran’s formula was used to select a sufficient sample for the study. Linear regression, one sample test and Cronbach’s alpha were the analytical tools adopted.FindingsThis study established that there is an 18.4% increase in the performance of energy infrastructure projects in Ghana when DTs are applied. In order of importance, DTs improve speed of operations in energy projects; reduce operating cost and enhance efficiency of energy projects; drive sustainable economic development; enhance security in energy projects; and improve environmental sustainability of projects. The study also revealed that e-commerce technologies, renewable energy technologies, three-dimensional printing, bar code technology, photogrammetry, global positioning systems, geographic information systems and nanotechnologies were the topmost ranked DTs with the most impact on the performance of energy infrastructure projects.Originality/valueThis is a novel investigation on the implications of DTs on the performance of Ghanaian energy infrastructure projects. This study’s practical implication is evident in both policy and practice. Energy sector policymakers should endeavour to adopt DTs in their operations to enhance sustainability and performance.

Effect of Strategic Interventions on Reducing Transformer Vandalism: A Case of Kenya Power Limited

Purpose: Electricity plays a significant role in the industrialization of a nation. However, frequent power outages caused by transformer vandalism result in high company losses and economic losses. The overall aim of this study was to determine the effectiveness of strategic interventions that have been adopted by Kenya Power on reducing transformer vandalism. The study specifically aimed at effectiveness of strategic policies, human resource management and technical research development adopted by Kenya Power on reducing transformer vandalism. The study was supported by Defensible space theory, Manageable space theory and Physical design and kinetic management theory.
 Methodology: A descriptive research design was employed in the study where the target population comprised of 128 managerial staffs in Kenya Power working at the firm’s headquarters in Nairobi comprising of senior managers, middle level managers and front line managers. A sample of 97 respondents was selected through Krejcie and Morgan sample table. The study utilized a five point Likert scale questionnaire in collecting data. The collected data was analyzed quantitatively through descriptive and inferential statistics and qualitatively through thematic analysis. The results were outlined in form of tables and figures.
 Findings: The results established that the strategic interventions employed by KPLC such as strategic policies, human resource management and technical research development positively and significantly contributes to the reductions in the number of transformer vandalism cases. The results bears the implications that enhancing the strategic interventions leads to a reduction in the number of transformer vandalism in KPLC.
 Unique contribution to theory, practice and policy: The study recommends to the management of Kenya Power and Lighting Company to enhance the levels of strategic policies, strategic human resource management practices and technical research and development since the practices leads to a reduction in the number of cases of transfer vandalism.

RESOURCE ALLOCATION AND STRATEGY IMPLEMENTATION IN COMMERCIAL BANKS BRANCHES IN MACHAKOS SUB COUNTY

Purpose: The implementation of strategies in Commercial Banks in Kenya has been experiencing numerous challenges and only 37% of the strategies are considered to be successfully implemented. Internal constraints during strategy implementation include poor resource allocation. The objective of this study was to establish the effect of resource allocation on strategy implementation in Commercial Banks Branches in Machakos Sub County.
 Methodology: Descriptive research design was used in this study. The target population of the study was 253 staff working in the top level management, middle level management and low level management in the fourteen Commercial Banks based in Machakos Sub County. Since the population of the top level management in the 14 branches is small, a census was utilized. The study adopted stratified and simple random sampling techniques in the selection of 30 per cent of staff in middle level management and low level management of each bank. The study utilized primary data, which was collected by use of questionnaires. Descriptive and inferential statistics were used in analysing the quantitative data with the help of the Statistical Package for the Social Sciences (SPSS version 24) statistical software. Descriptive statistics included frequencies, percentages, mean, and standard deviation. Inferential statistics included correlation and regression analysis. The results were presented in pie charts and tables.
 Findings: The study found that resource allocation has a significant effect on strategy implementation in Commercial Banks Branches in Machakos Sub County
 Unique Contribution to Theory, Practice and Policy: The findings of this study support the Resource Based View Theory which argues that strategic resources have the potential to deliver comparative advantage to a firm. As a regulator, the Central Bank of Kenya (CBK) should come up with policies to guide the allocation and utilization of resources during strategy implementation so as to protect investors in the commercial banks in Kenya. The study recommends that the management of Commercial Banks’ Branches in Machakos Sub County should ensure timely and adequate allocation of resources in order to ensure that the set objectives are achieved within the set budget during strategy implementation.

PENGARUH PARTISIPASI PENYUSUNAN ANGGARAN, KEADILAN PROSEDURAL DAN SISTEM AKUNTANSI MANAJEMEN TERHADAP KINERJA MANAJERIAL STUDI PADA DINAS KEBUDAYAAN DAN PARIWISATA ACEH

This study aims to examine the effect of budgetary participation, procedural justice, and management accounting systems on managerial performance of Dinas Kebudayaan and Pariwisata Aceh. This study used the census method which makes the entire population as a sample. This research was conducted at Dinas Kebudayaan and Pariwisata Aceh. The population in this study were managerial based on structural, including middle-level managers and line-level managers with a total of 31 respondents. This research is an associative quantitative research. The primary data obtained through the distribution of questionnaires were used as a source of research data.. The multiple linear regression with SPSS application version 25 was used as a data analysis method. The test tool on hypothesis one is with t test used in evaluating the hypothesis partially while f test is used to search its influence simultaneously. The results showed that 81.8% of the budgetary participation, procedural justice, and management accounting systems were able to explain the variable managerial performance of Dinas Kebudayaan and Pariwisata Aceh. It is also found that, simultaneously and partially, budgetary participation, procedural justice, and management accounting system have a positive effect on the managerial performance of Dinas Kebudayaan and Pariwisata Aceh.

Organizational Culture Orientations and Employee Turnover Rate among Star Rated Hotels in Nairobi County

Hospitality industry is characterised by intensity of labour all over the world. Curiously, the sector is also dodged with higher employee turnover and slow growth, with many ventures closing down annually. In Kenya, the employee turnover rate remains at over 50% with hotels in Nairobi recording the highest turnover of over 72% by the first quarter of the year 2021. Management scholars have argued that aligning organizational culture to the business environment is the best approach to dealing with organization outcomes, including employee turnover. The main objective of this study was to investigate the influence of organizational culture orientations on employee turnover rate among star rated hotels in Nairobi County. Specific objectives were to determine the influence of innovation orientation culture on employee turnover rate, and to establish the influence of stability orientation culture on employee turnover rate. Contingency theory, which stipulates that approaches for enhancing firm outcome are contingent upon environmental factors was adopted. The study employed a correlational survey design on a target population of 486 top and middle-level managers. Fishers et al (1998) formula and multistage sampling were used to select a sample of 213 from the target population. Data was collected via structured questionnaires. Expert rating method was used to calculate a content validity index (CVI) of 0.88 for the instrument. Reliability was calculated through split-half method, where correlation coefficients of 0.88, and 0.84 for organizational culture and organizational structure respectively was attained. Descriptive and inferentialwereusedfordataanalysis. The findings showed that 75.7% changes in employee turnover rate is attributed to organizational culture orientations investigated by the study (R2 =0.757). Findings also showed that stability orientation (β=0.473), and innovative orientation (β=0.484) all are significant predictors {F (1, 183) =278.617, P<0.05} of employee turnover rate among the hotels. It is concluded that stability orientation culture and innovative orientation culture are critical organizational characteristics for managing employee turnover. The study recommends that organizational characteristics should be improved for the purpose of controlling employee turnover. Further research needs to be done on effects of ethical environment and corporate governance on employee turnover rate.

The Relationship Between Personality Traits and Managers` Leadership Styles

Abstract This research study starts with the hypothesis that the personality traits of managers influence their leadership styles. Personality traits are taken from the model Big Five (McCrae and Costa) since it is one of the most dominant models of personality in modern psychology. Management styles (leadership) were investigated within the theories of transformational and transactional leadership, including laissez-faire style (Bruce Avolio & Bernard Bass). The research was conducted with 160 lower-level, middle-level and high-level managers in Serbia, employed in private and public sectors. From the questionnaire the NEO Personality Inventory (Serbian version, Kostić, P. 2002), and with the analysis of the main components, five dimensions of personality have been extracted: extraversion, neuroticism, conscientiousness, agreeableness and openness to experience. From the shorter version of Multifactor Leadership Questionnaire, three factors of leadership have been extracted: transformational, transactional and laissez-faire. The relationship between the received factors was checked by Pearson`s correlation coefficient and by multiple regression analysis. The received information showed that there is a statistically significant relationship between personality traits and leadership styles, and the most dominant relationship is between the transformational leadership style and extraversion (in a positive sense) and neuroticism (in a negative sense).

Green marketing orientation impact on business performance: Case of pharmaceutical industry of Pakistan.

This study is based on the natural resource based view, which examines the impact of holistic marketing orientation on business performance (BP) by defining the role of enablers and mediators. The drivers, including corporate social responsibility (CSR) and environmental culture (EC) influence, are tested by analyzing the role of sustainable competitive advantage (SCA) as a mediator. The analysis is based on 298 samples collected from top and middle-level managers working in the pharmaceutical industry. Structural equation modeling was undertaken using Smart PLS 3.2.8. The research outcomes reveal that corporate social responsibility and environmental culture have a substantial impact on green marketing orientation (GMO). The results show that GMO has a significant direct and indirect impact on business performance while a full mediation of sustainable competitive advantage exists between the green marketing orientation and business performance. The outcomes will facilitate managers in green marketing strategy and decision making in the long-term, with 3-fold benefits in addition to strengthening their competitiveness.

Influence of Incremental Strategy Implementation Style on Performance of Commercial State Corporations in Kenya

This research study sought to determine how the incremental strategy implementation style influenced the performance of commercial state corporations in Kenya. This research study employed the positivism research philosophy and a descriptive research design. The target population was 1813 staff working in middle-level management in commercial state corporations in Kenya. Multistage sampling method was applied to draw 327 respondents from the target population. Data was collected using semi-structured questionnaires. Using linear regression analysis through the SPSS statistical software, this research study established that the incremental strategy implementation style had a positive and significant influence on the performance of commercial state corporations in Kenya. Further, this research study found that high commitment, incremental improvement over time, and experimental nature positively and significantly influenced the financial performance of commercial state corporations in Kenya. In addition, this research study established that high commitment and incremental improvement over time positively and significantly influenced the customer satisfaction of commercial state corporations in Kenya, but experimental nature had no statistically significant influence on customer satisfaction. This research study concludes that adoption of the incremental strategy implementation style enhances the performance of commercial state corporations in Kenya, and therefore recommends that in order to achieve enhanced performance, the management of commercial state corporations should ensure high stakeholder commitment, experimenting during the implementation of strategy, and incrementally improving strategy during implementation.

Digital Entrepreneurship and Performance of the Insurance Industry Sector in Kenya

The insurance industry in Kenya has become very competitive due to the shrinking demand of noncompulsory insurance products and negative perception by the general public. To ensure improved organization performance, insurance companies have to adopt the use of technology like use of mobile technology, information communication technology platforms, information systems, online services platforms, electronic advertising and risk analysis. This study therefore sought to assess the effect digital entrepreneurship on performance of insurance companies in Kenya. The study was guided by the following specific objectives; to assess the effects of Technological Evolution on performance of insurance companies in Kenya, to establish the effects of digital business processes on performance of insurance companies in Kenya, to determine the effects of marketing technology on performance of insurance companies in Kenya, and to find out the effects of e-procurement transformation on performance of insurance companies in Kenya. The study was anchored on diffusion of innovation theory, dynamic capabilities theory, evaluation theory, and value chain theory. This study used a descriptive research design. The unit of analysis was the 55 insurance companies in Kenya while the unit of observation was top management employees. The study adopted census technique. The study selected a pilot group of 10 middle level managers from the target population. Data collected was both quantitative and qualitative in nature. Data analysis was done with use of SPSS version 25 and presented using percentages, tabulations, among other techniques. The qualitative data analysis was done by use of content analysis and was presented in prose form. The study employed a multivariate regression model to study the relationship between the dependent variable and independent variable. The study concludes that technological evolution has a positive and significant influence on performance of insurance companies in Kenya and that digital business processes has a positive and significant influence on performance of insurance companies in Kenya. Further, the study concludes that marketing technology has a positive and significant influence on performance of insurance companies in Kenya and that e-procurement transformation has a positive and significant influence on performance of insurance companies in Kenya. This study therefore recommends that the management of insurance companies in Kenya should ensure the embrace the latest technology to facilitate organization performance. In addition, the management of insurance companies in Kenya should ensure adoption of digital marketing strategies to market their products hence improving their market share. Keywords: Digital Entrepreneurship, Performance, Insurance

Identifying the factors affecting the effectiveness of ‘work from home’ among middle-level management

Work from Home (WFH) concept gained much popularity and importance than earlier with the quarantine period during the COVID 19 pandemic. This resulted of a shift from traditional office-based work to the WFH concept. The researchers initiated the current study to identify the level of effectiveness of WFH and to identify the factors affecting the effectiveness of WFH among the middle-level management in the manufacturing industry and finally to identify the impact of those factors on the effectiveness of WFH. Researchers conducted this study as a cross-sectional, quantitative field study. Data were gathered from 127 middle-level management employees in selected manufacturing companies using a self-administered survey questionnaire. To analyze the data, descriptive statistics and regression analyses were conducted using IBM SPSS. The study results revealed that the level of effectiveness of WFH is considerably high among the middle-level employees of selected manufacturing companies. Further, the study found that organizational characteristics and job characteristics significantly impact on the effectiveness of WFH. Hence, to enhance the effectiveness it is recommended for practicing managers to pay much attention in arranging these factors when designing work from home work assignments.

The Impact of the Interim Leadership Experience on Library Middle Managers

Serving in an interim leadership role can be a great way to gain experience, but can also be stressful, negative, or traumatic for interim library leaders at the middle management level. In this exploratory mixed-methods study, researchers conducted a national survey and semistructured interviews of interim middle managers from public and academic libraries to explore the personal and professional impact of their interim role and recommend ways to improve the interim experience. The study revealed effects on individual well-being such as increased stress, but also increased confidence and positive career outcomes, particularly for librarians with a prior interest in leadership.

Gender Influence on Emotional Intelligence Among Middle Level Managers in the Ghanaian Insurance Industry

One of the key elements for organizational development and success has been recognized as emotional intelligence (EI). The goal of this study was to determine the emotional intelligence profile of middle level managers who are in charge of implementing new policies and bringing about change in the insurance sector in Ghana. It was also determined how these middle-level managers' gender affected their emotional intelligence. 260 respondents from 26 selected Ghanaian insurance companies participated in the study. Data collection involved using the Boston EI questionnaire. Utilizing correlational and descriptive statistical analysis, the collected data was examined using the statistical software, SPSS. Pearson analysis MANOVA and 3- way ANOVA were performed to test the study hypothesis. According to the study results, insurance company middle level managers had good overall EI scores. The study also found that middle level managers differed in EI levels when gender was considered. The finding from the study therefore gives conclusion that gender is a considerable measure of EI level of middle level managers in the Ghanaian insurance industry

The Effect of Age on Emotional Intelligence Among Middle Level Managers in the Ghanaian Insurance Industry

Emotional intelligence has been identified as one of the critical ingredients for organizational change and success. This study sought to ascertain the emotional intelligence profile of middle level managers who are responsible for change and policy implementation in the Ghanaian insurance industry. The effect of ageon the emotional intelligence of these middle level managers was also ascertained. The study was a quantitative one that engaged 260 respondents from general, life and micro finance insurance companies in Ghana.Boston EI questionnaire was used to collect data. The obtained data was analyzed using correlational and descriptive statistical analysis. SPSSwas employed for this statistical analysis. The study found that, middle level managers of the insurance companies have high total EI scores. The study also found that middle level managers do not differ in EI levels based on age. Therefore, concluded that age is not a significant factor toeffect EI levels.

The Effect of Work Experience on Emotional Intelligence Among Middle Level Managers in the Ghanaian Insurance Industry

The study was a quantitative one involving two hundred and sixty (260) middle level managers from the Ghanaian insurance industry selected through purposive sampling. Data was collected using the Boston EI questionnaire and a review of documented works, article, journals and books on the subject area of EI. Data was analyzed using SPSS computer program. The statistical techniques employed were the multivariate analysis of variance (MANOVA) and the 3-way analysis of variance (3-way ANOVA). Pearson’s correlation was employed to ascertain the significance of the linear correlation between the dependent variable emotional intelligence (EI) and its components and independent variable, work experience. Based on the analysis, it was found that middle level managers have high EI score of 106. It was also found that there is a difference between the EI levels of these managers and their work experience. The study therefore conclude that work experience does have an effect on the EI levels.

Trickle-down effects of temporal leadership: The roles of leadership perspective and identification with leader

Based on social learning theory and the trickle-down effects, in which behavioral patterns cascade from one management level to the next (also known as the falling domino effect), we attempt to answer whether upper-level managers’ temporal leadership can be transferred to lower-level managers to form their temporal leadership, and what the mediating mechanisms and boundary conditions for this occurrence are. By analyzing the data from 234 middle-level managers and 686 junior managers/employees, we found that top managers’ temporal leadership was positively associated with middle-level managers’ temporal leadership through the mediating role of middle-level managers’ temporal leadership perspective and that the relationship was moderated by middle-level managers’ identification with the top manager. Identification with the top manager, in particular, strengthens both the top manager’s positive effect on middle-level managers’ temporal leadership and the top manager’s temporal leadership’s mediating role in this relationship through their temporal leadership perspective. The theoretical and managerial implications of these findings are investigated.