Middle-level Managers Research Articles

Decoding AI readiness: An in-depth analysis of key dimensions in multinational corporations

Artificial Intelligence (AI) stands ready to impact all aspects of business, from optimizing operations to personalizing services and enhancing customer value. However, many organizations grapple with implementing AI solutions due to a lack of necessary infrastructure and mechanisms. In short, many companies are not adequately prepared to adopt AI. To make matters worse, the literature does not offer sufficient insights into this issue. To help address this issue, in this article, the authors explore what it means to become ‘AI-ready.’ Specifically, this study identifies the various dimensions of AI readiness through in-depth semi-structured interviews with top- and middle-level managers from 52 multinational corporations in Southeast Asia, primarily in India. This study employed a qualitative data analysis approach to construct a grounded theory model focusing on AI readiness. The methodology involved systematic examination and coding of data to identify key themes and patterns, enabling the development of a comprehensive theoretical framework. The findings suggest that AI readiness can be categorized into eight dimensions: informational, environmental, infrastructural, participants, process, customers, data, and technological readiness. This study makes a significant contribution to marketing, management, and information systems by conceptualizing the AI readiness construct and identifying its key dimensions.

Dimensions of Mentoring Among Female Managers – an Explanatory Factor Analysis Based on the Global Measure of Mentoring Practices

Purpose: The objective of the article is to identify the dimensions of mentoring experienced by female managers. The recognition of the mentoring dimensions serves a significant role in enhancing the understanding of the support received by the mentee and facilitating an accurate evaluation of mentoring within the managerial context, especially in the Polish socio-economic conditions. Design/methodology/approach:The paper presents the results of an exploratory factor analysis based on data, acquired through an online questionnaire, from 370 female managers at basic, middle and senior levels of management. 18 items Global Measure of Mentoring Practices were used to examine the extent of mentoring actions experienced by female managers. Findings: The study discovered that mentoring female managers can be analyzed in three dimensions. Psychosocial, cognitive and patronage mentoring were distinguished. All mentor activities indicated in the questionnaire were included and allocated to the relevant dimensions of mentoring. Practical implication: The study offers several recommendations based on the results of the research that address the diagnosis of mentoring, which is important in the process of evaluating the mentoring relationship and assessing its effectiveness. Originality/value: The current research provides novel insights about the mentoring relationship among managerial staff. The mentoring support received by managers can be analyzed in three dimensions, related to the various activities undertaken by the mentor.

ОРГАНІЗАЦІЙНІ БАР'ЄРИ ЕФЕКТИВНОЇ КОМУНІКАЦІЇ НА ПІДПРИЄМСТВІ

The article aims to explore the role and essence of organizational barriers that arise in the process of communication within enterprises. It is established that organizational communication is the process of exchanging information and ideas within an organization with the goal of achieving common objectives. Among the five dimensions of organizational structure, organizational centralization and formalization are identified as crucial for enhancing communication efficiency. It is demonstrated that the main organizational barriers in the communication process, stemming from incorrectly defined centralization scales, include the presence of excessive information resources at the top management level, lack of complete information at the operational level, underutilization of human capital at middle and lower management levels, a significant volume of incomplete information, the need to address operational tasks at the top management level, and low levels of organizational independence for lower-level units. Communication barriers associated with excessive formalization encompass the inability to provide unofficial explanations for discrepancies, limitations on the use of knowledge, obstacles to changes and innovations, barriers to integrating employees and organizational units into the communication process, and restrictions on communication with the external environment. Survey results confirm that an excessive level of centralization leads to a spiral of dependency, increasing pressure on lower management structures and further centralization of management. Decentralization ensures the accuracy of decision-making, bringing decision-making closer to the point of problem occurrence, and allows top management to focus on resolving strategic issues. Formalization has a positive impact on the communication process of organizations in the early stages of development and growth. It organizes the flow of information and contributes to its standardization, facilitating the coordination of communication among network participants. The occurrence of barriers to excessive formalization in the communication process depends on the size, maturity, and diversification of the activities of individual organizations.

Influence of Work-Life Balance on Employee Work Performance Among Middle Level Management Public Servants in Public Service in Kenya

The aim of this study was to establish the influence of work-life balance on employee work performance among middle level management public servants in public service in Kenya. The study adopted a survey and multiple linear regression research design. Descriptive statistics provided meaningful comparisons between groups or datasets (Sudha, 2017). While multiple linear regression demonstrated the importance of the independent variables' influence on the dependent variables. It was also efficient to investigate and visualize data using descriptive statistics, as well as to develop a prediction model. Pie charts are the graphic representations that provided visual insights into variable distribution, shape, and linkages. The study's population was the Kenya School of Government SMC 409/2012 class with 112 trainees. A purposive sampling was preferred as the SMC 409/2023 class was already in place following nomination by their respective institutions, a representation of various agencies of the Kenyan government. The class was already a controlled group in the sense that they met the minimum criteria being in mid-level management in public service and being a representation of different government agencies as well as a representation in terms of length of service in public service, age and gender. Data collection was done using a shared google link questionnaire that was sent to all participants with the intention of obtaining data from at least 74 respondents. From the results above it was clear that the respondents stated that work-life balance had a positive influence on their productivity at work. The results from the Analysis of Variance (ANOVA) showed a significant statistical relationship between the overall performance at work, and work-life balance considered in the model. This is indicated by an F-value of 5.573 and a p-value of 0.002, at a 95% confidence level. The findings underscored the importance of work-life balance in enhancing employee performance in the public service. The researchers recommended that public service should adopt policies aimed at aiding employees with the attainment of work-life balance. This could mean extended working hours for reporting to work and leaving work, working from home, flex-times as well as discouraging employees from carrying work home and ensuring all employees go on leave.

FINANCIAL SUSTAINABILITY OF THE BANKS: AN EXPERTS’ ASSESSMENT

The rise of sustainable finance, which involves financial tools operating within the framework of environmental, social, and governance principles adopted by companies and financial institutions, is gaining traction in major global markets. According to the Global Alliance for Sustainable Investments, these approaches already account for 35.9% of total invested assets. This trend is driven by a new global reality where long-term development cannot take place without addressing deepening environmental and social contradictions. The article aims to assess the priority of ESG of the banks as sustainable finance factors for the development of the recommendations, as the assessment of the ESG principles in the banks of the country allows for the identification of further courses of sustainable finance development. Furthermore, the investigation of leading countries' experiences in environmentally and socially responsible investment and its role in the banking system reveals both common and specific features that could be effectively implemented in Kazakhstan. The research methodology entails experts’ assessment from the middle management level of the banks of ESG impact of 9 factors by AHP method. The AHP method allows investors to systematically compare and prioritize used ESG factors, that relates to their significance as the indicators for assessment the state and prospects for the ESG principles implementation in the bank’s activity in Kazakhstan. The obtained results allow to suggest that priority instruments for ESG promotion in the country are a legislative framework and the state program. The study illustrates that the integration of ESG factors into the strategy of sustainable development of banks contributes to the growth of their assets by increasing demand for sustainable products and attracting new customers. The findings have practical implications for banks related to sustainable finance and ESG criteria-based investing.

Influence of Employee Involvement on the Performance of Commercial Banks in Kenya

Employee involvement is important for driving performance, as engaged employees are more likely to contribute positively to organizational goals, leading to enhanced productivity and innovation. High performance is essential for maintaining competitiveness, achieving financial stability, and ensuring long-term success. However, Commercial Banks in Kenya face a pressing need to improve performance, as existing gaps in employee involvement could be hindering the organization’s potential and leading to missed opportunities. This paper sought to determine the influence of employee involvement on the performance of Commercial Banks in Kenya. The study applied a descriptive research design on 38 Commercial Banks in Kenya as the unit of analysis in the study. The target respondents were 190 middle-level managers of commercial banks in Kenya as the unit of observation. Stratified random sampling technique was applied in addition to Taro Yamane’s formula to sample 129 participants in the study. The study gathered data through questionnaires which were administered both physically and online. Data collected was analyzed through both descriptive and inferential analyses. Results revealed a β of 0.435 and a p-value of 0.001, between employee involvement and performance of commercial banks in Kenya. The study concluded that employee involvement had a positive and significant influence on the performance of commercial banks in Kenya. The study recommends that Commercial Banks in Kenya should empower employees by expanding decision-making structures to encourage ownership and active participation. The study also recommends regularly updating training programs to align with employees’ evolving needs. Additionally, the study recommends strengthening communication channels to keep employees informed about organizational changes. The study further recommends implementing a structured and frequent recognition program to boost employee morale. Moreover, the study recommends expanding leadership development opportunities through mentorship and workshops. Lastly, the study recommends increasing the frequency of team-building activities to foster stronger relationships and a collaborative culture.

Influência do sistema de mensuração do desempenho na satisfação no trabalho e no comprometimento organizacional

Abstract Purpose: This study analyzes the influence of diagnostic and interactive use of the performance measurement system (PMS) on job satisfaction and affective organizational commitment. Originality/value: The study provides empirical evidence that contributes to highlighting the contrasting findings in the literature on how the use of PMS influences job satisfaction and the affective organizational commitment of individuals. Design/methodology/approach: A survey was carried out with middlelevel managers of companies featured in the Best Companies to Work For ranking by the Você S/A magazine, where a sample of 167 valid responses was obtained. We applied the structural equation modeling to test the hypotheses. Findings: The results show a direct relationship between the interactive use of PMS and job satisfaction. They also indicate a direct connection between job satisfaction and affective organizational commitment. Furthermore, they show that diagnostic use directly impacts affective organizational commitment, while interactive use indirectly impacts affective organizational commitment by mediating job satisfaction. These results contribute to the literature by revealing that PMS’s diagnostic and interactive uses result in different psychological consequences, such as job satisfaction and affective organizational commitment. They also contribute by reinforcing the previous literature regarding the complementarity and interdependence of the dual role of the PMS in the organizational context since the interactive use provides a flexible basis for the performance of activities, and the diagnostic use requires alignment of individual behaviors with organizational standards.

Acting out when psychosocial safety climate is low: understanding why middle-level managers experience upward mistreatment.

Upward mistreatment, despite being under studied, is an influential phenomenon affecting middle managers' well-being and performance. The work environment hypothesis of bullying proposes that an undesirable work context is the main cause of workplace bullying, suggesting the importance of creating an anti-mistreatment climate, that is, psychosocial safety climate (PSC). In this study, we argue that upward bullying and aggression are unsafe behaviors, a "retaliation" by employees resulting from their unsafe work context. Using a large-scale multisource sample collected from 123 organizations, 6,658 middle managers and 34,953 employees, we examined the relationship between collective PSC, individual-perceived PSC and middle managers' experience of upward mistreatment. Single-level and multi-level modeling results suggested that PSC is an important element in reducing the likelihood of upward bullying and aggression, in turn, protecting managers' well-being. More importantly, upward bullying is a way that employees act out when there is an undesirable working context. Future research on workplace mistreatment should examine PSC and upward mistreatment. Interventions provided should focus on improving PSC which could in turn preventing upward mistreatment, thereby improving psychosocial safety for both employees and middle managers to prevent negative actions.

LEVERAGING COMPETITIVE STRATEGIES ON BUSINESS OUTCOMES POST-COVID-19 PANDEMIC: EMPIRICAL INVESTIGATION FROM AFRICA

Background: The novel coronavirus has damaged the global economy, and business outcomes such as low profitability, poor sales, and weak market share, including intense competition, are widespread within the business ecosystem; however, competitive strategies have been some of the business decisions in recent times. Aim: The study, therefore, examined the effects of competitive strategies on business outcomes of selected consumer goods companies listed in Nigeria, the most populous and largest economy in Africa. Methods and Sample: The study adopted a survey research design, with a population of 22,466 staff members, comprising regular employees and top- and middle-level managers of twenty consumer goods companies listed on the Nigeria Exchange Group (NGX). The study used a proportionate stratified sampling technique to draw a convenient sample for the analysis. 491 copies of the questionnaire were administered to the respondents, with a response rate of 97.76%. Results: Findings showed that competitive strategies significantly and positively affected business outcomes (Adj. R2 = 0.563; F5/1306 = 337.061, p<0.05). Conclusion: The study recommended that the consumer goods companies often refer to Fast Moving Consumer Goods (FMCG) listed in Nigeria must have a market-development mindset, invest in consumer education, and integrate an efficient supply chain management model.

EMPLOYEE UNDERSTANDING OF ARTIFICIAL INTELLIGENCE: A PRELIMINARY STUDY IN INDONESIA FINANCIAL SECTOR INDUSTRY

The emergence of artificial intelligence (AI) in the financial services industry is driven by increased demand for financial regulation, the need for profitability, and competition between companies. Despite the heightened importance of this new technology, there has been a gap in knowledge regarding the use of AI in financial services. This study aims to provide preliminary research to explore the level of understanding of middle level managers in the context of artificial intelligence usage in marketing activities. The sample is 11 managers from banking, fintech and other financial sectors. The findings provide guidance for organizations in terms of usage and knowledge of AI in the sector.

The Philosophical Interpretation of Risk Assessment in Municipal Project Management

Project management emphasizes the process of risk assessments, because any project is attended not only by the risks of failure due to lack of funding, but also by the design of the required quality and quantity of final results. Consequently, there is a need to show a new philosophical approach to the identification, evaluation and decision-making of the risks in programs, implemented in municipal structures, because the range of beneficiaries related to this field is not only wide, but also more multi-layered (government, municipal authorities, investors, middle-level and top managers, population, etc.). The article proposes a model of risk management of projects, implemented in municipal facilities, which enables not only to form a management information feedback between all beneficiaries, but also to include them in participatory risk prevention processes. A ranking process of risk factors related to the management of municipal projects is also proposed, which increases the effectiveness of managerial decisions, aimed at risk prevention and the justification of philosophical interpretations related to it.

Taking Up the Challenges Faced by Higher Education Institutions in Technology to Create Smart Campus

Universities face big challenges in technology to create smart campuses to increase higher education efficiency, productivity, quality and innovation. This research aims to analyze universities' efforts to utilize technology to create smart campuses. The research uses descriptive qualitative with a phenomenological approach. Data was collected through open interviews at four universities. Research subjects include top level management, middle level management, lecturers and staff. Data analysis was performed using Bogdan & Biklen which is called data reduction, the interconnection between data and verification. The research results show that universities have made various efforts to introduce digital technology to create smart campuses. This research describes the ability of universities to realize Smart Campus in 4 levels, namely adoption, implementation, integration and optimization. However, the biggest challenge is the integration and optimization of systems used for education, research and service services. Then optimization requires policies that involve goals and targets related to integration, technological sustainability and improving the learning environment, so that it will create a smart campus.

How does intellectual capital drive firm performance via dynamic capabilities: evidence from India

PurposeThis study examines how intellectual capital (IC) drives firm performance via the lens of dynamic capabilities (DCs). Drawing on resource-based view (RBV) and dynamic capability view (DCV), the authors elaborate the mediating role of learning, integration and reconfiguration DC in the Indian banking context.Design/methodology/approachA sample of 358 top- and middle-level managers from the Indian banking sector was administered with structured questionnaires for data collection. Structural equation modeling (SEM) and Sobel test were used to analyze the data and test the hypothesized mediating effect.FindingsThe findings reveal that learning and integration DCs are key mediators in IC and banks' performance relationships in an emerging economy context. In contrast, the analysis revealed partial mediating role of reconfiguration DC. Furthermore, the learning DC has been identified as the primary mediating mechanism for transforming bank's IC into performance benefits.Practical implicationsThis study provides an important implication for the IC and DC link by empirically developing and validating a model in the Indian banking sector and making a several contributions to the related literature. This sector needs to incorporate and strengthen their IC and DCs to attain enhanced performance in today's dynamic environment. Bank managers can use these findings to bring their knowledge-related activities to channelize specific DCs to transform banks' IC when seeking to improve overall performance. Theoretically, this study extends previous research by outlining a set of organizational elements that tend to influence firm performances with the help of IC, learning, integration and reconfigurations DCs.Originality/valueAlthough several studies have investigated the links between IC, DC and firm performance, studies on emerging economies are scarce. This study is one of the most in-depth investigations of the relationship between IC, learning, integration and reconfiguration DCs and firm performance in an integrated framework, with a particular focus on the banking sector of an emerging economy.

Should I Accept or Refute? Understanding the Socio-Organizational Factors Influencing Corruption in Ghana’s Public Service

Corruption remains endemic despite intensified global anti-corruption efforts, indicating a need to reassess current strategies. This study focused on how context-specific socio-organizational factors influence employees’ engagement in corrupt activities in Ghana’s public service. The sample for the study consists of 48 public service workers. This includes 26 middle-level management staff who participated in the focus group discussions and 22 directors who were interviewed individually. Additionally, 8 expert interviews were conducted to enhance comprehension and discussion of the findings. Key socio-organizational factors, including “opportunistic staffing,” “reciprocal appreciation,” “praise singing,” and “order from above” were identified. Formal rules and sanctions alone were found to be inadequate in addressing corruption due to the complex contextual nature of the socio-organizational factors. These factors could serve as a foundation for designing training programs and nudges that promote ethical behavior. Moreover, they offer valuable insights for developing anti-corruption interventions that align with the practical realities of ethical decision-making in Ghana’s public service.

Invisible barriers: Effects of glass ceiling on women’s career progression in Nepalese commercial banks

Eliminating gender prejudice in job advancement is crucial to organizational success. The study aims to analyze the impact of invisible barriers (corporate culture and corporate practices) on the promotion of women working in Nepalese commercial banks. Structural equation modeling and path analysis have examined how the glass ceiling factors affect women’s career progression. The study’s targeted population consisted of female middle-level managers. It used convenience sampling to collect information from 288 female middle-level managers. Kaiser-Meyer-Olkin and Bartlett’s tests for sphericity were used to test the study’s external validity. Construct reliability tests and average variance extracted tests were used to evaluate the convergent validity of the latent variables. Heterotrait-monotrait ratio test was used to assess the discriminant validity of the independent components. The result revealed that the corporate culture with seven observable items (β = –0.313; p < 0.05) and corporate practices with nine observable items (β = –0.507; p < 0.05) had a negative and statistically significant impact on women’s career progression in Nepal, accounting for approximately 64.0% of the variation. For organizations to be moral and effective, gender stereotypes regarding promotions must be eliminated. The study’s findings assist policymakers in understanding how the glass ceiling affects women’s promotion in businesses and recognizing discrimination based on gender to make promotional decisions impartial.

Korelasi Perencanaan Pajak, Akuntansi Pertanggungjawaban Dan Komitmen Organisasi Pada Kinerja Manajerial

The article aims to analyze the correlation of tax planning and responsibility accounting on manager performance with the organizational commitment as an intervening variable. The respondents of this study are all levels of managers, both operational and middle level managers at PT. Sinar Sosro Central Java Region as many as 56 people. We use path anaysis to analyze the data. The study finds that tax planning and responsibility accounting have an influence on organizational commitment. Beeside, tax planning, responsibility accounting and organizational commitment influence toward managerial performance. However, tax planning and accountability accounting do not affect managerial performance through organizational commitment.

Unpacking micro-CSR through a computational literature review: An identity heterogeneity view of internal stakeholders

The role of individuals in corporate social responsibility (CSR), or micro-CSR, has garnered increasing scholarly attention. This emphasis of this research is on internal stakeholders (i.e., employees) who design, implement, and structure CSR activities. While theoretically internal stakeholders contain multiple sub-categories of employees (e.g., top management, middle-level managers, or lower-level employees), extant micro-CSR literature has taken a homogenous view of internal stakeholders – that is, it ignores the critical hierarchical and socio-psychological differences among employees. To provide a comprehensive view of micro-CSR scholarship, we employ a novel computational literature review design to analyse the abstracts of 461 research articles published between 1970 and 2021. Our further in-depth analysis of 190 representative papers unravels how micro-CSR research is fragmented and clustered across four sub-fields within management sciences – organisational behaviour, human resource management, corporate governance, and leadership. Building on an identity heterogeneity view of internal stakeholders, we propose a comprehensive research agenda to advance micro-CSR research.

The Effect of Financial Literation and Financial Attitude on Financial Behavior in Modernization Era (Case study on employees of PT. Paluta Inti Sawit)

ABSTRACT This study aims to determine whether financial literacy and financial attitude have a significant effect on financial behavior in modernization era among employees of PT. Paluta Inti Sawit. The study uses quantitative data method and the data source is primary data. The population in this study are all employees with top and middle management levels working at PT. Paluta Inti Sawit, totaling 38 employees. The sample in this study includes all employees at the top and middle management levels working at PT. Paluta Inti Sawit, using a saturated sampling method. Data analysis and testing consist of validity test, reliability test, descriptive statistics, the classical assumption test, multiple regression analysis, partial hypothesis testing (T test) and simultaneous hypothesis testing (F test), and coefficient of determination test (R²). The results of this study show that financial literacy has a significant effect on financial behavior, with a calculated T-count of 3.182 > T-table of 2.028. Financial attitude also has a significant effect on financial behavior, with a calculated T-count of 3.925 > T-table of 2.028. Financial literacy and financial attitude have a significant effect on financial behavior, with a calculated F-count of 22.077 > F-table of 3.27 and the regression coefficient is 55,8%. Keywords: Financial Literacy; Financial Attitude; Financial Behavior

Preference and Utilization of Media Channels as Communication Instruments of Local Public Administrators in Bacolod City, Negros Occidental

This descriptive study sought to determine the level of preference and extent of utilization of local public administrators (LPAs) of Bacolod City of media channels as communication instruments. Needed data were collected from all 85 middle-level managers holding positions as department head, assistant department head, division chief, and assistant division chiefs in the local government unit (LGU) using a survey questionnaire that has passed both validity and reliability test. Subsequent analyses reveal respondents' level preference and extent of utilization of social media, specifically Facebook and mainstream media (television/radio and newspapers) as information soures and feedback instruments concerning their functions as public administrators. Respondents exhibited a "high level" of preference and a "great extent" of utilization in the above-mentioned areas. Meanwhile, a significant difference was present in demographic variables like age and length of service. There was a significant relationship between the LPA’s level of preference and extent of utilization. It has been established that respondents' preference led to their utilization of a specific medium. These findings call for a review and possible modification of departments’ and divisions' communication strategies for relevance, transparency, and responsiveness.

Transforming leaders to agents of change: evaluating a healthcare leadership training programme

Background/Aims The success of an organisation depends largely on the performance of teams, which rely on their leaders to have the required capabilities for team management. To successfully integrate care across multiple organisations and services, care partnerships must ensure that their middle-level managers have the training required to deliver change and achieve the partnership's goals. This study aimed to evaluate a leadership training programme involving managers in the middle levels of a health and social care service in the UK. Methods Questionnaires were distributed to the 23 managers who participated in the training before the programme began and after each training session. Participants scored their agreement with statements about the specific sessions on a 5-point Likert scale and had the option of giving qualitative written feedback. Results were discussed in subsequent sessions. Two focus groups were held with a total of 15 participants to explore their experiences of the training programme and any barriers to applying their training to practice. Quantitative data were analysed using descriptive statistics, while transcripts from the focus groups were analysed using content analysis. Results All 23 participants agreed that the training was relevant to their role and that it was useful or highly useful for empowering them to apply their knowledge for change management in their roles. However, participants were less sure about the impact of the training on their understanding or communication skills, and several items lacked responses. Focus group participants reported that the training programme increased their confidence to implement change and apply their learning to practice. Barriers to implementing changes to practice included lack of support from senior leaders and a need for more topics and wider inclusion of stakeholders in the training programme. Conclusions Training can promote transformational leadership in health and social care, but this requires cohesive and intentional collaborative working among all stakeholders, including active involvement of senior leadership and the provision of an enabling environment for middle managers to put their learning into practice.