Organizational Change Research Articles

PSYCHOLOGICAL INTERVENTION AS A STRATEGY TO PROMOTE MENTAL HEALTH IN CHILDREN

Mental health is a developmental effect, that is, it is the product of the integration of maturation and constitution process; while traumatic events affect the biopsychosocial and emotional conditions of children and their families. Psychological intervention programmes are established in the child population as a prevention strategy in mental health in favor of child, family and resilient wellbeing and protective environments. The objective was to evaluate the effects of a psychological intervention programme applied to children in contexts of adversity. The study was carried out through qualitative research, therefore, it was of the content analysis type, sample by convenience (N=). The following instruments were used in the study: Thematic Apperception Test for Children C.A.T-H (Human) and the Inventory of Adaptive Mechanisms in Responses to CAT. A nonparametric data analysis is performed to establish changes in personality organization, perception of the environment and perception of the family relationship. The data analysis is performed through content analysis. It is established that the pretest and posttest perceptions in relation to personality organization, perception of the environment and perception of the family relationship change positively after the implementation of the intervention programme.

Presynaptic cAMP-PKA-mediated potentiation induces reconfiguration of synaptic vesicle pools and channel-vesicle coupling at hippocampal mossy fiber boutons.

It is widely believed that information storage in neuronal circuits involves nanoscopic structural changes at synapses, resulting in the formation of synaptic engrams. However, direct evidence for this hypothesis is lacking. To test this conjecture, we combined chemical potentiation, functional analysis by paired pre-postsynaptic recordings, and structural analysis by electron microscopy (EM) and freeze-fracture replica labeling (FRL) at the rodent hippocampal mossy fiber synapse, a key synapse in the trisynaptic circuit of the hippocampus. Biophysical analysis of synaptic transmission revealed that forskolin-induced chemical potentiation increased the readily releasable vesicle pool size and vesicular release probability by 146% and 49%, respectively. Structural analysis of mossy fiber synapses by EM and FRL demonstrated an increase in the number of vesicles close to the plasma membrane and the number of clusters of the priming protein Munc13-1, indicating an increase in the number of both docked and primed vesicles. Furthermore, FRL analysis revealed a significant reduction of the distance between Munc13-1 and CaV2.1 Ca2+ channels, suggesting reconfiguration of the channel-vesicle coupling nanotopography. Our results indicate that presynaptic plasticity is associated with structural reorganization of active zones. We propose that changes in potential nanoscopic organization at synaptic vesicle release sites may be correlates of learning and memory at a plastic central synapse.

Digitalization and Dynamic Criticality Analysis for Railway Asset Management

The primary aim of this paper is to support the optimization of asset management in railway infrastructure through digitalization and criticality analysis. It addresses the current challenges in railway infrastructure management, where data-driven decision making and automation are key for effective resource allocation. The paper presents a methodology that emphasizes the development of a robust data model for criticality analysis, along with the advantages of integrating advanced digital tools. A master table is designed to rank assets and automatically calculate criticality through a novel asset attribute characterization (AAC) process. Digitalization facilitates dynamic, on-demand criticality assessments, which are essential in managing complex networks. The study also underscores the importance of combining digital technology adoption with organizational change management. The data process and structure proposed can be viewed as an ontological framework adaptable to various contexts, enabling more informed and efficient asset ranking decisions. This methodology is derived from its application to a metropolitan railway network, where thousands of assets were evaluated, providing a practical approach for conducting criticality assessments in a digitized environment.

Warfare in Serbian State from the End of the 14th to the Middle of the 15th Century

The aim of this paper is to present the changes in the way of warfare in the Serbian state in the late Middle Ages. The Ottoman pressure on Serbian territories, starting from the eighth decade of the 14th century, influenced changes in the military organisation of their rulers. In order to defend themselves more effectively from attackers, they established various types of military service. Despot Stefan Lazarević implemented a reform of the local government system by creating new administrative units. During the period that is the subject of research, there were also changes in armaments.

Predicting Mortality in Severe Burns: A Comparison of Four Mortality Prediction Scores and the Role of Organizational Changes in the Croatian Burn Center

Background: The primary aim of this study was to evaluate the performance of four burn prognostic scores—Abbreviated Burn Severity Index (ABSI), Ryan, Belgium Outcome Burn Injury (BOBI), and revised Baux score (rBaux) in a Croatian burn center. A secondary aim was to compare patient outcomes before and after the organizational and protocol changes. Methods: A retrospective study and comparison of four prediction scores was conducted over a nine-year period in burn patients with ≥20% total body surface area (TBSA) burned. Additionally, outcomes before and after organizational changes were compared. Results: A total of 149 patients were included, with the mean patient age of 54.62 ± 19.38 years, the mean of TBSA of 42.98 ± 19.90, and an overall mortality rate of 48.99%. The area under the ROC curve (AUROC) was 0.79 for the rBaux and ABSI score, 0.77 for the BOBI score, and 0.76 for the Ryan score. The duration of mechanical ventilation and length of stay (LOS) in burn intensive care units (BICU) decreased after the organizational changes, though survival rates remained similar. Conclusions: Prognostic scores are good predictors of mortality but with moderate predictive accuracy. Continuity of care in intensive care could be important for better outcomes.

International expert perspectives on access, engagement, and implementation of cognitive remediation for schizophrenia: A Delphi study.

Cognitive remediation (CR) for schizophrenia has been extensively studied and has proven effective in improving both cognition and functioning. Yet, implementation into mental health services is poor, with implementation and engagement barriers and facilitators not understood. The present study aimed to assess expert opinions on CR barriers and facilitators that pertain to staff, mental health services, and consumers. Thirty-seven international CR experts (clinicians/researchers) responded to Likert-scale questions on implementation and engagement facilitators, essential CR components, barriers in mental health facilities, barriers for clinicians, and barriers for consumer access and engagement across three rounds of a Delphi survey. The main barriers to CR implementation were (a) lack of staff training, (b) lack of perceived relevance/lack of knowledge about cognitive deficits in schizophrenia and CR usefulness in both clinicians and consumers, as well as (c) lack of staff employed in cognitive rehabilitation roles. The presence of defeatist beliefs and difficulty in accessing the place of delivery were both barriers to consumer engagement and access. The most important facilitators for CR were a good therapeutic alliance, CR delivered as part of integrated rehabilitation services, psychoeducation provided to families and stakeholders, and CR focusing on generalization of learning to everyday life. This study highlights the barriers to CR implementation from experts. A multitude of factors were identified that need attention. It is also apparent that CR cost-effectiveness studies are needed to facilitate organizational change and national guideline recommendations for improving mental health services policy around serious mental illness/schizophrenia health care provisions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Navigating Resistance to Technological Change in Organizations: A Holistic Approach

Organizational change driven by technological advancements presents both opportunities and challenges for modern enterprises. A key obstacle is a resistance to adopting new technologies, which can manifest through scepticism, fear of job displacement, perceived loss of control, and concerns about competence. This resistance poses significant barriers to the successful implementation and integration of technological innovations, leading to delays, inefficiencies, and missed opportunities for organisational growth and competitiveness. This research proposes a holistic approach to address the complex challenge of resistance to technological change. Drawing on theoretical frameworks such as the Adaptive Cycle of Resilience (ACoR) model, Maslow's Motivation Theory, and Keidel's organisational model, as well as practical strategies, the study examines the interplay between individuals, different management, organisational and societal needs in the context of technological transformation. The research explores the dynamic and uncertain nature of technological change, identifying the specific stages within the ACoR model where resistance is most likely to occur and the implications for effective management. It also investigates the role of various management styles in addressing resistance and uncovering the skills and knowledge individuals and teams require to navigate this challenge successfully. Furthermore, the paper delves into the diverse stakeholders involved in the technological change process, analysing their needs and concerns and offering strategies to balance these competing interests. The importance of information systems in facilitating organizational change and their influence on the change process and outcomes is also examined. By synthesising these insights, the study presents a comprehensive framework for organisations to foster innovation, inclusivity, and social responsibility in the face of resistance to technological change. The findings offer valuable guidance for practitioners and scholars seeking to enable successful technological transformations and promote positive outcomes for all stakeholders.

Higher interest to continue COVID-19 practice recommendations in non-pandemic times among German GPs with better crisis leadership skills (egePan study)

BackgroundThe German College of General Practitioners and Family Physicians (DEGAM) issued a COVID-19 guideline with eleven recommendations to support primary care services during the pandemic. Their use in general practices beyond the pandemic can contribute to pandemic preparedness. This study analysed general practitioners’ (GPs) interest in applying recommended organisational changes in non-pandemic times.MethodsData from the German egePan GP survey (n = 516 GPs) - a multi-level clustered randomised web-based survey - were analysed. GPs’ interest in the future application of the eleven guideline recommendations was calculated. In addition, each recommendation was evaluated by the GPs using a Net-Promoter-Score (NPS range − 100 to 100). A linear regression model identified GP and practice characteristics associated with a higher interest in applying recommendations in non-pandemic times.Results98.5% of the GPs indicated the intention to implement at least one guideline recommendation prospectively: disinfectant dispensers at the entrance (86%), optimised consultation scheduling to reduce waiting times (83%), and glass screens in the reception area (72%), which also received the highest NPS scores. In contrast, lower interest was observed for items such as insurance card readers handled by patients (48%), only selected staff treating infectious patients (44%), and video consultations for patients with infections (26%). A higher interest to implement recommendations in non-pandemic times was associated with a higher crisis leadership score (p < 0.001), using the Corona-Warn-App (p = 0.007), and being a female GP (p = 0.045). In addition, GPs from Western, Northern, and Southern, and those with a higher patient volume per three months, were more interested in future implementation.ConclusionsOverall, GPs demonstrated the readiness to follow the DEGAM COVID-19 guideline outside pandemic periods, establishing them as key contributors to pandemic preparedness in Germany.

Opinion Leaders in Organizational Change Processes: Insights from a Large-Scale Quantitative Survey to Identify, Characterize, and Classify Influential Employees within a Multinational Corporation

ABSTRACT The successful implementation of change processes requires efficient and effective communication. While previous research has explored various aspects of change communication, the role of opinion leaders – individuals who are more influential than others within their networks – has been largely overlooked. These opinion leaders could play a key role in driving the successful implementation of organizational change. This study aims to investigate the characteristics and potential existence of distinct types of opinion leaders within the context of an organizational change process. We conducted a quantitative online survey (n = 4,114) in a multinational corporation undergoing a significant change initiative. The findings reveal that opinion leadership is influenced by several factors: opinion leaders often hold leadership positions, possess strong personality traits, and maintain cross-hierarchical and cross-functional networks characterized by intense relationships. They also demonstrate high expertise related to the change process and exhibit strong commitment and positive attitudes towards it. Additionally, the study identified 300 opinion leaders and, through cluster analysis, categorized them into four types: ‘The Expert Leader,’ ‘The Emerging Opinion Leader,’ ‘The Cross-Functional Connector,’ and ‘The Department Influencer.’ These types vary in their network sizes, structures, and experiences. MAD statement In a rapidly evolving world, effective change communication is essential for building resilient and forward-thinking organizations. While research has acknowledged the pivotal role of communication in driving change, the significant influence of opinion leaders in this process has received limited attention. These individuals can be key to ensuring that organizational transformations are not only successful but also inclusive and sustainable in their impact. By understanding how to identify and engage opinion leaders in substantial change initiatives, organizations can develop more effective communication strategies that foster innovation, adaptability, and long-term success, ultimately contributing to more equitable, responsible, and successful organizational transformations.

Change-oriented Leadership in the Context of Transitioning to Strategic Autonomy

Growing geopolitical tensions have transformed the business landscape , driving domestic firms toward an era of strategic independence (Yale School of Management, 2024). This research examines a well-known Eastern European consulting firm that, after transitioning to an independent entity, was confronted with a new personnel assessment system. This shift necessitates a comprehensive understanding of employee readiness and resistance — fundamental concepts in change management literature (Armenakis et al., 1993). Our study incorporated quantitative methods to divide employees according to their readiness for the new system (k-means clustering, factor analysis, and discriminant analysis). At the same time, it employed qualitative research methods to explore motives and attitudes behind employee resistance or readiness (Choi &amp; Ruona, 2011). Based on their adaptability to the new system, we identified three distinct clusters of employees: “Active Supporters,” “Cautious Appraisers,” and “Conservative Skeptics,” allowing us to pinpoint specific non-readiness factors and formulate tailored strategies to address them. The findings suggest that emotional involvement, openness to change, and previous experiences with similar practices significantly influence employee readiness. To mitigate these issues, the paper proposes a strategy rooted in psychological safety and differentiated error management, as advocated by Edmondson (2023), to enhance the organization's learning capability and adaptability. Our results align with previous research indicating that stronger attitudes, often based on personal experience, significantly predict behavior (Eagly &amp; Chaiken, 1993). We found that the initial uncertainty of organizational changes served as a major stressor, underscoring the importance of understanding and conceptualizing changes (Kramer, 2015). Unlike Schwartz (1994), the value orientation of “Tradition” did not exert significant influence, but values of “Autonomy,” “Stimulation,” “Achievement” (consistent with Sortheix &amp; Lönnqvist, 2014), “Hedonism,” and “Power” positively impacted employee openness to changes. The implications of this study extend to other Eastern European companies undergoing similar transitions, providing guidance on how change can be managed effectively in the context of transitioning to strategic autonomy.

How Does Secure-base Leadership Influence Employee Well-being?

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.

Leading Through Generations: Crafting Adaptive Leadership Styles for Modern Enterprises

This contribution examines the evolution of leadership styles over time. It explores the ways in which these styles have adapted to changing economic environments and generational shifts, also highlighting the intricate interplay between leadership and cultural nuances. The research applies a longitudinal lens to the development of leadership styles, focusing on their adaptability across the lifecycle stages of two universities in Austria and Ukraine. The findings stress the importance of leadership adaptability to organizational and generational changes and emphasize the influence of cultural factors on leadership styles. The investigation employs two case studies, enabling an exploration of the interplay between leadership, lifecycle, culture, and generational nuances. The findings reveal differences in leadership styles, underscoring the impact of cultural, lifecycle and generational factors on leadership genesis. The study concludes that leadership must be adaptive and evolve in tandem with the lifecycle stages of an organization. It also stresses generational differences in leadership and the crucial role of culture in shaping leadership styles. This contribution augments the discourse on leadership adaptability, offering insights for future research and practical implications for leadership and governance in varying cultural and generational settings.

How Managers Experience Downsizing: Navigating among Professional, Loyal, Empathic, and Critical Positions

ABSTRACT Downsizing, a significant organizational change, is often entrusted to middle managers. These agents play a crucial role in navigating the complexities of downsizing, yet we know little about their downsizing experiences. In this study, our research question was: how do managers who have to lay off people experience downsizing. We used discourse analysis to describe what we refer to as ‘discursive positions’ adopted by downsizing agents in our interviews. Our research material comprises 21 interviews in a large Finnish manufacturing company that underwent a downsizing process. We show how 12 downsizing agents navigated among different discursive positions while serving many conflicting interests. The rationalistic positions of Professional and Loyal target the shareholders, other business professionals, and the employer. The position of Empathic addresses subordinates, and the position of Critical is directed at top management and human resource professionals. We show how discursive positions are divided into rational and emotional spheres and examine the strong tensions between them. It appears that middle managers apply several often-contradictory discursive positions, struggle with satisfying conflicting expectations from top management and from their subordinates, and use several coping methods. MAD statement A common challenge for change managers is that they are brought in only after a downsizing decision has already been made. Sustainable change management requires ongoing preparation for change, regardless of whether downsizing or restructuring is imminent. This proactive approach helps all stakeholders to respond responsibly when an urgent situation arises. It also reduces the need for abrupt action and prevents reactive, high-speed learning that often accompanies such crises. We recommend that companies establish a cross-functional change team to develop long-term personnel reduction strategies. While constant change is often celebrated in management, we argue that many organizations would benefit from maintaining a reasonable degree of stability.

What Does Employee Silence Mean? the Role of Organizational Climate and Burnout

The avoidance of employees to express and share their ideas and opinions about organizational issues leads to the multidimensional concept of employee silence. From an organizational perspective, it is necessary to take in consideration that individuals tend to remain silent about situations that are less positive in the organization. But silence is not just the absence of voice or communication. Silence prevents individuals from carrying out their work in the most appropriate way, can act as a barrier to organizational change and can influence the employee well-being. Acquiescent silence is the retention of information considered relevant, based on resignation and submission (passive retention) and quiescent silence comes from fear of the negative consequences from sharing information, being used as a form of self-protection. Prosocial silence is related to altruistic motives and opportunistic silence is used to obtain personal advantages. It becomes relevant to determine the factors associated with this silence and what are the implications of employee silence on employee well-being. Thus, the objectives of this study are i) to study the of employee silence motives, ii) to understand whether two of the dimensions of the authentizotic organizational climate (leader´s trust and credibility and opportunities for learning and personal development) are antecedents of employee silence and iii) to study the consequences of employee silence motives on burnout. A quantitative study is conducted, using a questionnaire survey applied to a sample of 222 individuals, working in different portuguese organizations. The confirmatory factor analysis identifies four employee silence motives. The regression analyses highlighted that authentizotic psychological climate dimensions, namely learning and personal development opportunities, were predictors of the three dimensions of employee silence: quiescent silence, aquiescent silence and opportunistic silence. Regarding the impact of employees’ silence on burnout, aquiescent silence stood out as the main predictor of different burnout dimensions: emotional exhaustion, personal accomplishment and depersonalization. Finally, it can be concluded that acquiescent silence seems to stand out as the silence variable most explained by authentizotic organizational climate and the one that most explains the appearance of burnout. The findings can be used by human resources managers.

Product lifecycle management as a sustainable approach within the Moroccan social and solidarity economy sector

Product Lifecycle Management (PLM) is a crucial strategy that presents a range of benefits at both technical and organizational levels. It involves the integration of collaborative methods that facilitate the sharing, centralization, and harmonization of product information, while also streamlining the processes of information exchange. This study serves as an initial endeavor to introduce PLM within the cottage industry by examining the integration of PLM and the resulting organizational transformations. The research follows a structured three-step methodology. Initially, a comprehensive literature review was conducted to explore the concept under investigation. Subsequently, a survey is carried out within the Moroccan social economy sector to identify prevalent challenges. The survey sample comprises 500 workshops from diverse regions and sectors. An analysis of the results using SPSS and Excel software reveals that organizational and management issues constitute the primary obstacles faced by the sector, representing 40% of the total challenges. Notably, production-related challenges emerge as the most significant, accounting for 68.89% of the total challenges in the sector. In the final step, the ceramics sector is chosen as the focal industry, and a VBA Excel-based tool is developed to address the identified issues. This tool incorporates four essential functionalities -user management, order management, complaints management, and cost management- that are currently lacking in the sector, facilitating organizational change management. The proposed functionalities are subsequently implemented by two pilot ceramics companies. The outcomes of this implementation reveal various barriers that could hinder collaborative efforts post-implementation.

TRENDS AND INSIGHTS IN VISIONARY LEADERSHIP: A BIBLIOMETRIC ANALYSIS OF SCHOLARLY PUBLICATIONS FROM 2019 TO 2023

The study of visionary leadership has become increasingly significant as organizations navigate complex and evolving challenges. This paper presents a bibliometric analysis of scholarly publications on visionary leadership from 2019 to 2023, sourced from the Scopus database. The analysis reveals trends in publication output, identifies influential research contributions, and maps the thematic development of the field. Key findings highlight an increase in scholarly interest, with dominant themes including strategic vision, leadership competencies, and organizational change. Despite the wealth of research, gaps remain in empirical validation across diverse contexts, longitudinal studies, interdisciplinary approaches, and practical applications. The study underscores the need for more comprehensive research that bridges theoretical and practical insights, enhances cultural and global perspectives, and develops quantitative tools for assessing visionary leadership. By addressing these research gaps, the field can advance towards a deeper, more applicable understanding that supports both academic progress and practical leadership development. This paper serves as a foundational reference for scholars and practitioners, outlining current knowledge and future research directions.

Iron-Induced Lipid Oxidation Alters Membrane Mechanics Favoring Permeabilization.

Ferroptosis is a form of regulated necrosis characterized by the iron-dependent accumulation of lipid peroxides in cell membranes. However, how lipid oxidation via iron-mediated Fenton reactions affects the biophysical properties of cellular membranes and how these changes contribute to the opening of plasma membrane pores are major questions in the field. Here, we characterized the dynamics of membrane alterations during lipid oxidation induced onsite by Fenton reactions in chemically defined in vitro model membrane systems. We find that lipid vesicle permeabilization kinetically correlates with the appearance of malondialdehyde (MDA), a product of lipid oxidation. Iron-induced lipid oxidation also alters the lateral organization of supported lipid bilayers (SLBs) with lipid phase coexistence in a time-dependent manner, reducing the lipid phase mismatch and the circularity of liquid ordered domains, which indicates a decrease in line tension at the phase boundaries. Further analysis of oxidized SLBs by force spectroscopy reveals a significant decrease in the average membrane breakthrough force upon oxidation, resulting from changes in lipid bilayer organization that make it more susceptible to permeabilization. Our findings suggest that lipid oxidation via iron-mediated Fenton-like reactions induces strong changes in membrane lipid interactions and mechanical properties leading to reduced line tension in the permeabilized state of the bilayer, which promotes membrane pore formation.

JUSTIFICATION OF THE FEASIBILITY OF IMPLEMENTING CHANGES AT THE ENTERPRISE

The article provides a rationale for the feasibility of implementing changes at the enterprise. Following crisis phenomena in the economy, actions to achieve short-term, mainly financial goals prevail in organizations. At the same time, worldwide experience shows that companies that focus only on current problems of survival have no guarantee of success in the future, and only those organizations that lay the foundations for this development today, in crisis conditions, will be able to fully develop in the future. For managers of Ukrainian enterprises, mastering the theoretical and practical aspects of change management is especially relevant, since work in the conditions of continuous economic, political and technological changes is accompanied by internal disintegration and the lack of systematicity in the implemented changes. The feasibility of implementing changes at the enterprise was analyzed and provided. The readiness of the organization for changes determines the sufficiency of forces in the organization to carry out changes at present. The main purpose of this article is to improve change management processes in organizations, using organizational support to improve the efficiency of these processes. Research methods: dialectical method of scientific knowledge, structural and logical - for clarifying the essence and content of change management, comparative analysis for grouping criteria for the implementation of successful organizational and economic changes. The practical significance displays a list of strategic changes offered to the enterprise to increase the efficiency of business functioning and a set of approaches to assessing the effectiveness and risks of implementing organizational changes. The proposed triad of elements of a comprehensive assessment of the key success factors of changes in the organization fits well into the model of D. Khayat - the ADKAR model, which allows you to assess the situation and manage changes both at the level of the organization as a whole and a specific employee.

INTEGRATION OF DIGITAL TECHNOLOGIES INTO THE PERSONNEL DEVELOPMENT MANAGEMENT MECHANISM IN HEALTHCARE INSTITUTIONS

This article explores the integration of digital technologies into the personnel management mechanisms of healthcare institutions in Ukraine. In an era marked by rapid digital transformation, the healthcare sector is increasingly recognizing the importance of utilizing modern technological tools to enhance operational efficiency, improve patient care, and streamline administrative processes. The study begins by examining the current state of personnel management in Ukrainian healthcare institutions, identifying key challenges such as workforce shortages, inefficient communication channels, and inadequate training programs. The research further delves into the various digital solutions available, including human resource management systems (HRMS), telemedicine platforms, and data analytics tools. These technologies are evaluated for their potential to optimize recruitment processes, enhance employee performance tracking, and facilitate continuous professional development. The article also highlights case studies from healthcare institutions that have successfully implemented digital technologies, showcasing tangible improvements in staff engagement, patient outcomes, and overall institutional effectiveness. Additionally, the paper discusses the critical role of digital literacy among healthcare professionals, emphasizing the need for targeted training initiatives to ensure that staff can effectively utilize new technologies. It concludes by proposing a strategic framework for integrating digital tools into personnel management practices, advocating for a holistic approach that encompasses technological adoption, staff training, and organizational culture change. Ultimately, the article aims to provide valuable insights and practical recommendations for healthcare leaders seeking to navigate the complexities of digital integration in personnel management. It has been determined that further research can significantly contribute to the development of effective personnel management strategies in healthcare institutions, which will not only enhance the quality of medical services but also promote the sustainable development of the healthcare system in Ukraine.

Pengaruh Kepemimpinan Transformasional dan Motivasi Kerja terhadap Kinerja Guru di Madrasah Aliyah Negeri 1 Batang Hari

Teacher performance is the ability of a teacher to carry out his duties in an educational institution. Transformational leadership is leadership that includes organizational change efforts. Work motivation is a driving force that creates enthusiasm for someone to want to work together to achieve goals. This research is quantitative research, with a survey approach. The population in this study was all 28 teachers at Madrasah Aliyah Negeri 1 Batang Hari. The research sample where all members of the population were sampled was 28 people. For instrument testing, 20 people were carried out at different Madrasah Aliyah. The results of this research show that, partially, transformational leadership has a significant effect on teacher performance by 46.7%. This shows that the better the transformational leadership, the higher the teacher's performance. Work motivation has a significant effect on teacher performance by 52.2%. This shows that the better the work motivation, the higher the teacher's performance. Simultaneously there is a significant influence between transformational leadership and work motivation on teacher performance of 87%, with the obtained value of fcount ˃ ftable (83.392 ˃ 3.34). This shows reject H0 and accept Ha. This means that there is a significant influence between transformational leadership and work motivation simultaneously (simultaneously) on teacher performance at Madrasah Aliyah Negeri 1 Batang Hari.