Organizational Atmosphere Research Articles

Medical students’ perspectives of reflection for their professional development

BackgroundReflection is a critical component of learning which plays a significant role in improving knowledge and skills. It is a metacognitive process that aims to create a deeper understanding of the situation. This study sought to explore the perspectives of medical students concerning the role of reflection in their professional development.MethodologyThis qualitative content analysis study was undertaken with 20 medical students across different year levels in 2023. Participants entered the study by purposive sampling. Data was collected through individual semi-structured interviews. Interviews were audio recorded and transcribed verbatim. Collected data was analyzed based on the steps proposed by Graneheim and Lundman. Data analysis was performed using MAXQDA-10 software.ResultsA total of 168 primary codes were extracted. After removing duplicate codes and merging similar codes, finally 54 codes were extracted, which were placed in 3 main themes and 7 subthemes. They encompassed: self-awareness (self-acceptance, metacognitive self-exploration, semantic perception); professional competence (self-directed learning, professional commitment); and reflection culture (organizational climate, educational structure).ConclusionsFindings revealed that the most important aspect of reflection is the recognition and acceptance of individual identity, along with the metacognitive awareness of how to know, especially in the early years, and understanding the meaning of behaviors and relationships over time. Students explained the undeniable impact of reflection on individual and self-directed learning and the development of professional commitment during their studies. The findings of this study, specifically major themes from reflection culture narratives, provide us with a better understanding of the lack of a positive organizational atmosphere, inappropriate educational structure and intensive clinical rotations, as well as lack of trust between students and medical teachers, which negatively impact on or hinder professional development. It seems that by faculty development initiatives, mentoring, group reflection sessions, reflective practices can turn into an opportunity to improve the quality of education.

The influence of organizational atmosphere and psychological capital on work performance: The moderating role of psychological contract

This study explores the interconnected roles of organizational atmosphere, psychological capital, work engagement, and psychological contract on the work performance. Structural equation modeling and moderated mediation analyses were conducted to test the hypothesized relationships. Methodologically, the study employed a stratified random sampling of 369 faculty members across various disciplines. Key findings reveal that both organizational atmosphere and psychological capital have a significant positive impact on work engagement, which in turn, enhances work performance. Work engagement acted as a mediator in these relationships. Moreover, the psychological contract was found to moderate the relationship between work engagement and work performance, indicating that the engagement-performance link is stronger when employees perceive their psychological contract has been fulfilled. The implications of this research are multifaceted. Theoretically, it contributes to organizational behavior literature by integrating psychological contracts into the engagement-performance narrative. Practically, it provides actionable insights for university administrators, suggesting that investments in a supportive organizational atmosphere and the development of faculty psychological capital are likely to yield improvements in engagement and performance. The study also underscores the importance of effectively managing psychological contracts to maximize employee output.

The Influence of University Dean’s Teaching Leadership and School Organizational Climate on Physical Education Teachers’ Teaching Efficacy in Selected Universities in China

This study uses the questionnaire method to analyze the influence of university deans' teaching leadership and school organizational climate on teachers' teaching efficacy. The conclusions are as follows: Teachers' teaching efficacy has different levels under different background factors; Principal's instruction can promote teachers' teaching efficacy; The learning and teaching atmosphere in school promote teachers' teaching efficacy. Orderly management is the premise of good school organization atmosphere. It is suggested that teachers should strengthen their confidence in education and teaching, and actively improve their teaching skills and professional qualities. It is suggested that school administrators should pay attention to cultivating teachers' team spirit and establishing a harmonious and friendly interpersonal atmosphere.

협업의 덕목을 통한 디자이너 갈등의 역기능 해소 방안 탐색

The purpose of this study is to resolve the dysfunction of designer conflict through the virtue of collaboration. The scope of the study is limited to the dysfunction of conflict between individuals and groups. This study was a basic study and was conducted through the literature research method, and the following conclusions were drawn. First, in collaboration, the virtues of clarity and justice are highly likely to resolve the dysfunctional elements of conflict, such as energy distribution and group cohesion destruction. Second, in collaboration, the virtues of responsibility and ownership are highly likely to resolve energy distribution, passive participation in the team, and negative organizational atmosphere from work, which are dysfunctional elements of conflict. Third, in collaboration, the virtues of interest and respect are highly likely to resolve psychological anxiety, passive participation, and insufficient progress, which are dysfunctional elements of conflict. Fourth, the open mind and honesty virtue in collaboration is highly likely to resolve energy distribution, negative organizational atmosphere, and group cohesion from work, which are dysfunctional elements of conflict. This study is expected to be used as basic data for a study on how to resolve conflict dysfunction through the virtue of collaboration.

THE INFLUENCE OF RESONANT LEADERSHIP AND ORGANIZATIONAL CLIMATE ON LECTURER PERFORMANCE IN ASAHAN DISTRICT

The role of leaders in running an organization is enormous. This is because leaders influence the decision-making in each program. Suppose there are decision-making errors, which will have fatal consequences for the company's progress. Thus, this study aims to investigate how the organizational atmosphere and resonant leadership affect the performance of academics at the Asahan Regency. This study used quantitative methodologies for data collection, and SmartPLS 3.0 software was used for SEM-Partial Least Square (PLS) data analysis procedures. Two hundred thirty permanent lecturers at the Asahan Regency served as the research sample. The research results show that resonant leadership and organizational climate significantly influence the performance of lecturers in Asahan Regency. So, it is concluded that to increase human resources, resonant leadership, and an organizational environment are needed in higher education institutions in Asahan Regency. Keyword : Resonant Leadership, Organizational Climate, Lecturer Performance

Innovation and adaption in local governments in the face of COVID‐19: Determinants of effective crisis management

AbstractLocal governments were instrumental in managing the COVID‐19 crisis in countries worldwide. This study examines the methods that local governments in Israel used to successfully manage the COVID‐19 crisis. We explored the structural characteristics of the localities that excelled at managing the pandemic. Furthermore, we used measures of the spread of the virus and vaccination rates to identify a group of localities that managed the crisis with relative success. We conducted interviews with officials from these localities to determine the methods, policies, and conditions that led to success. We found that ethnicity, distance from urban centers, and socioeconomic status were associated with effective COVID‐19 management. We also identified several intraorganizational and interorganizational policies and practices that were successful: crisis‐adjusted management, a unified organizational atmosphere, digitalization, information management, autonomous decision making, and the fostering of collaborative relationships. Implications of the findings for the All Hazards Approach to disaster management are discussed.

Correlating Managerial Activities, Academic Supervision, and Teacher Competence in Public Elementary Schools

The objective of this study is to explore the immediate links between the management practices of principals and the organizational atmosphere, as well as the direct connections between the academic oversight by principals and the professional skills of public elementary school educators in the Kuripan District of Barito Kuala Regency. Utilizing a quantitative approach, this investigation employs a correlational study design that is articulated through a path analysis framework. The study encompasses a total of 55 educators, with the sample including the entire population via a comprehensive sampling method. The methodology for gathering data incorporates the use of surveys and the examination of PKG (Teacher Performance Assessment) records. The analysis of the data involves descriptive statistics, tests for normality, linearity, and multicollinearity prerequisites, alongside assessments of validity and reliability, and the execution of multiple regression analyses for hypothesis testing, including t-tests, F tests, and evaluations of effective and relative contributions, in addition to path analysis. Findings indicate a direct correlation between the principals’ managerial roles and the professional capabilities of teachers at 0.352, between principals’ managerial roles and the organizational environment at 0.424, between academic oversight and teachers’ professional capabilities at 0.335, between academic oversight and the organizational environment at 0.380, and between the organizational environment and teachers’ professional capabilities at 0.346. Indirect correlations were observed between managerial activities of principals through the organizational climate on teachers’ professional capabilities at 0.147, and academic oversight through organizational climate impacting teachers’ professional capabilities (Y) at 0.131. In summary, the study confirms both direct and indirect associations between the managerial tasks of principals and academic oversight, mediated by the organizational climate, with the professional competence of teachers.

RESEARCH ON THE IMPACT OF CORPORATE CULTURE ON THE TURNOVER OF KNOWLEDGE EMPLOYEES - TAKING WORK HAPPINESS AS A FACTOR

In new energy vehicle manufacturing enterprises, the proportion of knowledge-based employees is the highest because the software and hardware design belong to the high-end manufacturing scope, which requires high levels of knowledge and learning ability from employees. The majority of knowledge-based employees have completed their higher education, allowing them to immediately apply their acquired professional knowledge to their work positions. Moreover, knowledge-based employees have relatively high innovation abilities. Corporate culture serves as the foundation for a company's overall organizational atmosphere. If a knowledge-based employee psychologically underestimates their company's corporate culture, they will be dissatisfied with the current organizational atmosphere and interpersonal relationships. If they fail to effectively control and eliminate negative emotions, they may develop a tendency to resign or even engage in resignation behavior. Employee recognition of the corporate culture reduces the likelihood of knowledge-based employees resigning. The higher the cultural identity, the lower the probability of knowledge-based employees having a tendency to resign; there is a reverse effect between the two. The overlap of corporate strategies and the sense of corporate culture identity can both reduce the likelihood of knowledge-based employees leaving, but the degree of corporate culture identity has a greater effect on reducing the likelihood of turnover among knowledge-based employees. The job satisfaction of knowledge-based employees can play a mediating role between corporate culture and turnover intention, further amplifying the stimulation of corporate culture and helping companies reduce the probability of knowledge-based employee turnover intention.

La « gouvernance clinique » : sur un mode de travail particulier chez les directeurs d’hôpital

ContextThe public healthcare system in France is in search of a new “spirit” to address the symptoms of disaffection it currently experiences. Management sciences are exploring how leadership can enhance workplace well-being, emphasizing “salutogenic” approaches and caring leadership. In contrast to previous interpretations of “clinical governance,” often focused on the use of evidence-based clinical data, we investigate the potential use of psychoanalytic theories to shed light on clinical governance practices attentive to the diverse elements contributing to organizational atmosphere. ObjectivesWe aim to return to the conceptions and practices of hospital administrators themselves. The demonstration will revolve around identifying the objects of the specific work done by clinical governance, and the actions taken by hospital administrators practicing this way. Our aim is to extend to the healthcare field the path laid out by institutional psychotherapy in psychiatry, ensuring healthcare institutions do not perpetuate, at their highest hierarchical level, the social symptoms of their time. MethodOur approach is rooted in empirical interpretation sciences and relies on a qualitative analysis methodology that emphasizes proximity to the lived experience of our interviewees. Our field investigation has been ongoing for several years, conducted in collaboration with management teams from institutions of various sizes and regions. The abductive hypothesis of a form of clinical governance gradually emerged while working closely with two well-known hospital administration teams. We engaged in co-thinking with the involved directors to validate our interpretations. ResultsWe revisit the concept of “clinical governance” to describe a way of managing hospitals which symbolically and attentively, though sometimes unconsciously, works with a number of identified objects. We define these objects as related to the organization: hierarchy, space, resources, information, the “scope” of action, and time. Others elements are related to the institutional network: speech, the Self, the perception of others, conviviality, and affects. Each of these elements is examined from the perspective of its symbolic significance, beyond its material or practical aspects, with the understanding that their circulation is of particular interest to clinical governance. InterpretationOur results call for a renewal of institutional psychotherapy in general hospitals, through the perspective of daily “asepsis” of the milieu as facilitated by clinical governance. This involves a recognition by hospital administrators of the symbolic value of the objects we have listed. Clinical governance enables administrators to interpret the symbols behind the apparent materiality of what healthcare professionals discuss. While our results are partial and exploratory, they pave the way for a psychoanalytic clinical perspective regarding hospital governance, alongside management sciences.

Understanding English Language Teachers’ (De)motivation Toward Continuing Professional Development Through Psychological Contract and Work Attitude

Motivation as the driving force for achieving success, pursuing goals and fulfilling objectives, is shaped and affected by intrinsic and extrinsic factors, psychological contract and work attitude. Like other professionals, English language teachers also need to be motivated for continuous professional improvement in order to achieve organizational goals and ultimately reach high educational quality. Thus, it is of high importance to investigate teachers’ (de)motivation toward CPD. This paper focuses on the (de)motivational reasons as to why English language teachers at a university do not take part in professional development despite their awareness of its significance for their career, institution’s development and their students’ learning. The data from EFL teachers were collected through an online questionnaire consisting of three open-ended questions. The majority of the teachers were found to feel that the continuing professional development events were organized without considering their current workload, needs and contextual factors. It was also found out that the general organizational atmosphere and work attitudes of their colleagues led to decreased motivation and psychological contract. These results offer certain implications for the administrators of educational institutions regarding the importance of considering motivational factors, psychological contract and work attitude in planning continuing professional development for English language teachers.

A configuration analysis on knowledge transfer between projects: from horizontal and vertical perspectives

PurposeDespite the knowledge transfer between projects has received increasing attention from scholars, few scholars still conduct comprehensive research on inter-project knowledge transfer from both horizontal and vertical perspectives. Besides, knowledge transfer is affected by multiple antecedent conditions, and these factors should be combined for analysis. Therefore, this paper aims to explore the key factors influencing knowledge transfer between projects using the fuzzy-set qualitative comparative analysis (fsQCA) method from both horizontal and vertical perspectives and how these factors combine to improve the effectiveness of knowledge transfer (EKT) between projects.Design/methodology/approachFirst, nine factors affecting knowledge transfer between projects were identified, which were from the four dimensions of subject, relationship, channel, and context, namely temporary nature (TN), time urgency (TU), transmit willingness (TW), receive willingness (RW), trust (TR), project-project transfer channels (PPC), project-enterprise transfer channels (PEC), organizational atmosphere (OA), and motivation system (MS). Then, the source of the samples was determined and the data from the respondents was collected for analysis. Following the operation steps of the fsQCA method, variable calibration, single condition necessity analysis, and configuration analysis were carried out. After that, the configurations of influencing factors were obtained and the robustness test was conducted.FindingsThe results of the fsQCA method show that there are five configurations that can obtain better EKT between projects. Configuration 3 (∼TN * ∼TU * TW * RW * TR * ∼PPC * PEC * MS) has the highest consistency, indicating that it has the highest degree of the explanatory variable subset. Configuration 1 (∼TN * ∼TU * TW * RW * PEC * OA * MS) has the highest coverage, meaning that this configuration can explain most cases. Also, the five configurations were divided into three types: vertical transfer, horizontal-vertical transfer, and channel-free transfer category.Originality/valueFirstly, this study explores the key factors influencing knowledge transfer between projects from four dimensions, which presents the logical chain of influencing factors more clearly. Then, this study divided the five configurations obtained into three categories according to the transfer direction: vertical, horizontal-vertical, and channel-free transfer, which gives implications to focus on both horizontal knowledge transfer (HKT) and (VKT) when studying knowledge transfer between projects. Lastly, this study helps to realize the exploration of combined improvement strategies for EKT, thereby providing meaningful recommendations for enterprises and project teams to facilitate knowledge transfer between projects.

The Effect of Ethical Behavior Strategy on Job Voice, Work Ethics as an Interactive Variable: An Applied Study in the Basra South Oil Company

Ethical behavior and work ethics are among the topics that have received great attention in recent years because of their clear impact on business organizations, as these organizations have begun to work in a continuous movement to issue regulations and ethical codes to form and formulate their goals and principles in a way that frames the ethical responsibility of the organization as well as the extent of their impact on voice performance. career of these organizations After the financial and profit aspect was the goal of business organizations, today they focus on ethical aspects. Rather, organizations seek to outperform competitors by using ethical standards and principles as a criterion for competition. They also determined their impact on the performance of the job voice of employees and the extent to which these standards are reflected in their individual and collective decisions and principles. Therefore, the importance of the study aims to diagnose the extent of the impact of ethical behavior on job performance through work ethics in the South Oil Company / Basra. The study is an applied study in the South Oil Company / Basra. The descriptive analytical statistical approach was adopted, and a questionnaire was prepared and distributed with the aim of testing the study hypotheses. Several questionnaires were distributed to the sample, and a strong direct relationship was found between the variables of the study. One of the most important conclusions reached by the study is that ethical behavior greatly affects job performance, organizational atmosphere, improving relations between employees and senior management, and enhancing trust through adopting work ethics and effective behaviors.

Treatment of Diabetic Foot Ulcers Based on an Interdisciplinary Team Approach: Exploratory Cross-Sectional Study of Patients' Views on Quality of Care.

The purpose of this study was to evaluate patients' perception and quality of diabetic foot ulcer (DFU) care delivered by an interdisciplinary team approach (ITA). Exploratory cross-sectional study. Twenty patients with a healed plantar DFU were recruited from an interdisciplinary Wound Care clinic of a Canadian University affiliated hospital. Their mean age was 64years (75% were males [n=15]), 18 (90%) were living with type 2 diabetes, and 45% (n=9) had osteomyelitis in the previous year of their enrollment in the study. The validated short form of the Quality From the Patient's Perspective questionnaire was used to evaluate quality of care dimensions (medical-technical competence of the caregivers; physical-technical conditions of the care organization; degree of identity-orientation in the attitudes and actions of the caregivers; and sociocultural atmosphere of the care organization). Respondents reported experiencing a high level of quality care with an ITA. All indicators of patient-perceived reality of care delivered were superior or equal related to their subjective importance in all dimensions of quality care (with scores ranging from 3.85 to 4.00 on a 4-Point Likert scale). Patients' satisfaction regarding the ITA was high. Study findings suggest that an ITA model provided high quality of care for treating DFUs for all quality dimensions judged important for patients.

Validation of the scale of reflective practice in clinical settings among nursing students in Morocco

Background and SettingThe Clinical Practice Reflection Questionnaire (CPRQ) for Nursing Students is a reliable assessment tool used to evaluate students’ reflective practice in clinical settings. However, its validation in the French and Moroccan context and its utilization in nursing education require further investigation. ObjectiveThis study aims to verify the validity of the French version of the CPRQ, specifically translated and adapted for nursing students. ParticipantsThe study included two purposive samples of nursing students from the Higher Institute of Nursing Professions and Health Techniques (HINPHT) in Fez, along with its affiliated campuses in Meknes and Taza. The first sample consisted of 400 nursing students from various academic backgrounds in their second or third year of study. The second sample comprised 800 nursing students. Design and MethodsAn exploratory factor analysis (EFA) was performed on the sample of 400 participants to identify the underlying factor structure. The EFA revealed six factors, which were further validated using confirmatory factor analysis (CFA) on the larger sample of 800 participants. ResultsThe principal factor analysis showed that the CPRQ consists of six factors, explaining 80.78% of the total variance. These factors are essential dimensions of the CPRQ, capturing a significant amount of variability in the scores. The reliability analysis indicated a Cronbach's alpha coefficient of 0.720, indicating good internal consistency. The model's fit indices in the CFA demonstrated high levels of agreement, confirming the strong performance and favorable fit of the measurement model. The CFA also confirmed the original structure proposed by Bijani et al. in 2021, encompassing factors such as professional competence, internal sources of motivation, stimulating clinical context, dynamic organizational atmosphere, reflection-based self-management, and dynamic professional growth. ConclusionsThe findings of this study provide empirical evidence supporting the validity and reliability of the French version of the CPRQ scale as an effective tool for evaluating nursing students’ reflection skills in clinical practice. The validated scale can be confidently employed by nursing educators to assess students’ reflective abilities in a rigorous and consistent manner.

Exploring Teaching Beliefs, Efficacy, Innovation, and Organisational Atmosphere in Western China Universities

Background: In response to the challenges posed by the information economy, Chinese education, like many other global educational institutions, has undergone significant changes. The economic expansion and educational progress in China have led to an improvement in the country's overall educational standards. However, the economic disparities between the eastern and western regions have resulted in lower living standards in the western part of the country. Notably, there are substantial differences in economic and educational growth between the eastern and western regions, with the eastern region experiencing rapid expansion, while the western sector lags behind, particularly in the realm of university education. Objective: This review explores teaching beliefs, efficacy, innovation, and organizational atmosphere in Western China Universities, aiming to understand the dynamics in the context of regional economic and educational disparities. Method: Recent research in China on teaching beliefs and related aspects is emerging. Scholars emphasize adopting progressive educational values aligned with contemporary society's complexity. The study aligns with the pedagogical shift towards student activation through methods like inquiry-based and collaborative learning. Results & Conclusion: The review emphasizes disparities between eastern and western China, highlighting the crucial role of positive teaching elements in enhancing outcomes in Western China Universities. Recommendations include addressing economic and educational gaps and adopting progressive educational values for better alignment with societal needs.

Role of organizational characteristics on counterproductive knowledge behavior: a meta-analysis

PurposeIn recent years, counterproductive knowledge behavior (CKB) and its types have received increasing interest in knowledge management as the degree of knowledge sharing and innovation in enterprises continues to increase. A rapidly growing number of studies have shed light on the important antecedents and consequences of employees’ CKB. However, the various labels, conceptualizations and operationalizations of CKB have fragmented this body of research. This study aims to systematically integrate the effects of the six types of organizational characteristics on CKB and further draws more general conclusions based on the results of previous studies.Design/methodology/approachBased on a survey of 103 effect values responsible for 52 CKB samples, the authors use the ABC theory to explore the effects of the six types of organizational characteristics on CKB. Moderator analysis were performed to resolve inconsistencies in empirical studies and understand the contexts under which CKB has the strongest or weakest effect.FindingsThe results showed that task interdependence and a positive organizational atmosphere, in general, negatively affect employees’ CKB in the moderation analysis. In contrast, workplace discomfort, negative organizational atmosphere, internal competition and time pressure positively and partly affect employees’ CKB. The direction and magnitude of these effects were affected by emotional factors, knowledge personnel types and sample sources. Discussing the theoretical, methodological and practical implications of these findings can offer a guiding framework for future research.Originality/valueBetter control of employees’ CKB is not achieved by adjusting organizational characteristics alone but by combining personal characteristics and mood changes with it to balance organizational characteristics and CKB. Furthermore, the large-sample joint study integrated the conceptual definition of CKB. The multivariate data study provided more reliable conclusions and a solid theoretical foundation for CKB research areas.

Pengaruh Lingkungan Kerja Terhadap Kerja Sama Pegawai Pada Kantor Badan Pusat Statistik Kabupaten Wajo

The success of an organization is based on the ability of its members to work together, determined by a good work environment. The work environment emphasizes the pleasant feeling of the organizational atmosphere, not only from the physical condition but also from all internal aspects of the organization. Thus, the work environment that develops in an organization will be pleasant or unpleasant for the employees concerned. This research is census research, namely research whose data sources are all members of the population, with the main data collection technique being a questionnaire. Using a quantitative approach with descriptive and associative study methods. The descriptive method is a method for finding out the value of an independent variable to be connected or compared with other variables, the associative method is a method intended to connect a variable with other variables. The results of research data analysis on the Work Environment and Collaboration prove that the Work Environment at the Central Statistics Agency Office is in the good category. Likewise, the Cooperation variable is in the Very Good category. The influence that the Work Environment variable has on Collaboration is in the very strong category and the direction of the relationship is positive and the data is significant. The conclusions that can be obtained from this research are as follows. The work environment for staff at the Wajo Regency National Staristic Agency Office is in the good category. Cooperation between employees of the Wajo Regency National Staristic Agency Office is in the Very Good category. The results of data analysis show that the influence provided is a strong influence with a positive and significant relationship direction.
 

Unlocking Creativity: The Influence of Learner Motivation and Intergenerational Knowledge Transfer in Hospital Settings

This study examines the dynamics of intergenerational knowledge transfer among young hospital staff. Through a sample of 361 participants, the research investigates the impact of learner motivation, organizational atmosphere, and absorption capacity on knowledge sharing and innovation. Findings reveal a significant positive relationship between learner motivation and both online and offline knowledge transfer, emphasizing the pivotal role of intrinsic drive-in facilitating knowledge exchange. Moreover, the study identifies organizational atmosphere as a moderator, highlighting its influence on the effectiveness of knowledge transfer processes. Additionally, absorption capacity emerges as a critical factor in enhancing the efficacy of knowledge dissemination within healthcare settings. These results underscore the importance of fostering a supportive organizational culture and developing individuals' intrinsic motivation to promote knowledge sharing and innovation among hospital staff.

Investigating the Essential Function of School Leadership in Nurturing Teacher Professional Advancement and Sustaining Long-Term Commitment

This paper investigates the pivotal function that school leadership undertakes, fostering the growth of educators while ensuring their enduring commitment to educational institutions. A thorough investigation uncovers the intricate facets of effective school leadership, spanning the establishment of a context propitious to ongoing advancement. By scrutinizing the dynamic interplay between administrative leadership and the evolution of teaching professionals, the study unveils stratagems for the customization of growth opportunities, enhancing pedagogical efficacy. Additionally, the research addresses the intricacy of sustaining teacher engagement, revealing how adept leadership cultivates a positive organizational atmosphere, acknowledging educators' contributions and cultivating their vocational contentment. Amid the diverse set of challenges encountered, such as temporal limitations and constrained resources, the inquiry charts novel courses toward augmenting leadership competencies. Surveying the educational panorama, this inquiry insinuates trajectories for prospective research, emphasizing the enduring imprint of leadership campaigns and the transformative role of technology. In summation, this examination augments the comprehension of the mutualistic rapport existing between administrative leadership and educator progress, disseminating insights that resonate with educational policy and practice.

Understanding the Organization Atmosphere and Culture

Despite a growing interest in atmospheric phenomena within management and organization studies, a distinct line of research on atmospheres can hardly be identified. The present article reviews existing concepts of atmosphere in management and organization studies to promote a common understanding of how to conceptualize atmospheres. On the uppermost level, dualistic and non-dualistic concepts of atmosphere are distinguished. This article shows that non-dualistic conceptions are more appropriate for researching atmospheres than dualistic conceptions, but still need further development. In case of this paper, it is shown that considering the socialites of atmospheres is especially important to foster such a development. Furthermore, it is suggested that a full-range consideration of atmospheres needs to take both aesthetic and anaesthetic elements into account. In sum, the article pleads for a more systematic discussion of non-dualistic conceptions of atmosphere and seeks to mark a starting point for a distinct and coherent area of research on atmospheres within management and organization studies