Managers Of Organizations Research Articles

Role of organizational silence in predicting job burnout and its components: A case study of Malayer University employees

Introduction: The advancement of organizations depends on engagement, providing essential and constructive insights and prospectives from human resources and intellectual capital. This research designed and implemented to study the impact of organizational silence syndrome on employee burnout. Moreover, the connections between research variables and demographic variables were tested. Materials and Methods: The study employed a descriptive-correlation approach, while the research framework is a multivariate correlation design. The statistical population of the research consisted of 110 administrative employees of Malayer University. Considering the small size of the community, the census approach employed. Data collection tools included organizational silence questionnaires developed by Dina et al. (2003) and job burnout questionnaires by Meslash and Jackson (1981). Results: The study’s findings indicated a notable connection between organizational silence and components job burnout. The findings of the research showed a noteworthy correlation between ProSocial silence and emotional exhaustion (r=0.294 / sig=0.001). Nevertheless, there was no significant connection between defensive and acquiescent silence and emotional exhaustion. Among the variables of organizational silence, Acquiescent silence (r=0.374/sig=0.001) and defensive silence (r=0.456/sig=0.011) were significant predictors of depersonalization. According to the results, proSocial silence had a significant relationship with the feeling of inadequacy (r=0.222/sig=0.012). However, there was no significant connection between Acquiescent and defensive organizational silence and the sense of inadequacy. The research results also confirmed the existence of significant relationships between certain demographic variables and job burnout as well as organizational silence. Conclusion: According to the findings of the study, managers of organizations should foster a transparent atmosphere for employees enabling them to share their views openly and without apprehension. This is crucial as organizational silence, not only contributes to employee burnout but also leads to numerous adverse effects for both the organizational and individuals.

Examining the impact of artificial intelligence capability on dynamic capabilities, organizational creativity and organization performance in public organizations

Purpose This study aims to evaluate an artificial intelligence (AI) capability scale using resource-based theory and tests its impact on dynamic capabilities and organizational creativity to influence the performance of public organizations. Design/methodology/approach The study used qualitative and quantitative methods to develop and validate an AI capability scale using an integrative psychometric approach. An initial set of 26 items was selected from the literature for qualitative analysis. Self-reported data from 344 public managers in United Arab Emirates public organizations were used for scale refinement and validation. Hypotheses were tested against theoretically related constructs for nomological validation. Findings A 23-item AI capability scale was developed. Nomological testing confirmed that AI capability positively and significantly enhances dynamic capabilities, which in turn boosts organizational creativity and improves organizational performance. Originality/value Previous information system literature has not sufficiently addressed the importance of organizational-level complementary resources in developing distinctive capabilities within public organizations. Grounded in resource-based theory and recent AI research, this study provides a framework for public sector organizations to assess their AI capabilities. The findings empirically support the proposed theoretical framework, showing that AI capability increases dynamic capabilities, organizational creativity and performance.

Manajemen Peserta Didik sebagai Strategi Meningkatkan Prestasi Siswa dan Kualitas Sekolah

The purpose of this study was to determine how Al-Furqon High School implements student management, so that later students at Al-Furqon High School can improve student achievement and at the same time improve the quality of the school. Through planning, organizing, supervision, and evaluation, with the main focus being on monitoring student activities as a whole, both outside and inside the classroom. This analysis includes guidance and counseling services, outdoor and indoor learning, student discipline, and student involvement in extracurricular activities, which will later support student talents and potential both in academic and non-academic fields. The principal, BK teacher, homeroom teacher, and students are the subjects of the study. This research method uses a qualitative research approach and collects data through observation, documentation, and interviews. Primary data sources are taken through direct observation results in the field, recordings of interview results that are first converted into word form and then we draw conclusions. Meanwhile, secondary data is taken through journals, books, and official school documents such as learning outcomes. The collected data is then analyzed through several stages which will later make it easier to draw conclusions. The results of the study theoretically show that organized student management with teacher supervision, communication between teachers and parents, and student involvement in school activities greatly contribute to student achievement and school quality. Practically, this study can be a guide for schools to improve student management, by increasing communication between teachers and parents, and designing programs to support student academic success and improve school quality.

A multi-stakeholder perspective to improve the efficacy of management consulting practice in the New Zealand public health system

ABSTRACT The global health sector is increasingly utilizing management consulting services to enhance performance. This study, based on strategy-as-practice perspective, examines the effectiveness of these services. Using a modified Delphi method, we gathered insights from 28 management consultants and 30 health organization managers. Results indicate that management consulting falls short in improving performance and building new capabilities in the health sector. Consulting practice, the way it is delivered, develops distrust, inadequate accountability for outcomes, and discourages cooperation focusing on short-term wins and overlooking meaningful transformations. This study offers recommendations to improve the efficacy of management consulting in the public sector.

Правовые и социально-психологические аспекты создания единой модели организации для детей-сирот и детей, оставшихся без попечения родителей

<p style="text-align: justify;">The main direction of social policy in Russia is the deinstitutionalization of children placed in institutions as a result of separation from their parents. In the last decade, the system of institutions for orphans and children left without parental care has been reformed: change of departmental affiliation, improvement of living conditions, additional functions, and so on. Family placement of orphans and prevention of social orphanhood have led to a significant reduction in the number of children in institutionalized settings (32 thousand in 2024) and one of the pressing issues today is the expediency of creating a Unified model organization (UMO) for this category of children and the possibility of combining it with other institutions working with children in difficult life situations. Together with the legal and organizational problems of creating a UМО, there is a question of compatibility of children with different legal status, medical diagnoses, educational and social needs in one educational group or one institution. The article contains the results of the assessment of the socio-psychological consequences of the introduction of UMO from the point of view of organization managers (N=176 people) and psychologists (N=119 people), and possible risks when merging institutions.</p>

AI in Corporate Governance: Navigating Critical and Comfortable Aspects

Today Artificial Intelligence (AI) and related technologies have become a disruptive force in the market, impacting every aspect of a business. AI's roles in corporate governance (CG) practices are important; it, however, has to be seamlessly integrated for the desired outcomes. This research aims to assess the critical and comfortable aspects of AI for CG in organisations, specifically in the manufacturing sector. The research employed a qualitative strategy since the strategy aids in exploring a phenomenon comprehensively. In line with the qualitative strategy, semi-structured interviews with experts from the manufacturing industry were conducted as subject of this research. Thematic analysis was done on data using ten experts, ranging from China’s manufacturing industry. The findings reveal that AI is quite important for CG since it can improve all the parts of CG, focusing on risk management and decision-making. Interviews with experts emphasised that AI has facilitated rational decision-making and risk management in organisations. Yet the findings also showed that AI in CG was not quite without challenges, such as data quality, ethics and employee resistance. Nonetheless, appropriate mitigation strategies can be implemented, like robust data governance frameworks and training programs for employees that can make AI a critical aspect of CG and ensure that it is comfortably integrated into business operations. Overall, this research has significant managerial implications since it highlights the need for AI in CG by addressing the challenges faced with AI integration.

Effective Management Practices of Government Owned Tertiary Hospitals: A Way out for Employee Development in Enugu State

The study examined effective management practices of government owned tertiary hospitals with regards to employee development. Low patronage and unprofessionalism of staff of government owned tertiary hospitals in Enugu state is tending towards an alarming rate. In every organizational set up, efficiency and productivity are of utmost importance, and it is common knowledge amongst managements of such organizations that these can only be attained through the employees. The aim of this study was to determine the extent to which staff training influences quality of output of employee, assess the extent to which conflict resolution affects punctuality at work of employee and ascertain the extent manpower planning influences employee turnover of government owned tertiary hospitals. Descriptive survey research design was adopted. A sample of 328 respondents were drawn from junior and management staff of selected government owned tertiary hospitals in Enugu State. A 4-likert scaled questionnaire with 18 items was used for data collection. Mean and t-test were used for analysing responses to the research questions and testing the hypotheses. Findings revealed, among others that staff training positively and significantly influenced quality of output of employee of tertiary hospitals t(4)= 2.506, p< .05], conflict management positively and significantly affected punctuality at work of employee of tertiary hospitals t(4)= 2. 324, p< .05] and manpower planning influenced employee turnover of government owned tertiary hospitals t(4)= 2.401, p< .05]. It was concluded that management practices significantly and positively affected employee development of government owned tertiary hospitals in Enugu state. It was recommended, among others that as part of efficient management practice, already budgeted funds for career training and development in government owned tertiary hospitals should be enhanced through training, conflict resolution and manpower planning.

Peran Media Sosial X Dalam Pemanfaatan Upaya Mitigasi Bencana

Social media has become a strategic tool in supporting disaster mitigation efforts, including in the rapid and widespread dissemination of information. This study analyzes the role of social media X (formerly Twitter) in supporting disaster mitigation efforts for the eruption of Mount Lewotobi Laki-laki on November 8, 2024. This mountain erupted twice with the eruption column reaching 10 km above the peak, producing thick volcanic ash that affected the surrounding area. The National Disaster Management Agency (BNPB) utilized social media X to provide the latest information, early warnings, and safety guidance to the public. The research method used a descriptive-qualitative approach with content analysis of BNPB's official posts on the X platform. The results showed that social media X was effective in disseminating real-time information, raising public awareness, and coordinating emergency response efforts. In less than an hour after the first eruption, BNPB managed to reach thousands of users with information related to the affected areas, evacuation steps, and health recommendations related to volcanic ash. However, there are challenges such as the potential for the spread of false information that can cause panic in the community. This study confirms that social media X has an important role in disaster risk management. Optimal use of social media, supported by organized information management, can help save lives and minimize the impact of disasters. This study recommends intensive training for BNPB officers in utilizing social media effectively for disaster mitigation.

The effects of cross-functional coordination and competition on knowledge sharing and organisational innovativeness: A qualitative study in a transition economy

Adopting a coopetition framework and a qualitative study using depth-interviews of mid- and top-levels managers in Vietnamese business organisations, this study examines the potential significance of different coordination mechanisms (decentralisation, formalisation, lateral relations, informal networking, and shared vision) in fostering knowledge sharing between marketing and other departments in the presence of cross-functional competition. This study reveals the potentially significant effect of coopetition (i.e., simultaneous coordination and competition) on the degree of knowledge sharing between marketing and other departments in business organisations. The enhanced knowledge sharing can, in turn, positively improve organisational innovativeness. These findings add to limited research on intra-firm coopetition and shed light on how cross-functional coordination and competition can be managed to foster intra-organisational knowledge sharing towards enhancing innovation in the context of Vietnam, an emerging Asian country.

Jenis Jenis Konflik Dalam Organisasi

Organizational conflict is an unavoidable dynamic that significantly affects effectiveness and productivity. This study examines various types of conflicts in organizations, such as interpersonal, intrapersonal, and structural conflicts, along with their impact on organizational performance. Through a literature review approach, this research explores conflict causes, including value differences, poor communication, and resource competition. The findings reveal that conflicts can yield positive outcomes, such as fostering innovation and strengthening relationships, while also leading to negative effects, such as stress and reduced performance. This study provides insights for organizational managers to constructively manage conflicts, ensuring organizational sustainability.

Towards an Integrated Performance Management and Measurement System for healthcare organisations: a case study in Montreal

This study proposes an approach for developing or improving performance management and measurement systems (PMMSs) for healthcare organisations. First, data is collected to analyse and understand the current organisation’s performance management system. Second, the SWOT (Strengths, Weaknesses, Opportunities, Threats) method is used to identify the main aspects of the performance management system to be improved. Third, based on the scientific literature and SWOT analysis, BSC principles are integrated to this performance management system to better align the organisation’s performance objectives and indicators with its strategy. Finally, we develop a performance indicator structure and select indicators to be used as well as how these indicators could be integrated and shared with higher hierarchical levels in the organisation by using AHP (Analytic Hierarchy Process). Our approach is applied to the CIUSSS du Centre-Sud-de-l’île-de-Montreal (CCSMTL), a large healthcare network, in the province of Québec, Canada.

DIAGNOSTICS OF REGIONAL DIFFERENCES IN THE HUMAN RESOURCE MANAGEMENT SYSTEM IN MODERN CONDITIONS

The article notes that in the conditions of war in which our country is currently located, an important issue is the development of measures to regulate objective processes in the labor market caused by the departure of a significant number of qualified specialists abroad, the movement of the employed population from region to region, and the mobilization of a significant part of the economically active population. The article indicates that within the framework of this problem, the main task is to improve the interaction between the central government and local government bodies, taking into account the real state of the military, economic, demographic, social, political, and humanitarian situation. It is necessary to significantly expand the powers of territorial communities in all spheres of public life. Management by peaceful methods during war is impossible. This is especially relevant, since the administrative and territorial reform has not yet been completed and is closely related to the results of hostilities. The article notes that the war has imposed new requirements on the style of personnel management. The main thing is to preserve labor capital and increase the efficiency of employees. The management system should be flexible and economically justified and legally impeccable. This approach assumes a certain freedom of decisions and actions of managers. A state of emergency allows for extraordinary organizational measures, in particular in the field of logistics of goods and services. The article notes that the regulatory documents that we have already analyzed emphasize that during martial law, the freedom of decisions and actions for managers of organizations may be limited. The instability of the political and economic situation can lead to a disruption of investment in production and the supply of products and spare parts, as well as electricity, which in turn can increase the risk of injuries, violations of labor discipline, and staff turnover. Preservation of labor potential is a priority for every manager. For this, it is necessary to use various forms and means of stimulating personnel. Management practice has developed such forms of employee encouragement as mutual support and cooperation, material and moral incentives, training and development, advanced training, and prospects for professional and career growth.

High-Performance human resource practices: implications for discretionary work behaviour in higher educational institutions

Purpose Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance human resource practices (H-PHRPs) on its outcomes. Scholars have, however, questioned the appropriateness and applicability of H-PHRPs in developing economies, one of the eye-catching debates being the implicit universality of H-PHRPs. Literature has also banded the H-PHRPS and established the antecedent role of H-PHRPS on its outcomes. This study aims to examine the relative importance of H-PHRPs on discretionary work behavior (DWB) using a sample from public university employees to confirm the external validity of H-PHRPS constructs by replicating the findings in an Eastern setting and, more so, a developing nation like Uganda. Design/methodology/approach In the study, the authors used relative analysis to determine the role of H-PHRPs in enhancing DWB. The authors examined performance-based compensation, employee training and development, employee empowerment, competence-based performance appraisal and merit-based promotion as the H-PHRPs. The authors selected a sample of employees from Ugandan Universities used an explanatory study design to test the antecedent role of H-PHRPs on DWB. Findings The research results show that individual H-PHRPs significantly affect DWB. As regards the relative importance of H-PHRPs on DWB, the findings further reveal that H-PHRPs predicts DWB over and above its individual components. Research limitations/implications The authors gathered the data from public universities; therefore, when applied to a scenario of private universities, the conclusions might not hold up. Therefore, to confirm the results of the current study, future research can take private universities into account. Although, the study was cross-sectional, high performance human resource strategies in an organization may evolve over time. This work paves the way for future longitudinal studies in the same field of study. Practical implications This research presents an understanding justification for human resources management strategies. Organizations’ managers should improve the morale of their employees through various management practices by strategically devising human resource practices geared toward enhancing employee DWB. Organizational managers ought to prioritize the high-performance practices in order of relative importance in enhancing employee DWB. By prioritizing human resource practices, like training and pay for performance, universities are able to proportionately direct distinctive focus on human resource practices that enhance employee behaviors. Originality/value The findings of the research have both empirical and theoretical significance. This is an innovative study that aims to determine the relative relevance of H-PHRPs on DWB by using a sample taken from Ugandan public universities which is a developing nation. From a theoretical standpoint, the study enhances the practicability of the social exchange theory by establishing that employees exhibit DWB to reciprocate the organization for the H-PHRPs provided by the organization.

How a manager’s background shapes perceived leader credibility: A survey experiment among teachers and civil servants in The Netherlands

This study examines the effect of line managers’ professional and managerial background on perceived leader credibility in people-processing and people-changing organizations. Findings from a vignette experiment among teachers and civil servants working in (local) government in the Netherlands indicate that a professional and managerial background increases perceived leader credibility. The effect of a managerial background on perceived leader credibility is stronger in people-changing organizations than in people-processing organizations. We conclude that line managers’ background matters for understanding perceived leader credibility, but that the dimensions of leader credibility should be considered. More research is needed to better understand the implications of the organizational context on employees’ perceptions of line managers in public organizations.

Strategic decision-making in outsourcing: Towards a substantive theory of business streamlining in outsourced processes

Organizations are embracing the concept of outsourcing to avoid spending on skills that are needed intermittently. Studies have indicated that outsourcing has been accepted as a strategic move that will be unavoidable business practice in the future. However, there is no clear framework for strategic outsourcing that organizations can use to ensure success. This research utilizes exploratory and descriptive approaches to investigate outsourcing decisions in organizations and the basis of optimizing outsourcing practices. The qualitative aspect of the research involved interviewing of top managers of organizations to gain understanding of outsourcing decisions and challenges encountered in the process. The research employed inferential statistical analysis to draw conclusions from the data collected. The results indicated that outsourcing decisions are motivated by firms seeking operational efficiency. Most firms base their outsourcing tactics on the prior experiences, and there was high correlation between the number of times a firm has outsourced and outsourcing optimization. Also, the study finds out that technological complexity is a considerable factor when making an outsourcing decision. Incidentally, the study established a high correlation between outsourcing and operational efficiency. Organizations that had a propensity to outsource recorded high alignment with objectives and goals. The research validates the need for outsourcing optimization, and proposes a framework for effective outsourcing.

Remote blood pressure monitoring in women at risk of or with hypertensive disorders of pregnancy: A systematic review and meta-analysis.

Remote blood pressure monitoring refers to an organized framework that either allows clinicians to review home-based blood pressure readings and institute management, or provide participants with clear instructions for contacting care teams when blood pressure readings are out of prespecified targets. With widespread uptake of telemonitoring and mobile health in recent years, such models of care have been increasingly described in the literature. This study aimed to review remote blood pressure monitoring in pregnant and postpartum women who are at high-risk for or have an established diagnosis of hypertensive disorders of pregnancy, and its effect on maternal and fetal outcomes, healthcare utilization and psychosocial outcomes. PubMed, Medline, Embase, Cochrane Library, Web of Science and CINAHL databases were searched electronically in June 2024 to their inception. Included studies compared remote blood pressure monitoring with standard care. Remote blood pressure monitoring was pre-defined as any framework for measuring blood pressure remotely in pregnancy, with organized review by clinicians. Published full-text and study abstracts describing randomized controlled trials and observational studies were included. The study population was pregnant women at high-risk for developing pre-eclampsia or postpartum (<6 weeks) women with an established diagnosis of a hypertensive disorder of pregnancy. Remote blood pressure monitoring undertaken in the antenatal and postnatal periods were analyzed separately. This systematic review was conducted according to the Preferred Reporting Item for Systematic Reviews and Meta-Analyses statement. Screening of records and data extraction were independently performed. Data were extracted and analyzed using Review Manager software (version 5.4; Cochrane Collaboration, Copenhagen, Denmark). Risk of bias and quality assessment was performed independently using the Risk Of Bias In Non-randomized Studies-of Interventions (ROBINS-I) assessment tool and the Cochrane Risk of Bias 2 (RoB2) tool. A total of 18 studies with 28 094 patients were included. Antenatal remote blood pressure monitoring reduces antenatal outpatient visits, antenatal hospital admissions for any cause, and antenatal hospital admissions specifically for hypertension. Importantly, there was no increase in adverse maternal and fetal outcomes, including the likelihood of cesarean section deliveries or induction of labor due to hypertension, composite maternal outcome, growth restriction, neonatal intensive care unit admissions, gestational age at delivery and the composite fetal outcome. Psychosocial outcomes were also not significantly different between the remote blood pressure monitoring and usual care groups. Postpartum remote blood pressure monitoring in women with an established hypertensive disorder of pregnancy led to greater compliance with blood pressure follow-up within 10 days, with no increase in unscheduled hypertension-related presentations, postpartum readmissions or outpatient antihypertensive prescription. Utilizing a model of remote blood pressure monitoring which incorporates organized review and management by clinicians, may reduce antenatal outpatient visits and admissions, without increasing adverse fetal and maternal outcomes, in pregnant women who require frequent monitoring of their blood pressure. In postpartum women with a hypertensive disorder of pregnancy, remote blood pressure monitoring can improve guideline recommended follow-up within 10 days. However, the meta-analysis was hampered by study heterogeneity and a paucity of high-quality evidence. Further randomized controlled trials are needed to confirm the findings of this review and provide recommendations.

Rehabilitation of Cardiovascular Diseases in China.

The Annual Report on Cardiovascular Health and Diseases in China (2022) intricate landscape of cardiovascular health in China. In connection with the previous section, this 12th section of the report offers a comprehensive analysis of rehabilitation of cardiovascular diseases. In recent years, China's cardiac rehabilitation has developed vigorously, and its clinical benefits have been proven by more and more evidences. More cardiac rehabilitation centers are built and standards are constantly being promoted. Despite the rapid development and progress, there are still major shortcomings in the current situation, such as lack of awareness among patients and families about the significance and importance of cardiac rehabilitation, and under participation in cardiac rehabilitation; the development of cardiac rehabilitation is uneven, with the majority concentrated in tertiary hospitals in economically developed areas; lack of high-level evidence-based evidences, quality control and safety standards need to be improved; the medical payment system is not thorough; lack of a systematic training and admission system, hindering the development of cardiac rehabilitation in China. Therefore, continuous efforts are needed to strengthen the construction of cardiac rehabilitation centers, which should sink from tertiary hospitals to secondary and primary medical service centers; encourage clinical research on cardiac rehabilitation; introduce consensus on quality control and safety standards; explore more on phase III cardiac rehabilitation; increase investment in integrating high-tech, artificial intelligence, etc. With the unique advantages of traditional Chinese medicine, exploring a Chinese characteristic cardiac rehabilitation model that is in line with China's national conditions. Evidence-based medicine has confirmed that rehabilitation is the most effective method to reduce the disability rate of stroke, and it is also an indispensable key sector in the organized management model of stroke. Rehabilitation should span the entire process of stroke treatment. Perfecting the rehabilitation medical management system, steadily improving the rehabilitation medical service capacity, expanding diversified service methods, and emphasizing early and whole-range rehabilitation treatment have important clinical value and social significance for stroke rehabilitation.

THE IMPACT OF MANAGERIAL ACCOUNTING PRACTICES ON FINANCIAL PERFORMANCE: A PRELIMINARY REVIEW

Purpose: The study aims to explore the varied results from existing literature on managerial accounting practices (MAPs), identifying trends, contradictions, and research gaps. The focus is on how MAPs influence financial performance, considering both traditional and contemporary practices. Design/methodology/approach: A comprehensive review of the literature was conducted, encompassing topics like how management accounting practices (MAPs) and strategy align, how MAPs have evolved theoretically, how firm characteristics affect MAPs, and how MAPs and organizational performance are related. 103 pertinent documents were found after searching the Scopus database for papers about "Managerial Accounting Practices and Financial Performance" from 2018 to 2024. A comma-separated file (.csv) was then prepared, including a total of 9,702 articles. VOSviewer was chosen to help with this analysis. Findings: The study reveals a lack of consensus regarding the relationship between MAPs and firm performance. Some studies show a positive correlation, while others report limited or even negative impacts. These findings highlight the complexities and nuances of the relationship between MAPs and firm performance. Research limitations/implications: The study emphasizes the need for more nuanced theoretical frameworks, standardized measurement tools, and research in developing countries to better understand the impact of MAPs on organizational performance. Practical implications: The study's findings underscore the importance of considering contextual factors and adopting tailored MAP strategies to maximize organizational success. This has significant implications for organizational managers, policymakers, and researchers. Originality/value: This study contributes to the literature by offering a comprehensive synthesis of existing research on MAPs, highlighting the complexities in their relationship with firm performance, and providing valuable insights for future research and practical application.

Corporate social responsibility and firm performance: the role of firm reputation

Purpose This study aims to examine the role of firm reputation as a mediator in the relationship between corporate social responsibility and firm performance, along with the underlying mechanism. Design/methodology/approach This research is quantitative research that aims to explain the phenomenon of the relationship between the implementation of corporate social responsibility and firm performance. A total of 573 companies listed on the Indonesia Stock Exchange for the 2019–2021 period were sampled in this study. The analysis method in this study combines time series data and cross-section data called pooled data. Findings This research found a significant positive association between corporate social responsibility and firm reputation as well firm reputation is positively related to firm performance. In contrast, corporate social responsibility directly affects firm performance insignificantly. Based on the analyses, firm reputation mediates the effect of corporate social responsibility on firm performance. Research limitations/implications This study is limited due to its reliance on secondary data related to publicly listed companies from 2019 to 2021, which involves various downsides, that is many businesses still have not disclosed their engagement in corporate social responsibility practices. This study will ultimately yield practical implications for organizational managers, as it emphasizes the significance of corporate social responsibility in enhancing firm success. Originality/value The research presented in this paper contributes to the existing body of knowledge on corporate social responsibility by examining the impact of corporate social responsibility on firm performance. Furthermore, this study provides additional evidence for shared value creation by explaining the impact of corporate social responsibility on firm performance.

Nurses' Perceptions of Organisational Attractiveness and Related Factors in Health Care: A Mixed Methods Systematic Review.

To identify and integrate the best evidence on nurses' perceptions of organisational attractiveness and related factors in health care. A mixed methods systematic review. The review followed the Joanna Briggs Institute Mixed Methods Systematic Review methodology and a convergent segregated approach which involved separate qualitative and quantitative syntheses followed by integration in a narrative form. A systematic search was conducted in August 2023 with no time or geographical limits in CINAHL, PubMed, Finnish database Medic, Scopus, ProQuest, Web of Science, MedNar and EBSCO databases. Studies published in English, Finnish and Swedish were included. Eleven studies (three qualitative, eight quantitative) were identified and studied further. The results indicated that key themes of organisational attractiveness in health care were the dimensions of patient and professional work well-being, opportunities for professional growth and the responsibilities of the organisation. Patient and work well-being for nurses have a considerable effect on organisational attractiveness. Organisations play a notable role in enabling nurses' professional growth. Responsibilities of the organisation extend to higher political decision-making as well as to managers of the healthcare organisations. Organisational attractiveness covers the entire organisation, its patients, professionals and managers. Enhancing multi-professional cooperation, implementing effective management practices and branding of the organisation can contribute to increased organisational attractiveness. Organisations should consider nurses' wishes, develop strategies to improve competencies, leverage social media to develop their brand, extend the orientation to all levels of the organisation and increase interdepartmental and external collaboration. Future research on organisational attractiveness is necessary in health care and the views of healthcare professionals on a wider scale. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines were used when reporting the results. There was no patient or public contribution. The protocol was registered in the PROSPERO database of the National Institute of Health Research (CRD42023451680).