Management Positions Research Articles

Managerial Perception of AI in Strategic Decision-Making

ABSTRACT Given the growing use of Artificial Intelligence (AI) in strategic endeavors, it is important to comprehend its potential in facilitating strategic decision-making (SDM). Data collected through semi-structured interviews and cognitive absorption theory were used to examine viewpoints and perceptions of 20 AI experts at middle-level management positions toward the use of AI in SDM. As a result, many key concepts emerge, including human dependence, evaluation of emotions, and building trust, among others. Subsequently, a proposed AI-acceptance-avoidance framework has been presented to address primary concerns and aspects that influence trust or lack of trust in AI, as well as inclination toward accepting or avoiding it for SDM. In process, the study has attempted to extend cognitive absorption theory.

Factors Impacting Perceptions of Gender Inequality in the Spanish Society

This study uses Ordinary Least Squares Multiple Regression with data on perceptions regarding gender equality from the Spanish general population. Overall, the results indicate that perceptions of equal treatment under the law and equality in political life are significantly associated with perceptions of gender equality. However, perceptions of discrimination in education do not seem to affect perceptions of gender equality significantly. In addition, the results show a clear association between the belief that gender equality leads to a fairer society and the perception of gender equality itself. Results also suggest that while certain perceptions related to the law, society, and political life are instrumental in shaping views on gender inequality, there remains a foundational level of perceived inequality in Spanish society. As a concluding remark, when examining the impact of female representation in leadership positions, the results provide empirical support that the presence of women in leadership positions improves the perception of gender equity in the contexts in which it occurs; this fact reflects the importance of promoting the participation of women in management positions through public policies.

Can Artificial Intelligence Replace Humans in Industry?

The article considers the possibility of replacing humans with artifi cial intelligence (AI) in industry. An overview of the current capabilities and achievements of AI in industry is presented. Examples of the successful use of AI and its advantages are given. The material describes positions that cannot be replaced by AI. It is emphasized that creative professions, managerial and strategic positions require creative thinking, emotional intelligence and the ability to make complex decisions, which is not yet available to AI. Although AI has signifi cant potential to improve production processes, a complete replacement of humans remains unlikely in the near future due to existing limitations and challenges. The article presents an analysis of the current capabilities and prospects of AI in industry, as well as recommendations for the state and business on the effective implementation of these technologies.

Job roles for digital twinning building construction processes. Introducing the digital twin manager position

Digital Twins (DT) holds the potential to enhance management and monitoring in the construction sector by means of an interconnected information environment. Although DT theoretical frameworks have been proposed and numerous literature reviews conducted, real-world demo cases showing requirements and challenges are yet limited. These existing frameworks lack of grounded verification on real scenarios to identify essential roles and skills for effective knowledge transfer. This paper contributes to bridge these gaps by harvesting the knowledge of twinning a real-world office building. Key takeaways include a general mind map and two complementary workflows for DT generation and operation for building construction processes. The information pipeline from data collection to decision-making is described and required skills and roles are identified along this data journey. An identification of the emerging role of DT Managers is presented, a vital yet underexplored position in current construction literature. The presented practical roadmap paves the way for increasing maturity on DTs and for promoting their industry adoption.

Seeing is believing: Do face‐to‐face meetings between independent directors and investors enhance corporate ESG performance?

AbstractThis article explores the topic of whether face‐to‐face communication between independent directors and investors can help them obtain firm‐specific information and promote management to improve corporate environmental, social, and governance (ESG) performance. Our findings revealed a notable positive correlation between the frequency of independent directors attending shareholder meetings (IDASM) and ESG performance. The underlying mechanism for this correlation is that IDASM increases investment in research and development (R&D) and green patent applications, which can drive long‐term firm value. Further analysis reveals that independent directors attending annual shareholder meetings can more effectively enhance a company's ESG performance. Independent directors attending shareholder meetings also exhibits a more noticeable impact on improving corporate governance performance than environment performance and social performance. The effect becomes more pronounced when independent directors possess an accounting background, have shorter tenures, when the meetings attended by more minority shareholders, the degree of enterprise information asymmetry is high. The research results have reference significance for improve the information disadvantage position of independent directors, restrain short‐sighted behavior of management, and improving the role of shareholder meetings in protecting investor interests.

PROBATION PERIOD IN THE INDIVIDUAL LABOR CONTRACT. THEORETICAL AND PRACTICAL ASPECTS

To check the skills of the employee, at the conclusion of the individual employment contract for an indefinite period, a probation period of no more than 90 calendar days may be established for the execution functions and no more than 120 calendar days for management positions. The probation period is, as a rule, optional, in the individual employment contract and is stipulated in the form of a contract clause. There are a number of important advantages in this way of checking the skills of the employee, which is why in practice it is frequently used by the parties of the individual employment contract. This study aims to analyse this specific clause of the individual employment contract and its impact on both sides of the individual employment contract, as well as the controversial aspects of judicial practice regarding the probation period

Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals

AbstractDespite the challenges Muslims face because of their stigmatized religious identity, little is known about how they navigate that identity in the workplace. Adopting an interpretivist perspective of identity work, this study investigates this issue by building on two‐round in‐depth interviews (35 in round‐one and 21 in round‐two) with skilled practising British Muslim professionals. It extends work on power positions to show the privileges those in senior managerial positions have, including assertiveness and control over workplace interactions and outcomes. It further advances understanding of authenticity, revealing that, despite their experiences of stigmatization, these professionals tend to remain true to their religious identity, openly practising their religion in the workplace. They perceive identity re‐interpretation to be part of authenticity, and a responsibility to contest religious stigma. Importantly, this study conceptualizes proactive religious coping as an identity work response to workplace stigmatization, theorized in this organizational context as turning to God and religious rituals for meaning, comfort, resilience and reconciliation, whilst also being proactive and fighting to challenge experiences of stigmatization. However, unlike for other stigmatized groups, inclusive organizational practices, particularly religious accommodation, are not a driver for authenticity, but rather a signal for environment‐fit and authenticity is instead driven by religious identity.

Exploring Differences in Leadership Behaviors and in the Perceived Work Environment Between Younger and Older Managers in a Swedish Mining Company

AbstractThis study examines differences in leadership behaviors and in the perceived work environment between older and younger managers in a large Swedish mining company. The leadership behaviors and work environment of young managers in the mining industry will become more important in the future due to the changes taking place in the industry. Such changes include the older generation of managers reaching retirement age, while the industry generally finds it difficult to recruit a younger generation of employees. Moreover, rapid technology-centered transition, such as the green transition of the mining industry, is underway which may put young managers in particular under pressure. Meanwhile, research on young managers in the mining industry more broadly is sparse. Data for this study was mainly gathered via a questionnaire, complemented by data from interviews. The questionnaire included 48 validated self-rate questions on background variables, social and organizational working conditions, health, and leadership behavior. The survey was answered by 216 managers (response rate: 63%). Interviews were carried out with ten young managers (35 years or younger). The study found no statistically significant differences between younger and older managers with regards to workload, working hours, health, and work satisfaction. We found that older managers rate themselves higher, at a statistically significant level, for change-oriented leadership behaviors. However, when age is analyzed together with other variables that are significantly different between the two groups, only managerial experience and managerial positions show statistically significant associations with change-oriented and healthy and effective leadership behaviors. The interviews indicate that the young managers encounter challenges that are related to their experience and training, but few are related to their age. Given the influence of managerial experience on leadership behaviors, leadership training appears to be an important area of intervention, and conditions must be improved to enable change-oriented leadership among managers in the mining industry, with a greater focus on young managers.

Bridging the diverse leader gap in public relations through accreditation: examining US diverse practitioners’ motivations, challenges and leader development

PurposeThis study aims to examine the impact of the Accreditation in Public Relations (APR) certification on the leader development of US diverse practitioners.Design/methodology/approachThe study involved six online focus groups with 64 APRs who identified as diverse practitioners and APR chairs who supported and mentored diverse candidates.FindingsDiverse practitioners identified specific knowledge, skills and abilities (KSAs) that they developed through the APR study process, which are consistent with those desired in leaders such as technical, relationship management and conceptual skills. Not only did diverse practitioners become more strategic thinkers and skilled in the public relations planning process, but they also were promoted or hired into management positions. Effective mentors were key to their success. These findings confirm that the APR can be a form of leader development for diverse public relations practitioners that opens doors to management positions. However, employers need to provide instrumental support for diverse practitioners to be successful, such as covering costs associated with the exam, providing study time and supporting their membership in professional associations.Originality/valueBased on the theoretical framework of self-efficacy and a lifelong learning mindset, the study reveals the value of the APR in preparing diverse practitioners for leadership roles, which can be a resource to address the gap in diverse leaders in the public relations industry.

Comparison of utility and organizational impact of reusable and single-use rhinolaryngoscopes in a tertiary otorhinolaryngology department.

Flexible rhinolaryngoscopes are an important tool in otolaryngology. In recent years, single-use rhinolaryngoscopes (SURLs), which have been developed as an alternative to reusable scopes (RRLs), offer various advantages including less risk of contamination and elimination of the need for cleaning and reprocessing between procedures. This study aimed to compare procedure efficiency, organizational impact, and economic impact between SURLs and RRLs used for elective procedures conducted outside the otorhinolaryngology department in the hospital environment. In this randomized prospective study, either type of endoscope was tested by on-call otolaryngologists over a total of twelve weeks. The organizational impact was investigated using a quantitative research design. All categories of stakeholders responded to specific surveys based on profession; these included doctors (n = 13), those in managerial positions (n = 3), and other healthcare staff including technicians and nurses (n = 11). A micro-costing approach was used to evaluate resource utilization and cost of services. The trial was uploaded to clinicaltrials.gov (ID number: NCT0519821, https://clinicaltrials.gov/study/NCT05198219?intr=rhinolaryngo&rank=1). Overall, 14 and 12 procedures were performed using the SURLs and RRLs, respectively. No significant differences were observed between the endoscopes in terms of procedure duration, reported image quality, or maneuverability. The SURLs were significantly superior in terms of four organizational impact parameters, namely, modes of cooperation and communication, vigilance and monitoring methods, working conditions and safety, and logistics. The estimated per-procedure cost of the RRLs was SEK 536 (€ 34,68). The cost and effectiveness of RRLs and SURLs is influenced by the healthcare setting, procedure volume, and duration of device use. The adoption of SURLs can improve safety, streamline processes, and potentially reduce the risk of disease transmission.

Pengaruh Total Quality Management (TQM), Motivasi Kerja, dan Komitmen Organisasi Terhadap Kinerja Manajerial

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.

THE ROLE OF WOMEN ON BOARDS ON SUSTAINABILITY: EVIDENCE FROM BORSA ISTANBUL

The influence of female managers on firms is a widely researched topic. The present study examines the influence of women, specifically on the performance of companies. The objective of this study is to examine the influence of women in managerial positions on the governing bodies of non-financial companies listed on Borsa Istanbul, with a particular focus on the areas of sustainability and corporate governance. The study specifically examined non-financial enterprises that are active in Borsa Istanbul. The study employed Logit Regression, which is a type of categorical regression, to evaluate cross-sectional data. The research findings suggested that female managers had a positive and small but significant effect on sustainability and corporate governance.

A journey into women's managerial career development through the social cognitive career lens

This article presents a computational literature review that aims to disentangle the themes that have marked the academic debate on women's career development in management positions through the lens of social cognitive career theory. Relying on the novel methodology of topic modeling, the research inductively conceptualizes 12 topic-based themes that have contributed to academic debate in the last decades. In interpreting the landscape that emerged, the topics have been aggregated into three main categories: individual characteristics and learning experiences, contextual factors, cognitive mechanisms, and regulation of behavior. The fine-grained conceptualization of the topics and the derived framework contribute to systematizing the literature and to emphasizing the different facets of women's career journeys in attaining leadership positions. Through a discussion of the contributions and limitations identified in each category, the study provides recommendations for future research.

A New Vision for Enhancing Women’s Leadership Role in Higher Education Decision-Making

Legal issues of gender equality and the principle of inadmissibility of discrimination against women in all spheres of life are becoming relevant worldwide, including in the Republic of Kazakhstan. This study aims to show ways to enhance the role of women in the higher education system, which is necessary to implement the principle of real equality in relationships with men, the principle of fair distribution of managerial positions without gender discrimination, and the implementation of leadership activities by women due to their managerial potential. To achieve this goal, the authors have researched this topic in a comparative legal format, comparing the practice and legal peculiarities of Kazakhstan and some developed countries. We used logical analysis, comparative legislative analysis, legal analysis, and legal forecasting. Kazakh legislative acts that promote the expansion of women’s rights while enhancing the role of women in higher education were analyzed. The practical results of the study consist in the formulation and justification of organizational and legal ways to increase the leadership role of women in higher education in the Republic. The scientific novelty lies in the previously unexplored topic of gender equality in the higher education system of Kazakhstan from a legal viewpoint. The conclusion about gender asymmetry should encourage other researchers to study this problem on a larger scale and deepen the understanding that only clearly, competently, and equally selected leaders of both sexes can positively influence the accelerated development of the higher education system and ensure the actual competitiveness of Kazakhstani universities and their graduates. Doi: 10.28991/ESJ-2024-08-05-016 Full Text: PDF

Exploring Women Journey And Factors That Act As Glass Ceiling On Women In Getting Into Senior Management: A Literature Review

The literature review indicates that the progression of women in many fields in getting into senior management has been growing very slow. Men are still dominant in numbers when it comes to such positions, for example in the construction industry, men are still dominant in construction industry due to the fact that the working conditions of the construction environment(s) are dangerous to conduct work on and the culture of hard labor altogether with long working hours deprive women an opportunity to flourish in such environments. Therefore, there is a need to interpolate such industries into novel models and transform them into advanced state for all. Subsequently, the literature postulates that there is a need for more women to study Science, Technology, Engineering and Mathematics (STEM) fields further to be able serve in senior management positions. However, many organizations need to have women empowerment programs for those who exhibit the attributes to serve in senior management/leadership positions with the inclusion of capable women. Senior women need to mentor and train junior women within permissible structures of organizations. The literature suggests that the gap between the two genders when it comes to senior management is great apart even though women are perceived to have skills to serve in those positions. Thus, there is a need for more studies focusing on how to minimize this gender disparity as most of the studies are centric in the disparity of the two genders rather than establishing the cause and proposing solutions. Therefore, the research proposes that a new model for numerous industries ought to be generated in order to exterminate this exacerbating effect.

Part-Time Paradox: The Rise of Female Part-Time Employment and Its Impacts on Germany's Labor Market

Despite an employment rate of 76.6% for women in Germany, significant issues persist with regard to the labour market situation of women in the country. These include the prevalence of part-time work, the under-representation of women in senior management positions and the existence of pay gaps. This article employs data from the German Statistical Office spanning the period from 2000 to 2022 to examine the growth in part-time employment among women and its ramifications. The paper demonstrates that part-time work is a prevalent phenomenon in female-dominated sectors such as health and education. This is driven by a combination of economic conditions, the necessity to reconcile work and family life, and legal regulations. This situation consequently results in women facing lower remuneration and constrained career prospects. The necessity to balance work and family responsibilities represents a significant challenge for women, impeding their career development and negatively impacting their job performance and workplace commitment. These dynamics serve to perpetuate gender inequalities in the labour market, thereby preventing women from realising their full potential at work. This article makes a significant contribution to the existing literature on the relationship between part-time work and gender inequalities in the German labour market by providing a detailed analysis of this complex relationship. The article offers valuable insights into the potential of legal regulations, such as the Temporary Part-Time Work Act enacted in 2019, to alleviate the adverse effects of part-time work on women. The research is distinctive in its comprehensive examination of the socio-economic dynamics of part-time work, its legal framework, and its impact on gender equality, based on an extensive data analysis conducted over an extended period. By offering a detailed and nuanced understanding of these issues, the study draws attention to the ongoing challenges women face in the labour market and suggests potential policy interventions to promote gender equality. This article emphasises the necessity for targeted measures to facilitate women's career progression and offset the adverse consequences of part-time employment, thereby contributing to a more equitable labour market.

Probabilistic Air Traffic Complexity Analysis Considering Prediction Uncertainties in Traffic Scenarios

This article presents a methodology for analyzing probabilistic air traffic complexity by integrating prediction uncertainties in convective weather scenarios. With the Performance Review Unit (PRU) model as a base, this method modifies the original framework by incorporating a weather-related complexity indicator. The approach was tested in Austrian airspace using ensemble weather forecasts and historical flight plan data. The results demonstrated that a probabilistic model effectively assesses traffic complexity and captures trends in complexity over time, providing greater reliability in high-complexity sectors. Validation revealed a strong alignment between simulator complexity values and probabilistic complexity, especially in sectors characterized by dense data distributions. In contrast, sectors with more elongated distributions tended to overestimate complexity. Quantitative analysis indicated that the error between the probabilistic mean complexity and the simulator complexity values ranged from 12% to 23%, with higher errors in sectors with lower complexity. This validation confirmed the model’s ability to predict complexity trends, thereby assisting flow manager positions (FMPs) in traffic flow and airspace management. Overall, this study demonstrated that probabilistic complexity assessment provides a deeper understanding of traffic behaviour, facilitating more effective air traffic flow management in uncertain and dynamic conditions.

The Scientific Production of Women and their Presence in Management Position in Science and technology careers in the Ecuadorian Higher Education System

Aim. This paper analyzes the scientific production and the management positions in the universities of the Ecuadorian higher education system from a gender parity perspective, considering STEM careers as the central point of the analysis. Three perspectives was consider,: the underrepresentation of women in STEM careers, the underrepresentation of women in scientific production and in classic managerial positions, and the Norwegian paradox of equality. Methods. This article used two databases: the first one was built from Ecuadorian scientific production, within the period 2010-2018, by the indexing platform SCOPUS. The second one, evaluates the presence of women in management positions and was built from the databases that universities and polytechnic schools report to the educational Ecuadorian autority. Theoretical perspectives are discussed to explore the singularities of the Ecuadorian case, through an analytical and quantitative perspective. Results. In the case of Ecuadorian scientific production men showed a greater presence in all fields, except for pedagogy and psychology. This results replicate for the case of higher education management positions (30% women, 60% men, on average). Conclusions. The underrepresentation of women is generally confirmed, both in scientific production measured by publications, as well as in access to management positions, especially in science and technology. Also, in scientific publications, women are more likely to collaborate only with men, precisely because of the structures created around science, which not only have to do with the greater number of men involved, but probably with gender discrimination practices that are not visible in the mechanisms adopted for the analysis.

Association of psychological violence, harassment, and cyberbullying with depression and turnover intentions in female nurses

Psychological violence and harassment have been reported to be associated with mental health problems and turnover intention among nurses. Cyberbullying, a hidden form of harassment using information and communication technology, is attracting attention as a factor that threatens the mental health of nurses. This study aimed to add coping characteristics, social support, and workplace social capital to psychological violence, harassment, and cyberbullying in female nurses and determine their association with depression and turnover intention. An anonymous, self-administered questionnaire survey was conducted, targeting 2,158 female nurses working in four domestic hospitals, excluding those in management positions. The analysis included 1,151 nurses who responded (valid response rate: 53.3%). Multiple regression analysis was performed with depression and turnover intention as dependent variables and psychological violence and harassment, cyberbullying, the brief scales for coping profile (BSCP) and social support scale scores, and social capital (SC) as independent variables. Depression was positively correlated with psychological violence and harassment, cyberbullying, and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view" and social support subscales "support from supervisors" and "support from co-workers." Turnover intention was positively correlated with psychological violence and harassment and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view," social support subscale "support from supervisors," and vertical SC. The results suggest that work environments should prevent psychological violence and harassment in nurses to promote a sense of security and eliminate mental health problems. Cyberbullying was inferred as a factor that could lead to mental health problems among nurses. Therefore, each nurse should raise their awareness of information literacy, besides attending more to their words and attitudes.

Emergence of group size disparity in growing networks with adoption

Social and technical networks undergo constant evolution driven by both existing entities and newcomers. In academia, research papers are continually cited by new papers, while senior researchers integrate newly arrived junior researchers into their academic networks. Moreover, social systems can be influenced by external factors that could indirectly impact their growth patterns. For instance, systematic discrimination against certain groups in academia or managerial positions can impede their long-term growth, especially when combined with group-level preferences in hiring or adoption, as observed in our study. To address this, we introduce a network growth and adoption model where generalised preferential attachment and asymmetric mixing act as the two fundamental mechanisms of growth and adoption. We show analytically and numerically that these mechanisms can recover the empirical properties of citation and collaboration growth, as well as the inequalities observed in the growth dynamics of groups. This model can be used to investigate the effect of intervention in group mixing preferences to overcome the cumulative disparities in the group-level dynamics.