Management Positions Research Articles

Female physicians in senior management positions during a crisis: a constructive multimodal communication framework of feminine leadership

Purpose The purpose of the present study is to explore multimodal, i.e. verbal and nonverbal, gendered communication patterns of female physicians in senior management positions (governmental and health authorities) during a crisis. Design/methodology/approach Using a mixed multi-variable design, repeated ANOVA tests, and planned contrasts, the authors analyzed television appearances of 20 female physicians in senior management positions during the COVID-19 crisis (March/2020-April/2021). Findings The findings revealed patterns of mixed-gendered communication structures. Verbally, female physicians primarily displayed a masculine/agentic communication style of assertiveness, control, confidence and rationality. Nonverbally, however, they expressed a feminine/communal communication style of emotional attention, interpersonal sensitivity, responsiveness, kindness and empathy. Moreover, the analysis delineated integrated multimodal constructive vs. inhibitive communication strategies for crisis communication of female physicians in senior management positions. Research limitations/implications In the current research the authors did not compare females to males in health management positions, which is their follow-up project, but the authors did examine studies of males and females in management positions in the political sphere, which supported their findings. Therefore, the authors were able to demonstrate theoretical implications of multimodal gendered communication frameworks of feminine leadership. Practical implications Delineating verbal and nonverbal gendered communicative structures of effective management in health sectors can help female physicians assume positions of leadership, serve as guide models for other female physicians and contribute to improving effective communication skills during a crisis. Social implications This study contributes to the attempts of promoting gender equity in medicine and management by presenting effective communication strategies in medical crises that can help to promote female physicians’ messages development, social influence, leadership and management success in the future. Originality/value This article presents constructive, multimodal gendered communication frameworks of female physicians in senior management positions used in television appearances during the global COVID-19 crisis. Most previous studies in this area have examined either verbal or nonverbal communication mode. The value of this multimodal examination provides insights that may enhance constructive communication of female physicians in senior management positions during a crisis.

Antecedents of organizational commitment and its relationship with turnover intention

This research aims to examine the factors influencing organisational commitment and its correlation with turnover intention. This study utilised a sample of 357 sales and marketing professionals, encompassing both staff and managerial positions, across twenty multinational pharmaceutical companies in the Vietnamese market. Qualitative and quantitative methodologies are employed in conjunction. Three out of fifteen hypotheses lack support, indicating that employee voice does not generally influence organisational commitment. Only normative commitment and continuation commitment negatively affect turnover intention. Career growth and organisational fairness significantly influence normative commitment, which in turn has a substantial effect on turnover intention. This research is one of the initial studies to identify the antecedents influencing organisational commitment and its correlation with turnover intention, particularly within the context of multinational pharmaceutical businesses in Vietnam. The research findings indicate that implementing practical measures to enhance career development and organisational justice might elevate normative commitment and diminish turnover intention.

Pathway towards SME competitiveness: Digital capability and digital business model innovation

Digital transformation has irrevocably redefined the landscape of contemporary business operations, heralding a new era in which DBMI has emerged as a critical strategic lever for competitive survival. Anchored on the dynamic capabilities theory, present study aims to meticulously investigates the influence of digital capability (antecedent) on DBMI and a keen focus on how DBMI, in turn, influences SME competitiveness (outcome). By adopting purposive sampling approach, data were collected from 132 SMEs representatives holding management positions in Malaysia using Google Form. The PLS-SEM analysis was rigorously carried out to verify the proposed hypotheses. The empirical findings illustrate that digital capability positively affects all components of DBMI. Of these, value creation, value proposition, and value capture innovation significantly bolster SME competitiveness, whereas value delivery innovation does not exhibit a similar effect. Considering the scarcity of empirical research on the antecedents and outcomes of DBMI, this study contributes to the theory of dynamic capabilities and improves the current literature on DBMI by providing empirical insights from Malaysian SMEs context. By affirming the role of digital capability and elucidating how DBMI can enhance competitiveness, the findings offer actionable guidance for SMEs navigating the complexities of a volatile business environment. Since this study focuses specifically on Malaysian SMEs within emerging economies, it paves the way for future investigations in developed economies and diverse regional contexts to further validate and expand upon the relationships identified between DBMI antecedents and outcomes.

Associations of Shared Workspaces with Healthcare Professionals' Work Engagement and Perceived Stress.

The reform of the health and social services in Finland includes the modernization of both work processes and facilities. This means a transition to patient reception rooms and office facilities that are in shared use. However, research on the associations of shared workspaces with well-being is rare. The aim of this study is to investigate how healthcare professionals rate the functionality of the shared workspaces and how it is associated with work engagement and perceived stress. Questionnaires were administered in five healthcare organizations (N=329). Pearson's correlation coefficients and linear regression were used to test which functionality factors of shared workspaces were associated with work engagement and perceived stress. Unadjusted models, as well as models adjusted for age, gender, managerial position, and use of spaces, are reported. The perception of the safety of the facilities was the strongest predictor of work engagement and perceived stress in shared patient reception rooms. Furthermore, the perceptions on how well the facilities supported interaction and collaboration between teams/units predicted work engagement and perceived stress in both reception rooms and activity-based workspaces (ABW). Positive ratings of how well the facilities supported interaction and collaboration were associated with higher work engagement and lower stress. The perceived availability of spaces for quiet work predicted higher work engagement but not perceived stress. However, when adjusted for the use of spaces (assigned or non-assigned seating), non-assigned seating emerged as a stronger predictor of work engagement than perceived availability for quiet spaces. Given that disturbance of speech was common in ABWs, organizations and designers should focus on creating ABWs that enable undisturbed interaction and collaboration.

Factors influencing pursuit of management roles by clinically trained pharmacists: A modified Delphi survey.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. This study aimed to establish consensus among a sample of pharmacist clinicians on factors that would make them more or less likely to transition from a position primarily in direct patient care to a management position that included direct reports. A 3-round modified Delphi survey was conducted. Pharmacists were selected as panelists to gain further information on the transition from a clinician to a managerial role. Study investigators utilized their professional network of pharmacy leaders nationwide who may have had staff who met the inclusion criteria. Participating pharmacy leaders emailed staff an interest survey, and participant email addresses were collected. During the round 1 survey, 2 open-ended questions were used to identify both positive and negative factors influencing pursuit of a managerial roles and responses were analyzed for factor development. In round 2, factors that met or exceeded a predetermined consensus agreement threshold of 70% were included in the round 3 survey. In round 3, a 4-point Likert scale was utilized for respondents to indicate agreement with each factor remaining. For each consecutive round, the survey response rate was 63% (96/152), 83% (79/96), and 87% (69/79), respectively. A total of 595 factor terms submitted by panelists in round 1 were consolidated into 30 "more likely" and 27 "less likely" factors by round 3. In round 3, the 70% agreement threshold was met across all factors. One less likely factor regarding workload expectations reached 100% total agreement. The survey results may assist pharmacy administrative leaders in optimizing transitions to managerial roles by considering clinician perspectives.

The influence of knowledge management, green transformational leadership, green organizational culture on green innovation and sustainable performance: The case of Vietnam

The study investigates the impact of knowledge management, green organizational culture, green transformational leadership on green innovation and sustainable performance of organization in Vietnam, which is under-researched. Data were collected from managerial positions using purposive sampling techniques, encompassing a total of 200 organizations, and analyzed through Partial Least Square-Structural Equation Modeling (PLS-SEM). The results confirm that knowledge management, green transformational leadership and green organizational culture are significant drivers of green innovation. Additionally, both green transformational leadership and green innovation positively influence sustainable performance. The study extends the Resource Based View theory by identifying factors that enhance green innovation and sustainable performance in organization. This study offers valuable insights and implications for policymakers, leaders and academics on integrating knowledge management, green organizational culture, green transformational leadership, and green innovation to achieve sustainable performance in developing countries like Vietnam.

Corporate Governance, Meritocracy and Careers

Abstract Firms may pursue non-meritocratic promotion policies at the cost of lower profitability, if they yield private benefits of control. Corporate governance standards that limit these private benefits favor meritocratic promotions, and thereby encourage workers' skill acquisition. Managerial incentive pay has ambiguous effects on workers' skill acquisition: it fosters the supply of skilled labor, while reducing firms' willingness to promote skilled workers to managerial positions. Social welfare increases with the share of meritocratic firms, but not necessarily with governance standards: small reforms generate losers and gainers, and may on balance lower welfare, while drastic enough reforms can generate Pareto improvements.

Strategies for Strengthening Network Capacity in the Implementation of Food Security Policies at the Local Level in Indonesia

This study aims to analyze network management strategies in the interactive governance perspective in the implementation of food security policies in North Luwu Regency, Indonesia. The complexity of food security issues requires effective collaboration and interaction among various actors in the policy network. Using a qualitative approach with an explanatory case study design, this research examines seven indicators of network management strategies: network (de-)activating, constitutional reform, (de)coupling games, changing incentives, changing internal structure and position of actors, changing relations, and management by chaos. Data were collected through in-depth interviews, participatory observation, and document analysis, involving relevant stakeholders from government agencies, farmer organizations, and private sector partners. The findings reveal that the application of network management strategies facilitates interaction among network actors and contributes to the success of interactive governance in implementing food security policies. Network (de-)activating involves the engagement of new coalitions and resource mobilization to strengthen cooperation and interaction. Constitutional reform through changes in rules and resources helps develop coordination mechanisms and strengthen policy integration. (De) coupling games demonstrate the separation of strategies carried out by various actors to support a holistic approach in achieving food security. Changing incentives through incentive interventions can increase motivation and active participation of actors in realizing food security. Changing relations indicate changes in cooperative relationships and actor roles to enhance effective collaboration. Management by chaos through the application of principles of flexibility, adaptability, and the ability to manage uncertainty can strengthen interactive governance in facing complex and dynamic challenges. This study recommends strengthening cross-sectoral collaboration, developing a structured incentive system, enhancing the capacity of farmer organizations, and optimizing the use of information technology to improve the success of interactive governance in food security policy implementation.

The drainage volume control by elevation of drainage height versus head down tilt in supine position for management of cerebrospinal fluid leakage following lumbar posterior surgery

ObjectiveTo compare the clinical outcomes of control of drainage volume through either elevating the drainage height or tilting the head down in a supine position for the management of cerebrospinal fluid leakage (CSFL) following posterior lumbar surgery.MethodsA retrospective analysis was conducted to review the data of patients who underwent lumbar spine surgery at a single hospital over a 4-year period from January 2020 to December 2023. Postoperative CSFL and complications were recorded. All patients with CSFL were managed with bed rest, a 20–30° head-down tilt position, or a drainage system elevated by 10 cm, along with subfascial drains, for a duration of 3 days. The clinical outcomes of drainage volume control were compared between the elevation of the drainage system and the head-down tilt position in the supine posture.ResultsThe incidence of CSFL after lumbar surgeries was 1.2% (84 out of 7,284 cases). None of the CSFL patients experienced significant complications or required reoperation. When compared to the traditional Trendelenburg position, elevating the drainage height reduced the incidence of headache and dizziness, as well as shortened the time to ambulation, postoperative defecation time, and postoperative hospital stay, with statistically significant differences (p < 0.05).ConclusionPostoperative drainage volume control using the Trendelenburg position or elevation of the drainage height is both safe and effective for the management of CSFL. The method involving a 10 cm elevation of the drainage system appears to be an easier and more clinically acceptable approach for the nursing care of CSFL following posterior lumbar surgery.

Fuzzy synthetic evaluation of intervention measures to enhance the psychological health and well-being of expatriate construction professionals

PurposeWith the rise in international construction projects, addressing the psychological health concerns of expatriate construction professionals (EXCPs) has become of paramount importance. Therefore, this study aims to identify and evaluate effective intervention measures to promote optimal psychological health and well-being in overseas working environments.Design/methodology/approachIntervention measures were identified through a comprehensive literature review. Subsequently, using a case study of Chinese international contractors, data were collected via a quantitative survey administered to EXCPs holding managerial positions in international construction projects. Fuzzy synthetic evaluation was employed to analyze the data.FindingsThe findings identified 23 intervention measures and 4 constructs, among them, measures focused on enhancing organizational justice and training practices offer the greatest potential for enhancing the psychological health and well-being during international assignments. Furthermore, the analysis showed that the overall criticality of the intervention measures to the international contractors is significant, suggesting that if put into practice, the psychological health and well-being of EXCPs can be significantly enhanced.Originality/valueWhile prior research has explored intervention measures suitable for construction professionals working on domestic projects, little attention has been paid to EXCPs in the context of international construction projects. This study offers an initial exploration of the most crucial intervention measures and provides a valuable resource for policymakers and practitioners seeking to establish a psychologically healthy working environment for international construction projects.

Nurse Managers' Experiences in Organisational Adaptation During Public Health Emergencies: A Qualitative Study.

To elucidate strategies for improving organisational adaptation during public health emergencies from the perspectives of nurse managers. This study utilised a qualitative approach, incorporating complex adaptive system theory within a phenomenological tradition. Semi-structured interviews were conducted from May 2022 to June 2022. Participants included core members of the Shanghai Public Health Emergency Teams-Nursing from 12 tertiary hospitals in Shanghai, all of whom had substantial experience as nurse leaders impacting health systems. Data obtained were coded and analysed using interpretative phenomenological analysis. Seventeen frontline nurse managers participated, leading to the emergence of three key themes related to complex organisational adaptation: seeking institutional support for environmental adaptation, building intrateam support for structural adaptation and activating individual support for behavioural adaptation. A conceptual framework of organisational adaptation was proposed, displaying the interconnections among these themes. The study provides valuable insights into managing nursing teams involved in public health emergency preparedness and response as an adaptive system. Identified managerial strategies offer guidance to ensure effective organisational assembly and optimal utilisation of the nursing workforce within the healthcare system. Recognising the crucial role of nurses in managerial positions, who leverage leadership, adaptability and decision-making skills to coordinate frontline teams, is vital for effective public health emergency response. Their involvement in administrative roles underscores the importance of nursing perspectives in strategic planning, organisational adaptation and enhancing health system resilience during crises. The organisational adaptation strategies effectively adopted by nurse managers provide a reference for international scholars seeking to enhance the function and performance of nursing staff in healthcare system during public health emergencies. Consolidated Criteria for Reporting Qualitative Research (COREQ) checklist. No Patient or Public Contributions.

Challenging the Status Quo: Headhunters and Gender Bias in Executive Recruitment: “Women have been at a Disadvantage, and it is long Overdue to Correct that”

This paper investigates the exclusion of women from the recruitment process for top management positions, focusing on the role of headhunters in Iceland—a country ranked first in the World Economic Forum's Global Gender Gap Report for 15 consecutive years. Despite Iceland's reputation as a leader in gender equality, women remain significantly underrepresented in executive roles. This study addresses this paradox by exploring how headhunters' recruitment practices both perpetuate and challenge gender bias. Through semi-structured interviews with 44 board members (22 men, 22 women) and eight headhunters, this study uncovers structural and behavioral biases limiting women’s opportunities in executive roles Headhunters often rely on established networks and emphasize CEO experience, which favors male candidates. However, the study also highlights the potential of headhunters to act as change agents by expanding candidate pools and rethinking traditional hiring criteria. The theoretical contribution of this research lies in its exploration of how headhunters, positioned as both gatekeepers and agents of change, can influence gender diversity in leadership. This study also uses agency theory to explain the dynamic between headhunters and boards, examining how their conflicting goals shape executive recruitment outcomes.

What Instigates the Feeling of Monday Blues Among Employees.

The present research aims to explore the factors that contribute to the feeling of Monday Blues among employees in medium and top-level management positions across various industries in Mumbai (India). Fourteen facets were identified from the responses of 50 employees, which were used to finalize the contents of a questionnaire. Data was collected from 181 employees, and Exploratory Factor Analysis revealed three main factors: motivation to work, work environment, and work stress. These factors were then used as independent variables in a regression analysis with Monday Blues as the dependent variable. The results showed that motivation to work and work environment had an inverse impact on Monday Blues, while work stress had a direct impact on feelings of the Monday Blues.

Hindered, Overlooked, and Undervalued: Gender Equality in Nordic Blue Economies

The Nordic countries are ranked among the most gender equal countries worldwide. Equality, political, and civil rights, leading to the high participation of women in the workforce, have paved the way for this egalitarian view. However, women remain the minority in managerial positions in general, and they are also strongly underrepresented in many male‐dominated sectors of the blue economy. The aim of this article is to introduce and discuss gender equality in the blue economy, and to assess the status of gender research in the Nordic context. To achieve this, a purposive interdisciplinary literature review resulted in three encompassing themes on how women’s participation is hindered, overlooked, and undervalued. Using these themes as an analytical lens, we propose that the underlying mechanisms are similar within fisheries, aquaculture, and maritime transportation in how they affect women’s participation. Still, there is a lack of statistics and research within parts of the blue sector. To move forward, there needs to be a shift in focus from policy to practice. One starting point could be to implement current knowledge, e.g., regarding workplace design and tailoring equipment to fit a diverse workforce. We call for scaling up best practices and evaluating policy performance and effectiveness. These are prerequisites for sustainable recruitment and retention of the blue sector workforce and the only way forward for countries aspiring to be truly gender equal.

‘We wouldn’t have missed it for the world’: hosting a polycentric sporting mega event in pandemic times

ABSTRACT This paper examines the polycentric hosting of a Sporting Mega Event (SME) in pandemic times. Semi-structured interviews were conducted with 13 stakeholders in senior management positions who were involved in the planning, organisation, and delivery of the UEFA EURO 2020 football tournament in a sample of host cities. Three themes were developed that describe the varied perspectives of UEFA and host city representatives on how they responded to the challenge of hosting a SME during a pandemic. The first theme ‘Reorienting pre-pandemic plans’ presents an alternative model of tournament planning as a system of spontaneous order (Polanyi [1953] 1998), involving a large number of host cities mutually adjusting to COVID-19 policies and guidance. The second theme ‘Dialogue and managing conflict’ demonstrates how the usual overarching system of rules proved difficult for UEFA to standardise. The third theme ‘Putting COVID-19 policies into practice (or not)’ revealed that pandemic rules were not seen as useful to some fans and stadium staff, making their enforcement more difficult to implement. It remains to be seen whether the polycentric hosting of EURO 2020 will have lasting implications on UEFA’s governance over SMEs.

The National Association of EMS Physicians Compendium of Prehospital Trauma Management Position Statements and Resource Documents

This prologue to the NAEMSP Prehospital Trauma Compendium describes the rationale for and the process used in developing the compendium manuscripts. It also provides a summary of other contemporary works discussing additional elements of prehospital trauma care including hemorrhage control, airway and ventilation management, pain management, care for traumatic brain injury, and trauma triage.

Assessing Facility Readiness to Provide Equitable Birthing Care in New York State: A Baseline Survey.

Facility policies, practices, and culture contribute to inequities in maternal outcomes. In New York State (NYS), Black birthing people are 4 to 5 times more likely to experience maternal mortality than White birthing people. Understanding the racial, ethnic, linguistic, and gender equity policies at NYS birthing facilities can identify areas of improvement to impact care and outcomes. The design was a cross-sectional study. The setting was NYS birthing facilities, which included hospitals and birthing centers. Facility leadership completed self-reported surveys from December 2020 through June 2021. Facility equity data were obtained across 4 domains: (1) organizational commitment to equity, (2) staff equity training and evaluation, (3) leadership and staff composition, and (4) patient data, voice, and influence. Over half of NYS birthing facilities documented a public commitment to equity in their mission, but only 15% had a written equity plan with processes for monitoring progress. Less than one-third of facilities stated that staff from underrepresented racial, ethnic, and language, gender (REaLG) groups were proportionally represented in leadership and management positions. About half of the facilities reported their staff composition reflects their patient population, but only a quarter analyzed staff REaLG demographics to serve diverse patients. Twenty-eight percent of facilities assess diversity in their board of directors, facility leadership, medical leadership, medical staff, and administrative staff. One-third required staff implicit bias training; 17% collected and used data on patient satisfaction regarding racial equity; and 12% engaged affected communities. Facilities differed in their implementation of policies and practices that support equitable care. Survey data provide facilities with specific areas of improvement to focus their efforts. Equity assessments are an important step for facilities to evaluate their policies and practices and for statewide institutions to develop programming.

Broken rung roles in the female leadership deficit phenomenon in Indonesia

The underrepresentation of women in top management positions is marked by a decline in participation as the hierarchy rises. This study investigates the impact of the "broken rung" phenomenon—referring to unfair promotion systems as a key barrier to female career advancement—on the leadership deficit among women in Indonesia. Using a qualitative methodology and a phenomenological approach, data were collected through semi-structured in-depth interviews. The research analysis followed four stages of coding: open coding, axial coding, selective coding, and process coding. Findings reveal that gender stereotypes in certain industries and occupations contribute to the scarcity of female leaders. The shortage of female leaders initially stems from the limited presence of women in specific industries, influenced by these stereotypes. The "broken rung" is not the primary factor in Indonesia’s female leadership deficit, as there were already few women in specific sectors before unfair company systems impacted them. The root cause is not an unfriendly promotion system, but rather the unequal distribution of female workers across industries. Feminine-dominated sectors see higher female representation, while masculine-dominated sectors do not. Unfortunately, a significant portion of jobs are perceived as masculine, leading to an overrepresentation of male-dominated industries.

The role of objects in negotiations in convoys of care: Addressing fundamental concerns of informal caregivers

Due to an increased policy focus on informal care in many Western countries, professionals and informal caregivers increasingly grow more interdependent. Increased involvement of informal caregivers in professional care has consequences for the work of professionals, the care that is received by care recipients, and the role of informal caregivers. Care needs to be negotiated between them within the dynamic networks of care recipients and caregivers (i.e., “care convoys”). Scant attention has been given to objects as part of these convoys and negotiations. Therefore, in this paper, we answer the question: How do objects become part of and what is their role in the negotiations between healthcare professionals and informal caregivers? We use interview data from 48 participants (care recipients, professionals, informal caregivers, and persons in managerial positions). In the results, we discuss how objects, in terms of their affordances and the values they embody, become important in the relationship between professionals and informal caregivers and how they become part of negotiations on quality of care. We find that seemingly mundane objects become topics of conversation to address more fundamental concerns in how healthcare is organized for and provided to individual care recipients. Our study helps to open the care convoys model to objects as important actors and further understand the politics within care convoys.

Learning Orientation And Firm Performances In The Context Of Construction Firms In Nairobi County, Kenya

The construction sector contributed of the Gross Domestic Product and play crucial roles in determining growth of the economy. However, the industry faces challenges such as slow rate of technology transfers and uptake, inadequate budgetary support from the exchequer, non-compliance with set construction standards, cessation of construction levy payments, foreign contractors are the major players in the industry, lack of a legal framework for collaborations with county governments, overlapping institution mandates, misconstrued understanding of Authority mandate. Hence, the research intended to establish the effects of learning orientation on performance of selected construction firms in Na.irobi Co.unty. The theories used included resource-based view and theory of dynamic capability. The research employed descriptive research designs. The study targeted 8 selected construction firms in Nairobi. The respondents were grouped in terms of their job responsibilities. Sim.ple rand.om sam.pling method was utilized for choosing the participants from every stratum. The respondents were staff working in 8 construction firms in Nairobi, comprising of 328 top level management employees of managerial positions of construction firms in Nairobi City. The sample was 180 participants. Data was obtained through use of a questionnaire. The study data obtained quantitative data which was analyzed through descriptives inclusing frequency, percentage, mean and standard deviations. The study also conducted correlation analysis and multiple regressions for determining the association amongst the variables. The tables and figures were utilised for representation of the research results. It was established that that a unit change in learning orientation changes performance of construction companies by 0.754. The research concluded that learning orientation had a substantial effect on performance of construction firms in Nairobi. The study recommends that management of construction companies should develop a structured training and development program that aligns with both the company’s strategic goals and the employees' career aspirations