Role In Management Research Articles

Understanding the role of gender diversity in ESG misconduct. The moderating effect of gender equality policies

Purpose This paper aims to investigate whether gender-diverse boards and top management teams (TMTs) reduce undesirable environmental social governance (ESG) behavior and whether a critical mass of women in leadership is necessary to influence this outcome. In addition, the authors study whether differences in the levels of national commitment to gender-equality policies affect the effectiveness of gender-diverse boards and management in curbing ESG misconduct. Design/methodology/approach This study examines the role of women directors and women executives in ESG misconduct using a European sample of analysis of 2,994 firm-year observations from 2015 to 2020. Findings The authors find that gender diversity effectively prevents ESG misconduct only in countries with strong national policies supporting gender equality. Specifically, women directors and executives significantly reduce ESG misconduct in these countries, demonstrating the complementary role of gender diversity and national equality policies. In addition, female chief executive officers are more likely to curb negative ESG practices in firms operating within gender-equal corporate environments, noting that female chief executive officers are not effective in reducing irresponsible ESG behavior when they are not supported by a critical mass of women directors or executives. Practical implications This paper finds novel evidence that the influence of female representation on ESG misconduct is not linear but conditional on the level of female proportion; women in the minority (usually under 3) can scarcely influence group decisions because their specific female attributes are only evident when the visibility and legitimacy of the female group are high enough. Firms led by female chief executive officers seem to reduce ESG misconduct, especially when their chief suites are above a critical threshold. But queen bee female chief executive officers are not effective in reducing adverse ESG activity if their boards and TMTs are not gender diverse; the joint effect of women in different hierarchical positions contributes to decreasing ESG failures. Social implications These findings are useful for policymakers because they show that although there is growing social concern about business gender equality and increasing regulatory efforts through soft/hard gender quotas, stakeholders will not completely benefit from firm gender diversity without national support for gender equality. Originality/value This study contributes to the sustainable development literature by examining the direct effects of gender diversity at multiple levels of a firm’s hierarchy (chief suite, board, TMTs), as well as addressing the gap between firm gender diversity and national gender equality policies as mechanisms to reduce ESG misconduct. It also explores the queen bee phenomenon, noting that female leaders in non-diverse organizations often adapt their leadership style to align with masculine corporate cultures.

The role of ESG rating divergence and independent directors in predicting future stock price crash risk

The role of ESG rating divergence and independent directors in predicting future stock price crash risk

Community Convergence Framework for Solid Waste Management

The Community Convergence Framework for Solid Waste Management is a sound management plan to address the solid waste problem for the Tangkas Organic Fertilizer Facility in Bali, Indonesia and for private and government institutions worldwide. The framework’s components are based on the principle that solid waste management should be a collective effort between local governments, communities, and organic waste processing centres. The management plan is structured so that there is a convergence between these three components. In this way, communities can strive to create a cleaner and healthier environment for current and future generations. This research will guide understanding of waste management's importance and community convergence's role in achieving sustainable solutions. Contribution to Sustainable Development Goals (SDGs) SDG 3: Good Health and Well-being SDG 4: Quality Education SDG 6: Clean Water and Sanitation SDG 11: Sustainable Cities and Communities SDG 12: Responsible Consumption and Production SDG 13: Climate Action SDG 17: Partnerships for the Goals

Strategic Leadership Practices and Organizational Performance at Healthcare Organizations: The Mediating Role of Crisis Management

Strategic Leadership Practices and Organizational Performance at Healthcare Organizations: The Mediating Role of Crisis Management

Manager's cognitive role and strategic decision-making: an empirical analysis

Manager's cognitive role and strategic decision-making: an empirical analysis

유아교사의 조직갈등 요인과 경험에 대한 내용분석

The purpose of this study is to explore the factors contributing to organizational conflict and analyze the meaning of organizational conflict as perceived by early childhood teachers working in early childhood education institutions. A review of the literature revealed that research on organizational conflict has extensively examined factors such as communication, job satisfaction, resilience, burnout, organizational climate, organizational culture, and organizational effectiveness. Additionally, the factors contributing to organizational conflict were categorized into individual and group dimensions, resulting in eight conflict factors: communication, job satisfaction, burnout, resilience, organizational culture, organizational climate, organizational effectiveness, and social support. An analysis of the meanings derived from experiences of conflict in organizations, collected through open-ended surveys based on the classified categories, revealed that teachers experience conflict due to challenges in communication, relationships, expression, methods, goals, and adaptation. Despite these various organizational conflicts, the majority of teachers working in early childhood education institutions expressed high job satisfaction derived from the growth of young children and the gratitude expressed by children and their parents. Furthermore, factors such as the principal's interest in teachers, leadership, competence, and the qualifications or roles of the institution's director significantly influenced teachers' job satisfaction and sometimes served as determinants in decisions to leave their positions.

The Role of Managerial Competencies in Driving Industry 4.0 Adoption: A Comparative Study of Thailand and Vietnam’s Manufacturing Sectors

This study investigates the influence of Top Management Team Competencies (TMTCs) and Middle-Tier Managers’ Competencies (MMCs) on the intention to adopt Industry 4.0 (I4.0) technologies in Thailand and Vietnam. Utilizing a quantitative approach with Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 100 manufacturing firms reveal the critical roles of Industry 4.0 readiness level (RL) and perceived usefulness (PU) as mediators in these relationships. The findings highlight that while TMTC significantly enhances organizational readiness, its direct impact on adoption intention is non-significant. Conversely, MMC directly influences both PU and adoption intention, emphasizing the practical role of middle management in bridging strategic vision and operational execution. RL mediates the effects of TMTC on I4.0 adoption intention, whereas PU does not mediate the relationship between TMTC and adoption intention. These insights contribute to the literature on digital transformation, particularly in emerging economies, by identifying distinct managerial roles and the importance of readiness in driving adoption. This study underscores the need for tailored competency development among top and middle managers to foster successful I4.0 adoption and suggests further research into organizational culture, external support, and regional variations.

Exploring the factors influencing the adoption of business intelligence in Malaysia’s service sector

In the realm of contemporary business, Business Intelligence (BI) offers significant potential for informed decision-making, particularly among executives. However, despite its global popularity, BI adoption in Malaysia’s service sector remains relatively low, even in the face of extensive data generation. This study explores the factors influencing BI adoption in this sector, employing the Technology Acceptance Model (TAM) as its conceptual framework. Drawing on relevant BI literature, the study identifies key TAM factors that impact BI adoption. Using SEM modelling, it analyses quantitative data collected from 45 individuals in managerial roles within Malaysia’s service sector, particularly in the Klang Valley. The findings highlight the crucial role of Perceived Usefulness in influencing the Behavioral Intention to adopt BI, serving as a mediating factor between Computer Self-efficacy and BI adoption. In contrast, Perceived Ease of Use does not have a direct impact on BI adoption and does not mediate the relationship between Computer Self-efficacy and Behavioral Intention. These insights demonstrate the complex nature of BI adoption, emphasizing the importance of Perceived Usefulness in shaping Behavioral Intentions. The outcomes of the study aim to guide executives in Malaysia’s service sector, outlining key considerations for successful BI adoption.

‘Steering the ship not rocking the boat’: The implied stewardship and managerial roles of senior leaders in traditional international schools

The past five decades has seen four dominant models of educational leadership emerge, as the fashion shifted from managerial, towards instructional, then transformational, and the currently dominant distributed approach. At the same time, other models have emerged in literature such as moral, authentic, systems, and contingency leadership. This paper focuses attention on the leadership approach expected by the senior leader (‘Directors’) of well-established autonomous traditional international schools governed by a parental-led Board, where a complexity of tensions and dualities has previously been reported by literature. At the same time, this body of schools stands under-reported upon. Following an analysis of the action verbs found in 10 job adverts, across 10 nations globally, we can identify a strong pattern of anticipated role, characterised by the ‘old fashioned’ managerial, and instructional approaches, with the Director being expected to steer the school on a steady, continuous course rather than instigate any major change or innovation. A role of responsible stewardship emerges, with the Director being expended to maintain, continue, and oversee events as previously done by others. The lack of scope for distributed or contingency leadership seems surprising given the changing social and political environment that the schools occupy.

Gender diversity on boards and earnings forecast accuracy: insights from India

PurposeThis paper explores the relationship between gender diversity on corporate boards and the accuracy of analysts’ earnings forecasts. The study focuses on gender-diverse boards as effective monitors, which are expected to influence corporate disclosures, reducing information asymmetry positively and improving forecast accuracy. The unique context of India’s gender quota policy on corporate boards and its relatively weak corporate governance structure offers an ideal setting to investigate this relationship.Design/methodology/approachThe study utilises the generalised method of moments dynamic panel regression to address this research objective, analysing data from 217 Indian firms listed on the National Stock Exchange from 2014 to 2019.FindingsThe findings reveal that greater gender diversity on corporate boards positively impacts forecast accuracy. Specifically, having more women directors on the board enhances forecast accuracy, with a critical mass of women directors (more than one woman) further amplifying this effect. The study also shows that independent women directors significantly improve forecast accuracy, whereas grey women directors (those with family connections or non-independent roles) negatively affect it.Originality/valueThis study contributes significantly in two key aspects. Firstly, it sheds light on the value of women directors on boards in a country where women’s representation is mandated. Secondly, the research highlights the crucial role of independent women directors in ensuring robust financial oversight, particularly in an emerging economy.

Coping With Competing Role Expectations: How Do Independent Directors Make Sense of Their Role?

How do individual independent directors make sense of their director role? We examine this question in the context of competing expectations among key corporate governance actors during the onboarding process of independent directors. This study explores how independent directors navigate these expectations, which stem from both external change agents, such as government agencies and the media, and internal actors, especially management. Given the inherent ambiguity of their roles, which involve multiple board tasks and lack explicit definition, independent directors often face role conflicts. Our findings reveal that independent directors resolve these conflicts by adopting one of three role orientations: external adaptive, organizational alignment, or provisional balancing. Through this process, they construct their director role by coping with the expectations of key governance actors. This study contributes to the micro-foundations of corporate governance research by shedding light on the individual-level dynamics that shape how independent directors interpret and enact their roles.

Labor Outcomes After Employer‐Provided Training: Evidence from the Understanding Society Survey

ABSTRACTA simple two‐period model is developed to show that employer‐provided training might increase workers' wages and incentives to work more paid and unpaid hours. These predictions are then tested using the United Kingdom Understanding Society Survey data. The empirical analysis suggests that individuals with at least one employer‐provided training incident work more paid and unpaid overtime compared with individuals without employer‐provided training. Training has significant positive and permanent effects on wages and the odds of workers being in a managerial role after training. Additionally, those with employer‐provided training have higher odds of job satisfaction. The unpaid working hours and job satisfaction effects of job training are not long‐lasting.

‘A game of hare and hounds with one small terrier puffing well in the rear’: working at the birth of British silent cinema music

ABSTRACT The practice and performance of silent cinema music was an ephemeral art form that largely passed into memory with the arrival of the talkies in Britain in 1929. It had existed for two decades with the majority of Britain’s 4,500 cinemas playing up to 60 hours of music each week. As such, it provided employment for tens of thousands of musicians and entertainment for the majority of the population who were cinemagoers. But despite its ubiquity, there are no extant recordings of cinema music performances from this period, and researchers must rely on the traces left by those early practitioners; the sheet and library music that they used and annotated, the voices of the critics who described and debated the merits of cinema music and the autobiographical material of composers like William Alwyn and Louis Levy who forged their careers in cinema music from the silent period. Early instruction manuals hint at key developments in the art and language of film music, and silent cinema musicians performing today offer audiences a strong impression of the experience of live music in cinemas. Some like Neil Brand research and publish on the history of their craft. This article uses these sources to consider the development of silent cinema music in Britain from 1909 to the coming of sound in the early 1930s, focusing on the role of the cinema music director, the music publishing industries and instruction manuals that supported their craft as the language of cinema music developed in tandem with film form and style before passing into history in the rush to embrace the talkies.

Nonprototypical Managers: The Identity Work of Young Managers in Relation to Age-Based Stereotypes

To be a young manager is to deviate from the norm, because youth and management are perceived as contradictory social positions. Thus, young managers are positioned as nonprototypical, which poses challenges to gaining acceptance and claiming the managerial identity. In this multicase interview study, we show how available social prototypes of management and self-to-prototype comparisons are important as young managers approach the identity work process. We conducted interviews (N = 38) and workshops (N = 6) in three business sectors with young and senior managers, subordinates, and those performing support functions. Based on an analysis of these interviews and workshops, we developed a theoretical model illustrating how young managers use implicit theories of leadership (ILT) to reduce the incongruity between internal self-conceptions and external prototypes of management as a benchmark toward managerial identity, revealing three main approaches to identity work. Young managers approach age-based drawbacks by acting based on noncontextualized ILTs, making adjustments in relation to available prototypes, and by making self-to-prototype insights. Our findings augment the identity work theory by providing an age perspective on this process and highlight the importance of future research engaging in depth with age as a sociodemographic factor in relation to the managerial role.

Training social workers at the Master’s degree level: the Italian case

ABSTRACT The article focuses on the complexity of social work education at Master’s level in Italy. After a literature review on social work education, an exploratory research carried out between December 2021 and June 2022 is presented. The research questions are about how Italian universities provide Master’s level education for social workers and the specificities of the different programmes. Admission requirements, professional profiles, disciplines and practice training are some of the issues addressed. Considering the Master’s training system is characterized by an interdisciplinary approach, but provides limited focus on social work disciplines, the research study shows the need to train specialist social workers who have a strong professional identity and at the same time can take on managerial roles. These findings need to be considered in the immediate post-pandemic scenario and in the current historical stage, which is now an exceptional economic situation, that impacts on people’s conditions and welfare. As the pandemic has highlighted inequalities and new needs, a structural approach is now required that goes beyond the emergency phase, also considering that new resources were put into social and health services. The conclusions highlight some future perspectives for social work education in Italy and suggest possible new research developments.

Sentry eyes? Women directors and corporate penalties

The ethical role of women directors is the source of increasing scholarly interest. This study investigates the impact of women directors on corporate misconduct using a dataset of U.S. firms listed between 2002 and 2019. It reveals a significantly negative association between women board directors and corporate misconduct. This association is robust to alternate proxies and regression techniques accounting for potential endogeneity. This study finds that an increase in the proportion of women directors by one standard deviation decreases corporate penalties amount by approximately 1.911%. It also notes that the impact of women directors on corporate misconduct is significant when the board has at least three women and is mainly influenced by independent, rather than executive, women directors. Moreover, the relationship between women directors and corporate misconduct is driven by governance quality, external monitoring, and industry nature. Overall, the investigation indicates that the presence of women directors provides ‘sentry eyes’ to corporate boards and reduces corporate misconduct. These findings contribute to the continuing debate on the role of women directors and board diversity and have implications for devising effective corporate governance mechanisms.

Peran Art Director dalam Pembuatan Iklan Layanan Masyarakat ” Stop Penyiksaan Hewan Sebagai Sarana Hiburan ”

The rapid use of smartphones and the internet in the modern era has brought significant impacts, especially in the spread of animal abuse content. In 2021, there were 5,480 animal abuse contents spread around the world, with 1,626 contents coming from Indonesia. The Art Director's role as the supervisor and director of art and visual elements in various creative projects, including public service announcements, is crucial. Art Directors are responsible for ensuring the aesthetic and creative vision of a project is in line with the objectives and target audience. This research aims to explain the importance of concept preparation in the creation of public service advertisements to readers or audiences. The general benefit of this study is to increase public understanding of the role of the Art Director as the conceptualizer behind public service advertisements. This study focuses on a public service announcement titled "Stop Animal Torture as a Means of Entertainment," which aims to remind people about the human rights of animals. Considering that Indonesia is the world's top producer of animal torture content, this ad calls for improving this bad data as it highlights the importance of the issue. With around 1,600 animal abuse content originating from Indonesia out of a total of 5,480 global content, this ad is an effort to reduce the negative impact on living beings and raise awareness of the issue.

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.

INTEGRATED APPROACHES, NEW TRENDS AND INNOVATIONS IN MENU DEVELOPMENT FOR THE RESTAURANT INDUSTRY

The article examines modern approaches to menu development in restaurant business establishments, highlighting its pivotal role in shaping an establishment's image, attracting customers, and improving financial performance. The study explores marketing, technological, creative, ecological, and customer-oriented approaches, each contributing to the menu's attractiveness and relevance. The primary functions of a menu are analyzed, including its informational, marketing, managerial, quality control, and customer satisfaction roles. Key trends are discussed, such as the incorporation of local and seasonal ingredients, healthy dining options, innovative cooking techniques, and interactive elements. The article underscores the importance of adapting menus to shifts in demand, evolving gastronomic trends, and changing customer preferences. Emphasis is placed on the role of innovation in enhancing the competitiveness of food service establishments. Current trends influencing menu development are also highlighted, including the rising demand for local and seasonal products, healthier food choices, vegan and vegetarian options, and exotic ingredients. Additionally, the importance of continual menu adaptation to dynamic market needs, customer preferences, and emerging culinary trends is stressed. This adaptability is essential for restaurants to maintain their competitiveness and relevance in the ever-evolving food service industry.

The Effect of Ethical Leadership Behaviours on Teachers` Motivation in Primary Schools in Karagwe District, Tanzania

This study was grounded on social exchange theory to determine the effect of ethical leadership behaviours on teachers` motivation in primary schools in Karagwe District Council. It was also guided by one research hypothesis which were tested using structural equation modeling (SEM) techniques. It employed constructivism as research paradigm, quantitative research approach, and explanatory design with 95 respondents. Data were collected through questionnaires. The results revealed that ethical leadership behaviors positively affect teachers` motivation. It was also learned that leaders exhibited ethical behaviors based on honesty, justice, integrity and transparency in performing their managerial roles. Leaders’ practices (e.g. care, value, and fairness) indicated the degree to which teachers are motivated. The results call for managerial attention especially ensuring that teachers are well motivated through ethical leadership and human resource management practices