Organizational Staff Research Articles

A Global Study of Debate Extension Service Organizations (DESOs): Challenges and Opportunities

Debating is often seen as an extra-curricular activity, with debate clubs in secondary and tertiary level institutions being the main organizational unit. However, some organizations operate beyond individual schools and offer broader support to debate activities. This includes organizing tournaments, training coaches and adjudicators, executing debate workshops/camps, managing national debate teams, and promoting debate in non-school environments. These can be called Debate Extension Service Organisations (DESOs), are typically non-governmental organizations that vary in terms of structure, services, staffing, and funding. Generally, they aim to create positive change in the lives of their programme participants and to promote debate as a useful tool for society. Conducted in the Caribbean, this study uses a sequential mixed method approach consisting of a survey and a focus group discussion to explore the challenges confronting such organizations, and examines the extent to which they are similar across places, in addition to considering various solutions to such challenges. From this, it is noted that the strategies to overcome the challenges may be at least somewhat transferable, though contextual nuances remain relevant. It was found that the challenge of greatest concern to the organizations was funding, while participant buy-in was of least concern. Other concerns of staff turnover, public support, and organization capacity were moderate. Despite the concerns, the organizations remained optimistic in achieving their goals and believed that they would remain in existence.

Unlocking value: exploring digital transformation's influence on knowledge management of national football associations

ABSTRACT Research question There is a lack of understanding of the role of digital transformation (DT) on the management of knowledge in sport organisations. This study addresses the relationship between DT and knowledge management (KM) and looks at how digital change affects KM processes, the value creation possibilities of generating and applying digital knowledge, and how the opportunities for staff in sport organisations to generate new knowledge are evolving. Research methods An exploratory qualitative study was conducted through semi-structured interviews with 82 executives from 43 different national football associations (NFA). The participating NFA were spread across all six continental associations (AFC, CAF, OFC, CONCACAF, CONMEBOL, UEFA). Results and findings Digital KM enables NFA to better understand fan and consumer behaviour, adapt offers, and make informed decisions. Digital KM is critical to optimising organisational performance, effectively engaging stakeholders, and driving innovation within the NFA. Human resources at all levels of the organisation and their attitudes, skills, and embeddedness in the change process are key success factors for digital KM. In the sports performance sector talent identification, talent development, and match analysis benefit considerably from digital KM. Implications NFA should invest in digital infrastructure, data analytics, and staff training to improve their digital KM. This enhances their capabilities for digital value creation and can thus promote their sustainable growth which will benefit football development.

Investigating the Effect of Kaizen Management on Industrial Performance at Kathmandu Valley: Empirical Evidence of Japanese Management Theory

Background: Kaizen, originating from Miyazaki et al. (1986), emphasizes efficient work approaches, impacting global businesses. Despite its widespread adoption, Nepal faces queries regarding its efficacy and implementation challenges. Objective: This study examines the effect of Kaizen Management on Industrial Performance at Kathmandu Valley – one of the core business cities of South Asia as well as challenges of Kaizen Management by providing the managerial solution for effective Kaizen Management. Methods: Following the Japanese Management Theory (Theory Z), an explanatory research design is employed to identify causal relationships between variables in the study of Kaizen management. Based in the Kathmandu Valley, managers from 158 industries (35 from Bhaktapur, 62 from the Balaju Industrial Estate, and 61 from the Patan Industrial Estate) were selected using probability sampling techniques, and primary data were collected via survey methods using structured questionnaires. Results: Employee Skills & Efforts, Working Area Impact, and Follow-up Activities all have a significant impact on how Kaizen management is implemented. This finding provides theoretical support for Japanese Management Theory. According to the results, Kaizen management is a new idea that has to be given greater consideration in Nepalese industrial estates. Conclusion: Organizational rules and procedures need to be changed and amended more so that staff members, supervisors, and organizations may make significant strides in implementing Kaizen Management across industries in Kathmandu valley. Keywords: Kaizen Management, Industrial Estate, Structural Equation Modelling, Nepal Paper Type: Research Paper JEL Classification: J53, M11, M12, O32, G32

Factors Affecting Work Efficiency’sEmployee ofChampalao Deposit Taking Micro Finance Institution

This Researchaimedto study the motivation, efficiency in the operation of microfinance institution employees who receive deposits in Lao Pagoda and the factors that affect the performance of employees of microfinance institutions who receive deposits in Lao Pagoda.By using 50 sets of questionnaires to collect data from 50 target groups and the program SPSS software was used to analyze all the data. The research results found that the employee's work motivation is the motivation to monitor and evaluate the performance frequently with the value of X̅= 4.47;SD=0.46, job responsibility is appropriate with value X̅= 4.23;SD=0.57, types ofwork has a value of X̅= 4.07;SD=0.58, Work improvement has value X̅= 4.02;SD=0.72 and acceptance of each other within the organization staff has a value of X̅= 4.01;SD=0.64.There is also a good relationship between colleagues with a value of X̅= 4.22;SD=0.56, the level of productivityin the work function, value X̅= 4.14;SD= 0.60, policy and organizational management has a value of X̅= 4.01;SD= 0.65, working environment value X̅= 3.96 ;SD= 0.71 and lastly labor cost and welfare value X̅= 3.73;SD=0.73. The efficiency in the performance of the employee's work wasin a highlevels, such as good time management with a value of X̅= 4.37;SD= 0.53,the quality of work performed X̅= 4.31;SD= 0.48, in terms of the amount of work that can be done, the value of X̅= 4.03;SD=0.54. Factors that affect the performance of microfinance institutions that accept deposits inLaos have only one factor such asjobstability (X10) with a statistical significance level of 0.01.

Impact of the COVID-19 Pandemic on Turnover Rates Among Staff in Community Mental Health and Substance Use Organizations.

This article explores the historic impact of the COVID-19 pandemic on turnover rates among staff in community mental health and substance use organizations in the United States. While existing literature extensively covers turnover in physical healthcare settings, the mental health and substance use sector's unique challenges have received less attention. The study utilizes a six-year dataset from a large multi-service organization in the northeast to analyze turnover patterns before, during, and after the pandemic. Key findings include a spike in turnover during the pandemic, particularly in Hospital Diversion Programs, and significant variations by age and gender. Despite the pandemic not significantly affecting overall turnover rates, the results offer insights into specific groups at risk for turnover, such as staff under 29 years old. The study concludes by discussing the implications for targeted retention strategies, especially as mental health organizations nationwide adopt the Certified Community Behavioral Health Center model.

Becoming Self Employed: Israeli Family Physicians' Push and Pull Factors.

As primary care is an important infrastructure for the entire health system, the employment structure choices of family physicians-whether to work in a managed care organization or be self-employed, can impact all effectiveness parameters of healthcare: quality, access, health equity, patients' experiences, and cost-effectiveness. The aim of this study is to assess the push and pull factors influencing family physicians' employment choices. This study employed a qualitative approach to explore the experiences of family physicians (FPs) who choose to work a self-employment practice. We conducted semi-structured interviews with twenty-seven self-employed FPs in Israel, selected through purposive and snowball sampling. The interviews were conducted via Zoom, recorded, and transcribed verbatim. Data analysis followed thematic analysis framework. The analysis yielded 10 themes, which were organized into two categories: pull and push factors. Pull factors, i.e., factors that attract family physicians to become self-employed, included professional self-fulfillment, higher income, professional and business autonomy, working with secretaries according to one's personal choice, designing the space of the clinic, and flexibility in working hours. Push factors, i.e., factors that demotivated family physicians to work under managed care and pushed them to choose self-employment included low control over the work environment, workload, decreased professional and organizational autonomy, managerial pressures on quality measures, engagement in marketing activities, and tensions with non-medical staff in the Health Maintenance Organization. There are obvious implications of this work for Health Maintenance Organizations' policy makers. Balancing managerial pressure and tensions between family physicians and non-medical administration and ensuring suitable working conditions increased physicians' control over the work environment, and professional autonomy may decrease push factors and retain family physicians as Health Maintenance Organization-employed. Understanding pull factors may help to develop a strategy for maximizing cooperation with self-employed family physicians and reinforce physicians' linkage to the healthcare system's treatment objectives.

Good Measures: Developing a Process for Authentic Assessment Creation in Food Education.

This paper presents the process taken by a nonprofit educational organization to create authentic evaluation tools for Food Education in K-12 schools. Development was a collaborative effort between organization staff and teachers during an Evaluation Summit. The program background, development of the Summit, and plans for post-Summit work continuation are described. The Summit included 14 teacher participants (3-4 per grade band in preK-1, 2-5, 6-8, 9-12). The process of tool development was captured via direct observations and analysis of artifacts (eg, participants' brainstorming chart paper, online development documents) to identify themes in successful approaches and challenges. Additional post-Summit activities were also captured via surveys and artifacts. Outcomes of this work are outlined, including the challenges in carrying out the creation of authentic assessments that accurately reflect the classroom teaching experience, and the value of in-person community building in the Food Education space. Key findings relate to the importance of in-person collaboration amongst teachers, centering students in evaluation, and equity and accessibility in tool development. Although outlining challenges and outcomes was not an a priori goal of this work, it provides important information for others working in the education nonprofit space-especially as it pertains to new approaches to classroom evaluation.

Building a culture of safety in Australian residential aged care facilities: protocol for a longitudinal mixed methods research programme

IntroductionThe quality and safety of care within residential aged care facilities (RACFs) have been linked to their organisational culture. However, evidence for understanding and improving culture in this setting is...

COVID-19 hits care homes: A cross-national study of mortality rates

The COVID-19 outbreak, which most severely impacted older citizens, served as a stress test for residential eldercare facilities. The mortality rates of care home residents varied widely across countries in 2020 before vaccinations became available. Why have some countries been better (or less) able to protect their older citizens in care homes? This article examines the role of specific characteristics of national systems of residential care in enhancing or weakening the capacity of these systems to protect their residents from the pandemic and seeks to draw some lessons for the future. Because the mortality rate in care homes strongly correlates with the overall infection rate within the community, this article adopts an innovative approach to conceptualize and measure the protection capacity of national residential care systems more specifically – that is net of mortality rates within the community. The study makes important contributions to the care policy field. The traditional care regime typology fails to explain cross-national variations in the protective capacity of care homes. Governmental spending on long-term care systems certainly matters for protective capacity but we find that a factor previously neglected by care regime scholars also matters. More specifically, we show that the pattern of staff organization affects protective capacity. Our findings call for a rethinking of care systems in the face of future pandemics.

“It's normal to be afraid”: attacks on healthcare in Ouaka, Haute-Kotto, and Vakaga prefectures of the Central African Republic, 2016–2020

IntroductionAttacks on healthcare have further weakened the already fragile health system in the Central African Republic. We investigated attacks on healthcare in three conflict-affected prefectures—Ouaka, Haute-Kotto, and Vakaga—from 2016 to 2020. The study aim was to gain an in-depth understanding of the immediate and long-term effects of attacks on healthcare workers, facilities, supply chain, quality of care, and other components of the health system. We provide a qualitative description of the incidents, assess their impacts, identify mitigation efforts, and discuss challenges to recovery.MethodsWe used purposive and snowball sampling to identify participants in the study. Semi-structured key informant interviews were conducted with administrative and health authorities, front-line personnel, and staff of non-governmental organizations. Interviews were done in Sango, French, or English. Recorded interviews were transcribed and notes taken for non-recorded interviews. Transcripts and notes were analyzed using inductive coding, allowing participant responses to guide findings.ResultsOf 126 attacks identified over the study period, 36 key informants discussed 39 attacks. Attacks included killings, physical and sexual assault, abductions, arson, shelling with grenades, pillage, occupations, and verbal threats. The violence led to extended closures and debilitating shortages in healthcare services, disproportionately affecting vulnerable populations, such as children under five, or people who are elderly, chronically ill, or displaced. Healthcare workers faced psychological trauma and moral injury from repeated attacks and the inability to provide adequate care. Personnel and communities made enormous efforts to mitigate impacts, and advocate for assistance. They were limited by failed reporting mechanisms, ongoing insecurity, persistent lack of resources and external support.ConclusionEffective strategies to safeguard healthcare from violence exist but better support for communities and health workers is essential, including measures to assess needs, enhance security, and facilitate recovery by quickly rebuilding, resupplying, and re-staffing facilities. CAR’s government, international organizations, and donors should make concerted efforts to improve reporting mechanisms and end impunity for perpetrators. Their investment in community organizations and long-term health system support, especially for health worker training, salaries, and psychosocial care, are vital steps towards building resilience against and mitigating the impacts of attacks on healthcare.

Accountable hospital governance structure rules in Iran: a qualitative document analysis

PurposeHospital governance accountability structures in Iran, similar to other countries, have undergone various reforms with different goals. The current study aimed to identify the rules and regulations of the hospital governance structure in Iran and how they pay attention to accountability.Design/methodology/approachThis qualitative document content analysis study was conducted using hospital governance structure documents in Iran using the Ready materials, Extract data, Analyze data and Distil (READ) document analysis framework. 2,921 documents were extracted from the official government websites of Iran. After screening, seven documents related to the hospital governance structure were selected. A directed content analysis approach was used. The findings were finally future purification matched with the original documents.FindingsThe findings showed that documents had not addressed the inclusive governance structure of the hospital comprehensively. The medical staff organization structure is not considered in the documents, and its duties are assigned to a technical or a clinical director. Most documents addressed financial accountability. The documents did not require the hospital’s governance to have an inclusive accountability structure. However, they paid more attention to the administrative and financial autonomy of hospitals.Practical implicationsAccountability is one of the most essential components in the hospital's governance structure. It can increase the success of hospital efficiency, effectiveness, vision and mission fulfillment. The study result can help health services policymakers and managers formulate better organization structure rules and regulations for hospital governance accountability.Originality/valueThis study is the first qualitative analysis of accountable governance structure documents in Iranian hospitals. We used the READ method as a comprehensive approach for document analysis.

Development trends in the management consulting industry in dental medical organizations

The evolution of healthcare industry management corresponds to management trends in the global economy. Reforming medicine within the framework of the concepts of sustainable development, value-oriented approach, person-centeredness, as well as challenges due to the pandemic provide a number of relevant tasks and subjects for management consulting. A comparison of the market volumes of domestic and foreign medical management consulting shows a significant difference in the demand for this field of activity. It is necessary to explore the objective and subjective reasons for the restrictions on the development of domestic management consulting. The purpose of the study is to identify problems of management consulting in dental practice. The authors set the task of reviewing foreign and domestic sources of scientific literature and analytical reporting on the management consulting market, clarifying the main economic trends in domestic and foreign consulting services in healthcare, and identifying indicators and performance factors for management consulting in dental institutions. The methodology of content analysis of scientific information made it possible to draw conclusions about the state of the industry and formulate recommendations for its scaling. The results of the study confirmed the relevance of management consulting for the management and staff of dental organizations and the need for the development of the industry. The challenges of modern management increase the need to attract experts and professional management consultants to dental organizations.

Awareness, support, and opinions of healthy food and drink policies: a survey of staff and visitors in New Zealand healthcare organisations

BackgroundIn 2016, a voluntary National Healthy Food and Drink Policy (hereafter, “the Policy”) was released to encourage public hospitals in New Zealand to provide food and drink options in line with national dietary guidelines. Five years later, eight (of 20) organisations had adopted it, with several preferring to retain or update their own institutional-level version. This study assessed staff and visitors’ awareness and support for and against the Policy, and collected feedback on perceived food environment changes since implementation of the Policy.MethodsCross-sectional electronic and paper-based survey conducted from June 2021 to August 2022. Descriptive statistics were used to present quantitative findings. Free-text responses were analysed following a general inductive approach. Qualitative and quantitative findings were compared by level of implementation of the Policy, and by ethnicity and financial security of participants.ResultsData were collected from 2,526 staff and 261 visitors in 19 healthcare organisations. 80% of staff and 56% of visitors were aware of the Policy. Both staff and visitors generally supported the Policy, irrespective of whether they were aware of it or not, with most agreeing that “Hospitals should be good role models.” Among staff who opposed the Policy, the most common reason for doing so was freedom of choice. The Policy had a greater impact, positive and negative, on Māori and Pacific staff, due to more frequent purchasing onsite. Most staff noticed differences in the food and drinks available since Policy implementation. There was positive feedback about the variety of options available in some hospitals, but overall 40% of free text comments mentioned limited choice. 74% of staff reported that food and drinks were more expensive. Low-income staff/visitors and shift workers were particularly impacted by reduced choice and higher prices for healthy options.ConclusionsThe Policy led to notable changes in the healthiness of foods and drinks available in NZ hospitals but this was accompanied by a perception of reduced value and choice. While generally well supported, the findings indicate opportunities to improve implementation of food and drink policies (e.g. providing more healthy food choices, better engagement with staff, and keeping prices of healthy options low) and confirm that the Policy could be expanded to other public workplaces.

Understanding the Perspectives of Key Stakeholders toward Medicare's Home Health Value-Based Purchasing (HHVBP) in the US

ObjectivesThis study examines the perspectives of key stakeholders in home health toward Medicare's Home Health Value Based Purchasing (HHVBP) program, piloted among home health agencies (HHAs) in 9 states from 2016 to 2021, and based on initial performance, was expanded to the remaining 41 (nonpilot) states in January 2023. DesignWe conducted semistructured interviews wherein we inquired participants’ views toward and experiences with HHVBP. We used convenience and purposive sampling to obtain diversity in HHA size, geography, and quality. Setting and ParticipantsWe conducted interviews from July 2022 to May 2023 with HHA leaders, staff, and clinicians, advocacy and trade organization leaders, and policy experts from pilot and nonpilot states. MethodsWe used thematic analysis to develop a codebook that included framework-derived, a priori, and inductive codes. We identified key themes and subthemes accordingly. ResultsForty-seven stakeholders representing 25 unique organizations participated: 22 (47%) from pilot states and 25 (53%) from nonpilot states; of these, 24 (51%) were HHA leaders, 13 (28%) were organizational leaders, and 10 (21%) were clinicians; 26 (55%) were centered in the Northeast, 9 (19%) in the West, 7 (15%) had a national presence, and 5 (11%) were centered across the South. Four key themes emerged. There were (1) wide variations in awareness, understanding, and attitudes toward HHVBP regardless of pilot status or stakeholder type; (2) concerns about aspects of HHVBP, including consequences for HHAs and patients; (3) a range of strategies used by HHAs to address HHVBP; (4) other concurrent issues that HHAs were navigating alongside HHVBP. Conclusions and ImplicationsDespite HHVBP's national implementation, awareness of and attitudes toward HHVBP varied across stakeholders from pilot and nonpilot states, as did efforts to address it. Although some viewed the policy favorably, others were concerned it could negatively impact HHAs and patients. Understanding the experiences of stakeholders is vital for illuminating the intended and unintended consequences of HHVBP policy.

Staff Perspectives and Organizational Climate Factors Related to Implementation of Food is Medicine Programming in a Federally Qualified Health Center

Abstract: The Food is Medicine (FIM) movement posits that food access and knowledge are key parts of disease prevention and treatment, but little research has explored how FIM programs fit into the organizational context of federally qualified health centers (FQHC). The purpose of this study was to explore the organizational climate and clinic staff perspectives on a FIM program being implemented in an FQHC. We conducted a cross-sectional survey study with clinic staff during the early implementation of a clinicbased FIM program. Clinic staff (n=40) perceived that patient nutrition was a high priority for the clinic, but that support for providing nutrition resources was more limited. We found high willingness and likelihood of using the FIM program services among staff, but some expressed concern regarding staffing and cultural appropriateness of programming. Optimal adoption and use of FIM investments in FQHCs may be supported by integration with existing clinical workflows.

Building the NHPI Data Policy Platform to Identify the Most Pressing SDOH Policy Domains for the NHPI Community

Abstract: Access to accurate Native Hawaiian and Pacific Islander (NHPI) social drivers of health (SDOH) data is crucial for understanding health needs and shaping effective public health strategies. However, this data often gets obscured within broader racial and ethnic categories making NHPI issues invisible. Moreover, NHPI communities face barriers when published data formats are inaccessible to community-based organization staff. To tackle these challenges, we initiated the Assessing Social Determinants of Health Data Through Local Data Intermediaries Initiative (AHEAD), supported by the federal Office of Minority Health. We developed two community-centered resources: 1. The NH PI Data Policy Platform, shaped by 138 NHPI community leaders from 13 states and Washington, D.C., representing nine NHPI subgroups. This platform highlights NHPI priority issues and provides equitable data policy recommendations for advocates and policymakers. 2. An NHP I SDOH Dashboard for California Counties, tailored to offer accessible data for community-based organization staff, ensuring better-informed interventions and support.

Methodological aspects of the procedure for calculating wages and insurance premiums, as well as other settlements with the staff of an agricultural organization

Wages are the main source of income for agricultural workers. Since labor is a socially significant category, its legal regulation is carried out at all levels of the legislative power of the Russian Federation, which not only fix regulatory requirements, but also contain basic social guarantees and legal norms that protect the remuneration of residents and non-residents. However, each company has a certain freedom in choosing the method of payroll and employee incentives. The global social and economic importance of work and its remuneration consists in the following main functions: reproductive, stimulating and regulating. The employee performs an industrial function, the employer performs a stimulating one, and the state performs a regulatory one. The article discusses the methodological aspects of the procedure for calculating wages and insurance premiums, as well as other settlements with the staff of an agricultural organization. The subject of the study is the methodological aspects of payroll and insurance premiums, as well as the implementation of other settlements with the staff of agricultural organizations. The information base was the forms of accounting and tax reporting of agro-industrial complex organizations of the Stavropol Territory. The scientific novelty of the research consists in the development and implementation of various accounting and analytical aspects of the procedure for calculating wages and insurance premiums, as well as other settlements with the staff of an agricultural organization.

Mental health priorities and cultural-responsiveness of the Mental Health First Aid (MHFA) training for Asian immigrant populations in Greater Boston, Massachusetts

BackgroundAsians and Asian Americans have the lowest rate of mental health service utilization (25%) in the US compared to other racial/ethnic groups (39 − 52%), despite high rates of depression, anxiety, and suicidal ideation. The lack of culturally-responsive mental health trainings hinders access to mental health services for these populations. We assessed the mental health priorities of Asian communities in Greater Boston and evaluated cultural responsiveness of the Mental Health First Aid (MHFA), a first-responder training teaching participants skills to recognize signs of mental health and substance use challenges, and how to appropriately respond.MethodsThis is community-based participatory research with the Boston Chinatown Neighborhood Center (BCNC), Asian Women For Health (AWFH), and the Addressing Disparities in Asian Populations through Translational Research (ADAPT) Coalition. We conducted focus groups with community-based organization staff and community members to assess mental health priorities of Asian populations in Boston, MA. We then evaluated the utility and cultural-responsiveness of the English-language MHFA for Asian populations through pre- and post-training questionnaires and focus groups with community participants. Paired t-tests were used to evaluate questionnaire responses. Thematic analysis was used to analyze interviews.ResultsIn total, ten staff and eight community members participated in focus groups, and 24 community members completed the MHFA and pre- and post-training questionnaires. Common mental health challenges in the Asian communities reported by participants were loneliness, high stigma around mental illnesses, academic pressure, and acculturation stress. Compared to pre-training, MHFA participants demonstrated lower personal mental health stigma (p < 0.001) and higher mental health literacy (p = 0.04) post-training. Participants also noted the lack of data statistics and case studies relevant to Asian populations in the training, and desired the training be offered in languages spoken by Asian ethnic subgroups (e.g., Chinese, Vietnamese).ConclusionCultural-responsiveness of the MHFA for Asian populations could be improved with the inclusion of data and case studies that capture common mental health challenges in the Asian communities and with translation of the MHFA to non-English languages predominant in Asian communities. Increasing the cultural relevance and language accessibility of the MHFA could facilitate wider adoption of these trainings across communities and help to reduce mental health stigma and gaps in literacy and service utilization.

Improving Children’s Services Engagement of Fathers in Child Protection: Logic Model for an Organisational Development and Staff Training Intervention

There is a long-standing and ongoing problem of practice with at-risk families in child welfare work focusing primarily on mothers and failing to properly engage fathers. The article describes a child welfare innovation from the UK designed to tackle this issue—the ISAFE (Improving Safeguarding through Audited Father-Engagement) intervention, developed by The Fatherhood Institute and The Children’s Social Care Research and Development Centre (CASCADE) at Cardiff University and based on two previous separate interventions which had positive initial evaluations. ISAFE combines in-service social work practitioner training with other elements of organisational development to improve the engagement of fathers. Activities targeting organisational culture are case file audits, identification and training of team champions, and a webinar for service leaders. The practitioner training involves both awareness raising about the importance of engaging men and skills development via an introduction to motivational interviewing. ISAFE’s theory of change is summarised in the form of a logic model. Limitations of the intervention and its evaluation are discussed.

Sustaining successful organisational change through leadership competence within Bahrain oil and gas: the power of Sustainable Network Leadership approach

PurposeDespite some academic recognition that leadership is particularly significant in reshaping the oil and gas industry’s contributions to global economic development and the sustainability of global energy supplies at affordable prices (Sharma et al., 2022), the attendant problem of how the industry’s leadership contributes towards the preservation of global environment and the maintenance of ecosystems’ balance, among other sustainability challenges, remains an academic lag. This calls for the urgent need for oil and gas companies to practice effective sustainable leadership approach at multiple organisational levels to address global environmental, economic and social challenges.Design/methodology/approachThis paper adopts an interpretivist/constructivist philosophical stance, where findings have been extracted from in-depth thick descriptive qualitative research in Bahrain oil and gas industry. Companies operating within Bahrain oil and gas industry were identified as the unit of analysis. Empirical data are gathered through semi-structured interviews from senior management and analysed using thematic analysis. This paper is structured as follows: introduction, contextualisation of the UNSDGs in the oil and gas industry, literature on network leadership, research methods used to gather and analyse data from Bahrain oil and gas industry findings, contributions, limitations and trajectories for further studies.FindingsThe study’s participants argued that the emergence of transformational and Sustainable Network Leadership is essential to successfully and sustainably implementing the UN SDGs. In other words, the Sustainable Network Leadership is a contribution to the single, leadership competences approach of previous scholarship (Weber et al., 2022; Kumalo and Scheepers, 2021) partly because it evolves around the notion of positioning different network and change actors based on their capacity to lead, exchange their knowledge, effectively communicate the need to comply with SDGs and the skills to establish high density within a complex network of actors.Research limitations/implicationsThis study recognises its limitations in the sense that it is based on the single context of Bahrain oil and gas, and data were collected from senior management and executives only. Gathering data from a broader swathe of employees may have provided greater levels of leadership and organisational member nuances in both single and collective differences of leadership attributes.Practical implicationsTransformational and Sustainable Network Leadership provides a new construct in the perception (the “what”), instrumentalisation (the “how”) and theoretical re-conceptualisation of leadership within organisational change settings needing radical rethink for sustainable and successful change. The practical implications of transformational and Sustainable Network Leadership expose the way a variety of highly challenged organisational change contexts are interconnected to highlight not only their different sets of challenges but also their opportunities and the resolution mechanisms they present for organisational leaders and staff alike.Originality/valueThis paper identified the single, leadership competence approach as the dominant discourse in organisational change, leadership studies and presented an alternative collective set of leaders’ attributes. The less utilised network leadership concept was drawn upon to contribute network leadership attributes as a way of addressing the challenges faced by Bahraini oil and gas company leaders. Therefore, this study contributes to both network leadership, transformational leadership by expanding both domains to include organisational transformation and the leadership-of-risky change. This was done by identifying attributes and characteristics of Sustainable Network Leadership, then showing their significance as an approach to successfully and sustainably implementing the UNSDGs.